San Francisco Symphony Case Analysis Study Example | Topics and Well Written Essays - 2750 words

San Francisco Symphony Analysis - Case Study Example The industry is characterized by declining subscriber base for concerts, which since and this forms the core product of artistic performance. Symphonies are experiencing challenges in attracting younger generation and growing their subscriptions due to changes in lifestyles and desires (Schmitt, p 5). Another trend in the industry is the increasing musician costs that have led to operating deficits for 9 out of 10 of the orchestras in the US. Musician’s salaries form 50 percent of the operating costs and have increased substantially due to the need to retain talent and meet trade union demands (Schmitt, p 5). The industry is characterized by poor working relationships among musician unions, boards of directors and management staff. and tThis trend has led to musician strikes (Schmitt, p 5). For instance, the Detroit Symphony experienced a 6 -month strike in 2011. The while Chicago Symphony Orchestra experienced a 48- hour strike that culminated to higherin an increase of musician salaries without additional responsibilities like community outreach. SFS experienced a 2two-week strike in March 2013 thus leading to cancelation of the East Coast tour and performance at New York’s Carnegie Hall (Schmitt, p 6). 2.1Corporate strategy The corporate strategy of SFS is aimed at ensuring the highest possible standard of excellence in music performance across the globve. The company has a range of musical styles and innovative approach to music presentation (Schmitt, p 12). It is imperative for the SFS to appeal to a younger generation through outreach programs.

Employment and Society Essay Example | Topics and Well Written Essays - 2000 words - 4

Employment and Society - Essay Example Unhappy employees can never leave the management on with a positive edge for a burned out workforce usually results to reduce quality in productivity. It is a common scenario occurring to companies of any size both in developed and under-developed countries as one of many dreadful consequences of the 2007-2009 economic recession (Rooney, 2011, par.7-12). Economic experts explain that this issue at hand is a turnout of not only the macroeconomic events of the earlier years posting threat to termination of employment contract but also of the eradicating system of psychological contract in the workplace (Furness, 2008, par.4). Dr. Judith Barwick supported this notion by stating that the problem is not primarily economic recession but rather psychological recession which is an â€Å"emotional state in which people feel extremely vulnerable and afraid for their futures† (cited in Furness, 2008, par.8). Gone were the days when employees jump ships in their venture of their career development for the security of tenure gains higher relevance in this tough time of the economy. Innovation has been the key for companies to remain competitive in the ever evolving trends in the market to meet the demands of the consumers. Through years global competitiveness raised its bar challenging the companies to do better through increased productivity and specializing the skills of their employees. Yet the recent recession confined them to minimized production cost thus creating imbalance and difficulty on the part of the employee’s benefits and compensation. As quoted by Morrison (2012, p.1), leaders need to understand people to effect the needed changes but unfortunately, not all managers are capable of understanding their people. The traditional training for managers has been technical and non-personal in belief that it is necessary in order to