Paper Sample on Market Basket Employees & Customers Unite to Protest CEO Firing

Introduction

After, the firing of Arthur T. Demoulas as the Market Basket CEO and replaced by his cousin Arthur S. Demoulas, jointly, the employees including 200 non-unionized front office workers, 65 track drives, and other 300 warehouse associates left their jobs and went in the streets protesting over the firing of Arthur T. Demoulas. The protest went on for a period of six weeks. However, the customers joined the demonstrations by boycotting purchasing of grocery from Market Basket. The joining of the customers made the business to count a lot of loses as it was brought to a halt. Evidently, consumers are fundamental assets in any kind of business (Pilkiene, 2018). They determine the growth of the business only through supporting the business by buying commodities and services. The protest by the customers to gang with the demonstrating workers in the Market Basket was a huge blow to the company, thus making the protest successful.

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How Did the Dispute Gamer Support From the Public?

Evidently, the workers who were protesting in the streets and boycotting their jobs in the company received support from the public. The customers joined them in the protest by purchasing grocery elsewhere. In modus operandi, issues affecting the company also affects the public, particularly the customers (Pilkiene, 2018). It is evident that the public was also concerned hence giving their support to the protesters by looking for other places to by groceries.

What Are the Implications for Business Organization Today?

The decision by the board of directors in the Market Basket to fire Arthur T. Demoulas and replace him with his cousin Arthur S. Demoulas was a regrettable decision. This may have been done without thorough consideration. However, the act has implications to the business today. The managing functions suggest that managers should be able to lead, control, and plan the organization with a lot of care (Rachmawati, 2020). A petty mistake possibly can ignite wrangles in the company. Therefore, in decision making, the managers should consider the views from other workers (Ebrahimi, 2017). Change in the company should be gradual. It should be gradual to allow time to communicate it to the workers and even customers. The communication is significant to enable workers to set themselves ready for the change (Ebrahimi, 2017). The action thus implies that for any change to be done in a company, there are steps that should be followed before reaching the apogee of the decision. First, the employees should be informed. At least there should be accompanying reasons to why the change is intended in the business. The stress should be emphasized on the importance. If possible training can be done but for this case it was not necessary. Finally it is vital also to listen from the workers. In this scenario, the steps were not adhered to and the board of directors decided on their own causing riots in the company. The emphasis should be core on how to implement change in the business. Also, the personality should be put into consideration. The personality of the business provides that the company should be able to manage change (Ebrahimi, 2017).

What Are the Potential Downfalls for the Organization?

Seemingly, the organization counted on loses. This is evident since it was unable to have enough labor, and additionally, customers also joined the protest and they avoided purchasing grocery from the company. Apart from loses, the trust of customer in the company was diminished. Customers lost their trust in the company. This negatively impacts on the future performance of the organization (Rachmawati, 2020). Probably, it would be hard for the organization to win back the trust of their customers. This results to los of costumers to other competing businesses in the region, leading to low profit income. However, the business is family owned. It shows that family members have shares in the business. With such misunderstanding, the probability of other family members withdrawing their shares from the organization is high. This contributes to reduced performance of the company. Furthermore, the protest was within the streets of the region. The reputation of the company was spoiled. Hence, apart from customers, human resource could also avoid joining the company. Simply because the demonstrations implied that the managing board of the company doesn’t consider the views of the workers resulting them to match in streets protesting so as their grievances can be heard and considered. Therefore, the personality of the business is tainted with the weaknesses expressed in the managing of change.

Conclusion

As mentioned earlier, through the protest, the business personality was tainted. This impacts negatively since its reputation is lowered. The probability of the company withstanding such challenges is low. A lot of effort should be put to ensure the problem is resolutely solved for the organization to stand again. On the side of workers, with what they portrayed by boycotting their jobs, probably, many could abandon their jobs in the company. For the few who may stay, they will have little trust to the management hence affecting their performance. Ideally, the leadership would also be affected. The change of leadership affects the goals set, companies growth and expansion, and workforce management (Ahmetoglu, 2018). It is because leaders come in with different versions of leadership and goals. The future of the company would change. The new CEO would propose new goals.

References

Pilkiene, M., Alonderiene, R., Chmieliauskas, A., Šimkonis, S., & Müller, R. (2018). The governance of horizontal leadership in projects. International Journal of Project Management, 36(7), 913-924.

Rachmawati, M., Sukandi, P., Sofyandi, H., & Mohd Saudi, M. H. (2020). Effects of Employee Commitment, Organizational Culture, Personality and Employee Loyalty in Efforts to Change the Mental Management of Field Workers at ADIRA Finance Bandung Employees. International Journal of Psychosocial Rehabilitation, 24(2).

Ebrahimi, P., Rezvani Chamanzamin, M., Roohbakhsh, N., & Shaygan, J. (2017). Transformational and transactional leadership: Which one is more effective in the education of employees’ creativity? Considering the moderating role of learning orientation and leader gender. International Journal of Organizational Leadership, 6, 137-156.

Ahmetoglu, G., Akhtar, R., Tsivrikos, D., & Chamorro-Premuzic, T. (2018). The entrepreneurial organization: The effects of organizational culture on innovation output. Consulting Psychology Journal: Practice and Research, 70(4), 318.