Management and Leadership Paper Essay

Main Problems cardinal of the conundrums with this scenario is the on-going conflict betwixt Richard Leeman, reality Relations Chief over the chemical variance, and Donna Olson, Public Relations Chief over the mechanical division. broker Robertson, Public Relations Director for the Western Area regional Office, has had to review sevensome cases in the past six months where Richard and Donna have been at odds with nonpargonil(a) a nonher. As long as they continue to have problems working cohesively together, the bailiwicks leave have an impact on the entire company. Richard and Donna, though they whitethorn be very talented in their respective single-valued functions, are a helplessness in the strength of the company as a whole. If allowed to continue, the problems between the twain will filter through the respective departments individually and collectively when in that location is a need to interact.A nonher problem deals with divisor. As the director over Richard an d Donna, he has allowed problems to continue. With seven reported issues over the past six months, and right away the current problem at the public relations dinner, Gene is not doing his job as an effective leader to fix a problem that could cause long-term damage to the organization as a whole. If the problems with background signal up for the event had been visible to the guests, the effects could have had a minus impact on the companys future business relationships. It may be that Gene has an issue dealing with conflict resolution. There may also be an beneathlying issue with Richards respect and / or trust in Genes decision-making skills. This is believed to be a opening night since Gene instructed Donna to organize the event and Richard felt it necessary to intervene. It is obvious Richard has no respect for Donna, and very likely Donna has no respect for Richard. Another issue with Gene though he thought his instructions were clear that Donna was in charge of the event, it may be that Gene did not effectively spread abroad this to Richard.Possible SolutionsGene must get this issue under escort immediately. According to the case study, the problems between Richard and Donna have not affected the employees under each of them, and the information has not leaked up to Alfred Gamble, the Western Area Regional Manager. In order to be able to keep Richard and Donna in their roles, Gene must lot their issues with one another through conflict resolution. It is not uncommon for talented people to have trouble communicating with others, peculiarly those that are similar in leadership styles. It is the responsibility of their leader to credit these issues and get them working well with one another. Other considerations may be to reorganize the leadership structure so these two do not have direct interaction with one another. The other consideration is to address performance issues, which could lead to the termination of Richard, Donna, or possibly both of them. Terminating one and not both may lead to on-going problems between the one that is kept and the next leader promoted to the vacated position.RecommendationsCultures of organizations are developed upon the empowerment of the individualEmployees who are empowered are more proactive and can better happen upon their goals while being self-sufficient (Brown & Harvey, 2011). A variety of behavioral discourse strategies, such as employee assistance programs, conflict resolution readying, wellness and fittingness programs and group-building exercises, may prove beneficial in improving the interaction between not only Richard and Donna but all leadership within Steele Enterprises. Gene may even benefit from some personal leadership training programs, one being how to handle conflict resolution, coaching and employee performance progression planning. Stress management is beneficial to any high performing teams. The role analysis technique is used to clarify role expectations whi ch could increase team cohesiveness and allow them to function better and at a higher(prenominal) level. Role profiles enable teams to better understand the importance of each divisions responsibilities.ReferencesBrown, D. R. (2011). Process Intervention Skills. In S. Yagan, E. Svendsen, & J. Collins (Eds.), An experiential approach path to organizational development, eighth edition (pp. 198-222). New Jersey Prentice Hall.