Analysis of Case Incidents - Assignment Example

Case Incident Name: Course: Date: Case Incident Relates to: Item# 1 High priority Email To: Ashra Withers, Group 6 Technical Staff member From: Chris Perillo Date: October 18 I have taken over from Michael Grant and have taken note of all your concerns. I have scheduled a meeting with your manager Jay Smeal to discuss the issues you raised. I am confident there is a solution to these issues, and the project will soon take a positive turn. Keep up your effort in the project. Phone call/voice mail To: Jay Smeal, Group 6 Manager From: Chris Perillo Date: October 18 Time: 7: 30 am Details of the call: The agenda is to ask Jay Smeal for a face-to-face meeting later in the day, stressing its utmost importance. Meet with person Meeting with: Jay Smeal, Group 6 Manager Time: 11:00 am Date: October 18 The goals for the meeting: Discuss the failure to meet the deadline for the project, and demand reasons for the delay Highlight the concerns meted out by team members about lack of motivation, low collaboration among some members such as Pippa and members’ observation of Jay’s preference towards Sahar Abedano and her ideas Discuss the team members’ feelings towards Sahar, including the refusal by two hard working members Kath and Kim to work with Sahar Allegations of a relationship with team member Sahar Abedano, including the ethical implications of the same Failure to encourage cohesion among team members, an aspect that is important for increasing team effort and overall performance Relates to: Item# 2 Low priority Email To: Judy Dench, Executive Assistant to the CEO From: Chris Perillo Date: October 18 Thank you for the information you shared, I am sure it will prove helpful in my understanding and subsequent interactions with the managerial staff. I hope to work towards achieving an efficient and cohesive team and with working with you. Note to self A friendship or mutual understanding exists between Rob Miller, Jay Smeal, and Micky McIntyre. This may reflect in their support for one another in office matters. Jay Smeal has many personal problems that may affect his work, including decision-making ability. Relates to: Item# 3 High priority Email To: Wanda Manners, Group 2 Manager From: Chris Perillo Date: October 18 It is evident that this situation amounts to a gross violation of the code of ethics. This is because you used applications developed by International Solutions Inc after signing an agreement with your client stating that the documents were proprietary and their access was only for integration work for the project. You understand the implications of this act on all those involved (Dennis & Womack, 2006). I will schedule a crisis meeting tomorrow with the CEO to establish how best to advance the matter. In the meantime, probe your team and find out who are responsible for violating the agreement. All employees are aware of the disciplinary measures taken in such cases. I feel strongly that the client, FirstRand Bank has to be notified of the malpractice that occurred and the necessary measures taken to remedy the situation. This is because violation of a code of ethics will strain the relationship we have with our client (O'Sullivan et al 2012). If they are satisfied with the outcome of the project, it is unlikely that they will want of it changed. I have communicated with the CEO’s executive assistant to schedule a meeting with Pat tomorrow. Phone call/voice mail To: Judy Dench, Executive Assistant the CEO From: Chris Perillo Date: October 18 Wanda Manners, manager of group 5 has informed me of a serious breach of an agreement made with client FirstRand Bank while undertaking a project for them. Some of her group members defied the agreement and included software applications developed by International Solutions Inc. The originality of the project has been compromised despite the fact that the client seems satisfied with the results. I feel it is imperative that punitive action be taken against those involved in the confidentiality breach and that the client is informed of the matter (Clifford & Thorpe, 2007). This will help secure future relations with the client and maintain respect between us. Therefore, I need a meeting with Pat as soon as possible to discuss the issue more candidly. Relates to: Item# 4 High priority Email To: Micky McIntyre, Group 5 Manager From: Chris Perillo Date: October 18 Complaints from employees ought to be taken seriously and as a group manager, you should find ways to deal with the same. The matter is of great concern and I want it to be formally addressed as failure to do so will affect how such matters are resolved in future. This incident may also encourage other employees to continue with the same trend, thus making the women feel demeaned at the workplace (Mackay, 2007). Employees need to feel safe at their workplace because a positive work environment increases productivity. Furthermore, no one either male or female should be subject to sexual jokes and innuendos. I will see to it that a meeting is called to address this issue and put the matter to rest. Managers should lead by example, which subsequently earns them the respect of their peers and subordinates (Cameron, 2008). I feel that Jay was wrong and he needs to clear the air by way of an apology. I am disappointed in your support of Jay and failure to acknowledge his unethical behavior. Phone call/voice mail To: Shakira Smith, V.P Human Resources From: Chris Perillo Date: October 18 It has come to my attention that Jay Smeal’s joke during last week’s planning session provoked a negative reaction among some women members of staff. I do not condone his behavior and request that you follow up on the matter. It is imperative that managers be sensitive to their subordinates’ needs and feelings and that any form of unethical behavior be dealt with immediately. I suggest a formal meeting between the concerned parties be held to deal with the situation before it gets out of hand (Daft & Marcic, 2014). I have also scheduled a meeting with Jay Smeal to discuss the same. Meet with person Meeting with: Jay Smeal, Group 6 Manager Time: 11:00 am Date: October 18 The goals for the meeting: Discuss the implications of the joke he made during the planning session last week, including the complaints from female work colleagues Demand that he apologize to those he offended and clarify the intent of the joke, before any serious or regrettable action is taken against him Emphasize the need to uphold respectable boundaries among employees Remind him of the gravity of the issues leveled against him by other employees, including the earlier allegations of a relationship with group member Sahar Abedano Inquire about any personal problems that are affecting his ability to work effectively, if any, recommend that he take a break to resolve them Inform him of the possibility of punitive action against him if the allegations are established to be true. Relates to: Item# 5 High priority Email To: Judy Dench, Executive Assistant to the CEO From: Chris Perillo Date: October 18 I have contacted four managers Will Chen, Wanda Manners, Marcus Harper, and Tom Jones. I have notified them of the urgency of the matter and the immediate need to make the short trip to Tanzania. I have also given them other details of the project, including the time they would have to spend in Tanzania during the implementation phase. They are in the process of assembling their respective groups to brief them about the upcoming project. I have made this project a priority and will ensure the best results (Robbins & Coulter, 2005). Phone call/voice mail To: Marcus Harper, Group 8 Manager From: Chris Perillo Date: October 18 Pat has notified me of an urgent upcoming project in Tanzania that requires a team of four managers to travel to the site to determine the current needs in the shortest possible time. I have selected you and three others, Chen, Jones, and Manners to tackle the project. Kindly embark on preparing your respective groups who will need to spend up to 10 months in Tanzania for the implementation phase. Note that this is a high profile project and therefore calls for your best effort. I look forward to working with you and achieving only the best. Phone call/voice mail To: Wanda Manners, Group 2 Manager From: Chris Perillo Date: October 18 Pat has notified me of an urgent upcoming project in Tanzania that requires a team of four managers to travel to the site to determine the current needs in the shortest possible time. I have selected you and three others, Harper, Jones, and Chen to tackle the project. Kindly embark on preparing your respective groups who will need to spend up to 10 months in Tanzania for the implementation phase. Note that this is a high profile project and therefore calls for your best effort. I look forward to working with you and achieving only the best. Phone call/voice mail To: Tom Jones, Group 4 Manager From: Chris Perillo Date: October 18 Pat has notified me of an urgent upcoming project in Tanzania that requires a team of four managers to travel to the site to determine the current needs in the shortest possible time. I have selected you and three others, Harper, Chen, and Manners to tackle the project. Kindly embark on preparing your respective groups who will need to spend up to 10 months in Tanzania for the implementation phase. Note that this is a high profile project and therefore calls for your best effort (Cokins, 2009). I look forward to working with you and achieving only the best. Phone call/voice mail To: Will Chen, Group 3 Manager From: Chris Perillo Date: October 18 Pat has notified me of an urgent upcoming project in Tanzania that requires a team of four managers to travel to the site to determine the current needs in the shortest possible time. I have selected you and three others, Harper, Jones, and Manners to tackle the project. Kindly embark on preparing your respective groups who will need to spend up to 10 months in Tanzania for the implementation phase. Note that this is a high profile project and therefore calls for your best effort. I look forward to working with you and achieving only the best. Relates to: Item# 6 Low priority Email To: Jay Smeal, Group 6 Manager From: Chris Perillo Date: October 18 Thank you for your insight into who should fill the vacant position left by Janice Ramos. However, there is already a scheduled meeting among executive managers to discuss the matter later during the day. Relates to: Item# 7 Low priority No response Relates to: Item# 8 High priority Email To: Shakira Smith, V.P Human Resources From: Chris Perillo Date: October 18 I am awaiting your response about the planned meeting to discuss Smeal’s behavior during last week’s planning session. I trust in your capability to handle the problem effectively more so as employee complaints are in your docket of responsibility (Baker & Doran, 2007). Relates to: Item# 9 Medium priority Email To: Tamika Jerico, Group 7 Senior Analyst From: Chris Perillo Date: October 18 I am sorry about your disappointment with your new group. I have a full schedule for the next two weeks, but we can arrange an appointment thereafter. Relates to: Item# 10 High priority Email: To: Judy Dench, Executive Assistant to the CEO From: Chris Perillo Date: October 18 Indeed, I have a ton of messages that I have to reply to and am grateful for your help. Amy Chang and Ricardo Salas are a perfect choice and I am confident in their ability to yield the best results. I will communicate with each of them to express my confidence in them (Walker, 2011). I hope that you have indicated the urgency of the issue and the long-term goal of securing Unique Bank as one of our faithful clients. Email: To: Amy Chang, Analyst from Group 1 From: Chris Perillo Date: October 18 I have been informed of your selection to handle the project with Unique Bank. Judy made the right choice and I am pleased and confident that you will tackle the project meticulously. I am sure you have been notified of your trip onsite for a scoping exercise next week. However, in case of any concerns feel free to raise them before you start handling the project. Take note that this is a test drive to establish our capability to handle bigger projects. This implies that you need to be at your best as we are looking ultimately to win over Unique Bank as our permanent client. I look forward to working with you. Email: To: Ricardo Salas, Analyst from Group 5 From: Chris Perillo Date: October 18 I have been informed of your selection to handle the project with Unique Bank. Judy made the right choice and I am pleased and confident that you will tackle the project meticulously. I am sure you have been notified of your trip onsite for a scoping exercise next week. However, in case of any concerns feel free to raise them before you start handling the project. Take note that this is a test drive to establish our capability to handle bigger projects. This implies that you need to be at your best as we are looking ultimately to win over Unique Bank as our permanent client. I look forward to working with you. References Baker, J. R., & Doran, M. S. (2007). Human resource management: A problem-solving approach linked to ISLLC standards. Lanham, Md: Rowman & Littlefield Education. Cameron, K. S. (2008). Positive leadership: Strategies for extraordinary performance. San Francisco, Calif: Berrett-Koehler Publishers. Clifford, J., & Thorpe, S. (2007). Workplace learning & development: Delivering competitive advantage for your organization. London: Kogan Page Ltd. Cokins, G. (2009). Performance management: Integrating strategy execution, methodologies, risk, and analytics. Hoboken, N.J: Wiley. Daft, R. L., & Marcic, D. (2014). Building management skills: An action-first approach. Mason, Ohio: South-Western Cengage Learning. Dennis, P., & Womack, J. (2006). Getting the right things done: A leader's guide to planning and execution. Cambridge, MA: Lean Enterprise Institute. Mackay, A. (2007). Motivation, ability and confidence building in people. Amsterdam: Butterworth-Heinemann. O'Sullivan, P., Smith, M., & Esposito, M. (2012). Business ethics: A critical approach integrating ethics across the business world. London: Routledge. Robbins, S. P., & Coulter, M. K. (2005). Management. Upper Saddle River, NJ: Pearson Prentice Hall. Walker, R. (2011). Strategic management communication: For leaders. Australia: South-Western Cengage Learning. Read More