Seminar One Case Study: “What are we going to do about Jack?”
Critical Factors
There are several critical factors presented in this case about Jack. Jack has a long tenure with the company, yet it appears that Jack is no longer effective in his position as a manager. He adds value from his knowledge and experience, but is probably doing more harm than good due to his lack of management skills. Jack is struggling with developing and maintaining employees, which can be a sign of poor management. Allowing an ineffective manager to remain in place can have many negative impacts, such as high turnover, increased stress, lower morale, and lower productivity (Leviticus, 2016). The owners and employees are the key stake holders that are involved with the situation Jack has created. The owners have concerns based on the impact Jack is having on the department, due to the …show more content…
This option will take the most work and it will be very important that all steps are executed precisely within policy. The concern with this option is that there will need to be some self-realization on Jack’s behalf to really support the necessary changes in his management style and behavior. There is a high potential that Jack will not be able to make the necessary changes, and the performance plan will end in a termination. The benefits for the organization will be that they have followed the appropriate process and the performance plan should assist the company in avoiding a lawsuit or any negative repercussion from terminating Jack after 32 years of work. The positive side would be, if Jack accepted the feedback and was willing to work with HR to change his behaviors. This too, would be a good outcome for both Jack and the organization. As mentioned in the case, Jack has many years of knowledge and experience that would be nice to retain if
Critical Factors
There are several critical factors presented in this case about Jack. Jack has a long tenure with the company, yet it appears that Jack is no longer effective in his position as a manager. He adds value from his knowledge and experience, but is probably doing more harm than good due to his lack of management skills. Jack is struggling with developing and maintaining employees, which can be a sign of poor management. Allowing an ineffective manager to remain in place can have many negative impacts, such as high turnover, increased stress, lower morale, and lower productivity (Leviticus, 2016). The owners and employees are the key stake holders that are involved with the situation Jack has created. The owners have concerns based on the impact Jack is having on the department, due to the …show more content…
This option will take the most work and it will be very important that all steps are executed precisely within policy. The concern with this option is that there will need to be some self-realization on Jack’s behalf to really support the necessary changes in his management style and behavior. There is a high potential that Jack will not be able to make the necessary changes, and the performance plan will end in a termination. The benefits for the organization will be that they have followed the appropriate process and the performance plan should assist the company in avoiding a lawsuit or any negative repercussion from terminating Jack after 32 years of work. The positive side would be, if Jack accepted the feedback and was willing to work with HR to change his behaviors. This too, would be a good outcome for both Jack and the organization. As mentioned in the case, Jack has many years of knowledge and experience that would be nice to retain if