Case Study Analysis Essay

The effort study I chose to evaluate was Oak Brook checkup Systems, Inc. The manager, Jackie, is know as a no nonsense kind of manager who is assign with large increases in business accounts resulting in a $40 one million million million dollar addition to the bodily bottom line. She is a valuable corporate asset but has considerable communication let gos with staff members. This is a so c totallyed armchair case study that is based on the fictional documentation produced by ORourke in case 10-1 (2010)Business ProblemPart of the caper faced by Oak Brook Medical Systems is Jackie. She is difficult to declare with and on occasion, makes other staff members incur their contribution to the welfare of the family is less important than her own. Workers feel unappreciated and Jackie is sometimes short hard-boiled and condescending toward her coworkers and subordinates. Jackie believes the answer to be no more than than a hurdle that has been faced by many who went before her. She believes that the issues with her subordinates are no varied than those faced by e very manager or superior, not suspecting that the issue may actually lie with her.From Jackies perspective, the staff problems are collectible in part to her race. Jackie is of African American descent and, as such, is possibly a little more observant of peoples military position toward her than other employees would be. She is beginning to believe that the fraternity may prefer to adopt a non-black in the position she currently holds and would rather she not amelioratement any further with the order. Jackie has known nothing but success in her life and is having difficulty recognizing hurdle to publicity because she has not faced disappointment in her past. She cannot understand the reason she is not progressing more within the company and does not consider her communication issues with fellow staff members as anything more than a nuisance to her advancement.The business problem for Oak Brooke Medical Systems is how to improve communication between staff members and prevent Jackie from demeaning her subordinates by her very direct approach to management.Critical IssuesThe issues faced by Oak Brooke Medical Systems, Inc., are related to communication and human resources. If staff feels they have no support in dealing with an overly aggressive manager, the company testament lose vital talent and the creativity of the remaining members may be inadvertently subdued by fear or perceived bullying. The release of current staff members could pose a long-term problem for the company as attracting and cultivating talented team members is costly and time consuming.If Jackie can extirpate one or more of the other members of the team by her aggressive managerial perspective, she may ultimately cost the company more than she recalls in revenue. Jackie is also a talented team member but tends to requisite to play alone and seldom seeks the approval of other staff membe rs. She has a direct approach to management and can steam-roller over others to reach her goal. She is African American and this will ultimately become an issue should the company try to discipline her for unacceptable behavior. In the short term, Jackie believes her color is hindering her advancement within the company.Possible SolutionsJackie is exceptional at producing profits for the company. If Oak Brooke was unforced to invest further in Jackie and provide some cultural culture and sensitivity classes she may benefit. If Jackie can make other team members feel their contribution is important and indeed welcome, she may be able to generate a wave of support rather than create an unpalatable repugnance in the body of work (Vlachoutsicos, 2011).Staff members may also benefit from cultural training and perhaps they would be more accepting of Jackies stance with regard to upward mobility in the corporation. IF team members understood the perceived hurdles Jackie faced in her work, they may be able to accommodate middling more than they are currently able to.Meetings to openly discuss issues that staff have with Jackie and vice versa, may be all that it takes to settle the workplace down to something more easily managed. According to ORourke (2010), we all referee people by a measuring to which we are accustomed and that standard is set by our experiences, values, education, and beliefs. Being able to recognize differences in the experiences of others is a big step toward building the bridges to successful communication.Racial prepossess is a two-way street and it should be made clear to all involved in the resolution that they must each understand the issue from the perspective of the other party or negotiations will be futile.ReferencesORourke, J. S. (2010). Management communication A case-analysis approach (4 ed.). UpperSaddle River, NJ Pearson Education, Inc.Vlachoutsicos, C. A. (2011). How to Cultivate Engaged Employees. Harvard Business Review, 89(9), 123-126.