Do SomethingHes about to snap

Group 3 Gagandeep Singh Manu Dhunna Pousali Chakrabarti Rahul Khedkar S. Sreejith Shashank Bhadre 12PGP015 12PGP027 12PGP032 12PGP033 12PGP037 12PGP040

Case Summary
Company : MMI Manufacturing giant; missed quarterly targets; layoff is a possibility Employees Max Dyer : Aloof, unsocial, obsessed with food, excellent programmer. Nicole Ianucci: Skeptical, doubting Maxs mental stability Derek: Differs from Nicoles opinion reg. Max Paige: Supports Nicole Lynne Tabor: Loyal employee; immediate boss of Max and others; cares about company and staff Gene Kozlowsky: HR Manager
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Case Summary
Incident in Seattle: A disgruntled office worker killed several co-workers a week before the case takes place. Co-workers criticize Max for his irregular habits Some even raised a concern for safety and security as Max scares them and demand action from Lynne Lynne recounts that 3 years back she had to redesign Maxs job to retain him. Maxs old job required interaction with people.
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Case Summary
Due to Maxs inept communication, Lynne delegated the interactive component of Maxs job to Paige Max, when approached by Lynne, reveals that the other employees are possibly devising a plan to get Max out citing behavioral incompetency as he clearly works better and harder than others. Lynne needs to take proper preventive measure which is legally and ethically right and does justice to both the parties.
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ISSUES
Fear incited by the recent massacre by a disgruntled office worker in Seattle among the coworkers of Max Dyer. (Personnel Safety) Maxs job description had been rewritten in past to call for less interaction with users which further aggravated the situation. Max believed that the people around him conspiring to demean him and undermine his work None of the reasons given by Nicole against Max turned out to be well enough under scrutiny and she had admitted that he had never made threat to anyone in the office.
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ISSUES
There was a possibility of further layoffs in case the company incurred losses in the quarter. Even after the alteration of his job description he drove himself hard and got good performance reviews. MMI is obliged to investigate because in case the apprehension comes true the plaintiffs can use that against the company. The company runs the risk of facing wrongful termination suit if it fires without building proper case.

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Possible Alternatives
Retain Max: Send him on a long vacation citing his workaholic symptoms. Suggest holiday trips and other recreational activities Arrange counseling sessions (Employee assistance program) for Max. Advise and train him regarding expected employee conduct Involve Max in group activities, luncheons, parties etc. so that he does not feel left out Prepare and enforce guidelines governing interpersonal interactions to improve Maxs social acceptability
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Retain Max - Strengths and Weakness

Alternatives Long Vacation, Holiday Trip Strengths Possible change in Maxs attitude At distance from office politics Weaknesses Workaholic May get restless Max might perceive it in negative way

Counseling Sessions and Training

Finds the root cause Max might not share his Subtle and formal approach feelings candidly Provide emotional assistance Anger outburst
Max and employees will feel comfortable around each other Employees respect each other Possible resistance from both parties Forced Exposure Artificial employee behaviour No real humanization of work environment

Group Activities

Enforced Guidelines

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Best Solution
Counseling Sessions and Training: Proves instrumental in finding out the root cause of the behavioral discrepancy. Experts opinion will help the management to take an informed decision. Continuous supervision and evaluation of the behaviour instills feeling of trust in employees.

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Possible Alternatives
Fire Max: Citing employees fear of his mental breakdown Take 360 feedback of employees and assess the situation whether to fire Max or not. Based on the feedback, warn Max to improve on the negative points and document this Fire if no improvement is observed after a specified period.
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Fire Max - Strengths and Weakness

Alternatives Strengths Weaknesses

Citing employees fear of his mental breakdown

Employees feel safe and secure Fast addressal of the issue

Max may file a case against MMI Fear might be a cover used by employees Result - Max gets fired for wrong reasons Reinforce the feeling of maltreatment that he may already harbor.
Maxs attitude may deteriorate further Biased feedback

Start from 360 feedback

Max cant file a case against MMI Legal and formal procedure Process transparency

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Best Solution
360 feedback: Documentation of the entire process and inclusion in his personnel file ensures immunity from legal implications in case Max hires an attorney. Placates the fears of the employees and secures workplace. Reinforces the association and trust of the employees in the organisation.
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References
1. 2. Asocial/ Anitsocial. (n.d.). Retrieved March 2012, from Washington State University: Bilski, J. (2009, April). Antisocial co-workers: Minor inconvenience or ticking time-bomb? Retrieved March 2013, from CFO Daily News: http://www.cfodailynews.com/antisocial-coworkers-minor-inconvenience-or-ticking-time-bomb/ Bilski, J. (2009, April). Antisocial co-workers: Minor inconvenience or ticking time-bomb? Retrieved March 2013, from CFO Daily News: http://www.cfodailynews.com/antisocial-coworkers-minor-inconvenience-or-ticking-time-bomb/ Inc. staff. (2010, September). How to Fire an Employee Without Being Sued. Retrieved March 2013, from Inc.: http://www.inc.com/guides/2010/09/how-to-fire-an-employee.html Casserly, M. (2011, December). What Employees Want More Than A Raise in 2012. Retrieved March 15, 2013, from Forbes: http://www.forbes.com/sites/meghancasserly/2011/12/15/what-employees-want-more-thana-raise-in-2012/ Crocker, L. (2012, June). Mass Murderers, Unlike Serial Killers, Are Hard to Profile. Retrieved March 2013, from The Daily Beast: http://www.thedailybeast.com/articles/2012/07/20/mass-murderers-unlike-serial-killers-arehard-to-profile.html

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THANK YOU