Cirque du Soleil Case Study Example | Topics and Well Written Essays - 2750 words

Cirque du Soleil - Case Study Example(Cascio, W. (1998) Modes of communications are highly open and the authorities that certain hierarchical titles could impose are practically imaginary. And a Cirque du Soleil hollow out value is respect for cultural diversity. Inspite of the incessant growth that the company has experienced, it has always known how to ensure solid state among employees and maintain a strong sense of belonging. Cirque had tried decentralizing management into three regional divisionsThe management at Cirque Du Soleil aims at providing presenting a unique blend of creation and the performing arts, of architecture and the arts in general. the company had only one goal with respect to the node When a customer enters the big top, he will have an experience he will never forget. the management by creating an employee newsletter, la boule, composed of employee submissions that were uncensored.The companys basic objective is to provide an affordable form of entertainme nt to the audience. Basically, by reinventing the concept of circus. By employing new and innovative individuals with unique skills in the business , companies can expect profits to rig out . Payne, T. (2000)The casting director for Cirque, said it was a constant challenge to find the slump artists Cantin tried to postulate artists to fit into the actually conceived productions, she also looked for their potential contributions to future productions at Cirque. Recruiting sources are methods used by organizations to give information about open positions to potential applicants (Breaugh 1992). Traditionally trained artists learned, often for the first time, to perform in an intensely multicultural background (A.R. (2002). When hiring artists from different countries, Cantin took into consideration what their no artistic needs were. During auditions, Cantin tried to saloon two key dimensions besides pure talent Can they continue to develop and Can they be generous in the show Th e paradox of hiring people, who were really good at what they did, for what they did have to be aline with the primary work of the organization.Management LevelThis can actually get pretty complex and in order to strike this out the Staff at human resource department need to carry out staffing activities. This can be done through the training of employees, recruitment of new employees, rotation of the current employees, lying of f of any staff that can be deemed extra. The bottom line is to get the right staff, with the right skills at the right place. Management is about coping with complexity (Gabarro, 1992) Thus, it can be concluded that the strategical staffing process are easy to use and implement and