'The Memo Every Woman Keeps in Her Desk\r'

'Case Analysis: The Memo every Wo macrocosm Keeps in Her Desk Introduction In this courtship study, Liz Ames has come up against an all too familiar problem in business today: sexuality bias. Effectively managing racial, ethnic and sexuality diversity is non just a human resources issue; it is a serious business issue. Background The recent deflexion of several senior-level women at sight Software has importantly elevated Liz’s concern for gender bias at the company. She has arrived at a point where she feels compelled to pass by her thwarting to their CEO, John Clark.\r\nShe has experienced some incredulity on whether or not she should send him a memo, and has asked for advice from a lad whom she trusts. Problem Statement Liz’s male colleague seems to be considering only whether or not he should advise Liz to send or not send the memo. The issue here is not whether Liz should give notice (of) her message to Clark, only how and when she should communicate that message. As her colleague examines his options for counseling and supporting her, he should cautiously consider how best he can overhaul communicate the importance of addressing gender diversity at hallucination Software.\r\nAnalysis and Issues When the senior-level women at reverie resigned, it seems from the education in Liz’s memo that people fictive that they were choosing family over a career and in that locationfore, way believed there was nothing that the company could have done to moderate these women. However, these women may have left for better opportunities, potentially with competitors. Vision’s obvious constitutes of losing these employees take on the want of investment made in recruiting and cooking them as sound as the cost of recruiting and knowledge their replacements.\r\nYet, the hidden cost of employee perturbation is possibly eventide more devastating. These hidden costs include the loss of intellectual capital and the potenti al for the former employee to proceed a competitor; potential disruption in the continuity of Vision’s customer attend to and the associated disgratification and potential loss of market share; and the prejudicial impact on the morale, motivation and productivity of the stay employees. If Clark is just starting to recognize the high cost of losing these seasoned employees, he should be receptive to Liz’s message and wide plain-spoken to strategies for resolving the issue.\r\nHowever, it would nearly likely be a mistake for Liz to communicate the message in a memo that she only when has authored. The one-way communication channel afforded by a memo does not provide Liz with the ability to polish her message on the fly as she receives feedback from Clark. Recommendations Liz perfectly call fors to communicate the important points of her memo to Clark, but this is far too important and complex of a subject to effectively address in a memo. A subject of this level of importance and meshing is much better suited for interactive communication.\r\nLiz’s colleague should advise her to work with him and some other similar co-workers to develop a strong business lineament for gender diversity that forget effectively comport Clark, convincing him that Vision will lose discover on the best executives, senior-level talent and potentially immature business and customers if it continues to operate in an environment of exclusionism. Then, victorious it a step further, they need to convince Clark that Vision will be able to capitalize on diversity by integrating it into their business system and company culture. Clark needs to be able to mend to their cause and adopt it as his own.\r\nThey should be for certain that Clark understands that women are a rapidly growing and passing educated group from which Vision will need to recruit and develop its future leadership. Vision’s high cost of failing to address gender diversity issue s will be significant, including the cost of turnover and the inability to attract and advance talented managers. In an environment of exclusionism, talented leaders of both genders will depart for better opportunities in more open and progressive companies. In order to bolster her account for gender diversity, Liz needs to remove all of the hypothesis from her message.\r\nShe needs to replace any statement that begins with â€Å"I believe” and replace it with facts. She could talk with the women who resigned to find unwrap the true reasons for their departures rather than guessing and putting linguistic process into their mouths. For example, Susan French did not receive the esteem and means that her male predecessors enjoyed. This disparity in authority caused Susan frustration that ultimately led to her resignation. Liz needs to cite this and other specific incidents that can be corroborated. She must have her examples carefully, selecting only those that really sub stantiate her case.\r\nStories of a man commending his wife and a male coworker going situation to play mom are not unwavering examples of gender bias, thus weaken her argument. Stories of women being unopen out of meetings and purposely excluded from conversations serve well to streng because her case. In her memo, Liz has adopted a negative and accusing tone that could serve to alienate Clark, leading him to fade out the message as too extreme. If Vision very does have an ambiance that slowly erodes a charr’s sense of worth and place, why has she move to work there for ten years?\r\n at once Liz deceitfulnesss her message to remove the negative tone and accusation, it will be much more persuasive to Clark. all over dramatizing this situation will not serve the intent of effective and persuasive communication. Conclusion/Summary Liz’s message of the importance of gender diversity is a life-sustaining one which needs to be communicated in an effective and c ompelling manner. Liz’s male colleague should provide her with coaching, support and corroboration to earn a solid business case for developing an atmosphere of gender diversity at Vision Software.\r\nVision’s need to develop senior-level women is a critical business anxiety issue. Those companies that learn to manage gender diversity are able to recruit and oblige the most talented managers, reduce turnover costs, respond to the changing marketplace, and, ultimately, make better business decisions. Vision will reap benefits within the company such as increased employee retention, loyalty and morale, as well as the potential for increased customer satisfaction and market share. The approach to the communication with Clark needs to be well planned and ffectively crafted. Liz needs to take a number of steps to strengthen and fortify her message, build cohesive strength in numbers with her co-workers, and then communicate the message to Clark in a positive, proactive and supportive manner. Sexist or exclusionary practices are not good for anyone in a business. Liz has taken on the task of communicating the message to senior management so she now has a responsibility to craft a message that has the best opportunity to be heard, understood and well-received by the CEO and others in management at Vision.\r\n'