This paper about the Chattanooga Ice Cream division examines problems the company is facing and suggestions how to overcome them, moreover, how Charles Moore should act as the Leader. The paper is divided in three parts namely “Problem identification”, “Problem Analysis” and “Solutions proposals and implementation suggestions”. 1. Problem identificationOne Problem underlying in this case is the lack of collaboration between the different organizational members/ departments further their probably not existing knowledge of this style of working together since they are used to a more top-down, not collaborative and separated way of doing business. The second problem is the departure of three important members of the top management and the relationships involved which means a major change for the remaining employees and a challenge to get along with the new staff. Therefore, it is inevitable that conflicts and problems arise.
The remaining employees have to deal with this change and this is sometimes also expressed in resistance to change. The main problem is, as already mentioned above, that they are not working together, they are actually working against each other instead of being supportive and helping each other; therefore, they are far from being a team. Everybody thinks he can do things better and is blaming others in place of being advising or espousing. The whole case is traversed by blaming others instead of looking on own problems or possible improvement possibilities. Another problem I identified is that people are not being honest; referring to K.
Donaldson who is lying about the length of the time they can be in the market. This is not helping the company as it just makes it appear nicer in that specific moment but it will make it worse in the end because the company planned upon that. Finally, it seems to Moore that Les Holly is withholding information due to his absence from the home office as he spends most of his time doing field work. This communication problem should arouse concern since it is vital for the organization to know what is going on outside of the office, for example with customers which are one of the main stakeholders of the company, but also with the sales force. . Problem analysis I think that there are several underlying issues in this case which cause problems.Due to the fact that they are not working together as a team, moreover blame each other for mistakes, I am assuming that there are other problems underlying for this kind of behavior. First thing which comes into my mind is the existence of personal problems between each other hindering the board to interact on a professional basis with each other.
These can derive from several sources for example old issues from previous projects they worked on in which they had dissensions and maybe due to this, people still stick to it.However, this has nothing to do with the current crisis; therefore, they should eliminate those in order to face the problems together. Moreover they can also derive from personal problems with each other, e. g. differences in tastes, different opinions about certain topics and really important: problems which emerged outside of the organizations boundaries. Because every department is blaming others for mistakes instead of looking on own performance failures it seemed that people lack the ability to see the company as a whole and looking at the bigger picture.Instead they see the company as separated ‘silos’, not being capable acting as a team. Furthermore, the arrival of new board members and the leadership turnover cause problems for the board since long-term relationships get discarded and new ones has to be build including the creation of trustworthiness between each other.
This is not always easy and needs an adequate period of time. Obviously, there will be not the same interaction with people who just arrived in the company and people who are in the company for decades.Consequently, team work suffers from these changing circumstances as I already mentioned above. As already slightly mentioned in the problem identification, there was also a change in the leadership style when Moore arrived. Moore applies management as shaping which is building on the right set of values in a company in order to achieve goals. This includes teamwork and collaboration whereas his predecessor could be described more as a controlled leader, with top-down power and a hierarchical point of view in order to manage the company.The people are used to work for their own just looking at their own department with less interaction with other departments. This disruption in leadership style breaks existing relationships and established communication channels and has several problems as a consequence.
3. /4. Solution proposals/Implementation This part of the Paper aims to provide solution proposals and implementation suggestions for this case.
In order to overcome the problems presented above, Moore has to become a bigger authority.I don’t mean that his participative way of leading the organization is bad but at the moment the board members need some directive support and a leader guiding them through the changes. This requires him to make decisions in order to save the companies’ well-being. In my opinion, the board also shows resistance to change which Moore should try to diminish. This could get realized through involving the staff in the change so they feel they are part of it.
Moreover, they are working too individually. Moore has to teach them how to function as a team, provide communication channels and should help to build up new relationships.As I already explained above, I also represent the opinion that there are some personal problems underlying, hindering the employees to communicate and work together. Therefore, they need to abolish existing conflicts in order to handle the situation professionally because the alternative would be a failure of the company. Hence, Moore could suggest them a mediation process which has the ability to solve their issues leading to a better working climate. The creation of an honest and trustful environment will help them to collaborate better and on a more professional basis.