I. Central Issue of Earl Walker Case: This case has several underlying issues but the central issue is that the company has allowed an individual within this company, Mr. Thompson, to perpetuate a toxic working environment not only for Earl Walker, but also for colleagues and subordinates. This issue has been allowed to proliferate due to several structural issues within the company including: poor management personnel, poor communication between and within the company departments, a sink or swim no training program, lack of clear job descriptions, no respect for chain of command, inconsistent performance review procedures, and draconian reviews.
II. Case Situation Analysis: As mentioned, the main issue within this case is that a hostile work environment created by one toxic individual has been allowed to form and continue because there are structural flaws within the organization, and it has gotten to the point where employee morale and loyalty to the company are very low.
Organization: In this case, Mr. Thompson is described by Earl Walkers as an individual with poor people skills, which makes him a poor people manager. Mr. Thompson is “disliked by everyone-even the operating committee, which consist of top plant management. His loud voice, rough language, and constant yelling don’t help matters much”. However, it takes the right environment for a virus to spread. People will get away with what they are allowed to get away with, and in this case, the organization has flaws that do not make it easy to set a good clear and consistent standard for good management.
The Term Paper on Human Resource Management Issues in Media Organizations
If we see in the recent years many news channels has come up, we can say that the face of Indian media is changing. This might be the reason that journalism as a profession which was once not considered as an attractive alternative is becoming more and more alluring to many people. The growing awareness about the profession also raises various questions like - What is the working environment in a ...
At first glance, this company does not have a good procedure in place for smooth transitions or training. Earl Walker seems to be an unwanted present that two managers just bounced away from their respective responsibility to train him and introduce him properly. Earl Walker has no formal training and has to take the initiative to learn on his own from his subordinates, which are also not very welcoming. Earl Walker mentioned that “as a matter of fact, this is apparently a part of the company’s training program-to make you swim all by yourself in new assignments”. This creates a lack of bonding and resourcefulness between employees at all levels of the chain within the organization.
There is also poor communication between and within the company departments, as Earl Walker narrated, his subordinates did not show any faith in him trying to get a simple filing cabinet for their department from another department.
There is lack of clear job descriptions, as Earl Walker notes regarding the stock checker job, “I’m not exactly sure at this point. I was put on this job with no prior training or instructions. Cold. “ When an employee is not sure of what his duties are, then he is more likely to create problems and frustration for his supervisors and subordinates, since in this case, Earl Walker has somewhat of a supervisory role as a stock checker.
There is also no respect for chain of command. Mr. Thompson makes Earl Walker’s position difficult because he gives him very direct project and assignments to lead a group that is supervised by an entirely different Department Manager. As Earl Walker describes, “ Mr. Thompson gives me direct orders to do certain jobs and it consequently creates a delicate situation both up and down the line”.
There is also inconsistent performance review procedures. This company has graduate trainees who move around from one section of the company to another for cross training. Yet how can one trainee know how if he has mastered an individual department he previously worked for when he is currently working for a different one? In this company, the manner in which Mr. Thompson was given the ultimate right to review Earl Walker’s performance and extended his rating of the review to a department that he did not manage at all. This makes it for a very unfair performance review.
The Dissertation on A Study on Job Satisfaction Level on Employee’s Performance at JUPEM Negeri Sembilan
INTRODUCTION 1.1Background of the Study Employees are a valuable corporate asset that must be managed by the company in order to provide optimal contribution. One of the things that should be the primary concern of the company is the job satisfaction of their employees, because the employees in the work they do not feel comfortable, under-appreciated, cannot develop all their potential, then ...
This company also seems to allow Mr. Thompson to give Draconian reviews. As Earl Walker narrates, “I asked him if he realized that anybody reading his evaluation could get nothing other than a degrading and deleterious impression of my performance. He [Mr. Thompson] said, ‘This is my evaluation of you’”. If an employee’s performance realistically warranted such a poor performance review then had it been true, this should have been taken up further in the ladder to review the possibility of dismissal. Yet it appears to show that all it is, is a true documentation of Mr. Thompson’s harassing behavior towards Earl Walker.
Employees: employee morale is really low. The employees have no faith in management and no loyalty to the company to motivate them to improve their performance. Earl Walker describes Mr. Graves’s improvement after poor performance as a product of “treating him as a man, the way I [Earl Walker] wanted to be treated… He [Earl Walker] had troubles which I [Earl Walker] recognized and together we worked them out”.
III. Viable Decision Alternatives:
A few alternatives to the main issue in this case are: to fire Mr. Thompson, who seems to be a poor manager; find a position that is a better fit for him and his lack of tact when dealing with people; continue to let the situation grow until the good employees like Earl Walker flee towards other companies that do not allow this hostile environment to thrive and instead develop people to become their best possible. In addition to solve the other structural issues that have helped harbored this unhealthy situation, the company can also write training procedures and departmental transition procedures, job descriptions and review procedures. All these changes will set employees in a path to success, make it clear for management to see when there is a bad performer or when there is a good performer, and when there is poor or good management. If employees know what is expected of them, they are more likely to have confidence in their work and feel better about their place in the company, creating a sense of loyalty.
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The suggestions include sanctions for supplemental assessments, and each employee’s traits are assessed to illustrate how they’ll be advantageous regarding the operation of the organization. The three employees selected for the assessments were Andy McClaren, Ji Li, and Khanh Lam. Andy showed a general satisfaction with his daily job. To augment job satisfaction, the management team must present ...
IV. Recommendations -Earl Walker, you are in a tough position. Mr. Thompson is your supervisor and it looks like top management has allowed his harassing behavior to spread and has not had any motivation to try to change it. Ideally you would reassign him to a job that would be a better fit for him, because as you described Mr. Thompson brings valuable assets to the company with his analytical and problem solving skills. However, since you are not in a position to make that change or push for it, at the time the only thing that you can do is continue to do a good job because obviously other people within management are watching you and are aware of your skills and good performance, not matter how much Mr. Thompson has tried to make it seem poor. I would further strengthen your position in the company with the people that you do partially supervise and the other management personnel, by requesting that management allow you to bring into reality some of these training and transition procedures that your company is missing. If in the next review you haven’t seen any changes, I would suggest that you seek employment in another company that will value your people skills and all other skills you have demonstrated make you a great employee.
