issues that HY diaries face and recommendations to HY management

issues that HY diaries face and recommendations to HY management

Introduction  

Different factors that directly determine if an organization is going to be successful or not (Wageeh, 2016). Among the critical organizational issues that affect its performance include employee motivation, technology, competition, among many others. Successful organizations are known to have robust and reliable frameworks of handling these diverse issues most appropriately and give the organization the drive to achieve its set objectives and goals.

Additionally, when the top management has the right methods of treating all its employees without discrimination or favoritism, it dramatically encourages all the employees to give their best towards the organization. Today many cases touching on racism and discrimination have been observed in big organizations, including Google, Amazon, Macy, and HY Diaries, among many others. These issues have significantly and negatively impacted these organizations since it creates a bad image for the organization, which consequently make the organization to lose customers in the long run. In this report, we are going to look at the various issues that HY diaries face and provide recommendations to HY management on how to handle the issues so that they can be competitive and successful.

Key findings

HY Diaries is a big company that recently experienced an influx of its sales. The company deals with a wide array of dairy products. Bearing in mind that competition is ever increasing in the market today, the organization has had very strategically planned marketing methods to help them be successful despite the immense competition. Among the key people who significantly contributed to the increased sales in the organization is Rochelle Beauport.

Beauport seems to be the only woman of color working in the organization. Still, despite his efforts and hard work, the organization has been planning to fix her in a marketing position to limit her from rising to top posts of management at the organization. From that perspective, the organization and the top management is doing something wrong since they ought to be ethical and learn how to treat all their employees with respect despite their race, color, and gender. The following are the key issues and challenges the organization must address if they want to be successful.

1. Ethical issues at HY Diaries

This is the first issue that HY needs to address if they’re going to be regarded as successful. It is quite evident that the top management of the organization does not observe and adhere to ethical ways of treating employees (Johnsen, 2020). Beauport is a committed employee at the organization that has been playing a very critical role in helping the organization grow its sales and become successful.However, the way that his boss Gilman treats her is unacceptable and unethical. Organizational ethics is a paramount element of any organization aiming to be successful.

Additionally, the leaders of the organization ought to lead by example since they are seen as role models by almost all employees (Johnsen, 2020). However, in this case, it seems that at HY Dairies, it has been a normal thing to treat people of color and discriminating against women. This can indeed affect the organization negatively when their customers note about it. Additionally, the image of the organization will be severely tainted, and this will also affect their performance and the influx of sales that they have been celebrating.

2. Hypocrisy and lack of integrity in top management

This is the second key issue note in HY Diaries (Heitner, 2018). This is quite evident when the boss Syd Gilman is giving Beauport another position in the organization as a way of appreciating her efforts. However, the truth of the matter is that the boss was doing that with sinister objectives. The marketing research role and position that Beauport was being given was not to celebrate her. But to put her in a cocoon and limit her from rising to the top management of the organization. The top management portrayed hypocrisy by trying to show that they were indeed celebrating Beauport, but they were not.

Additionally, the boss was not genuine while giving the role to Beauport since, at the back of his mind, he had other hidden objectives that never meant any good. This is unacceptable, and something ought to be done about it. The top management of an organization ought to be committed to making their employees more competent and increasing their productivity. This can only be achieved through proper employee motivation and ensuring that the needs and interests of the employees are fully met. This is something that HY dairies do, which explains why their sales were low before Beauport came though she was self-motivated not driven by the motivation in the organization.

3. Lack of inclusivity by management while making decisions

This is the third key issue that HY Diaries management ought to address. Although it was Beauport that played a significant role in shaping the sales of the organization shoot. It was important for Gilman to involve other leaders while making the decision to promote her or assigning another task to her since she has proven to be very valuable to the organization. Inclusivity is very paramount to any organization bearing in mind that organizations have many stakeholders, all of which are equally important (Sparrow & Cooper, 2017). The decision by Gilman to give Beauport another role in marketing research can, therefore, be said to be self-centered and selfish, which is very wrong.

If Gilman was inclusive and considerate about other leaders in the organization, then maybe he could have another way of promoting Beauport instead of pushing her to a position he knew will limit her from further promotions. This indeed so unfortunate since some leaders can end up making bad decisions because they only rush to have things done without consulting anyone else. This can consequently affect the organization in the long run since it makes leaders self-centered and pursues their interests without giving second thoughts about their adverse actions and decisions.

4. Discrimination and racism

This is the next key issue at HY Diaries that must be addressed if they want to be a reformed organization (Heitner, 2018). It is quite evident that the main reason why the organization decided to give Beauport the role of marketing research was to limit her from going to the top. This was done because the organization never preferred to have women or people of color at the top management position s in the organization. This was done because the organization has the perspective that women are incapable hence cannot take the heat the top management and that women are good at technical roles. However, this is wrong and a misplaced view on women since they can do what men can do. Additionally, Beauport being one of the few women at the organization is also evidence that HY Diaries is a racist organization, and this ought to stop.

Recommendations

1. First is that the leaders and the top management at HY diaries need to take the issues of ethics seriously if they want to be successful (Johnsen, 2020). Their actions are seen to be unethical, and this needs to change. The organization can implement this by having an ethics officer who shall be responsible for solving all ethical issues in the organization. Additionally, conducting an ethics audit frequently will significantly help the organization be ethical in the long run.
2. Secondly is that the leaders at HY need to be genuine and have integrity (Carpenter & de Charon, 2017). Bearing in mind that the HY is a big organization, its leadership plays a very critical role in its success. To achieve this, the organization can come up with frameworks of making their leaders accountable and becoming responsible.
3. Thirdly is that the organization needs to adopt a democratic style of leadership (Wageeh, 2016). Through this, the organization will be promoting inclusivity hence having a better way of handling their issues and taking the views of all stakeholders and leaders seriously.
4. Lastly is that the organization need to have a robust framework of dealing with all their employees (Macewen, 2018) The top .management of the organization ought to emphasize of treating their employees without any discrimination whatsoever. This can be done by promoting them based on merit and work done but not on gender and color.

Conclusion

In a nutshell, there are diverse issues that HY Diaries need to address if they want to be successful (Wageeh, 2016). Beauport being an employee at the organization, can decide to taint their image by talking of how the organization is racist. Additionally, all employees can choose to join forces and picket about it, and this will negatively affect the organization in the long run. Therefore the above issues ought to be addressed a soon as possible since those issues are a time bomb that can explode any time.

References

Carpenter, M., & de Charon, L. (2017). Mitigating Multigenerational Conflict and Attracting, Motivating, and Retaining Millennial Employees by Changing the Organizational Culture: A Theoretical Model. Journal of Psychological Issues in Organizational Culture, 5(3), 68-84. doi: 10.1002/jpoc.21154

Heitner, K. (2018). Fostering success through a sense of urgency: Organizational culture and change efforts. Journal of Psychological Issues in Organizational Culture, 2(2), 113-115. doi: 10.1002/jpoc.20066

Johnsen, C. (2020). Sustainability Beyond Instrumentality: Towards an Immanent Ethics of Organizational Environmentalism. Journal Of Business Ethics. doi: 10.1007/s10551-019-04411-5

Macewen, M. (2018). A New Framework for Tackling Institutional Racism in Scottish Housing Rights. International Journal of Discrimination and the Law, 5(4), 207-229. doi: 10.1177/135822910200500403

Sparrow, P., & Cooper, C. (2017). Organizational effectiveness, people, and performance: new challenges, new research agendas. Journal of Organizational Effectiveness: People and Performance, 1(1), 2-13. doi: 10.1108/joepp-01-2014-0004

Wageeh, N. (2016). Organizational Agility: The Key to Organizational Success. International Journal of Business and Management, 11(5), 296. doi: 10.5539/ijbm.v11n5p296