Management Style of Brian Driscoll
The blame for the demise of Hostess has been squarely put at the union's feet and their contracts. After conducting a close examination on the company, I have realized that free labor would have led to the death of Hostess; the striking employees only enhanced the inevitable. In this situation, people on the right track have pointed fingers at greedy unions. However, we must acknowledge that the two sides must reach a realistic agreement in a collective bargaining setting. Unions reflect the demands and wishes of employees and are natural to engage in negotiations in order for their demands to be fulfilled. Companies must communicate accurate company data with the union and companies should provide clear answers when they cannot meet the demands of employees. A positive relationship with workforce cannot be built by asking employees to give significant amounts of benefits back and pay while boosting the salaries of executives twice in a span of ten years (Longenecker, 2006).
The demands raised by employees of Hostess were just but normal; just as many employees in facing similar situations in their workplace, these workers had to hold on to what was at their disposal. The blame cannot be put on the unions or workers for the years of failed ideas and inept management at Hostess. Nevertheless, these employees and their unions have lost their jobs: they are carrying the heavy load occasioned by the blame. Brian Driscoll, the former CEO of the company tripled his salary despite the knowledge that the company was geared towards bankruptcy. It is reported that various top managers received massive pay increases with some of them doubling their salaries. Currently, the incumbent CEO has put the blame on the union for fostering the demise of the company. It is evident that the new CEO is partial because he is quick...
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