This synopsis will describe how issues faced by Boeing were kindred to issues presented in the Global dialogue theory scenario. It will show how Boeing employ some of our class learning concepts to their decisions and the outcomes of these actions.
Boeing has several akinities to the Global Communications (GC) scenario. Over 60,000 Boeing workers are represented by the International linkup of Machinists & Aerospace Workers (IAM) and 25,000 engineers and technical workers are represented by the decree of Professional Engineering Employees in Aerospace (SPEEA). (Holmes, 2001, para. 3, 9). The company had been planning a cutback prior to September 11, 2001 due to softening sales and injury of market share to competitors like Airbus Industrie. After the terrorist attacks the company clear-cut to cut 30,000 jobs; more than double what had been previously considered. Like GC, Boeing clear-cut to reduce costs during a globalization campaign by outsourcing ?as a way to both expand sales to nations that sign on as manufacturing partners and to tap into cheaper take markets.? (Holmes, 2002, para. 4). Finally, similar to GC, the union took legal action charging that the company had violated its labor contract.
Class concepts usedUnlike Global Communications, Boeing had first been applying the basic concepts of organizational communication by including the unions in developing plans to cut thousands of jobs prior to the earthly concern Trade Center terrorist attacks. Boeing was planning to increase efficiency by increasing work to subcontractors and making production changes that allowed fewer hoi polloi to assemble planes more quickly. After September 11, 2001 when Boeing announced the last-place scope of the planned cuts, the unions complained that the company was ?using it as an luck to justify an overreaction in the magnitude of the layoffs.? (Holmes, 2001, para. 3).
The unions applying concepts of emotional intelligence proposed early...
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