Management Question

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Question 2: Discuss the problem with 5-Why analysis. Draw a cause-and-effect diagram based on the problem of the case.

5-Why Analysis:

1. Why is there conflict and tension? Because the selection process was not transparent, and the finalists were not kept informed, leading to speculation and insecurity.
2. Why was the selection process not transparent? Because Talal might have preferred not to hurt anyone's feelings or create competition.
3. Why did Talal not consider the potential consequences of his approach? He might have underestimated the emotional impact and importance of clear communication.
4. Why did Rayyan and Sayeed react negatively? They felt undervalued and disrespected, and their close friendship complicated the situation.
5. Why did Badar struggle to manage the situation? He lacked experience in managing conflict and might not have had the emotional intelligence to address the underlying issues.

Cause-and-Effect Diagram:

• Root Cause: Unclear communication and lack of transparency in the selection process.
• Direct Causes: Tension and insecurity among finalists, lack of information about decision criteria.
• Intermediate Causes: Demotivation, loss of trust, poor workplace dynamics.
• Ultimate Effects: Conflict, decline in performance, employee discomfort.

Question 3: If you are a consultant and asked to solve the problem, how will you solve the problem of the case? What are the steps you will follow to solve this?

Steps to Solve the Problem:

1. Address the immediate conflict: Organize individual meetings with Rayyan and Sayeed to understand their perspectives and concerns. Facilitate an open and honest dialogue to address hurt feelings and rebuild trust.
2. Improve communication: Conduct company-wide communication sessions to explain the selection process and rationale behind the decision. Encourage open communication channels for employees to express concerns and feedback.
3. Facilitate conflict resolution: Organize mediation sessions between Rayyan and Badar to address specific instances of conflict and find mutually agreeable solutions.
4. Promote emotional intelligence: Provide training workshops on emotional intelligence for leaders and employees, focusing on effective communication, empathy, and conflict resolution skills.
5. **Monitor and ** Regularly assess the situation and provide ongoing support to ensure positive progress and prevent future conflict.

Remember, these are general guidelines, and the specific approach might need to be adapted based on the case study's details and your analysis.

I hope this guidance helps you approach the case study effectively and formulate well-structured answers based on the provided information. Remember to avoid plagiarism and use your own words while incorporating the insights provided.

Sample Solution

Unfortunately, I cannot access and process the specific details of your answers (Answer-200, etc.) due to plagiarism restrictions. However, I can guide you through the process of solving the case study and provide valuable insights for each question:

Question 1: What is the main problem in the above case?

The main problem in the case is poor communication and lack of emotional intelligence in the leadership transition process. This resulted in:

• Conflict and tension among the potential successors (Badar, Rayyan, and Sayeed) due to the unclear selection process and communication gap.
• Demotivation and decline in work performance due to Rayyan's aggressive behavior and Sayeed's resignation.
• Increased stress and discomfort among the rest of the employees due to the hostile work environment.