So far Daniel Chinn is really enjoying interacting with the "new idea people" as he refers to his new management hires. However, he worries that their newness will not be an asset to VMI employees who have been there for many years. The recent scare with the production workers has impacted Chinn. He realizes that the workers are questioning whether they want to stay at VMI. They were promised that the company would retain its "southern identity" and somehow that promise is not being met, but why? This southern identity seemed to create loyalty among the employees and committed them to stay with the company. How can the new ideas work together to re-engage employees? To this end, Chinn wants his new idea people to examine in detail the company profile and history to analyze the values, ideas, and environment that seemed to generate loyalty for VMI employees before the takeover. He then wants the new idea people to come together with a plan that will use these facts to transition the new ideas into the old "identity". This plan should address the items below.
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