Suicides at France Telecom: Presented by
Suicides at France Telecom: Presented by
Suicides at France Telecom: Presented by
Presented by:
Hina Naveed
Sumiya Mashadi
Umme Laila
Introduction
France telecommunication was founded in 1886 as
Generale des telecommunications
It was a state owned monopoly till 1988
It was one of the world’s leaders in telecommunication
Its global interests were in internet, digital television,
mobile phone networks and fixed line telephony
Most of its divisions operated under the orange brand
Annual consolidated revenue in 2008 were 48.3 billion
Euros
The company employed approximately 186,000 people
Characters
Who was Xavier Darcos?
Who was the chairman and CEO of France Telecom?
telecommunication industry
Why were the France Telecom employees not enthusiastic
after the privatization of FT?
FT entered the world of private enterprise at the time when
global markets were embarking on a period of rapid growth
The internet was growing at a phenomenal rate
Telecom
Questions:
When did the Stephanie die and how?
What could be the possible reasons for Stephanie’s suicide?
Explanations:
Bill Stewart Theory
The Economist Comments
Psychiatrists Statements:
Patrick Legeron
Questions:
What was the common thing among all psychologically ill
France Telecom employees?
Who observed it?
Reactions
Crisis meeting between labor minister Xavier and FT’s Didier
on Sep, 2009
Labor minister claims
◦ No technological progress without social progress
◦ Employer bullying, systematic mobbing, driving worker to
despair
Demanded
◦ Stop job transfer, reduce reorganizing and restructuring and
jobs must stay in France
France telecom defensive claims
◦ Accepted restructuring program might have played role in
the suicides cased
◦ But, FT’s suicide rate is statistically normal that is 15.3
compared to national suicide rate 15 per 100,000.
◦ No increase of suicides rate compare to previous years (28-
2000, 29-2002 ; recently 23- 18months period)
◦ Promoted by personal rather than professional causes.
Criticized role the media played in bringing the issues afore.
◦ Contagious effects of reports
CEO was himself criticized.
◦ These are dramas and they happen
◦ “Mode du suicide”
Promises made
Train managers in addition to familiarizing them with
scientific methods of successful management
Systems to monitor stress levels; external counsels and
scientific advisor
Timeline?
Repercussions
FT failed to quell the out-cry.
Chief Executive, in-charge of restructuring programs resigned.
◦ Reasons
Suicides make him feel sad
External stakeholders had their personal agenda
Huge transformation- abrupt changing of job , jobs
disappearing because of technology
Feb, 2010. Government inspection revealed
Pathogenic management methods applied to achieve job
reduction target of 22,000 in 2 years
Consequences of the report
◦ Lombard step down as CEO, Richard took the charge
◦ New proposals
I. Recruit 3500 more staff to relieve pressure on existing staff
II. Moratorium on reorganization; job transfer voluntary not
compulsory
III. 1100 top management 30-50% of salary would be linked to
financial as well social performance of company
IV. Provide managers with sensitivity training and decentralize
many decisions taking (that used to be taken at national level)
July 2010, CEO announced Five-year strategy aimed at ending the
suicides and winning back investors.
CGT union welcomed the “good intention” ,yet with some reservations
in their mind.
Recommendations
Change of culture:
◦ 60% civil servant to working in competitive business (no humanity
anymore, only business account)
◦ Smooth shift while providing Pre-training,
◦ Provide EAP , Rehabilitation
◦ Gives meaningful and challenging roles to employees to keep them
motivated;( French worker define themselves by their profession)
Severance pay:
◦ Negotiate the terms with them
◦ mostly employees were 50+ , hard to be retrained, no alternative for
them
Organization citizenship behavior
◦ Labor unions(CFE)- should bring matter( bullying, over workload) to
public/media rather suiciding
◦ Beat workplace stress by reaching out- to coworkers, take about it
◦ Appeal to court of law
HR role should be prominent in the company.
New hires as well Old employees
◦ Stress test- to see if personality can cope with the job-design.
◦ Periodically mental health check-
questionnaire (questionnaire asks staff if they have felt "desperate",
"under pressure" or if they "cried easily" )
◦ Encourage them to take-care of health with exercise and nutrition;
monthly external counsellor, trainer
Since job security contract are signed
◦ Offer golden shake hands
◦ Job sharing( less pay, more employees adjusted)
• Finally, look for employees those are emotionally more strong
and willing to take change
I. For job relocation and rotation.
II. Slowly make it a culture of the company.
• Affirmation of religious/Catholic teachings on suicide.
Old and New Testament; suicide does not seem to be prohibited.
St Augustine (350–430 AD), however, considered it a sin,
violating the fifth commandment, ‘Thou shall not kill
Thank you.