Co-workers Dick and Donna are at it again which show there are personnel issues at Steele. Specifically, Dick and Donna, both managers of the two branches inside of the PR division, have repeatedly been getting into contentions with one another. However, their interminable difference is only one of many of the issues in this case study. Different issues incorporate the way that, albeit given direct requests by Gene (the chief) to take after a strict spending plan, Donna surpassed it by $4,500. Additionally, Dick overlooked Gene's requests that Donna was to be the one responsible for the party and keep him informed. Along these lines, there appears not just to be a breakdown of correspondence between Dick and Donna, but also between Gene and
…show more content…
The goal is to keep his managers, yet try to find a solution that decreases the fighting and bickering while increasing productivity (Brown, 2011, p. 262). First, the OD advisor needs to have separate meetings with Gene, Dick, and Donna so as to figure out and a comprehension of the interpersonal issues and observations among the primary players. According to Powell (2014), the goal of the advisor is to work with the company to improve leadership development, company culture and employee engagement (p. 1).
Once the meetings have been conducted independently, the OD advisor should bring all three together in a room and discuss the important issues that are affecting the team. The team members can then audit every individual's parts keeping in mind the end goal to guarantee that everybody is clear in respect to who is in charge of what.
Furthermore, with expectations spelled out and setting the standards for teamwork, it is likely that the contention between the managers will be significantly diminished, and Gene won't need to play arbitrator so regularly. As per Reader, Flin, and Cuthbertson (2011), viable group initiative is vital for guaranteeing group execution (p. 1689). As a result, there should be less fighting and more work that gets
The goal is to keep his managers, yet try to find a solution that decreases the fighting and bickering while increasing productivity (Brown, 2011, p. 262). First, the OD advisor needs to have separate meetings with Gene, Dick, and Donna so as to figure out and a comprehension of the interpersonal issues and observations among the primary players. According to Powell (2014), the goal of the advisor is to work with the company to improve leadership development, company culture and employee engagement (p. 1).
Once the meetings have been conducted independently, the OD advisor should bring all three together in a room and discuss the important issues that are affecting the team. The team members can then audit every individual's parts keeping in mind the end goal to guarantee that everybody is clear in respect to who is in charge of what.
Furthermore, with expectations spelled out and setting the standards for teamwork, it is likely that the contention between the managers will be significantly diminished, and Gene won't need to play arbitrator so regularly. As per Reader, Flin, and Cuthbertson (2011), viable group initiative is vital for guaranteeing group execution (p. 1689). As a result, there should be less fighting and more work that gets