"Managing Away Bad Habits Team Assignment Organizational Behavior IILeadership Assigned is ashort case from the exercise Managing Away Bad Habits. The task is to develop a turnaround strategy for these people. For each case 1. Identify what you consider to be the core problem. In other words what is causing the person described in the case to be ineffective 2. Determine the best method of giving feedback to the person will it be easy a challenge what is the best modality. 3. How would you turn this person into a success Your paper should be no more than 1.5 pages in length per case. Please be concise in your recommendations. There is no need for extensive or unnecessary prose. Case"Terrys extraordinary abilities in the area of technology were vital to the investment bank for which he worked. He was an information technology guru and had created for the bank an advanced and integrated system for analyzing economic information that was both far more sophisticated than those of the banks competitors and a tremendous leap forward from what the bank had used previously. The system gave the banks investment professionals immediate access to the changing and comparative values of an entire universe of financial instruments a critical tool in valuing businesses structuring mergers and investing for the banks own account and in a range of the banks other activities. Unfortunately only a few people at the bank were using this wonderful toolfor one single and fundamental reason Mastering the systems intricacies was difficult even for technophiles and the technically challenged found it bewildering. It was not exactly userhostile but all of Terrys energy had gone into making it faster more powerful and more comprehensiveand none into making it userfriendly. It was like a stock car designed for speed and handling with an enormously powerful engine great transmission and tight steering but no sound insulation airconditioning or comfortable seats. This is not to say that it was impossibly complex by any means. With either a few modifications or more energy put into training and perhaps a little handholding and patient instruction from Terry people could have learned the systemas a few of the more skilled and motivated already had. But Terry ignored his customers. He didnt try to simplify what he could or even go out of his way to make time for those who came to him for help. Those who did manage to make time with him got responses to their questions that ranged from indifference to rudeness. Terrys answers tended to be cold and monosyllabic there was not a hint of understanding or sympathy in his voice not even a smiling half apology for the complexities of his system. A couple of the banks senior managing directors left his office with the clear impression that he thought they were idiotsa fact that did not endear him to them. Most significant Terry had no idea how his behavior was affecting these important people in his work life. He had not the faintest notion that his indifference to peoples feelings of frustration andor inadequacy was insulting and that by his remoteness and inability to understand their feelings he was stiffarming himself out of a job that he loved. From his point of view they asked him questions and he answered their questions. He was blind to the questions behind the questions to the fact that brilliant though his system was it was worthless if no one could take advantage of it. Terry could not see that his just the facts maam responses were discouraging people from using it."

Answer rating: 100% (QA)

Core Problem The core problem with Terry is not his technical skill or the sophistication of the system he developed but rather his lack of empathy poor communication skills and disregard for user exp... View the full answer