Reference no: EM133604368

Case Study: Edward is pleased that Donna has made a little progress in modifying her undesirable behavior. She is starting to come to him first with her ideas, but he can tell that she feels she is being underutilized because she has so many good ideas. In fact, sometimes she has a fantastic idea that cannot wait and she texts Edward at 5:30 a.m. on a Saturday to tell him all about it! Edward has reminded Donna that text messaging is best for emergencies, and that the proper way to communicate with him is during regular working hours Monday through Friday. However, Edward is wondering if he can design a way for Donna to use all her creative energy in a positive way to help Donna achieve some success and correct the perception others have of her.

Edward decides to talk with Donna about creating a collective purpose for the diversity training as he's heard some rumblings about employees not really wanting to take time to complete the training, or not thinking it is valuable or relevant to them. Edward asks Donna to meet with him and he shares his concern with her that employees may not be supportive of the new training, and perhaps she could lead the effort to change the perception about training. Edward would like Donna to focus on 2 areas: building trust and making goals attainable.

Questions:

1. How can Edward use his influence to bring about organizational change for employees to complete the diversity training?
2. What are some specific ways Donna can build trust with others in the organization so they are more engaged in the training?
3. What are some specific ways Donna can develop attainable goals for employees to complete the training?