The following are my tutorial samples. I have written several papers for students both at college and university levels. Am very experienced and committed to quality. These papers contain questions ab

Yahoo’s Struggle to Get Employees Cheering

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Yahoo’s Struggle to Get Employees Cheering

1. Problems in the case study

The focus of the case study will be on the Yahoo’s Struggle to Get Employees Cheering. In the context of the internet age, Yahoo was ones a powerhouse that was the favorable in handling activities related to the internet. However, in the contemporary context, Yahoo is struggling to gain relevance to an extent that the stock market valuation is less than the total value of assets that are owned by the company. Additionally, the problems and the marketing hitches that are faced by the company had been contributed by tendency of the workers to boycott the operations within the internet firm, hence a lack of talent (Dessler, 2013). The implication is that workers lost interest in working and signing for new contracts with the company to an extent that the company could not undertake their set objectives.

The workers had regarded the management of the company to be initiative and never took heed to their plight. Moreover, the Human Resource Management of the Yahoo company were left with the challenge of weighing the options on how best they could treat the workers so that they could not quit the company but rather make them stay at the company and aid in achieving the set goals. Therefore, the main problem that faced the company was winning the loyalty of the workers to continue offering their services to their services to the internet powerhouse. Additionally, the problem that had been contributed by the workers culminated into the total loss of trust in the services that the firm offered, as their customers never trusted their terms of services (Dessler, 2013). However, Marissa Mayer from Google was deployed as the new Chief Executive to manage the company, but instead magnified the issues of the firm.

2. Alternative solutions to the problems

The first initiative that was taken as an alternative that would provide solution to the problem was the deployment of Marissa Mayer from Google Company as the new CEO. It was expected that she would offer new logistics that will enable the company embrace a new growth phase by inspiring the employees. Additionally, Mayer was determined to offer solutions to the struggling yahoo Company by embracing practices that were associated with the Silicon Valley standards. The practices were majorly aimed at improving the operational psyche of the workers. Some of the motivational practices embraced by the new CEO include free cafeteria meals, provision of new smartphones for all the employees, and holding of weekly meetings with the employees to promote corporation within the company (Dessler, 2013). Therefore, the intervention of Mayer was instrumental in mending the broken bond between the company and the employees.

The second alternative solution that could be adopted is to layoff most of the employees who unwilling to work for the company. When Mayer was introduced into the company, she presided over layoff of over 1000 workers to relieve pressure on the work and those who were left were to work under voluntary terms and conditions. The intentions of the actions of the new CEO were considered as effective to give for new recruits who could bring the lacking talent in the work force of the firm (Dessler, 2013). Therefore, the approach that had been used by Mayer saved the company from collapsing because layoff enabled the recruitment of new employees who performed their duties with much dedication.

3. An alternative that will most address the issue

The alternative that will most address the problem of the Yahoo Company is putting the company under new management. The implication is that the deployment of Mayer from Google as the new CEO is the best alternative to the problem (Dessler, 2013). Mayer was determined to boost the rate of operation of the workers through promotions and bringing in new skills of managing employees. Additionally, the approach is considered as the best alternative because Mayer introduced new policies of which some were Human Resource related moves. One of the moves introduces by Mayer was quarterly performance review that was aimed at ranking the employees in line with the level of operation in a 1-5 scale. The implication is that high-ranking employees were target in the policy for promotional policies and those who underperformed were asked to leave the company (Dessler, 2013). Therefore, the worker gave their best in order to save their reputation and in turn enabling the company to realize their set objectives.

Moreover, the alternative of engaging a new CEO for the company is the best because the new management will come with new formulation that is realistic for the workforce team. Additionally, various approaches can be used implement the solution. For the case of the Yahoo Company, the solution to the problems can be placed into actions by relieving the previous CEO his duty and letting the new manager to take charge (Dessler, 2013). In that direction, the solution will be implemented because the new leadership will ensure that the new policies are enacted to aid in fixing the issues affected the company.

References

Dessler, G. (2013). Fundamentals of human resource management. Pearson.