VIBE Case Study
The situation discussed in this case study is that Sam nguyen is the owner of his company that is known as VIBE. He had started his marketing, public relation and web designing business 10 years ago.
In those 10 years his business prospered, workforce expanded to 20 people, office space expanded and due to all this the customer base grew as well.
He had always looked after the financial and planning side of the business as well as the operations. Now the workforce of 20 was divided into two teams that were under Andrea – charge of marketing and public relations and rakesh – in charge of web design, both of them were the team leaders. The two teams worked independently on projects and contracts but there was an overlap between the work of the …show more content…
He looked at three likely candidates that included Grant, Sarah and Julie. All of them were skilled, full of abilities and had family or job environment problems.
Sam decided to select Grant as his team leader/manager for a three month trial only because he was full time available as compared to sarah and Julie who had kids and were available for three days only.
After having a meeting with both sarah and Julie and listening to their side of story which was full of anger and surprises sam thought that he might have made a big mistake. A week later the vibe around the company was lost and Grant couldn’t perform and manage the team as properly as he should have. Sam realized he needs a new manager and also needs Sarah and Julie.
My understanding to this case study is that Sam Nguyen has got this all wrong and has no succession plan, performance and development plan for his valuable staff. He couldn’t foresee the future concerns or crises and he does not know how to deal with these kind of situations …show more content…
The purpose of system approach is to build better relationship by achieving human objectives, organizational objectives and social objectives.
The meeting with Sarah and Julie should have better approached with a well-structured strategy so that he could cope with the future issues or crises in a suitable or well approached manner.
LACK OF ORGANIZATIONAL BEHAVIOUR
Sam nguyen with so much experience should be able to understand organization behavior in a better way. Sarah and Julie were certainly more capable related to skills and abilities compared to Grant.
Grant had communication or relationship problems with the rest of the staff and one of the most important considerations taken by Sam was that he was Full time available as compared to Sarah and Julie who worked 3 days and had to look after the kids or their families.
Organizational behavior also includes dealing with attitudes that Sam did not deal with properly and acknowledging types of attitude that includes job satisfaction, job involvement and organizational commitment. All of these should have been taken into consideration while deciding on the new team leader/ manager and also resolving discrepancies with Sarah and Julie especially after the
In those 10 years his business prospered, workforce expanded to 20 people, office space expanded and due to all this the customer base grew as well.
He had always looked after the financial and planning side of the business as well as the operations. Now the workforce of 20 was divided into two teams that were under Andrea – charge of marketing and public relations and rakesh – in charge of web design, both of them were the team leaders. The two teams worked independently on projects and contracts but there was an overlap between the work of the …show more content…
He looked at three likely candidates that included Grant, Sarah and Julie. All of them were skilled, full of abilities and had family or job environment problems.
Sam decided to select Grant as his team leader/manager for a three month trial only because he was full time available as compared to sarah and Julie who had kids and were available for three days only.
After having a meeting with both sarah and Julie and listening to their side of story which was full of anger and surprises sam thought that he might have made a big mistake. A week later the vibe around the company was lost and Grant couldn’t perform and manage the team as properly as he should have. Sam realized he needs a new manager and also needs Sarah and Julie.
My understanding to this case study is that Sam Nguyen has got this all wrong and has no succession plan, performance and development plan for his valuable staff. He couldn’t foresee the future concerns or crises and he does not know how to deal with these kind of situations …show more content…
The purpose of system approach is to build better relationship by achieving human objectives, organizational objectives and social objectives.
The meeting with Sarah and Julie should have better approached with a well-structured strategy so that he could cope with the future issues or crises in a suitable or well approached manner.
LACK OF ORGANIZATIONAL BEHAVIOUR
Sam nguyen with so much experience should be able to understand organization behavior in a better way. Sarah and Julie were certainly more capable related to skills and abilities compared to Grant.
Grant had communication or relationship problems with the rest of the staff and one of the most important considerations taken by Sam was that he was Full time available as compared to Sarah and Julie who worked 3 days and had to look after the kids or their families.
Organizational behavior also includes dealing with attitudes that Sam did not deal with properly and acknowledging types of attitude that includes job satisfaction, job involvement and organizational commitment. All of these should have been taken into consideration while deciding on the new team leader/ manager and also resolving discrepancies with Sarah and Julie especially after the