Dye, C. F. (2010). Leadership in healthcare: Essential values and skills (2nd ed.). Chicago, IL: Health Administration Press.
Submit a one (1) page paper answering the questions corresponding to each case. Your grade will be based on content and grammar.
Case 13.1
New CEO Doug Wright has a problem. His leadership team displays dysfunctional behaviors. Infighting is rampant, and cooperation and sharing of information are nonexistent. At meetings, most team members do not participate in the discussion, resigned to sitting quietly after they give an update on their respective responsibilities. Recently, two chief executives suddenly quit, leaving the other team members gossiping about the reasons. Doug has spoken to the team, both as a group and individually, at length about the problem. He has touted the values of openness, honesty, and trust. He has encouraged the team to speak their minds and has informed them of the no-recrimination policy he has just instituted. But still, the team seems removed, content with doing as they are told. Frustrated, Doug contacts Roxanne Samanski, an organizational development consultant. The first question he asks her is, “Shall I fire all of them and start fresh?”
Questions:
ANSWER 1: (I am writing about the methods I would apply, the student can take this as a clue)
If I was Roxanne, an Organizational Development Consultant I would conduct a detailed conversation with the CEO Doug and note down the problems faced by the new CEO while managing the company. I will listen patiently and ask pertinent questions wherever necessary and also assure him that he can change the situation, which will relieve some of Doug's tension. The Chief Executive Officer is the intermediary between the Board of Directors and employees and as such has to perform various kinds of duties. In this case, as the employees do not have a sense of unity among them and are not interested in the betterment of the company which is evident from the fact that they are not giving any inputs during meetings or showing any interest. They are just doing their duty mechanically. CEO Doug has newly taken the reins of the new company in hand and seems a just and reasonable person as he has tried to speak to the employees and encouraged them to share their problems. The employees do not pay heed to his motivation and are resigned to their own ways. Naturally, Doug is extremely frustrated. As Doug is new in the office and has yet to prove his capability he is under huge pressure as the employees are not cooperating with him. I would counsel Doug and help him to chalk out suggestion for making the employees adapt to change.
ANSWER 2:
The CEO is accountable for the success or failure of the company. In this case, Doug has tried everything to make the employees to change their rebellious behavior, but to no avail. So, the first suggestion would be to inform the Board of Directors about the situation at hand and ask permission from them to conduct a formal meeting. In the meeting it should be clearly stated that although healthy arguments and disagreements are allowed, the company's no-tolerance policy of internal fighting, unnecessary insubordination, lack of interest in company's affairs and gossiping is to be highlighted. The employees should be subtly warned that if they do not obey the rules of the company, their future prospects in the company would be hampered. Doug can then again conduct an informal meeting and explain to the employees that he is aware that the employees will have a little difficulty to adapt to the new working ways of him, but they have to adapt to the change expeditiously for success of their company and also their professional growth. He has to emphasize that they have to change their working attitude, come forth with suggestions, reveal their insecurities, and maintain transparency. Rather than firing the employees Doug can make existing employees more efficient by finding out the reasons of their defiance and take appropriate measures to diffuse the tensed working atmosphere. He can also exchange some of the duties of the employees and also assign work in rotation to ensure that no employees are partially overworked.
ANSWER 3:
The lack of trust among the employees is the main reason behind their defiance. In this case the employees are already programmed to work according to the past CEO's style of working. They lack unity and are only concerned about completing their duties without any sense of belonging to the company. They might also be afraid that the new CEO will impose his own style of working and as a result they would have to do extra work. So they are not showing any enthusiasm as they fear extra responsibility as whenever there is a change in management the new people who take charge are initially, very enthusiastic and confer many changes to prove their capability. The employees then bear the brunt of adapting to the new changes. The employees lack trust in Doug because as he is the new person in charge and they feel that he will not be able to handle the company effectively. They fear that the new CEO will not understand their existing problems and feel futile to confide and cooperate with him.
ANSWER 4:
It is evident that all the employees are facing some issues which have not been tackled in the past. The bitterness and resentment of the employees towards each other and disinterest in the success of the company is evident from the disobedient and uncooperative behavior. It is extremely important for the new CEO to understand the history of his team if he wants to gain their trust and ensure the effective working of the company. Doug has to take some time off his busy schedule to understand and talk openly with each team member individually again to find root of the problem. Any company's success depends upon the co-operation, unity, and support from the employees, so it is very crucial for Doug to find out the problems plaguing his team members and genuinely find ways to relieve the employees of their apprehensions.
Dye, C. F. (2010). Leadership in healthcare: Essential values and skills (2nd ed.). Chicago, IL: Health...