{"id":1145,"date":"2014-12-15T19:08:56","date_gmt":"2014-12-16T00:08:56","guid":{"rendered":"http:\/\/flevy.com\/blog\/?p=1145"},"modified":"2014-12-15T19:09:12","modified_gmt":"2014-12-16T00:09:12","slug":"the-organizational-skill-compathy-part-4","status":"publish","type":"post","link":"https:\/\/flevy.com\/blog\/the-organizational-skill-compathy-part-4\/","title":{"rendered":"The Organizational Skill: COMPATHY (Part 4)"},"content":{"rendered":"

Note from the Editor: \u00a0This is the fourth\u00a0of \u00a0series of \u00a06 articles written by the author, Vardar\u00a0\u00c7obano\u011flu. \u00a0The full series is a\u00a0compelling piece on\u00a0Organizational Behavior, Human Resources, and Corporate Management. \u00a0You can\u00a0read the other parts\u00a0and\u00a0find the author\u2019s other articles here<\/a>.<\/em><\/p>\n

* * * *<\/em><\/p>\n

What to do, now ?<\/strong><\/p>\n

So, this does not seem to be a straightforward case of\u00a0 \u201cMisunderstandings and Lack of Communication\u201d between a subordinate and a superior as advocated by F.J. Roethlisberger<\/strong>, but rather that of a \u201cMismanagement\u201d originating from the nature of the work <\/strong>serving the involved parties\u2019 Needs\/Wants<\/strong> along with their Skills<\/strong> and Resources.<\/strong> Also, conflicting interests and practices are contracted by the concerned actors, consequentlyfurther deteriorating their fragile interpersonal relations through their Behavioral Styles<\/strong>. Hence, a top managerial intervention becomes mandatory:<\/p>\n

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  1. As understood from the Counselor\u2019s report, the lack of Communication seems to have gradually reached\u00a0 the almost irreversible stage of Destructive Communication, <\/strong>because of the Quality Control Checker\u2019s and Mr.Hart\u2019s joint mismanagement: The tension at Bing\u2019s side is mounting, as he now develops hostility against Mr. Hart, and this might lead to, so far avoided, Physical Confrontations of all kinds: \u201c… I\u2019m going to screw him every way I can… whenever I get the chance I\u2019m gonna slip it to him, but good\u201d.<\/li>\n<\/ol>\n
      \n
    1. Hence, it is not advisable to keep Bing in Mr. Hart\u2019s group, anymore. In total consensus with the Union Representative and the head of another appropriate department, the decision about Bing\u2019s transfer should be definitely taken and announced so diplomatically that this is not a reward, nor a victory for Bing who gets a strict warning to behave properly according to the directives of his new boss, as he would otherwise be fired in line with the Personnel Code of Conduct. No matter how unfair or inequitable they might be, sacrifices or scapegoatings, at times, become indispensable for the sakeof institutional-ization, for keeping the order intact and for saving the interests of the majority.<\/li>\n<\/ol>\n
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      1. After duly criticized in writing for his mismanagement, Mr. Hart should be trained for improving his Human and Communication Skills. He should be closely watched by his supervisor for his performance both during and after the trainings. He should be materially rewarded in case of success, but de-moted to the skilled employee level in case of failure.<\/li>\n<\/ol>\n
          \n
        1. The Quality Control Checker should be first, duly briefed on the Corporate Culture and priorities, and then be assigned the resetting of the operational standards and procedures in collaboration with other technical units.<\/li>\n<\/ol>\n
            \n
          1. The Counselor, assumingly a Psychologist or an Organizational Behavior expert, should undertake a much more important role and his duty should not be confined to \u201cbecome acquainted with the workers and talk over any problems which they wished to discuss with him\u201d, only. His contributions in counselling and even coaching should include all hierarchical levels in reviewing and up-grading or renewing the Corporate Norms, Rules and Regulations as well as the Personnel Code of Conduct.<\/li>\n<\/ol>\n
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            1. Finally, the concerned managers and the Labor Union should collectively and equitably redetermine the new payment scales and system on the basis of the new operational standards and procedures.<\/li>\n<\/ol>\n
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              1. All these, so as to avoid new cases of \u201cMr. Hart and Bing<\/strong>\u201d…<\/li>\n<\/ol>\n

                F.J. Roethlisberger <\/strong>made important contributions to Management and Behavioral Sciences through this \u201cEvergreen\u201d case and his other works. May his soul rest in peace wherever he is…<\/p>\n","protected":false},"excerpt":{"rendered":"

                Note from the Editor: \u00a0This is the fourth\u00a0of \u00a0series of \u00a06 articles written by the author, Vardar\u00a0\u00c7obano\u011flu. \u00a0The full series is a\u00a0compelling piece on\u00a0Organizational Behavior, Human Resources, and Corporate Management. \u00a0You can\u00a0read the other parts\u00a0and\u00a0find the author\u2019s other articles here. * * * * What to do, now ? So, this does not seem to… The Organizational Skill: COMPATHY (Part 4)<\/span><\/a><\/p>\n","protected":false},"author":28,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[408],"tags":[542,543,526],"class_list":["post-1145","post","type-post","status-publish","format-standard","hentry","category-management-leadership","tag-behavioral-style","tag-destructive-communication","tag-f-j-roethlisberger"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/1145","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/28"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=1145"}],"version-history":[{"count":1,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/1145\/revisions"}],"predecessor-version":[{"id":1146,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/1145\/revisions\/1146"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=1145"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=1145"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=1145"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}