The analysis paper of Tough Guy
This paper mainly addresses the differences between the interests, ideas and thinking of two people and between groups. Each individual experience conflict In his day to day life .
This paper consists of Investment banking career and issues faced by an employee from his superior. In an organization, It Is very Important to emphasize on the conflict management as conflicts In an organization have Its own pros and cons The paper explains root causes for the Issues and criteria for finding the solution for the problem. The analysis paper clarifies about possible solution for the tot cause taking into the fusion concept into consideration and how it can be implemented. The further part of the paper describes the efficiency of the solution and also the suitable end. INTRODUCTION: Investment banking itself is quite a pleasing career with grand wages in the World of Finance.
The Investment bank Hudson Smith Gordon is well known for its business with organizations to help the investors to overcome their financial problems.
Jeremy Frazer, an associate at the Hudson investment bank that focuses on middle market size deals with financial analysis and program trading. The case study paper cuisses about the Freezer’s and his four other members working on a negotiation business deal that Included the Vice President – Mr.. Chip Maze in the team. The discussion revolves round the vice president, the tough guy’s pejorative behavior towards the four members and their night mare experiences with Chip Maze.
BACKGROUND: with bank for more than 10 years. He is a very solid banker but he is poor with people management skills.
Frazer and three other members had to work with him for a negotiation. They found themselves in a difficult situation, one that most of them thought they had no power to change. After all, doing something about Amazes behavior was tricky business.
Still Frazer was motivated with the deal which he was working because it was a multi-billion dollar deal and also he was directly dealing with the vice president. DEFINING THE PROBLEMS: The first meeting between Frazer and Chip did not go well as per Frazer expectations Maze ordered Frazer to stand “right here” and pointed to a spot on the floor in front of his desk.
Frazer felt uneasy about being spoken to him in this manner, but because it was the first time he had worked with Maze, he decided not to mention anything. He also heard from his associates talking about Chip’s bad people management skills, but he did not take decision based on the first meeting. Next few weeks Frazer was continuously insulted for not doing proper work, this led to Frazer to pull belief and he also used to work in multiple assignments, reporting to other managers and compared working with them and in particular with Chip.
IDENTIFYING CRITERIA FOR AN EFFECTIVE SOLUTION: Communication plays a major role in dealing with any problem. Based on the facts it is clearly evident that the message was not communicated properly and in proper manner. Good work has to be acknowledged and in order to achieve any kind of success in the work it is imperative that a person has to have patience in order to achieve extra ordinary things. Proper respect needs to be given to your colleagues. Short temper leads to chaos and one should always be punctual in work and should be sincere.
Acknowledging good work and focusing on work is one of the most important criterion’s in order to succeed in this dynamic world. Always employees need to be recognized for their good work and they should be given good credit. IDENTIFY ROOT CAUSES: What makes a Bad boss – bad? Fusion is to bring all ideas together and employing the best idea which is good and acceptable for organization. This helps the employees in the organization motivated to their work and explores the subtle forces in them and provides new vision to organization. This type of management yields results faster as all the people work in the interest of organization.
Fusion leadership helps in resolving the conflicts in the organization and helps in innovative ideas. Following are the root causes which made Frazer to believe that Chips is not good at people management. Communication Failure: Jean Punster one of the associates who worked with Maze on few deals was asked to complete an assignment which would typically take three days to finish, she was assigned the assignment at PM and was asked to submit by next day morning. Punster put her best efforts to prepare the report and she presented it to Maze the very next day.
Maze questioned every assumption Punster had made, countered every explanation she offered in a derogatory manner, and nitpicked her work for an entire hour. He then asked her to redo the work based on information he forwarded via email.
The email had sufficient information for completing the assignment and it necessary information is one of the root causes for Frazer to believe that Chip is not good in managing people and also work. Short Temperament Another criterion which indicated that Chip was bad in management of people is short temperateness.
Rich Patten, another associate who worked with Maze described an Incident which shows the short temperament of Maze. During a conference call with a client, Patten was unable to answer a question the client posed. Maze became enraged screamed at both him and the other analyst in the mom. Patten could have helped Maze answer the client’s questions but Masers ranting prevented him from even speaking.
Maze grabbed a calculator from his desktop and shattered it against the wall, Just above Pattern’s head. Not Standing on your own words and Acknowledging work Maze was not only short tempered but also was not keeping his own words.
He asked Patten to turn in an assignment by next day and he was asked to report by 8 am for the meeting. Chip not only turned after 8 am, when asked about the meeting he said it was changed. Patten asked another associate who was staffed on the deal bout the meeting, and found out that no such meeting was ever planned. In this incident it shows Amazes character he lied to his subordinates and also he did not acknowledge good work whole heartedly.
Maze occasionally used to praise employees for a good work but within five minutes he will point mistakes in same work.
Not Trusting Employees and Making Fun Another criteria what Frazer heard about Chip that he doesn’t faith employees work. He always gives same work to all employees and compares the results to see the accuracy of the information. He also makes fun of fellow employee’s status in public gathering. Magnifying lens focus on Employees Work Chip’s another bad management skill is to analyze on what employees are doing every minute.
He used to check the status of work from employees irrespective of time and also he literally made people to be available irrespective of the situation.
Lack Recognition for Employees Chip always degraded the employees work and he never gave recognition to anyone their work. He always boasted about achievements in the past and also side tracked other employees for their work. Fusion management provides the opportunity to bring the management and workers together and understand each other’s feelings ND improve better communication between them. The possible solution for this kind of problem would be To have a better communication between the teams.
Give recognition to the employees for the work performed.
Acknowledgement, appreciation at work place and mutual trust at the work place These are the best possible solutions for the given problem in the case study. The specific solutions for this specific kind of problem would be to communicate in a better manner and make sure hat each and every employee needs are identified and small work from any discipline at the work place and it has to be followed very strictly.
Acknowledgement, trust , recognition are the three most important factors which a person should carry at the work place and make sure that all the employees will be acknowledged and at the same time a mutual trust would be there and they should be recognized for all the hard work which is being put at the work place. A particular will come for evaluation only after it has been carefully studied and at he same time effort has been made to put forward possible solutions and the management has to make sure that the alternatives has been found out and at the same time the things has been evaluated correctly.
Proper communication, employee recognition, mutual trust, confidence are the most important criterion which should be carried at work place in order to understand how exactly the problems would be identified and a possible solution would be developed.
Leading a highly reputed organization and operating with a fission management and following dictatorial leadership may produce high profits at first, but over a period of mime this management points to the downfall of an organization.
Fusion leadership helps in providing good communication and innovation in the organization. On the same note, the fusion management may result in achieving the profits gently, but would definitely allow the leaders and workers establish a good relation and good terms with each other personally and professionally. The outcome of this kind of healthy management results in overall success of the organization.