Job Dissatisfaction at Xerox Holdings Corporation

Xerox Holdings Corporation was founded in 1906, and it operates in the tech industry as a provider of print technology and other related solutions. Among its capabilities include data analytics, imaging and printing, and also developing automated solutions for both large and small client companies, to help them boost their productivity. The company services are provided through its three divisions, which are Workplace Solutions, Managed Document Services, and Graphic Communications (Reuters, n.d.). Xerox operates as a global corporation that has expanded its operations to about 160 countries across the globe and has employed about 27,000 employees who perform in different capacities within the company.

            According to Comen et al. (2016), Xerox was named among the worst employers. The company’s employees are more dissatisfied with their jobs compared to many other companies. A company’ employees are its biggest asset, and their contribution to a company’s success is significant. When there is job satisfaction, a company succeeds, but when the workers are not satisfied, a company’s success declines. For a multinational corporation such as Xerox, it has much to lose from having a dissatisfied workforce. This proposal provides an analysis of the problem and identifies the change management strategies that its human resource can undertake to eliminate this issue of job dissatisfaction.

The problem

            According to Yahoo Finance (2020), Xerox as employed over 27,000 employees. The issue of job dissatisfaction is rampant in this firms as many employees complain of poor pay and the poor relationship between the management and employees, and these have caused the job satisfaction among the employees to decline. It has resulted in low morale of the employees, and also negatively affected their level of productivity. According to Xerox (2017), one of the company’s promises to its employees is to offer rewarding careers and to motivate increased collaboration between subordinates and the leaders to meet organizational goals. It seems that this company has not been able to keep this promise.

 The workers in this company complain that the leaders are people that are not ready to help the employees. The issue has led to the corporation experiencing high employee turnovers as people leave for greener pastures and also to firms where the leaders offer a conducive work environment. In the modern business environment support from leaders and collaboration between employees and their leaders is vital. This is not the case at Xerox since the leaders have established a boundary between themselves and the staff. This distinction is the reason the leaders are not approachable. In companies where there is collaborative leadership, they create an inclusive environment, and it motivates the employees to become more creative, thereby increasing a company’s success. Without an environment of collaboration, then it also becomes impossible for the existing leaders to identify and groom good leaders of tomorrow from its existing workforce.

 When employees are poorly paid, their morale for the job is affected. The workers at Xerox complain of low and stagnated pay because they have no opportunities to advance their careers. Compensation is one of the factors capable of influencing how employees feel about their job, and when the salary is unsatisfactory, their satisfaction with the job also declines. This also put the company in a risky position of losing its talented employees. Poor pay causes workers to feel that they are not appreciated by their employer. It is the reason that Xerox has continued to record high employee turnovers rate, and the trend will continue until the right strategies are implemented.

            The low job satisfaction in Xerox has reflected in the company’s performance. Xerox has been experiencing declining revenues in recent years. Between 2016 and 2017, the company’s revenues declined from $10.77 billion to $10.26 billion. In 2018, the company’s revenues declined further to $9.83 billion, and by the end of 2019, the revenues were at $9.06 billion (Yahoo Finance, 2020). These statistics shows that between 2016 to 2019, Xerox Holdings revenues dropped by about 16 percent.

List of Stakeholders

            There are two groups of stakeholders that are involved in this company, and they include the management of the company and the employees. The management is one of the categories of stakeholder that are part of this issue because leaders have the responsibility of offering good guidance to the workers to help them maximize their potential for the achievement of company goals. According to Khalid et al. (2012), a leader is a person that is meant to provide guidance to workers and should inspire workers to do their best in their areas of work. A leader should also help to alleviate the stress of the workers. Therefore, the plan will identify the contribution that this group of stakeholders can make to improve job satisfaction. The management of the company is the leaders of departments, including the human resource department.

            The company employees are the other stakeholders that are vital in dealing with this issue. Employees are an essential asset in every business, and they influence the success of a company within the industry it operates. They are also a source of competitive advantage because hiring talented people can lead to improved profits. The problem of job dissatisfaction is experienced by these workers, and so the measures that will be put in place will focus on making these workers’ experience in the company better. They too have to show support in different ways to the strategies that will be implemented to alleviate their job dissatisfaction.

The Proposed Change Model

            The best change model suited to the situation in Xerox holding is the Action Research Model. It is the model that allows collaboration between the organization and the organizational development consultants in activities of evaluating the firm’s problem, diagnosis, implementation of the appropriate measures and in future planning. The model consists of eight cyclical phases. The cyclical nature of this model is the other advantage because it means that the company is able to achieve continuous improvement since the results of the initial action inform on the best action to take next, and so on. The Action Research change model is also suitable for the planned change because it emphasizes on diagnosis before any course of action is taken as well as data collection (Cummings, T. G., & Worley, 2014). These qualities make it a reliable change model for the case of Xerox Holdings because the problem will be well evaluated, which increases the chances of the interventions succeeding.

Diagnosing the problem

            The diagnosis process will be necessary in order to understand how the company is operating currently. It will be necessary to identify the problem areas that are responsible for causing low job satisfaction among the company employees. It is a process that will reveal the problem area of the company. The information from the diagnosis will also act as a guide in determining the intervention that is best suited for Xerox holding that will boost the morale of the workers for their jobs. The solutions will be more effective when the issues have been clearly defined. 

            The challenge in this company has been found to be job dissatisfaction arising from poor pay, and poor relationship between the management and employees. Therefore, the diagnosis process will focus on finding out what the company has been doing to motivate the worker and if there has ever been strategies to motivate collaborative leadership in the company. There will also be the need for a diagnosis of the leadership culture in the company, which will explain the reason the relationship between the leaders and the staff is strained. The leadership environment of a company has a significant impact on the level of satisfaction that the workers derive from their work.

            As the organization development consultant, I will provide guidance to the company during the period of change. I will be working collaboratively with the organization leaders in diagnosing the issue of job dissatisfaction that is ailing the company, and I will also engage in activities of data collection to ascertain this issue. The data will offer insight into the measures that would be the most appropriate in helping the firm eliminate the problem. I will collect data through surveys, observation, interviews and from the organization’s records. I will advise the management on intervention they should implement and also offer guidance during the implementation of these actions.

References

Comen, E., Stebbins, S., & Rohlich, T. C. (2016, June 10). 10 worst companies to work for. HuffPost. https://www.huffpost.com/entry/worst-companies-to-work-for_n_575b26b0e4b0e39a28ada793

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage Learning.

Khalid, A., ., A. Z., ., M. A., ., L. S., & ., R. M. (2012). Role of supportive leadership as a moderator between job stress and job performance. Information Management and Business Review, 4(9), 487-495. https://doi.org/10.22610/imbr.v4i9.1004

Reuters. (n.d.). Xerox holdings Corp. Business & Financial News, U.S & International Breaking News | Reuters. https://www.reuters.com/companies/XRX

Xerox. (2017). Talent management in 2017 – Xerox. Xerox Global Citizenship Report. https://www.xerox.com/corporate-citizenship/2017/workplace/talent-management.html

Yahoo Finance. (2020). Xerox holdings corporation (XRX). Yahoo Finance – Stock Market Live, Quotes, Business & Finance News. https://finance.yahoo.com/quote/XRX/financials?p=XRX

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