Problem summary:
Your company is growing to 150 employees. Being an international company, you have excellent employees from many culture background. However, since about 1 year ago, they naturally break into ethnic groups A, B and C. The groups started to develop conflicts and hurt company communications and collaboration. e.g. group A believes group B are too aggressive, group B thinks group C are too selfish, group C talks about how lazy group A is.
As the leadership, your group need to solve the problem. Apply the theory and the practices in the textbook to design a brief solution (200-500 words). Insert the solution to your learning journal.
Solution outline:
Problem definition: Want Got Gaps
- Ethnic conflicts among three groups (A, B, C)
Level of Problem: individual, group, whole organization
- It shows the problems are on a group level but might be organizational
Action planning:
- As leaders it is important to take the information gained from reflection on the parameters above and construct a detailed action plan.
APCFB Model (Assumptions, Perceptions, Conclusions, Feelings, Behaviors)
- The multi-layered perspective of the APCFB model allows us to dig deeper to diagnose the source of the problem.
Engage goal congruence
- Rally employees to a common goal to realign their efforts.
Motivation: expectancy theory, job design
- Motivate a change.
Leadership VCM Model (Vision, Commitment, Management skills)
Performance appraisal: coaching and development, reprimands, leveraging power structures (referent, legitimate, expert), MBO/MBWA
-Try solving this problem by redistributing group members into inter-ethnic teams, or cross-functional teams that include members from each group.
- Redefine affiliations along non-ethnic boundaries.
- Highlight organizational core values or principles that emphasize embracing diversity and set a standard for how employees and group communication.
-MBO: everyone here for a common goal, emphasize that to minimize ethnic conflict.
- Employee perception survey to guide remedial action.
- Use performance appraisal process to coach employees into better collaborative habits.
-Assertiveness is not necessarily a negative thing. Apply job design to best match the needs of the business with motivating work in a way the diminishes ethnic conflict (interethnic teams, systems-based performance evaluation - rather than individual or team)
- Use employee evaluation to address other groups’ perceptions of each other to optimize employee deployment and job design.
- Tie employee performance to compensations to give more incentives compensation can be monetary and non-monetary.
- Understand cultural context for each group.
- Apply active listening techniques to understand root causes of inter-group misunderstandings.
- Can bring them all together to enhance communication once the manager understands what’s going on to cause conflict between the groups.
-Tie discussion back to time when the group were integrated and working together well.
As the leadership, your group need to solve the problem. Apply the theory and the practices in the textbook to design a brief solution (200-500 words). Insert the solution to your learning journal.
Solution outline:
Problem definition: Want Got Gaps
- Ethnic conflicts among three groups (A, B, C)
Level of Problem: individual, group, whole organization
- It shows the problems are on a group level but might be organizational
Action planning:
- As leaders it is important to take the information gained from reflection on the parameters above and construct a detailed action plan.
APCFB Model (Assumptions, Perceptions, Conclusions, Feelings, Behaviors)
- The multi-layered perspective of the APCFB model allows us to dig deeper to diagnose the source of the problem.
Engage goal congruence
- Rally employees to a common goal to realign their efforts.
Motivation: expectancy theory, job design
- Motivate a change.
Leadership VCM Model (Vision, Commitment, Management skills)
Performance appraisal: coaching and development, reprimands, leveraging power structures (referent, legitimate, expert), MBO/MBWA
-Try solving this problem by redistributing group members into inter-ethnic teams, or cross-functional teams that include members from each group.
- Redefine affiliations along non-ethnic boundaries.
- Highlight organizational core values or principles that emphasize embracing diversity and set a standard for how employees and group communication.
-MBO: everyone here for a common goal, emphasize that to minimize ethnic conflict.
- Employee perception survey to guide remedial action.
- Use performance appraisal process to coach employees into better collaborative habits.
-Assertiveness is not necessarily a negative thing. Apply job design to best match the needs of the business with motivating work in a way the diminishes ethnic conflict (interethnic teams, systems-based performance evaluation - rather than individual or team)
- Use employee evaluation to address other groups’ perceptions of each other to optimize employee deployment and job design.
- Tie employee performance to compensations to give more incentives compensation can be monetary and non-monetary.
- Understand cultural context for each group.
- Apply active listening techniques to understand root causes of inter-group misunderstandings.
- Can bring them all together to enhance communication once the manager understands what’s going on to cause conflict between the groups.
-Tie discussion back to time when the group were integrated and working together well.
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