Reference no: EM131708213

Joseph Livingston (Joe) was probably the most self-driven, conscientious and kind-hearted person in the company. His drive came from wanting to really make a difference in people’s lives. So, when Joe joined the local chapter of “Job Support” for the disadvantaged, he believed his goals to help his community were in perfect alignment with that of the organization. Joe was very knowledgeable and if there were areas he didn’t know, he would work hard to read up and prepare well enough to be on par with the best minds to ensure he brought the best and most innovative solutions to the table.

Everything was going great in terms of achieving goals by working with team members and meeting deadlines, but the economic crisis that had hit the country was making placements of his clients a lot tougher than it used to be. Nevertheless, Joe and his team were not dissuaded from continuing their efforts. However, being a local chapter, the low placement numbers resulted, in the headquarters choosing to assign a new Chapter Lead (akin to a new CEO of a branch). They hired Evan Johnson as the new Chapter Lead. Evan was a professional with over 15 years of experience in the industry although with no direct experience in creating jobs or any understanding of placement of disadvantaged workers. Joe and his team were looking forward to the new leadership, and in the first few months provided every possible support to bring Evan’s vision and goals to fruition. In fact, it was Joe who convinced a lot of his team members to support the new leadership’s efforts, even though many of the employees had serious doubts about Evan’s intentions and leadership style.

After the third month, Joe asked to meet with his immediate supervisor, Sharon Instagram. Sharon had been with the organization for over 25 years and had seen several leaders come and go. She had always been supportive of both the leaders and the employees but was also known to 2 be extremely fair, honest and objective in all her dealings. Sharon was a little in shock after her meeting with Joe. Joe had been her most efficient employee, always cheerful and honest and loved by all the clients. Joe had come in to talk about his complete distaste and distrust of Evan and had a detailed list of facts and evidence and was wondering why nobody was speaking up, and hoped that Evans would be fired. Here is what Joe had explained. Over the past three months, Joe had noticed the following about Evan:

1. Even though they were a non-profit, Evan had come in with a demand of a 6 figure salary with a claim that he could transform the entire organization based on his experience.

2. Evan attempted to re-engineer the organization’s processes and paid himself a large bonus amount for the effort.

3. Neither of the above were viewed as bad initially except when the outcomes of their efforts were presented to all the employees. What shocked everyone was that Evan had just rehashed the existing goals and had merely taken all the ideas from the different employees and claimed it to be his grand idea. Furthermore, Evan said the only reason the organization was failing was because the employees were not doing enough, or were not qualified, to see “his”, goals through.

4. Not only had this brought the employee morale down, but the unethical nature of the operation did not sit well with anyone.

5. The final breaking point was when Evan announced that the current clients they were serving were not, “employable”, and that he had a lot of contacts with some great job opportunities, so all they needed to do was to “up” the profiles of their clients to more employable ones and that they should not recruit disadvantaged clients into their program any more, effective immediately.

Instructions:

1. Executive Summary:

2. The Protagonist:

3. Central problem/decision to be taken:

4. Current state of outcome variables in the case for the firm:

5. Key independent variables impacting the outcome variables currently in the firm (explain as correlational relationships between independent and outcome variables):

6. Two variables that are most critical for this firm to improve the two outcome variables:

7. Given the above two selected variables, my recommendation to the protagonist is:

8. Based on the recommendation-Implementation Steps to apply the two identified variables (from step 5) in the firm: