WeaveTech_ High Performance Change
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Eastern University *
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311
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Philosophy
Date
Dec 6, 2023
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Pages
4
Uploaded by AmbassadorCrow5142
Ian Iaconelli
Professor Van Weigel
Business Ethics and Leadership
11/12/23
WeaveTech: High Performance Change
A. What are the facts of the situation?
WeaveTech was formally known as Johnson-Ware, is a clothing company that produces
jackets, coats, overalls, coveralls, and fire-resistant clothing for the military. A private
equity firm renamed the company after they bought Johnson-Ware years ago. Frank
Jennings who was hired as the vice president of human resources at WeaveTech has
recently been invited into strategic planning presentations, where he is learning about the
change of WeaveTech’s customer base. It will take them away from military and security.
They will move them into the high end performance clothing market. Jennings didnt
know about the changes and had an interesting email in his inbox on Monday from the
CEO. Gilford told him that he needed to cut 20% of WaveTech’s managers by January.
The reasoning behind this was due to the fact that WaveTech was changing and growing
and they can’t continue to do that with the current managers that they have.
B. What legal considerations are relevant
The only thing that I see here is a wrongful termination suit that could be happening because
unless they are able to prove that you did something wrong they really cant fire you. They are
allowed to reduce the hours to make you quit but I am not sure that in this certain situation that
was the plan I think they just wanted new people who were invigorated about what is to come. It
would all really depend on what the employees contracts look like but thats the only thing that I
see possible in this case.
C. What prudential considerations are relevant to this situation?
Assess the potential impact that it may have on the existing company culture. These layoffs can
disrupt the company culture and it may impact the changeover of the company. I am not sure that
they are really doing this at the correct timing because it seems like they are making many
changes at once which can really shake up what they have already created. Reputation is
everything when it comes to business and I am not sure what kind of message that you are
sending when you are going away from your already established clientel and then firing some
key employees might just tip the scale for customers to write off whatever your going to put out
in the future. Retention is such a key focal point of any business because having that base of
customers is what can carry you through the tough times and help you from going under.
D. What are the ethical considerations?
Some ethical considerations would be communication with employees about the future of the
company and where they could have been more efficient. While also helping give them good
recommendations as they head out the door because they really didnt do anything wrong it was
just a decision made by a higher up.
1.
What are some morally acceptable options in this situation?
●
Try to persuade the CEO that this will look like a bad decision by the company
and will hurt us not only in finding other candidates but also will turn customers
and stakeholders away from what we are working on in the future.
●
Try to convince the CEO that if we just use more training programs that we will
be able to retain our employees and we wont have to train all new people being as
they are familiar with the company and how we work.
●
Go with what your CEO says and try to hire some managers before the other ones
leave and have them shadow the current managers so that they arent lost from the
start and its a smooth transition.
2.
Whats the best option?
I think a little bit of option A and B would be the best option because I think that maybe
some of the managers have been complacent in their role and need to be reignited. So I
think more training programs will help with that and will make the transition to new work
easier, while I also think that keeping them is also good because it doesnt make it look
like your just starting all over again and leaves people with confidence in the company.
3.
Now with this option your payroll is going to stay the same so your not going to be
saving any money, but I think it will make your business more profitable sooner because
they arent starting at ground zero.
●
Initial Decision
Fire your employees and start all over as your company is growing and starting a new chapter.
Which will bring in new and invigorated managers to lead your team in putting out the best
product possible to compete in the market with all the other big brands. Which will also reduce
your payroll spending and allow you to invest more in your product.
●
Final Decision
Talk to your boss and let him know about the confidence you have in your managers and
what they have done over the years to keep this company going day in and day out. Let
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him know the look that it gives the company and how it will affect them as they are
continuing to grow. Let him know that you think training these people is a better option
in the long run being as they are already familiar with the company and the day to day it
will be a quick fix and will prove to be a long term benefit compared to starting fresh
with new managers who may take a while to get up to speed.