Article 4.docx - Insert Last Name 1 Name Professor Course Date Conflict Management Yahoo Over the years Yahoo has risen to become one of the biggest

Article 4.docx - Insert Last Name 1 Name Professor Course...

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Insert Last Name 1 Name Professor Course Date Conflict Management: Yahoo Over the years, Yahoo has risen to become one of the biggest engineering companies in the world with an employee database of over 50,000 employees (Ingram 1). One of the major aspects that the company has attributed to the success is the ‘work from home’ program, which was introduced in 2009 as a way of motivating the employees to work harder (Carlson 1). In this program, over 14,000 of the company’s employees had the convenience to work from home without having to go to their respective offices. Most of these employees included the code writers and engineers most of who do not engage in any negotiations with the clients. This however changed after the introduction of the new C.E.O. of the company, Ms Marissa Mayer, who pointed out that she intended to abolish the program and that all employees working from home should start reporting to their offices on a daily basis as from June 2013. This caused uproar between the employees and the management considering that it was the main factor that has contributed to the success. The conflict began in February 22 2013 after a memo from the human resource management department was leaked and published on AllThingsD website. The memo showed that the human resource management department had been given specific orders by the management to make sure that all the employees of company start reporting to work from June. This prompted an official announcement by the C.E.O. who confirmed that it was the decision that had been agreed upon by the board of directors and the management. Following this
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Insert Last Name 2 announcement, a conflict erupted between the employees and the company with the employees moving to court to stop the C.E.O. from implementing the new policy, a motion which was denied. Some of the employees also went on go-slows as way of passing on the message that they did not intend to work from the office (Ingram 1). When focusing on the conflict, different factors were pointed out by both parties as to why they thought they were right in the conflict. In her part, the C.E.O. proposed the new policy in the aim of increasing the efficiency of the employees in terms of the quality of work that they do. In addition to increasing the quality of work, the C.E.O. pointed out that the new policy was important because it helped to also motivate the employees that were being left in the offices to work in the sense that they would all feel equal (Felluga 1). On the other hand, the new policy would also help in boosting the quality
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  • Winter '16
  • Professor Obura Oluoch
  • Management, Telecommuting, employee database, Ms Marissa Mayer

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