Discussion Question: As discussed in the clarity of understanding employee work, there are two levels: $1.$ Sympathy, and $2.$ Empathy. I used a health setting to explain the difference of $$really$$ knowing empathy $($labor pains$).$ As we assess structure of an organization, the most expensive part of a service organization, as compared to a manufacturing organization, is employee costs $($and employee costs are still a significant part of total costs in manufacturing, especially within the U$.$S$.).$

If an organization is attempting to reduce the employee costs, one of the easiest ways to do that is to restructure employees to oversea settings $$ in effect reduce if not eliminate the jobs in the U$.$S$.$ and simply use Chinese or another low$-$cost employee base for those jobs eliminated in the U$.$S$.-$ our business involves high end research in medicine for dementia.

Using the Sympathy versus Empathy model, what would you do to counteract the move of the research jobs to China, in terms of long$-$term strategy in structure, when you know: $1.$ The employee costs in China are on the rise, and that in $5-10$ years the Chinese costs would be the same as now, $2.$ The strategy for employees is to keep morale high and treat employees as we would our customers $($those who need dementia meds to reduce the cognitive impairment increasing rapidly$),$ and $3.$ There are $1,154$ employees in the U$.$S$.$ and you found out that it would take $1,660$ employees in China to create the same outcomes as in the U$.$S$.($with an average employee wage$/$benefits of $$122,000$ in the U$.$S$.$ and the same for China in $5-10$ years, with only a $10\%$ decrease at this time; Managers cost twice as much as employees both in the U$.$S$.$ and China $$ no real cost savings on individual manager costs, but there is an increase overall due to the ratio of managers to employees$)$

Remember to post the following: $1.$ TAC for $2.$ Sympathy v$.$ Empathy modeling, $3.$ Morale for employees, and $4.$ Reality of employee oversight in terms of restructuring for managers with a $1$ to $10$ ratio $(1$ manager for every $10$ employees$).$ Dont worry about the employee costs because they will be the same in five years $-$ focus on the reality of the increased costs for managers over five years in China versus the U$.$S$.[$Each part should only take $2-5$ sentences, except for data presentations$]$