Prudential Singapore case Communications & Media Case Study
Title page and reference page are not counted in 4 pages.
Read attachment to see detail instructions.
Prudential Singapore Assignment
Imagine that you have been hired to serve a Wilfred Blackburn’s communication consultant. In this assignment, Blackburn asks you for three deliverables:
Part 1 (25%): As stakeholder analysis – identify and describe the 4-5 stakeholder groups you believe are most critical from a communication and business perspective. Fill in the matrix with bullet points (matrix document is attached). Be sure to explain why you have selected these specific stakeholders.
Stakeholder Analysis Matrix
Stakeholders |
Attributes What we know: What we need to find out: |
Concerns/Expectations (What’s on their minds?)
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Desired impact on: Attitudes, knowledge, behaviors |
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Part 2 (20%): Assess the strengths and weaknesses of the current communication networks – vertical (upward and downward), horizontal, and external. Be sure to provide evidence from the case to support your assessment.
Part 3 (30%): Recommend an Action Equation ( find in textbook p27 ) designed to communicate messages from Blackburn to the employees of the Prudential Singapore office. What do you think “The Cause” should be and why? Identify 3-4 Do’s and the corresponding Know and Feel elements.
*Action equation: Know + Feel = Do
Writing Quality (25%): Includes fluency of writing, organizational structure, correct documentation practices and use of sources to support your points.
Important note: this is not a research paper -- your analysis should be based solely on the case study, course materials, and your own communication experience. Do not search for additional information about Prudential Singapore!
Format and length: Word document, 1200-1500 words, organized into the three parts, 1.5 line spacing, Calibri font. Please be aware that papers not meeting the minimum length or exceeding the maximum length are subject to point deductions. A goal in all our writing assignments is conciseness and clarity.
If you cite a reference or use a quote, follow APA guidelines. When using APA format, follow the author-date method of in-text citation. This means that the author's last name and the year of publication for the source should appear in the text, e.g., (Jones, 1998). If you are directly quoting from a work, you will need to include the author, year of publication, and the page number for the reference (preceded by "p."). Introduce the quotation with a signal phrase that includes the author's last name followed by the date of publication in parentheses. Example: According to Jones (1998), "Students often had difficulty using APA style, especially when it was their first time" (p. 199). There is no need to list references at the end of the essay.
Part 3 Instrcution:
- 1-2 paragraph summary about the reason why you pick these Do’s and Feel and Know.
- Fill in the matrix with bullet points when recommending an action equation.
Know+ Feel |
Cause (Do) |
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Why I have selected these specific stakeholders
The selection of line managers, team managers, subsidiary managers, and the advertisement department as key stakeholders in this company originates from the fact they are primarily involved in the communication networking within and outside the company. The unity of the workforce and the authenticity of information to be communicated depends on the decision from these stakeholders. They are key in providing the conduit through which the company reaches out to other external stakeholders. Some of the examples of internal stakeholders entail line managers, team managers, and subsidiary managers (PACS, 2020).
Stakeholder communication at PACS
Stakeholders
Attributes
What we know:
What we need to find out:
Concerns/Expectations
(What’s on their minds?)
Desired impact on:
Attitudes, knowledge, behaviors
Line managers
* They can build a work culture of mutual trust
* They are capable of focusing on employee strengths
* They avoid the application of micromanagement
* They are authoritative or rather assertive
* They help develop employees' careers
* They are capable of handling pressure
* They are considered honest communicators
* They are also very open to new ideas
* Leadership
* Effective Communication
* Experience
* Time management
* Reliability
* Delegation
* Employee respect
1 – They desire to hire people with the right values and attitudes
2 – They desire to communicate and influence the behavior they want
3 – They desire to model the behaviors they want to see
4 –They are observant and pay attention to behavior
5 – They reinforce the right behaviors
6 – They understand the cause and motive
7 –They respond to behavior consistently
Team managers
Team managers promote collaboration, commitment, motivation, dependability, and accountability
The aspect of imposing team responsibilities on members could help increase individual strengths; improve delegation as well as reducing or eliminating certain lower levels of management.
Team managers ensure the building of the functions of trust, conflict management, commitment, accountability alongside focusing on results. The positioning of a functioning team ensures the development of trust. In this case, trust provides the foundation of a good team.
Subsidiary managers
* Specialized roles
* Information flow
Subsidiary evolution
Relationship with the top management
-Subsidiary managers tasked with the responsibility of creating a vision that helps in addressing the subsidiary's goal. This should work alongside the parent organization's primary mission.
-Such an act of balancing creates different challenges for the leadership of a subsidiary.
- Autonomy and influence
- subsidiaries had unique resources and the considerable autonomy with which they acted implied that it might be necessary to allocate them different roles
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