The paper "Situational Analysis of Dynamic Inc" is a good example of a marketing case study. In this report, we look at communication, conflict resolution and power as issues that challenged Dynamic Inc. in meeting their desired goal. Findings indicate that majority of the employees are not happy with the situation in the new company because there is a lack of trust among employees, work dissatisfaction, have no commitment to the organization, and have no voice when to comes to the decision-making process. The conclusion is that communication is vital for the organization to improve because it entails so much with regard to working together in teams.
The recommendations made are in line with the case presented and look at what is needed for senior managers and junior employees to work in meeting organizational goals. Introduction The discussion looks into the case of Dynamic Inc. who have hired our consultancy service because the organization is facing issues regarding effective communication among its employees. Jeff, the digital director, wants to avoid the chance a conflict rising among employees at MediaHype. The takeover of Dynamic Inc.
on MediaHype, a local agency in Melbourne, seems not to have been taken positively by other employees. The reason is that some of them had to be laid off to create room for the new employees from China. Since Dynamic Inc. is an international global media agency, it intends to open an office in Shanghai in the next three years. Therefore, they want to train many Chinese nationals in preparation for the Chinese launch and hence, are working across the Asia-Pacific offices. The Digital Strategy team at Melbourne receives two new employees, and this means two are transferred from Sydney offices to Melbourne.
The director is managing a small group of eight active people who will be focusing on reaching out and engaging consumers on online platforms available. The first clients Jeff brought were lucrative customers, BurnFit Gyms, who had well over 100 fitness clubs throughout Australia. Even though the customers were not sure of Jeff’ s knowledge on Australian’ s media environment his international credential impressed them more. Having a good resume helped Jeff convince customers of his capabilities as a leader to deliver to them a revised digital strategy.
As such, it is evident that having a good resume matters a lot when it comes to approaching clients. Within a week, Jeff’ s team had three key deliverables for their client, and this meant they only had two weeks left thus, Jeff decides to have the team report directly to him. What he was trying to do considering the complexity of the task was to an emphasis on interaction amongst group members to facilitate them achieving organizational goals. However, this was not to be the case as the teams started to disintegrate and show signs of conflict and power and hence, Jeff had to take action before the situation worsened.
It was clear that the team members were not responding well to each other bearing in mind the complaints that were brought forth to Jeff by Anjana Singh concerning Yuchau and Wen, who were from Singapore. Mike Duffy also went to Jeff and complained about the two employees from Singapore. Assessing the concerns brought forward, Jeff did not think the issues raised were a major problem but during the third week, there were signs of relational strains.
It was the turn of Yuchau and Wen to complain about the two junior strategy consultants from Dynamic Sydney, Franz, and Amanda. According to them, the junior strategy consultants lacked job confidence to handle their task yet Jeff was told they were high-potential employees with bright and prosperous futures ahead. The complaints made were alarming and needed to be addressed to meet the client’ s needs. The more efficient way of addressing these milestones meant having weekly meetings to brief each team member on the progress of the work.
The worst part is that the team stayed in three distinct groups when Jeff called for a meeting to salvage the situation.
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