Hayward Healthcare Systems
Hayward Healthcare Systems, Inc: A Case Analysis
Case Summary Mr. Bob Jackson is the new operations manager in Hayward Healthcare Systems. He came in to solve a number of problems with the distribution center including high levels of defects and errors in orders from clients. In just a few weeks after accepting the position, Mr. Jackson discovered that the former manager hired supervisors on the basis of job seniority and friendship. Moreover, many of his employees were convicted felons who disturbed the work environment. Arguments and other issues between employees were solved with physical or verbal abuse; this in part was because background and references were not checked prior to hiring those employees and managers and supervisors failed to fulfill their duty and responsibilities. One day Mr. Jackson was informed about a heated dispute between two of his employees. The tense situation was between a black and a white male for the music that was played in the workplace. Because there was no official company policy in regards to the music that was allowed in the workplace, Mr. Jackson was puzzled on whether or not to penalize the employees and even more important, how he could prevent further similar situations.
Summary of Recommendation Before creating a new company policy in regards to unacceptable employee conduct, Mr. Jackson must settle the conflict by disciplining both Mr. Ed Williams and Mr. Buddy Jones. Mr. Jackson must use his power as operations manager and suggest upper level management to suspend these two employees for a short period of time. In addition, both employees should be issued a written warning informing them of immediate termination of their employment upon another confrontation or other unacceptable conduct. Aditionally, Mr. Jackson must recommend company management to create a corporate policy on the music allowed in the worksite. By informing all his employees that all of them should respect this policy or they are going to be
Case Summary Mr. Bob Jackson is the new operations manager in Hayward Healthcare Systems. He came in to solve a number of problems with the distribution center including high levels of defects and errors in orders from clients. In just a few weeks after accepting the position, Mr. Jackson discovered that the former manager hired supervisors on the basis of job seniority and friendship. Moreover, many of his employees were convicted felons who disturbed the work environment. Arguments and other issues between employees were solved with physical or verbal abuse; this in part was because background and references were not checked prior to hiring those employees and managers and supervisors failed to fulfill their duty and responsibilities. One day Mr. Jackson was informed about a heated dispute between two of his employees. The tense situation was between a black and a white male for the music that was played in the workplace. Because there was no official company policy in regards to the music that was allowed in the workplace, Mr. Jackson was puzzled on whether or not to penalize the employees and even more important, how he could prevent further similar situations.
Summary of Recommendation Before creating a new company policy in regards to unacceptable employee conduct, Mr. Jackson must settle the conflict by disciplining both Mr. Ed Williams and Mr. Buddy Jones. Mr. Jackson must use his power as operations manager and suggest upper level management to suspend these two employees for a short period of time. In addition, both employees should be issued a written warning informing them of immediate termination of their employment upon another confrontation or other unacceptable conduct. Aditionally, Mr. Jackson must recommend company management to create a corporate policy on the music allowed in the worksite. By informing all his employees that all of them should respect this policy or they are going to be
References: O 'Rourke, James S. "Managing Conflict." Management Communications: A Case Analysis Approach. 5 ed. New York: Prentice Hall, 2012. 289-315. Print.