Reference no: EM132201352

1. What are some of the key differences between Natalie MacLachlan and the leadership and employees of Hospital Software Solutions in terms of their differing approaches to?

Balancing Work and Life priorities;

According to the article the leadership or those who begin the Hospital Software Solutions, were sacrificing their personal lives with the work. They put the work as priority in their human life than any of their personal or family issue. Because of the sacrificial commitment to the work people even forget their children birthday and their anniversary. However, Natalie MacLachlan also feel once can work from home, she need not to come and wait her time.

(B) Relying on teamwork, face-to-face interaction, and cooperative communication and collaboration to solve problems in the workplace;

According to the readings the leadership of Hospital Software Solutions were not show any spirit of teamwork, no proper face-to-face interaction, and cooperative communication or collaboration to solve problems. They believe in idiosyncratic form of do your task and answer for your action

(C) Valuing creativity and initiative in solving work problems.

According to the readings the Hospital Software Solutions not value creativity and initiative in solving work problems. Because if they value that, there be spirit of teamwork, proper face-to-face interaction, and communication or collaboration to solve problems.

2. THE ROLE OF THE HUMAN RESOURCES DEPARTMENT: POSITIVE, NEGATIVE, OR NON-EXISTENT?

Indicate whether you think the HR Department in this organization is a proactive and powerful force organization, or if you think it is essentially the subservient tool of the owners and key leaders. In other words, do you have the sense that HR is more than just an administrative support for management? Give 2 brief examples to support your ideas.

I think the HR Department in the Hospital Software Solutions organization is not proactive and powerful. The HR is just an administrative support for management because there was onboarding orientation for Natalie MacLachlan. There was not a spirit of teamwork, face-to-face interaction, and cooperative communication or collaboration to solve problems. When Worhington called Natalie MacLachlan instead of finding the cause of problem and address it. She only blamed her which shows that HR is properly function. The way HR changed her initial position

3. THE ROLE OF THE MANAGERS: MR. CHOW, MS. WORTHINGTON, AND NATALIE MACLACHLAN’S CHALLENGES AT WORK:

Do you think it was clear to either of them what Ms. MacLachlan’s job was: data entry, Team Leader? Why do you think that?

It was unclear to all of them, because her essential duties and responsibilities was data entry. Chow asked Natalie MacLachlan to do that job because the was nobody to do that and education was given to her.

Did Chow and Worthington seem to be coordinating their joint management of Ms. MacLachlan, or was it MacLachlan’s responsibility to figure out how to handle the conflicting demands and priorities of what were functionally her 2 bosses?

Chow and Worthington did not coordinate their jointly supervise Ms. MacLachlan because both of them gave MacLachlan different work at the same time. It was not MacLachlan’s responsibility to figure out how to handle the conflicting demands if the HR was functioning.

4. BRIEFLY DESCRIBE ONE THING THE HR DEPARTMENT COULD DO TO HELP IMPROVE NANCY MCLACHLAN’S RELATIONSHIP WITH MS. WORTHINGTON?

One thing the HR department could do to help improve Mclachlan’s relationship with Ms. Worthington was address grievance and give them training of interpersonal relationship and how to celebrate with other at diverse workforce. The HR should educate Mis Mclachlan the need of working as a team.