satisfaction rankings as the company’s new performance yardstick. To make sure employees were motivated to meet these new performance targets. Hsieh promises to pay every employee a separate $40 check in any month the company finishes in above average of rankings. Although $40 check may not seem like a lot of money, the checks symbolize to 3J employees that management is now willing to pay rewards instead of constantly asking for givingbacks. Moreover, she knows it will take a lot of time to change the organization’s culture. However, she tries to unify people and give them a vision. She wants the employees feel that the company does provide them the future, and the company wins means they win, too. Address the possible effects of any recommended changes that might effect on other organization units, and how I would deal with these ripple effects (open communication, training, and creating no threaten environment.).Hsieh knows it is possible the changes she made will affect on the organization units especially each department has been always work on their own; for example, the sales people did not want to get involved in technical support to the customer. Therefore, whenever the customers had any technical problems or question, they send them to the engineer department or production department. Just like her decistion that the sales department needs to learn the produce of the product process in production department. She knows this might cause resistance of the sales department because they think they will need to handle more work that should be other department’s responsibility. However, to make things work smoothly, she clarify her idea to the employees. All she wants is each department can work and support together. How she achieves her want is that she used cross-functional team strategy to make employees work together. And open communication to make sure employees’ perception and attitude...
