Reference no: EM131474637

100 Words for each discussion. Respond by extending the discussion by adding new insights, different examples from your experience, or from other sources. Apply critical thinking. Agreement, quoting other learners, or repeating the case content will count as zero words and zero points.

Discussion 1:

The major person at fault is the plant manager because he did not use effective management skills in resolving the issue. He allowed the conflict between Ralph and Kevin to escalate by not resolving the primary issue and he allowed the conflict to build up and eventually spill over into the overall work environment. When the plant manager saw that there was an issue in the work relationship between Ralph and Kevin he should have addressed that issue directly rather than make operational decisions in the individual disputes. This problem is an overt action that has resulted in the other employees drawing their own conclusions based on their perception, now a divide in perception has resulted in a divide in the workplace and is now hindering productivity. The change in this situations should come from the plant manager, Ralph, and Kevin.  The plant manager has developed a habit of smoothing things over but it has resulted in an escalation of the problem. There is a negative interpersonal relationship between Ralph and Kevin due to their different styles but they need to change their personal feelings of contempt for the other and learn to compromise for the good of the organization. The plant manager need to meet with both Ralph and Kevin and explain to them their value in the company and encourage them to be professionals and communicate with each other.

Discussion 2:

I've thought this over since yesterday and I don't feel that only one person needs to change. I see three people that need to change, Kevin, Ralph and the manager.

Ralph is stuck in his way of doing things, with what has been a tried and true method for him over the years of handling everything, he is resistant to change. Most likely in his mind it isn't necessary. So, along comes Kevin the newcomer, someone from a younger generation who has just graduated school and has been shown new innovative and more efficient ways of handling things like the production scheduling. Ralph's resistance is most likely for several reasons, one he doesn't understand the new technology, and may find it intimidating. Two, Kevin came in and in Ralph's mind just took over without regard for what Ralph's process was nor did he discuss any changes with Ralph, this makes Ralph resent Kevin. 

Kevin is perplexed by Ralph's inability to realize that the technology is a tool to make them more efficient, and he's annoyed because Ralph is giving him resistance and making the job difficult. However, Kevin has been taught a new way of thinking and he too is refusing to budge. His go get them attitude and taking over doesn't seem to bother him. He's there to do a job and the "old-timer" is in his way which irritates him because he most likely feels as if Ralph is preventing him from succeeding.

The manager though I can see needing to change as well. The way it was handled from the get go was incorrect. Had the manager taken Ralph aside prior to hiring Kevin and explained the whys and what of the need for this new hire, he may have avoided some issues. By that same token, he could also have pulled Kevin aside on day one and explained to him that Ralph has been with the company for a very long time and that he has his own way of doing things. The manager could have suggested to Kevin that he speak with Ralph and collaborate on an effective change. Instead he has waited until it was already in motion before he tried to intervene and his first attempts were trying to smooth it over and sweeping it under the rug. That just caused the resentment to build more and now the entire production area is under the oppressive air that working with two people that are hostile towards each other brings. That negativity will adversely affect everyone that works there and impede the progress of the company's success.