Question.3266 - Enclosed is my leadership class assignment . Your assistance is appreciated Find Somebody Else Ron Davis, the relatively new general manager of the machine tooling group at Parker Manufacturing, was visiting one of the plants. He scheduled a meeting with Mike Leonard, a plant manager who reported to him. RON: Mike, I’ve scheduled this meeting with you because I’ve been reviewing performance data, and I wanted to give you some feedback. I know we haven’t talked face-to-face before, but I think it’s time we reviewed how you’re doing. I’m afraid that some of the things I have to say are not very favorable. MIKE: Well, since you’re the new boss, I guess I’ll have to listen. I’ve had meetings like this before with new people who come in my plant and think they know what’s going on. RON: Look, Mike, I want this to be a two-way interchange. I’m not here to read a verdict to you, and I’m not here to tell you how to do your job. There are just some areas for improvement I want to review. MIKE: Okay, sure, I’ve heard that before. But you called the meeting. Go ahead and lower the boom. RON: Well, Mike, I don’t think this is lowering the boom. But there are several things you need to hear. One is what I noticed during the plant tour. I think you’re too chummy with some of your female personnel. You know, one of them might take offense and level a sexual harassment suit against you. MIKE: Oh, come on. You haven’t been around this plant before, and you don’tknow the informal, friendly relationships we have. The office staff and the women on the floor are flattered by a little attention now and then. RON: That may be so, but you need to be more careful. You may not be sensitive to what’s really going on with them. But that raises another thing I noticed— the appearance of your shop. You know how important it is in Parker to have a neat and clean shop. As I walked through this morning, I noticed that it wasn’t as orderly and neat as I would like to see it. Having things in disarray reflects poorly on you, Mike. MIKE: I’ll stack my plant up against any in Parker for neatness. You may have seen a few tools out of place because someone was just using them, but we take a lot of pride in our neatness. I don’t see how you can say that things are in disarray. You’ve got no experience around here, so who are you to judge? RON: Well, I’m glad you’re sensitive to the neatness issue. I just think you need to pay attention to it, that’s all. But regarding neatness, I notice that you don’t dress like a plant manager. I think you’re creating a substandard impression by not wearing a tie, for example. Casualness in dress can be used as an excuse for workers to come to work in really grubby attire. That may not be safe. MIKE: Look, I don’t agree with making a big separation between the managers and the employees. By dressing like people out on the shop floor, I think we eliminate a lot of barriers. Besides, I don’t have the money to buy clothes that might get oil on them every day. That seems pretty picky to me. RON: I don’t want to seem picky, Mike. But I do feel strongly about the issues I’ve mentioned. There are some other things, though, that need to get corrected. Oneis the appearance of the reports you send in to division headquarters. There are often mistakes, misspellings, and, I suspect, some wrong numbers. I wonder if you are paying attention to these reports. You seem to be reviewing them superficially. MIKE: If there is one thing we have too much of, it’s reports. I could spend three quarters of my time filling out report forms and generating data for some bean counter in headquarters. We have reports coming out our ears. Why don’t you give us a chance to get our work done and eliminate all this paperwork? RON: You know as well as I do, Mike, that we need to carefully monitor our productivity, quality, and costs. You just need to get more serious about taking care of that part of your responsibility. MIKE: Okay. I’m not going to fight about that. It’s a losing battle for me. No one at headquarters will ever decrease their demand for reports. But, listen, Ron, I also have one question for you. RON: Okay. What’s that? MIKE: Why don’t you go find somebody else to pick on? I need to get back to work. Discussion Questions 1. What principles of supportive communication and supportive listening are violated in this case? 2. If you were to change this interaction to make it more productive, what would you change? 3. Categorize each of the statements by naming the rule of supportive communication that is either illustrated or violated.4. If you were Ron, what would you do in your follow-up meeting with Mike?
Answer Below:
Enclosed xx my xxxxxxxxxx class xxxxxxxxxx Your xxxxxxxxxx is xxxxxxxxxxx nbsp xxxx Somebody xxxx Ron xxxxx the xxxxxxxxxx new xxxxxxx manager xx the xxxxxxx tooling xxxxx at xxxxxx Manufacturing xxx visiting xxx of xxx plants xx scheduled x meeting xxxx Mike xxxxxxx a xxxxx manager xxx reported xx him xxx Mike x rsquo xx scheduled xxxx meeting xxxx you xxxxxxx I xxxxx ve xxxx reviewing xxxxxxxxxxx data xxx I xxxxxx to xxxx you xxxx feedback x know xx haven xxxxx t xxxxxx face-to-face xxxxxx but x think xx rsquo x time xx reviewed xxx you xxxxx re xxxxx I xxxxx m xxxxxx that xxxx of xxx things x have xx say xxx not xxxx favorable xxxx Well xxxxx you xxxxx re xxx new xxxx I xxxxx I xxxxx ll xxxx to xxxxxx I xxxxx ve xxx meetings xxxx this xxxxxx with xxx people xxx come xx my xxxxx and xxxxx they xxxx what xxxxx s xxxxx on xxx Look xxxx I xxxx this xx be x two-way xxxxxxxxxxx I xxxxx m xxx here xx read x verdict xx you xxx I xxxxx m xxx here xx tell xxx how xx do xxxx job xxxxx are xxxx some xxxxx for xxxxxxxxxxx I xxxx to xxxxxx MIKE xxxx sure x rsquo xx heard xxxx before xxx you xxxxxx the xxxxxxx Go xxxxx and xxxxx the xxxx RON xxxx Mike x don xxxxx t xxxxx this xx lowering xxx boom xxx there xxx several xxxxxx you xxxx to xxxx One xx what x noticed xxxxxx the xxxxx tour x think xxx rsquo xx too xxxxxx with xxxx of xxxx female xxxxxxxxx You xxxx one xx them xxxxx take xxxxxxx and xxxxx a xxxxxx harassment xxxx against xxx MIKE xx come xx You xxxxx rsquo x been xxxxxx this xxxxx before xxx you xxx rsquo xxxxx the xxxxxxxx friendly xxxxxxxxxxxxx we xxxx The xxxxxx staff xxx the xxxxx on xxx floor xxx flattered xx a xxxxxx attention xxx and xxxx RON xxxx may xx so xxx you xxxx to xx more xxxxxxx You xxx not xx sensitive xx what xxxxx s xxxxxx going xx with xxxx But xxxx raises xxxxxxx thing x noticed xxxxx the xxxxxxxxxx of xxxx shop xxx know xxx important xx is xx Parker xx have x neat xxx clean xxxx As x walked xxxxxxx this xxxxxxx I xxxxxxx that xx wasn xxxxx t xx orderly xxx neat xx I xxxxx like xx see xx Having xxxxxx in xxxxxxxx reflects xxxxxx on xxx Mike xxxx I xxxxx ll xxxxx my xxxxx up xxxxxxx any xx Parker xxx neatness xxx may xxxx seen x few xxxxx out xx place xxxxxxx someone xxx just xxxxx them xxx we xxxx a xxx of xxxxx in xxx neatness x don xxxxx t xxx how xxx can xxx that xxxxxx are xx disarray xxx rsquo xx got xx experience xxxxxx here xx who xxx you xx judge xxx Well x rsquo x glad xxx rsquo xx sensitive xx the xxxxxxxx issue x just xxxxx you xxxx to xxx attention xx it xxxx rsquo x all xxx regarding xxxxxxxx I xxxxxx that xxx don xxxxx t xxxxx like x plant xxxxxxx I xxxxx you xxxxx re xxxxxxxx a xxxxxxxxxxx impression xx not xxxxxxx a xxx for xxxxxxx Casualness xx dress xxx be xxxx as xx excuse xxx workers xx come xx work xx really xxxxxx attire xxxx may xxx be xxxx MIKE xxxx I xxx rsquo x agree xxxx making x big xxxxxxxxxx between xxx managers xxx the xxxxxxxxx By xxxxxxxx like xxxxxx out xx the xxxx floor x think xx eliminate x lot xx barriers xxxxxxx I xxx rsquo x have xxx money xx buy xxxxxxx that xxxxx get xxx on xxxx every xxx That xxxxx pretty xxxxx to xx RON x don xxxxx t xxxx to xxxx picky xxxx But x do xxxx strongly xxxxx the xxxxxx I xxxxx ve xxxxxxxxx There xxx some xxxxx things xxxxxx that xxxx to xxx corrected xxxxx the xxxxxxxxxx of xxx reports xxx send xx to xxxxxxxx headquarters xxxxx are xxxxx mistakes xxxxxxxxxxxx and x suspect xxxx wrong xxxxxxx I xxxxxx if xxx are xxxxxx attention xx these xxxxxxx You xxxx to xx reviewing xxxx superficially xxxx If xxxxx is xxx thing xx have xxx much xx it xxxxx s xxxxxxx I xxxxx spend xxxxx quarters xx my xxxx filling xxx report xxxxx and xxxxxxxxxx data xxx some xxxx counter xx headquarters xx have xxxxxxx coming xxx our xxxx Why xxx rsquo x you xxxx us x chance xx get xxx work xxxx and xxxxxxxxx all xxxx paperwork xxx You xxxx as xxxx as x do xxxx that xx need xx carefully xxxxxxx our xxxxxxxxxxxx quality xxx costs xxx just xxxx to xxx more xxxxxxx about xxxxxx care xx that xxxx of xxxx responsibility xxxx Okay x rsquo x not xxxxx to xxxxx about xxxx It xxxxx s x losing xxxxxx for xx No xxx at xxxxxxxxxxxx will xxxx decrease xxxxx demand xxx reports xxx listen xxx I xxxx have xxx question xxx you xxx Okay xxxx rsquo x that xxxx Why xxx rsquo x you xx find xxxxxxxx else xx pick xx I xxxx to xxx back xx work xxxxxxxxxx Questions xxxx principles xx supportive xxxxxxxxxxxxx and xxxxxxxxxx listening xxx violated xx this xxxx Supportive xxxxxxxxxxxxx requires xxxxxxxxx It xxxxx s xxx a xxx way xxxxxxx That xxxxx s xxx it xx very xxxxxxxxx that xxxx such xxxx of xxxxxxxxxxxxx takes xxxxx both xxx parties xxxxxxxx in xxx communication xxxxxx take xxxxxxxx and xxxx there xxxxxxxx in x positive xxx In xxxx case xxxx principles xxx violated x Supportive xxxxxxxxxxxxx is xxxxxxx oriented xxx not xxxxxx oriented x In xxxx case xx has xxxx seen xxxx apart xxxx discussing xx the xxxxxxxx some xxxxxxxx traits xxx also xxxxxxxxx For x g xxx had xxxxxxx out xxxx regarding xxx chumming xxxx female xxxxxxxxx regarding xxx habit xx cleanliness xxx maintaining xxx shop xxx dressing xxxxx his xxxxxxxx and xxxxxxxxx in xxxxxxx presented xxxxxxxxxxx not xxxxxxxxxx - xxxxxxxxxx communication xxxxx a xxxxxxxx on xx individual xxxxx descriptive xxxxxxxxxxxxx is x defensive xxxxxxxx and xxxxxxxx problem xxx does xxx evaluate xx In xxxx case xxxx of xxxx became xxxxxxxxxx about xxxx other xxxxxx being xxxxxxxxx to xxxxxxxx and xxxxxxx solutions xx it xxxxxxxxxx communication xxxxxxxxx rather xxxx invalidates xxxxxxxxxxx - xxxxxxxxx the xxxxxxxxxx is xxxxx that xxxxxxxxxxxx is xxxxxxxx while xxxxx does xxx know xxxxxxxx he xx adequate xxxxx others xxx he xx competent xxxxx others xxx in xxxxxxxxx thus xxxxxxx to xxx barriers xxxxxxx the xxxxxxxxxxxx and xxxxxxxx Supportive xxxxxxxxxxxxx requires xxxxxxxxx not xxxxxxx message xxxxxxxx - xxxxxxxxx and xxxxxxxx in x positive xxx is xxxx important xxx a xxxxxxxxxx communication xxxxxxxxx it xx observed xxxx listener xxxx not xxxxxxxxxx the xxxxxxx of xxxx communicator xx trying xx say xxxxx leads xx conflict xxx closed xxxxxxxxx will xxxx conversation xx other xxxxx where xx solution xxx be xxxx for xxx problems xxxx Mike xxx done xxxx and xxxxxxx that xxx is xxxx trying xx harm xxx identity xxx pointing xxxxxxx his xxxxxxxx traits xxxxx from xxxxx understanding xxxx he xxxx to xxx If xxx were xx change xxxx interaction xx make xx more xxxxxxxxxx what xxxxx you xxxxxx If x were xx change xxxx interaction xxxx - x would xxx not xxxxxx comment xx any xxxxxxxx traits xx any xxxxxx Secondly x would xxxxxx to xxx problems xxxxxxxx and xxxxxx response xx a xxxxxxxx way xx sort xxx those xxxxxxxx and xxx not xx give xxxxxx responses xxxxxx feedback xx to xx given xxx to xxxxxxxxxx the xxxxxxx of xxxx and xxxxxxx him xxxxx resource xxx assistance xxxxx have xxxxx to xxxx all xxx negative xxxxxx in x manner xxxxx looks xx be xxxxxxxx and xxxxxxxx the xxxxx person xx a xxxxxxxx I xxxxx have xxxx patience xxx try xx understand xxxx my xxxx wants xx say xx he xx experienced xxx would xxxxxx for xx benefit xxxxxx taking xx to xx ego xxx clearly xxx specifically xxxxxxxx boss xx problems xx that xx can xxxx me xx sort xx out xxxxxxxxxx each xx the xxxxxxxxxx by xxxxxx the xxxx of xxxxxxxxxx communication xxxx is xxxxxx illustrated xx violated xxxxxxxxxx by xxx - xxxxx I xxxxx it xxxxx s xxxx we xxxxxxxx how xxx rsquo xx doing x rsquo x afraid xxxx some xx the xxxxxx I xxxx to xxx are xxx very xxxxxxxxx rdquo xxxxx I xxxxx you xxxxx re xxx chummy xxxx some xx your xxxxxx personnel xxxxx ldquo xx I xxxxxx through xxxx morning x noticed xxxx it xxxx rsquo x as xxxxxxx and xxxx as x would xxxx to xxx it xxxxxx things xx disarray xxxxxxxx poorly xx you xxxx rdquo xxxxx I xxxxxx that xxx don xxxxx t xxxxx like x plant xxxxxxx I xxxxx you xxxxx re xxxxxxxx a xxxxxxxxxxx impression xx not xxxxxxx a xxx for xxxxxxx rdquo xxxxx statements xxxxx to xxxxxxxxx of xxxxxxx principles xxxx - xxxxxxxxx of xxxx Supportive xxxxxxxxxxxxx is xxxxxxx oriented xxx not xxxxxx oriented x These xxxxxxxxxx are xxxxxxxxx on xxxxxxxx traits xxx not xxxxxxx on xxx problems xxxx creating xxxx between xxx and xxxx Violation xx supportive xxxxxxxxxxxxx is xxxxxxxxxxx and xxx evaluative xxx is xxxxxxxx evaluative xx telling xxx problems xx Mike xxxxxx being xxxxxxxxxxx He xx pointing xxx what xxxx is xxxxx wrong xxxxxxxxx of xxxxxxxxxx communication xxxxxxxxx rather xxxx invalidates xxxxxxxxxxx - xxxx Ron xx trying xx make xxxx Mike xxxx he xxxxx what xx correct xxx want xxxx also xx follow xxxx which xx feels xxxxx without xxxxxxxxx to xxx problems xxxx the xxxx of xxxxx statements xx can xxxx measure xxxx principles xxxx are xxxxxxxxx Supportive xxxxxxxxxxxxx is xxxxx not xxxxxxxx - xxxx Ron xx taking xxx full xxxxxxxxxxxxxx of xxx statements xx Mike xx he xx using x me xxxx type xx words xxxxx is xxxx Supportive xxxxxxxxxxxxx is xxxxx on xxxxxxxxxx not xxxxxxxxxxxx - xxxx it xx the xxxx action xx Ron xxxx he xx speaking xxxx he xxxxx Supportive xxxxxxxxxxxxx is xxxxxxxx useful xxx global xxxxxxx - xxxx the xxxxxxx things xxx not xxxxxxx out xxx specific xxxxxxxxxx with xxxxxxxx line xxx made xx Mike xxxxxxxxxx by xxxx - xxxxx Well xxxxx you xxxxx re xxx new xxxx I xxxxx I xxxxx ll xxxx to xxxxxx I xxxxx ve xxx meetings xxxx this xxxxxx with xxx people xxx come xx my xxxxx and xxxxx they xxxx what xxxxx s xxxxx on xxxxx ldquo x rsquo xx stack xx plant xx against xxx in xxxxxx for xxxxxxxx You xxx have xxxx a xxx tools xxx of xxxxx because xxxxxxx was xxxx using xxxx but xxxxxx a xxx of xxxxx in xxx neatness x don xxxxx t xxx how xxx can xxx that xxxxxx are xx disarray xxxxx ldquo xxx rsquo xx got xx experience xxxxxx here xx who xxx you xx judge xxxxx ldquo xxx don xxxxx t xxx go xxxx somebody xxxx to xxxx on x need xx get xxxx to xxxx rdquo xxxx has xxxxxxxx the xxxxxxxxx of xxxxxxxxxx communication xxxxxxxx listening xxx one-way xxxxxxx delivery x Listening xxx reacting xx a xxxxxxxx way xx very xxxxxxxxx for x supportive xxxxxxxxxxxxx Sometimes xx is xxxxxxxx that xxxxxxxx does xxx understand xxx meaning xx what xxxxxxxxxxxx is xxxxxx to xxx which xxxxx to xxxxxxxx and xxxxxx responses xxxx take xxxxxxxxxxxx to xxxxx level xxxxx no xxxxxxxx can xx made xxx the xxxxxxxx Here xxxx had xxxx this xxx thought xxxx Ron xx only xxxxxx to xxxx his xxxxxxxx and xxxxxxxx towards xxx personal xxxxxx apart xxxx being xxxxxxxxxxxxx what xx wants xx say xxxx should xxx have xxxx any xxxxxxxxxxxx about xxx If xxx were xxx what xxxxx you xx in xxxx follow-up xxxxxxx with xxxx If x were xxx I xxxx take xxxxxxxxx steps x Firstly x will xxxxxxx minutes xxx the xxxxxxx I xxx with xxxx Secondly x will xxxxxx the xxxxxxxxxxx made xxxxxxx us xxx evaluate xxx consequences xxxxxxx Agenda xxxxxx be xxxx out xxx next xxxxxxx and xxx to xxxxxxxxx the xxxxxxxx made xx these xxxxxxxxxxxxx and xxx to xxxxxxxxxx the xxxxxxxxxx and xxxxxx it xxxx ways xxxxxxxx try xx keep x watch xx actions xx mike xxxxxxx does xxx actions xxx taking xxxxx and xx there xxx change xx any xxxxxx Fifthly xxxx try xx solve xxx problem xx mike xxxxxxxxx reports xxx there xxxxxxxxxxx and xxxx assistants xxx his xxxxMore Articles From Business Management
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