Talal, CEO and the president of a pharmaceutical company based in Riyadh.

Full Answer Section

Q2: 5-Why Analysis and Cause-and-Effect Diagram:

Cause-and-Effect Diagram:

Poor communication about succession plan --> Lack of transparency --> Tension among candidates --> Silenced communication --> Unpredictable decision --> Shock and upset --> Rayyan's aggressive behavior --> Sayeed's resignation --> Badar's ineffective meetings --> Continued conflict and low morale

5-Why Analysis:

1. Why? Rayyan is exhibiting aggressive behavior and Sayeed resigned.
2. Why? They are upset about Badar's promotion and feel unheard.
3. Why? They were blindsided by the decision and lacked clear communication about the selection process.
4. Why? Talal, the previous CEO, did not communicate the decision-making process openly or address potential concerns.
5. Why? He created an environment of secrecy and competition, fostering tension among the candidates.

Q3: Solving the Problem as a Consultant:

Steps to follow:

1. Facilitate Open Communication:

   • Organize individual meetings with Rayyan and Sayeed to understand their perspectives and concerns.
   • Hold company-wide meetings to address the situation transparently, explaining the selection process and acknowledging the impact on employees.
   • Encourage open dialogue and feedback through anonymous surveys or town halls.

2. Address Rayyan's Behavior:

   • Implement a conflict resolution process to address his outbursts through mediation or counseling.
   • Clearly outline acceptable behavior expectations and potential consequences for continued disruptive actions.

3. Rebuild Trust and Morale:

   • Organize team-building activities and training sessions to foster collaboration and communication.
   • Recognize and appreciate employee contributions to rebuild trust and engagement.
   • Clearly communicate future plans and goals to create a sense of direction and purpose.

4. Leadership Development for Badar:

   • Provide coaching and mentoring to help him navigate the complex situation and develop effective communication and conflict resolution skills.
   • Support him in building trust and relationships with the team.

Additional Considerations:

• This process will take time and requires consistent effort from all parties involved.
• Addressing underlying cultural issues within the company regarding communication and conflict resolution may be necessary.
• Seeking external professional help from HR consultants or mediators can be beneficial.

By implementing these steps, the consultant can help create an environment of open communication, address the conflict constructively, and rebuild trust and morale within the company.

Sample Solution

Case Study Analysis: Talal's Succession and the Fallout

Q1: What is the main problem in the above case?

The main problem in the case is the poor communication and lack of transparency surrounding the CEO succession and its subsequent impact on the company's culture and employee relationships. This has led to:

• Internal conflict: Rayyan's outbursts and Sayeed's resignation disrupt the work environment and create animosity within the team.
• Management challenges: Badar, the newly promoted CEO, struggles to navigate the tense atmosphere and address Rayyan's disruptive behavior.
• Damaged morale: The lack of communication and transparency breeds distrust and undermines employee engagement.