Abstract
Rogers Communications and Telus Corporation, two Canadian telecom providers, are examined in this comparative case study. Telus Corporation provides an illustration of an organizational failure, while Rogers Communications serves as a success story. The study examines the corporate design, culture, communication channels, leadership philosophies, and management strategies of both businesses. It also looks at how these elements affect the success and failure of organizations. The study also looks into Rogers Communications’ and Telus Corporation’s talent management and performance strategies and their recruitment and selection tactics. Several suggestions are made utilizing ideas from organizational behavior and human resources based on the analysis. The results of this case study provide firms looking to improve performance and steer clear of dangers with insightful information.
Keywords: Rogers Communications, Telus Corporation, organizational structure, organizational culture, communication, leadership style, management style, HR strategic planning, recruitment and selection, performance management, talent management, recommendations.
Introduction
When running their businesses, organizations must adapt to ever-changing surroundings full of possibilities and threats. Rogers Communications and Telus Corporation, two major Canadian telecommunications providers, are compared and contrasted in this case study. While Telus Corporation encountered organizational failure, Rogers Communications is a success story (Abdulla, 2020). The purpose of this research is to identify the elements influencing each group’s trajectory through an analysis of their organizational structure, culture, communication channels, leadership styles, and management practices. Both organizations’ approaches to HR strategic planning, recruiting and selection, and performance/talent management will be examined as well (Stroop, 2022). On the basis of the findings, suggestions will be made to improve the efficiency of the organization.
Organizational Structure and Culture
Rogers Communications
One of Canada’s most prominent telecommunications providers, Rogers Communications, has a strict hierarchical organizational structure with defined responsibilities and decision-making channels at the very top. This setup ensures that all actions are coordinated and carried out smoothly and efficiently (Abdulla, 2020). Business operations at Rogers Communications are separated into specialized divisions such as wireless, cable, and media.
Innovation, client focus, and flexibility are all stressed under this organizational framework. Rogers Communications places a premium on innovation as a means of remaining at the front of the telecommunications sector (Bernardino, 2021). In order to foster innovation and provide better service to customers, the company aggressively encourages employees to think outside the box and provide constructive feedback.
The organizational culture of Rogers Communications is strongly centered on the customer. The business understands the importance of exceeding consumer expectations for long-term success (Zaamount et al., 2019). Prioritizing client demands, paying attention to their input, and creating solutions that improve the entire customer experience are all supported by management. Rogers Communications gains a competitive edge in the market and preserves strong ties with its clients because of this customer-centric strategy.
Another important component of the culture at Rogers Communications is adaptability (Mathieu, 2020). The telecommunications sector is dynamic and undergoing rapid change, with new technological advancements and consumer trends appearing constantly. Rogers Communications understands how critical it is to be adaptable and sensitive to these developments (Zaamount et al., 2019). Employees are urged by the organization to accept change, be receptive to fresh perspectives, and modify their strategies as necessary. Rogers Communications is able to handle difficulties, grasp opportunities, and keep its position as the industry leader because of its agility.
Telus Corporation
The decline of Telus Corporation, formerly a major force in the telecommunications sector, was caused by numerous difficulties. Its functional organizational structure, which hampered cross-functional collaboration and communication, was a crucial cause of its failure. Departments worked separately under this arrangement, with little interaction and information sharing across various functions (Bernardino, 2021). Because of this, decision-making procedures lacked the speed and agility necessary to effectively respond to market demands.
Communication and collaboration were hampered by Telus Corporation’s compartmentalized organizational structure. Departments worked separately, concentrating on their unique responsibilities without taking the organization’s overall objectives into account. The information flow was hampered by the departments’ lack of integration and coordination, leading to missed opportunities and inefficiencies (Zaamount et al., 2019). This silo attitude was largely kept alive by Telus Corporation’s organizational culture.
Telus Corporation’s culture suffers from a lack of innovation, aversion to taking risks, and resistance to change. Employees were dissuaded from taking chances or questioning the status quo, which stifled creativity and made it harder for the company to adjust to changing market conditions (HABIMANA et al., 2023). The company’s problems were made worse by its unwillingness to change since it was unable to adopt new technologies, business strategies, or consumer preferences. This inability to adapt turned out to be a big problem in a market that was changing so quickly.
Telus Corporation was unable to keep up with the disruptive changes that the telecommunications sector was going through, such as the switch to digital technology and the rise of new rivals (Kelly, 2021). The company declined and lost market share as a result of a siloed organizational structure, a culture that was adverse to innovation, and a resistance to change. In the end, Telus Corporation’s weakened position in the business was the result of its inability to adapt and take advantage of new prospects.
For businesses looking to steer clear of similar issues, the organizational structure and culture lessons from Telus Corporation offer invaluable guidance (Peacock et al., 2022). Companies must prioritize cross-functional collaboration, open communication, and an organizational culture that fosters innovation and adaptation if they want to succeed in today’s dynamic business climate (HABIMANA et al., 2023). Organizations can position themselves for long-term growth and sustainability by dismantling silos and fostering a culture that welcomes change and risk-taking.
Communication Methods and Employee Interaction
Rogers Communications
The staff at Rogers Communications are encouraged to collaborate and engage in open dialogue. The business uses a variety of communication tools, including in-person meetings, email, instant messaging, and internal social media platforms (Eklund, 2019). Sharing of knowledge, collaboration, and teamwork are made easier through these avenues. In addition, Rogers Communications promotes transparency by regularly updating its website with information about its efforts and performance.
Telus Corporation
The fragmented organizational structure of Telus Corporation made communication difficult. Departments frequently worked independently, which prevented information sharing and teamwork. Effective decision-making was hampered, and cross-functional staff interaction was constrained (Peacock et al., 2022). The use of novel technology to improve communication and collaboration was not heavily emphasized; instead, the communication techniques mostly depended on conventional channels like meetings and emails.
Leadership Style and Management Approach
Rogers Communications
The transformational leadership style used by Rogers Communications is exemplified by visionary leaders who encourage and inspire staff members to reach their greatest potential. The leadership group promotes a culture of innovation, ongoing learning, and employee advancement (Abdulla, 2020). At Rogers Communications, managers are given the freedom to make choices and take calculated risks, encouraging a sense of ownership and accountability.
Telus Corporation
Telus Corporation struggled with ineffective leadership, which contributed to the organizational failure of the company. The leadership style was more traditional and hierarchical, with little emphasis on motivating and empowering employees (Kelly, 2021). This top-down approach stifled creativity, innovation, and employee engagement. The management style lacked agility and failed to adapt to the shifting market dynamics, ultimately causing the company to fall.
Impact of Organizational Factors on Success and Failure
Organizational Culture, Structure, and Management Style
The adaptable organizational culture, adaptable organizational structure, and transformative leadership style of Rogers Communications are some of the reasons for its success (Showers & Hebb, 2022). The organization has been able to effectively respond to market demands and grab new possibilities thanks to the emphasis placed on innovation, customer-centricity, and empowerment (Eklund, 2019). Telus Corporation, in contrast, struggled due to its rigid structure, aversion to change, and ineffective leadership. Siloed departments, aversion to taking risks, and a delayed decision-making process made it difficult for the business to adjust to market changes and hurt its ability to compete.
HR Strategic Planning, Recruitment and Selection, Performance/Talent Management
Rogers Communications
When it comes to human resource planning, Rogers Communications takes a strategic approach, matching employee objectives to long-term business objectives. The organization places a strong emphasis on hiring and selection procedures that give talent, diversity, and cultural fit top priority (Eklund, 2019). Clear targets, ongoing feedback, and praising and rewarding top performers are the main focuses of performance management. Leadership development programs, career planning, and succession planning are all examples of talent management techniques.
Telus Corporation
The strategic planning for human resources at Telus Corporation suffered from a misalignment with the organization’s objectives and shifting market realities. The recruitment and selection procedures did not successfully locate and entice top talent, which contributed to innovation limitations and skill gaps (Bernardino, 2021). Employee motivation suffered as a result of the unclear nature, lack of feedback, and lack of accountability in performance management. The development of leaders and succession planning received little funding, and talent management practices were ineffective.
Recommendations
- Encourage risk-taking and failure through promoting a culture of innovation and adaptation.
- Implementing cutting-edge platforms and technology will improve communication and collaboration.
- Adopt a transformational leadership approach that motivates and equips staff to promote organizational success.
- The organizational structure should be reviewed and redesigned to encourage cross-functional cooperation and adaptability.
- Align HR strategic planning with company objectives, placing a focus on hiring, developing, and retaining personnel.
- By establishing precise goals, offering frequent feedback, and praising and rewarding top workers, performance management procedures can be improved.
Conclusion
In this comparative case study, Rogers Communications and Telus Corporation’s organizational structure, culture, communication channels, leadership philosophies, and management techniques were examined. The results made clear how crucial organizational elements are in determining success or failure. Because of its adaptable culture, adaptable organizational structure, and transformational leadership style, Rogers Communications has been successful. Telus Corporation, in contrast, struggled because of its rigid structure, aversion to change, and inadequate leadership. Additionally, both organizations’ HR strategies significantly influenced their outcomes. The suggestions made give useful knowledge for businesses looking to improve performance and stay clear of dangers. Organizations can better position themselves for success in today’s dynamic business environment by taking lessons from these situations.
References
Abdulla Lari, M. A. D. (2020). The role of innovative approach on employees’ job performance: a study of the government sector in Abu Dhabi, UAE (Doctoral dissertation, Universiti Tun Hussein Malaysia). http://eprints.uthm.edu.my/id/eprint/4803
Bernardino, P. (2021). Engaging employees through corporate social responsibility programs: Aligning corporate social responsibility and employee engagement. Journal of Organizational Psychology, 21(1), 105-113. http://www.na-businesspress.com/JOP/JOP21-1/8_BernardinoFinal.pdf
Eklund, M. A. (2019). Fairness of CEO compensation. https://link.springer.com/content/pdf/10.1007/978-3-030-33554-0.pdf
HABIMANA MONIQUE, U. J., ALSAWAEER, F., & NAJLA’A, A. R. E. E. F. (2023). IMPACT OF AI ON DECISION MAKING:: AI REPUBLIC, A TELUS INTERNATIONAL CASE STUDY. https://www.diva-portal.org/smash/record.jsf?pid=diva2:1731788
Kelly, C. (2021). Organizational Ecology and Culture Change as Policy Tools for Attaining Sustainability in Business. https://yorkspace.library.yorku.ca/xmlui/handle/10315/38611
Mathieu, C. (2020). Do Consumers Really Benefit from the Federal Paramountcy Doctrine? A Critique of Director of Criminal and Penal Prosecutions v Telus Communications Inc. Const. F., 29, 11. https://heinonline.org/hol-cgi-bin/get_pdf.cgi?handle=hein.journals/consfo29§ion=18
Peacock, M., Stewart, E. B., & Belcourt, M. (2022). Understanding Human Resources Management A Canadian Perspective. Cengage Canada. https://books.google.com/books?hl=en&lr=&id=8Ey-EAAAQBAJ&oi=fnd&pg=PR15&dq=Rogers+Communications+Vs+Telus+Corporation+Hrm&ots=CY4h8aZECm&sig=duXqlRsZ3sLvNymbeVVoNH3Cykk
Stroop, N. D. (2022). A Structured Literature Review of Gamification as a Means of Employee Engagement. Trevecca Nazarene University. https://books.google.com/books?hl=en&lr=&id=8Ey-EAAAQBAJ&oi=fnd&pg=PR15&dq=Telus+Corporation+Hrm&ots=CY4h8aZHvq&sig=-M71-CfuyZwpi8pPUyB3yPPQ2v8
Showers, J., & Hebb, T. (2022). Do Companies Really Care? Strategic Philanthropy and Imagine Canada’s Caring Company Program. Canadian Journal of Nonprofit and Social Economy Research, 13(1), 19-pp. https://anserj.ca/index.php/cjnser/article/view/524
Zaamout, N., Alton, T., & Houlden, G. (2019). Examining Huawei’s Growth & Global Reach: Key Implications, Issues, and the Canadian Connection. https://era.library.ualberta.ca/items/4995b189-1e9f-4c65-9912-6647076a9f96/download/ffcac27b-568e-4f10-9067-c82064bd6609
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