Week 2
The advice I will most closely follow to resolve the problems at the firm,
The facts presented in the case study, “Why Are We Losing All Our Good People?” by
Edward E. Lawler III (2008), describes an unpleasant situation where SambianPartners is
losing most of her top profile and award winning employees; (Tom, Adrienne,
…) to much larger competitors such as J&N. The million-dollar question of; How can
Sambian discover what’s really driving people out the door? Provokes the thinking power
of four commentators; (Anna pringle, F. Leigh Branham, Jim Cornelius, and Jean Martin)
who offered expert advise on how to resolve the internal problems. The advice I will most
closely adhere to is that F. Leigh Branham, who explains in detail some ‘push factors’ that
can cause employees to flee and how to resolve the issue. Anna pringle’s opening advice
would not be followed but her ideas will be kept as the next best alternative (Lawler et al,
2008).
Leigh Branham goes beyond direct blames rendered on managers to suggest that the
most appropriate way to identify and handle the concerns of employees such as Tom and
Adrienne Perle, who might feel that their career opportunities are limited, or that they are
not well paid, nor valued, is to bring employees together into a GE-style “workout session”
where employees discuss their concerns and appoint a delegate to speak on their behalf.
Instead of extremely blaming or taking a hard, cold look at Mary by the CEO (Helen) as
Anna pringle suggested, Branham is rather of the opinion that, Helen should provide Mary
with more help/assistance by hiring an independent third party to assist with the surveys and
exit interview questions. Tom the assistant director of commercial design will find it more
comfortable to disclose the truth about his willingness to leave to a trusted and independent
outsider than to Mary Donillo an insider (Head of human resources).
The CEO Helen Gasbarian is confronted with a tough challenge on how to retain
precious talents within the organization for which she confesses that all efforts have been
made to treat people well. Branham stresses on the need for Helen to “take a deep breath,
pull back, and move directly to expose the causes of the exodus” (Lawler et al, 2008).
Ensuring strategic alignment of employee expectations to the actual work, providing
adequate coaching/feedback by managers will also help to; maintain talents, encourage
teamwork, enhance work relationships and increase creativity.
The advice I will most closely follow to resolve the problems at the firm,
The facts presented in the case study, “Why Are We Losing All Our Good People?” by
Edward E. Lawler III (2008), describes an unpleasant situation where SambianPartners is
losing most of her top profile and award winning employees; (Tom, Adrienne,
…) to much larger competitors such as J&N. The million-dollar question of; How can
Sambian discover what’s really driving people out the door? Provokes the thinking power
of four commentators; (Anna pringle, F. Leigh Branham, Jim Cornelius, and Jean Martin)
who offered expert advise on how to resolve the internal problems. The advice I will most
closely adhere to is that F. Leigh Branham, who explains in detail some ‘push factors’ that
can cause employees to flee and how to resolve the issue. Anna pringle’s opening advice
would not be followed but her ideas will be kept as the next best alternative (Lawler et al,
2008).
Leigh Branham goes beyond direct blames rendered on managers to suggest that the
most appropriate way to identify and handle the concerns of employees such as Tom and
Adrienne Perle, who might feel that their career opportunities are limited, or that they are
not well paid, nor valued, is to bring employees together into a GE-style “workout session”
where employees discuss their concerns and appoint a delegate to speak on their behalf.
Instead of extremely blaming or taking a hard, cold look at Mary by the CEO (Helen) as
Anna pringle suggested, Branham is rather of the opinion that, Helen should provide Mary
with more help/assistance by hiring an independent third party to assist with the surveys and
exit interview questions. Tom the assistant director of commercial design will find it more
comfortable to disclose the truth about his willingness to leave to a trusted and independent
outsider than to Mary Donillo an insider (Head of human resources).
The CEO Helen Gasbarian is confronted with a tough challenge on how to retain
precious talents within the organization for which she confesses that all efforts have been
made to treat people well. Branham stresses on the need for Helen to “take a deep breath,
pull back, and move directly to expose the causes of the exodus” (Lawler et al, 2008).
Ensuring strategic alignment of employee expectations to the actual work, providing
adequate coaching/feedback by managers will also help to; maintain talents, encourage
teamwork, enhance work relationships and increase creativity.
