Instructions:

[Title]

Retention Rates within Boston Scientific's Production Force

[Organizational Background]

Boston Scientific Corporation develops, manufactures, and markets medical devices across the world. As one of the leading companies in the medical field, they have had an impressive financial year with their stock price increasing almost 40%. Boston Scientific is recognized for their welcoming and uplifting culture and constantly promotes a "winning culture" initiative on a global scale.

[Identify Problems]

Based on recent Gallup surveys, Boston Scientific is said to foster a healthy, happy workplace environment for their employees. They have taken several measures to promote diversity, equity, and inclusion across their organizational structure. Although there are not many opportunities for the direct labor force to advance their career into other departments. They are stuck with rigid experience based promotions and have limited communication with management above their direct report. The direct labor force attracts a broad spectrum of backgrounds and cultures and there is often a language barrier when reaching out to different support groups regarding ergonomic issues, improvement ideas, and human resource complaints. The combination of these issues have created high turnover rates among Boston Scientific's production and manufacturing labor.

[Discussion Questions]

How can Boston Scientific better communicate career development opportunities within their production force to improve retention rates and motivate employees? What communication channels could Boston develop to bridge the upward communication gap between the labor force and support groups? How will these ideas address the language barrier and cultural differences that may be present? What leadership styles and personality traits should be considered to better represent the production force? What survey styles could be used to analyze candidates or understand the direct labor force population? How can Boston Scientific best utilize the diverse backgrounds and skill sets within their current roles, considering there are limited promotion opportunities?

[OB Topics]

Organizational Culture, Person-Job Fit, Leadership Challenges, Communication,

Contextual Performance, Personality Analysis

QUESTION:

• Clarification Questions: Post any questions you may have about your peer's case, such as clarification of the company background, and the additional questions about the discussion questions. Ask at least 3
• Initial Post: discuss the proposed questions and apply at least one theory from the course