Abstract for Mr$.$ Chan's implementing organizational change, Despite center employees being paid higher than the national average, there is high turnover. Exit interviews indicate confusion over the orders, lost orders, and a lack of coordination between the sales department and the distribution centers as some reasons why employees leave. Chan has noticed a downward trend in orders lately and has received some complaints from customers that orders are not delivered on time. He is frustrated that communication and information sharing between the divisions is inconsistent and undependable.

The hiring and onboarding process can take a great deal of time. The current process of communicating when someone is leaving involves first reporting to one of the Sales Managers or Distribution Center Managers. This is then reported to either Russell or Robinson. Liu will not begin advertising until Mr$.$ Chan approves. Liu is averse to using modern hiring methods, preferring to work with temp organizations, local employment organizations, and trade schools and colleges to fill positions. Applicants must report to distribution centers or sales offices to fill out an application which is then faxed to Liu$$s office for screening. Liu will then contact directors or managers to indicate who they should interview. The ultimate approval for hiring is made by Lee Chan. Distribution managers are frustrated that they are often understaffed because it takes so long to fill open positions.