Persuasive Presentation, Outline Example

I. Attention/Need Step:

The River Oaks management team has caused a loss of 55 percent in revenue.

II. Introduction:

1. Hello, my name is Mark, and I am the property manager of River Oaks Condominium.
2. River Oaks management team has directly caused property deterioration, and caused a decline in gross revenue.

III. Recommendation: The River Oaks management team should be fired. The new management team will maintain the standards of the River Oaks rules and regulations manual.

IV. Brief Preview of Following Reasons: The River Oaks management team should be fired to protect the majority of employees, to hire qualified workers, and to generate higher production output.

V. Reasons Supporting Recommendation

• Firing management will protect the majority of employees from management’s negativity and poor management skills.

1. The management’s negative attributes affect workers in the organization (Akca, 2017).
2. The decision will protect the employees from being affected within the organization. Usually, the nature of the management determines employees’ productivity (Osborne & Hammoud, 2017). Therefore, by firing the old management and bringing in a new management, the employees will improve their performance.

• Firing management will result to a more qualified workforce.

1. Hiring qualified workers and firing unqualified friends of management is demanded.Ethical work conduct should be initiated for all the workers, despite their position or  their friendships (Letendre, 2015). Everyone should adhere to the rules and regulations; therefore, a new management team will be beneficial in forcing ethical and moral codes of the company, and will contribute to the success of the organization.
2. The River Oaks management executed power by oppressing some employees and playing favoritism to others. In most cases, existence of a problem with the management often has a negative effect on employee’s morale (Hlengane & Bayat, 2013).

• Firing management will improve production

1. For the company to register a high production output, firing an incompetent management team and creating a new unified management team as per the company’s rules and regulations will be ideal (Osborne & Hammoud, 2017). It will open ways and paths for the employees to work with management to gain production.
2. The company should be careful in the procedural vetting of the new management team. (Westerman, 2020)

VI. Counterargument and Rebuttal

1. Counterargument: Instead of firing the current management, the organization should consider retraining leaders ad managers to assist in skill sharpening (Lacerenza et al., 2017). The organization will be saved from the struggle of hiring another management team.
2.  Rebuttal: Nonetheless, training is insufficient to solve the problem since the company has already adapted a culture of ineffective managers. There need to be a complete transformation of the organization structure and culture (Benzer et al., 2017).

VII. Memorable Closing Statement:

1. To protect the majority of the good employees, to hire qualified workers, and to achieve higher production output we must fire the management team and hire the new management team.
2. The recommendations will increase revenue, enhance reputation and attract more investors. It is unforgettable that toxic management style will always lead to deterioration and loss of revenue.

References

Akca, M. (2017). The impact of toxic leadership on intention to leave of employees. International Journal of Economics, Business and Management Research, 1(4), 285-298.

Benzer, J. K., Charns, M. P., Hamdan, S., & Afable, M. (2017). The role of organizational structure in readiness for change: A conceptual integration. Health services management research, 30(1), 34-46.

Hlengane, N. A., & Bayat, M. S. (2013). Poor Employee Work Performance-A Case Study- Cambridge Police Station. Kuwait Chapter of the Arabian Journal of Business and Management Review, 2(12), 80.

Lacerenza, C. N., Reyes, D. L., Marlow, S. L., Joseph, D. L., & Salas, E. (2017). Leadership training design, delivery, and implementation: A meta-analysis. Journal of Applied Psychology, 102(12), 1686.

Letendre, M. (2015). Organizational ethics. Encyclopedia of Global Bioethics. Springer, 1-10.

Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), 4.

Westerman, W. (2020). Cash management organisation decision-making: economics, strategy and operations. Central European Review of Economics and Management (CEREM), 4(2), 155-  166.