Reference no: EM132985844
Organizational Behavior Scenario
Put yourself in the position of Department Manager in Sales. Focus on the objective. Using your knowledge of the concepts and theories covered thus far as well as your personal experience, evaluate the advantages and limitations of each of the options.
- Which are the only options available to you at this time.
- Decide which one you would choose and why.
Your problem
Sharon seems to be having problems adjusting to the tasks involved in her job. After leaving university, she joined your hotel as Front office trainee. When her six-month training period was complete, there was no vacant position in the Front Office department. She accepted a job in sales which is your department. She works hard appears to be highly motivated and has an excellent understanding of some aspects the technical issues that she has to deal with. However, she does not seem to be able to communicate effectively with colleagues in this or other departments, and she lacks the initiative to work alone on specific projects, you raised these issues with her in a recent formal appraisal meeting, but Sharon felt that these were not major issues, and defended strongly he technical knowledge and contribution. Colleagues have picked up the work that Sharon has not been able to handle, and they have let you know that they think it is inequitable. And in addition, they have asked about rewards for this. The work requires the specialized background knowledge that people like Sharon possess, and she would be difficult to replace. However, given the nature of the work there is no place on the team for those who are no able to make a full contribution.
Your objective
Your aim is to solve the problem in a way that does to damage the motivation either of, Sharon or the colleagues that have been working to compensate for her lack of effort. It would be ideal if you could do this and at the same time build a cohesive team in the department.
Your options
- Dismiss Sharon. The investment in her skills has been high, but the cost of errors in this work environment can be even higher.
- Allocate to Sharon only those tasks that you are confident that she can perform well, which should contribute to her job satisfaction, self-esteem, and motivation.
- Arrange for Sharon to be transferred to another department or section, where her skills will be useful, but one which requires less personal initiative and makes fewer demands on her communication capabilities.
- Develop a reward program which includes personal development and team cohesiveness. In so doing, commission a consulting and development firm to run a two-day communication and conflict management workshop for Sharon and all of her colleagues.
- Retraining. Maybe she needs to repeat part of the course she took, although this would split the team temporarily, it could help to reinforce both the skills and values that are appropriate to this role.