Jerry Lucas is the division director As branch chief Bob San

Jerry Lucas is the division director. As branch chief, Bob Sanford reports to Jerry Lucas. Bob Sanford has four section chiefs reporting to him. Bob Sanford is technically competent, with extensive experience in solid rocket propulsion; he is also regarded as the best expert in this field. He is highly dedicated to his work, but inexperienced in managing technical people, as he has been on the job for only two years. Bob Sanford handles his subordinates quite roughly. He reverses his section chiefs’ decisions without prior consultation with them. He demands that no information or data be transmitted to persons outside the group without his knowledge and concurrence. He also bypasses his section chiefs to go to people and encourages them to come to him directly with problems. Rumors have it that he places spies or informants within the group. As expected, he delegates no decision-making authority to his section chiefs and regards all of his section chiefs as technically incompetent. He creates an atmosphere of fear and suspicion, with low group morale. Bob Sanford does not report to Jerry Lucas candidly on project progress and on difficulties he encounters. He does not understand his own responsibility of building teamwork, enhancing group morale, and creating employee satisfaction while achieving the goals of his group. He is lacking the skills and willingness to resolve conflicts within the group. Finally, the section chiefs as a group go in to see Jerry Lucas and complain about the lack of authority and the oppressive atmosphere in the section. What should Jerry Lucas do? I should note that this problem was condensed and adopted from Shannon (1980).

Solution

Answer:

Jerry Lucas should first call Bob personally and have a conversation with him.Jerry should enquire about the problem to Bob and identify the causes for his behaviour.He should explain Bob about the complaints received and should advise Bob not to do so.If even after repeated warnings,Bob\'s actions continues then

-Training should be provided to Bob on leadership management and team management

-Training should also be based on interpersonal skills so that Bob can improve on it and manage the conflicts within the group

-Counselling can be given to him to improve his behaviour towards the employees

-Jerry should direct Bob by instructing him on how to manage a team,Build group morale etc

-Jerry should monitor Bob\'s actions regularly to note whether there is a positive change in his action

Even after all these if Bob\'s behaviour towards employees does not change then he should be given personal training for three months without pay and the final thing is to fire him