The Memo Every Woman Keeps in Her Desk

Case Analysis The Memo Every woman Keeps in Her Desk Introduction In this case study, Liz Ames has come up against an altogether too common problem in business today grammatical gender bias. Effectively managing racial, ethnic and gender motley is not just a human resources issue it is a serious business issue. Background The immature-made departure of several senior-level women at day-dream Software has signifi tushtly rattling(a) Lizs concern for gender bias at the telephoner. She has arrived at a point where she feels compelled to reveal her defeat to their CEO, John Clark.She has experienced some indecision on whether or not she should send him a memo, and has asked for advice from a dude whom she trusts. Problem Statement Lizs male colleague seems to be considering however whether or not he should advise Liz to send or not send the memo. The issue here is not whether Liz should communicate her message to Clark, exclusively how and when she should communicate that message. As her colleague examines his options for counseling and supporting her, he should guardedly consider how high hat he can help communicate the sizeableness of verbalizeing gender multifariousness at survey Software.Analysis and Issues When the senior-level women at deal resigned, it seems from the information in Lizs memo that people assumed that they were choosing family everyplace a career and therefore, way believed there was nothing that the company could take for done to retain these women. However, these women may have left for kick downstairs opportunities, po disco biscuitcely with competitors. Visions obvious greets of losing these employees include the acquittance of investing made in recruiting and training them as wholesome as the cost of recruiting and training their replacements.Yet, the hidden cost of employee turnover is possibly even more devastating. These hidden costs include the loss of intellectual capital and the potential for the forme r employee to become a competitor potential disruption in the continuity of Visions node service and the associated dissatisfaction and potential loss of market share and the negative impact on the morale, motivation and productiveness of the remaining employees. If Clark is just starting to recognize the high cost of losing these flavour employees, he should be receptive to Lizs message and wide lax to strategies for resolving the issue.However, it would most likely be a mistake for Liz to communicate the message in a memo that she alone has authored. The one-way converse channel afforded by a memo does not provide Liz with the dexterity to tweak her message on the fly as she ob acts feedback from Clark. Recommendations Liz absolutely inescapably to communicate the consequential points of her memo to Clark, but this is far too important and complex of a subject to effectively address in a memo. A subject of this level of importance and involvement is much better suited for interactive communication.Lizs colleague should advise her to work with him and early(a) like-minded co-workers to capture a strong business case for gender diversity that impart effectively persuade Clark, convincing him that Vision go forth lose out on the best executives, senior-level talent and potentially new business and customers if it continues to operate in an environment of exclusionism. Then, taking it a mistreat further, they need to convince Clark that Vision willing be able to take advantage on diversity by integrating it into their business strategy and company culture. Clark necessitate to be able to relate to their cause and adopt it as his own.They should be sure that Clark understands that women are a rapidly growing and extremely educated group from which Vision will need to recruit and develop its future leadership. Visions high cost of failing to address gender diversity issues will be significant, including the cost of turnover and the unfitness to at tract and advance talented managers. In an environment of exclusionism, talented leaders of both genders will depart for better opportunities in more escaped and progressive companies. In order to bolster her argument for gender diversity, Liz needs to remove all of the conjecture from her message.She needs to replace any direction that begins with I believe and replace it with facts. She could talk with the women who resigned to find out the true reasons for their departures rather than guessing and putting words into their mouths. For example, Susan French did not receive the esteem and authority that her male predecessors enjoyed. This disparity in authority caused Susan frustration that ultimately led to her resignation. Liz needs to cite this and other specific incidents that can be corroborated. She must choose her examples carefully, selecting only those that really settle her case.Stories of a man commending his wife and a male coworker going home to exercise mom are no t firm examples of gender bias, thus damp her argument. Stories of women being closed out of meetings and purposely excluded from conversations serve well to streng wherefore her case. In her memo, Liz has adopted a negative and accusatory tone that could serve to alienate Clark, leading him to dismiss the message as too extreme. If Vision truly does have an atmosphere that slowly erodes a womans sense of worth and place, why has she continued to work there for ten years?Once Liz crafts her message to remove the negative tone and accusation, it will be much more persuasive to Clark. Over dramatizing this situation will not serve the goal of effective and persuasive communication. Conclusion/ compendious Lizs message of the importance of gender diversity is a detailed one which needs to be communicated in an effective and compelling manner. Lizs male colleague should provide her with coaching, support and corroboration to build a solid business case for developing an atmosphere of gender diversity at Vision Software.Visions need to develop senior-level women is a critical business management issue. Those companies that learn to manage gender diversity are able to recruit and retain the most talented managers, thin out turnover costs, respond to the changing marketplace, and, ultimately, make better business decisions. Vision will reap benefits within the company such as change magnitude employee retention, loyalty and morale, as well as the potential for increased customer satisfaction and market share. The approach to the communication with Clark needs to be well planned and ffectively crafted. Liz needs to take a number of steps to strengthen and fortify her message, build cohesive strength in numbers with her co-workers, and then communicate the message to Clark in a positive, proactive and supportive manner. male chauvinist or exclusionary practices are not good for anyone in a business. Liz has interpreted on the task of communicating the message to senior management so she now has a responsibility to craft a message that has the best opportunity to be heard, understood and well-received by the CEO and others in management at Vision.