管理沟通教学(英文版4版)案例课件10_Oak Brook Medical Systems, Inc
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Typical employees are self-starters. Very few women and no people of color
occupy upper management. Senior management has realized the
importance of diversity in their division.
Stakeholders
Jackie Harris Her manager Harris’ subordinates and colleagues Hospital Supply Division Oak Brook Medical Systems, Inc.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Who are the key stakeholders here?
Internal stakeholders. External stakeholders. What’s at stake for each?
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Possible solutions
Meet with Harris immediately:
An informal meeting. A formal performance review. Praise good work, point out deficiencies,
Oak Brook Medical Systems, Inc.
A Notre Dame case study prepared by Professor J. S. O’Rourke, IV with the research assistance of Ms. Christina Grimmer
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
1100 employees
$600 million annual revenue
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Jackie Harris
An employee of Oak Brook for 12 years. Has been with the Hospital Supply
Agenda
Oak Brook Medical Systems, Inc. Jackie Harris Relevant facts Business problem Critical issues Stakeholders Considerations Possible solutions
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
wenku.baidu.com
Relevant facts
Hospital Supply Division is 7 years old and has been growing at a phenomenal rate.
Critical issues
The business value of retaining a strong employee.
Lack of formal feedback structure. Concern about a racial-bias lawsuit
against the company.
Division for the last 18 months as director of strategic planning. Graduated in the top 10% of her engineering class and top 5% of MBA class. Developed a strategy generating $40 million in business.
How to immediately address Harris’ concerns.
Long-term plan for dealing with corporate culture and feedback issues.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
and provide suggestions.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Possible solutions
Develop a long-term strategy for dealing with larger issues of inadequate organizational communication:
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Critical issues
Evaluating the corporate culture that allowed Harris to reach her conclusion.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Oak Brook Medical Systems, Inc.
Mid-size medical supply firm specializing in prepackaged and bulk disposables for hospitals, doctors offices, and primary care givers
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Critical Issues / Stakeholders
What are the critical issues in this case?
What seems most important to you? Which issue will you address first?
Harris assumes she is not promoted because of her race or gender.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Considerations
The potential for a lawsuit The division’s corporate culture Management’s role in the situation
Implement structured performance reviews. Develop specific promotion criteria. Implement a feedback system. Address the lack of diversity.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Business problem
Hospital Supply Division has no formal feedback system.
Harris has not received any guidance with regards to her lack of communication skills.
occupy upper management. Senior management has realized the
importance of diversity in their division.
Stakeholders
Jackie Harris Her manager Harris’ subordinates and colleagues Hospital Supply Division Oak Brook Medical Systems, Inc.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Who are the key stakeholders here?
Internal stakeholders. External stakeholders. What’s at stake for each?
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Possible solutions
Meet with Harris immediately:
An informal meeting. A formal performance review. Praise good work, point out deficiencies,
Oak Brook Medical Systems, Inc.
A Notre Dame case study prepared by Professor J. S. O’Rourke, IV with the research assistance of Ms. Christina Grimmer
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
1100 employees
$600 million annual revenue
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Jackie Harris
An employee of Oak Brook for 12 years. Has been with the Hospital Supply
Agenda
Oak Brook Medical Systems, Inc. Jackie Harris Relevant facts Business problem Critical issues Stakeholders Considerations Possible solutions
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
wenku.baidu.com
Relevant facts
Hospital Supply Division is 7 years old and has been growing at a phenomenal rate.
Critical issues
The business value of retaining a strong employee.
Lack of formal feedback structure. Concern about a racial-bias lawsuit
against the company.
Division for the last 18 months as director of strategic planning. Graduated in the top 10% of her engineering class and top 5% of MBA class. Developed a strategy generating $40 million in business.
How to immediately address Harris’ concerns.
Long-term plan for dealing with corporate culture and feedback issues.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
and provide suggestions.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Possible solutions
Develop a long-term strategy for dealing with larger issues of inadequate organizational communication:
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Critical issues
Evaluating the corporate culture that allowed Harris to reach her conclusion.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Oak Brook Medical Systems, Inc.
Mid-size medical supply firm specializing in prepackaged and bulk disposables for hospitals, doctors offices, and primary care givers
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Critical Issues / Stakeholders
What are the critical issues in this case?
What seems most important to you? Which issue will you address first?
Harris assumes she is not promoted because of her race or gender.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Considerations
The potential for a lawsuit The division’s corporate culture Management’s role in the situation
Implement structured performance reviews. Develop specific promotion criteria. Implement a feedback system. Address the lack of diversity.
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall
Business problem
Hospital Supply Division has no formal feedback system.
Harris has not received any guidance with regards to her lack of communication skills.