Core Molding Technologies Inc. who are our longstanding clients from the Plastic and Rubber Business sector, has made a claim that our company has failed to deliver their order in time on two separate occasions. These claims were validated earlier this week, and as the supply manager, I release a statement of caution in this communication brief to show the organization’s seriousness in preventing the recurrence of the issue.
Missed deadlines are costly in uncountable ways. One, failure to meet deadlines leads to loss of clients and profits alike. They also cost the company time and wages because the wasted and inefficient use of time means that the company is forced to pay more salary for extended work hours that should not have existed in the first place.
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This complaint is task-oriented, and all employees are charged to avoid situations that contribute to bad organization skills, insufficient planning, poor time management, and lack of accountability. Employees are hereupon notified that a recurrence of the recently witnessed missed deadlines will attract very severe repercussions, which could include termination of employment contracts for those held accountable.
The management is also concerned over the standards of business conduct among the employees. We all recognize that ExxonMobil comprises both the upstream and downstream segments. Unfortunately, the employees from the upstream segment take pride in their role in exploring and producing crude oil. Unfortunately, they have taken this to be an element of superiority and are reportedly looking down upon the downstream employees who engage in the manufacture and sale of petroleum products. Workplace discrimination of this nature is social and could negatively impact employee morale. The management, therefore, urges all members of ExxonMobil to embrace unity and teamwork as a step towards improved productivity.
Lastly, ExxonMobil is looking to enhance its competitive edge through innovation. The push to cut operational costs has led the company into exploiting artificial intelligence (AI) for help with automating certain functions, predicting equipment complications, and boosting the oil and gas output. This communicating brief is innovation-oriented, and it focuses on the need for an additional pool of knowledge to the conventional skill power of most of the employees, in which the management urges each department to provide two employees who will take up additional training that will enable smooth integration of AI into the business operations at ExxonMobil.
Analysis of the communication Brief
On a typical day at ExxonMobil, the management puts more emphasis on task-oriented communication due to the vast number of activities ongoing in every segment. Much of the task-oriented communication concerns safety and punctuality. Safety is emphasized due to the flammable nature of petroleum products to which the employees are exposed on a daily basis. Punctuality is underscored so as to meet client needs in time in an effort to keep them in the highly competitive environment characterized by customer loyalty shifts. Taking longer to get things done at this company can attract fierce confrontations by the relevant department heads.
The least emphasized content of the communication is social-oriented. Instances of office politics are a rare phenomenon because the organization is focused on staying ahead of the game in the petroleum industry.
The task-oriented communication failed to impact a change, and the employees delayed on yet another delivery. The delay must have been a result of the generalizations in the content of the warning. As the communication was presented, the respective department that caused the delays was not specified, which gave room for leniency. The social content, too, has failed to make an impact, and there are rumors of employees still divided on the grounds of class. This failure is caused by employee stubbornness. There is a need to take disciplinary action against office politics. The innovation-oriented content has also been overlooked. This failure was caused by the unclear purpose in the content. The content did not highlight the key steps to be followed by the departments in selecting an employee for the training program.
The company has a tall leadership structure with a CEO at the topmost position, followed by multiple levels of management to oversee every operational activity of each business segment. The challenges facing the organization do not relate to the leadership structure of the organization. The presence of many levels of management is an indication that the employees have limited autonomy; thus, it is inappropriate to attribute the failures to the leadership structure. The failed communications regarding the intentions of the company are not a result of the ineffectiveness of the organization structure. This is because several levels of management make it easy to create department-specific employee-specific messages that would attract maximum response.
The company is unparalleled in its distinct culture of an organizational culture centered on functionality and safety. Considering the extreme conditions of exploring crude oil such as seafloor drilling, and the dangers of handling petroleum, safety is more than a priority-it is a culture. As a culture, safety is in the core value that shapes the decision-making at every level of the organization. Here, safety is taken as an unwritten norm that shapes attitudes and behaviors at the organization. This culture was not reflected in my communication brief, but the organization communication puts more emphasis on task-oriented communication, which is informed by safety.
Written communication was the appropriate communication channel for my communications because it can be distributed to a large number of targets efficiently.
References
ExxonMobil. (n.d.). Who We Are . ExxonMobil. https://corporate.exxonmobil.com/en/Company/Who-we-are
