Progress Report
Transcript: Sophia, Maurine, Ella, Milly and Parisse Steelmaking OZ a number of theories to choose from motivation: Are efforts being recognised/rewarded? Does the employee feel valued? motivated employees = more willingness to change and improve -Differed between organisations -Sustainability more evident at some organisations -Sustainability related to sustainability of organisation and environment BMW: Case Study 2 This is a huge mountain Problem solving Critical decision making Learning strategies Good judgment Skillful writing Excellent verbal communication skills Coping and participating in organisational change Sustainability taken very seriously at BMW environmental sustainability as well as economic/organisational sustainability creating jobs, ensuring the job security for employees, sponsoring local community projects encouraging open communication at the organisation employing an environmental commissioner, developing cars which require less petrol and allowing employees to travel outside of peak time traffic From a PR perspective, sustainability was well managed at BMW Building relationships and valuing employees and open communication Media release writing skills Being a self-starter Critical thinking Problem solving skills ‘Intelligence, maturity, breadth (emotionally mature with a broad range of interests), inner motivation and achievement, and honesty’ Values employees based on mutual trust and respect Organisational Change Philosophy and Values Steelmaking Oz Implemented sustainability initiatives to sustain company in competitive market All ready had stable profits, wanted to ensure survival developed and implemented cultural change program all staff included, wanted to alter behaviour/ideas in organisation initiative which could have helped the organisation to solidify position program was not properly managed participation from the top management was weak this had a negative influence on other employees PR could have encouraged communication been a channel between top management and other employees. “It is one thing to learn about values and another to practice them” The case studies and our future careers High Performance Teams PREPARING FOR YOUR PR CAREER Beak and Johnston: Case Study 3 Tip • ‘Individuals are expected to assume responsibilities, be flexible and self-organised – with a maximum amount of continuity’ • Leaders to change position every two years, so that they are able to experience a variety of aspects of the company Key Skills • It flattened its hierarchy, and reduced leadership teams from eight to four • The company then created self- autonomous working teams, and appointed leaders within these small teams. • ‘Leadership is determined largely by the degree to which someone is willing to take responsibility’. BMW “Values are at the core of our personality, influencing the choices we make, the people we trust, the appeals we respond to, and the way we invest our time and energy” Many of the organisations function with a team based approach. Fraunhofer Gesellschaft Organic concept, self organising units Divided into teams to: encourage communication through meetings, employees share experiences similar to Beak and Johnston ‘Coaches’ lead and encourage ideas in teams From a PR perspective both were successful because of good leadership, open communication and thorough planning. “Without effective communication, change is virtually impossible” Leadership styles PREPARING FOR YOUR PR CAREER Key concepts for PR Organisational Structure and Sustainability Initiatives Employee Motivation • Made small and continuous changes, rather than large dramatic ones. • CEO Warnecke made himself part of the leadership team, instead of being an autonomous leader. • He provided guidance, used influence and drove a bottom-up search for cooperation’ the PR practitioner is the 'internal communicator' without good internal communication, change cannot be carried through all levels of an organisation consider Barrett's five goals of effective communication Firstly: Team Work! Sustainability Organisational structure The Frauenhofer-Gesellschaft: Case Study 4 Beaurocratic company tried to change FAILED due to lack of commitment from above
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