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I need a response to the below statement:
First and foremost, the email that was sent to an attorney was enraged and unproductive. In the days that followed, the situation imploded and spiraled out of control. Question #1…The underlying communication was a disaster, Tannenbaum was mad and he had too much emotion in the letter. You could hear the anger in his letter, when you are upset like that you should calm down before making any statements written or verbal. I think he sent the emails in hopes that his confidant would see his side and understand his reason for being upset. Also after thinking about it and cooler heads prevailed, he knew that some of his words may be taken out of context and he may offend people. Question#2…I think he should have brought all of his top-level management in the office and explained to them what happened and asked for suggestions on how to proceed to find out where the leak initiated from. This would have been an inclusive process and allowed for the other leaders to voice their opinions because they may have had some information that could have been helpful. Inclusion refers to the intentional, ongoing effort to ensure that diverse people with different identities are able to fully participate in all aspects of the work of an organization, including leadership positions and decision-making processes (Tan, 2019). If the CEO had involved his staff in on the issue, then perhaps they wouldn’t have felt so blindsided when they read the email. Question #3…First, he needs to apologize for the remarks in the email and let his staff know that he values their work dedication and job qualities. I think he needs to meet with the staff together and explain his reasoning, not separately because when everyone is together they all hear the same thing. Next, I think he needs to gather all the facts before jumping to conclusions because the leak could have happened outside the company maybe with a manufacturer or somewhere else. Finally, he needs to show his employees how important they are the company’s success and explain the ramifications if (we not I) have people on the staff that are not trustworthy and how if we do not put up a united front for the media and others, companies will seek out and destroy everything they have built together. He has to humble himself and admit that he made an error in his words that were chosen in the email, but remain steadfast in the desire for creativity and confidentially until it’s time to unveil the new design.
Daft, R. L. (2014). Management. (11th Edition). Mason, OH. South-Western Cengage Learning.
Tan, T. (20 August 2019). Principles of Inclusion, Diversity, Access, and Equity. https://doi.org/10.1093/infdis/jiz198