Canadian Magical Tours Case Study

817 Words 4 Pages
I believe there is an underlying communication issue that the employees of both Canadian Magical Tours are facing but their American counterparts as well. Janine’s senior team members particularly Janet Browne and William (Bill) Tremaine are unable to effectively diagnose and resolves issues among their subordinates. This shown when the sales and marketing teams lacked the leadership needed to overcome deciding who has the responsibility of the design, price, and plan of the tours. Also, this type of break in communication and poor judgment was present in both the Canadian and U.S. teams when they both thought they were solely responsible for a tour including the Seattle and Vancouver cities. Executive meetings only happening once a month …show more content…
It is clear Janet was not satisfied with the way her colleagues do their work and Bill expresses that he is feeling stretched to the limit. By using the Model of Team Effectiveness they will be able to diagnose their failures and hopefully achieve the third point of the model is the team’s ability to survive long enough to fulfill its purpose. Currently, the Sales and Marketing are frequent travelers and communicate mainly through e-mail and voicemail. I believe the teams would benefit from a form of formalization of their communication techniques. As Canadian Magical Tours expands into different countries last minute messages will not be effective and implementing procedures such as emails must not be too time sensitive and should expect a response within 48 hours. Having an internal messaging system could be a This can help eliminate curb some of their current dysfunction. The company needs to be more centralized because there are too many subordinates assuming power. For example, Brenda is annoyed as President that more of her employees report to Canadian managers and not to her. My final recommended solution is to implement the Model of Team Effectiveness because I believe this will improve the morale and clarify role …show more content…
This is shown when George says Brenda is irritating him by pushing him to get work done while he would rather work at his own pace. The cause of this problem is Brenda not understanding George’s motivators. The current bonus system is based on overall company results and Regional office employees have complained that the bonuses do not reflect the effort they put into their work. This has caused them to feel like they are at a and have an unstable work environment by trying to persuade Vice Presidents to side with them. A theory the organization can implement is the High-Performance Work Practice (HPWP) Perspective which can help better leverage the company’s human capital since employees feel they do not have a voice big enough to change their work dynamic. Employee involvement will give employees like George the involvement in decision making he needs to be motivated and remain committed to the organization. If the HPWP perspective was implemented job autonomy which is component of the theory, would make George more motivated and let him to present his best work since he has his own pace of completing tasks. The perspective would benefit the Regional office employees because they would be rewarded for their performance. The employees could brainstorm things they could be rewarded on instead of the current system. This would be a great

Related Documents