Specialty Medical Chemicals

This company has a few loose employees that were unable to work cooperatively with each in reaching the objectives of the company. Employees were consistently given high raises at the end of each year with inadequate annual review procedures. Their manager (Barry Tompkins – single loop learner) brought stability and maturity within the company, but failed to execute the business’ growth and progress in the industry. His heart wasn’t invested in the company’s wellbeing and lacked interest to improve. As a result, their sales growth had slowed considerably.

I feel that Laura’s presence was absolutely necessary to sustain and increase productivity. It is evident the company failed to improve their revenue in previous year and employees were granted meritless salaries accompanied by insufficient feedback from administration. Her presence in the company is not to agitate the organization, but to rekindle growth and create a comprehensive, valid view of each individual’s position. Sure, employees might be conversing at the water cooler about the security of their jobs and may feel that the company is unable to manage themselves. However, under the current situation they’re in dire need of help to refocus their goals. It certainly doesn’t hurt to pointedly nudge the employees back in place when they have continuously taken advantage of the company’s assets.


In Laura’s feedback report, she pointed out that the team is superficially running smoothly and the groups of individuals working within the company are very protective of sharing information. It seems they’re all have an unhealthy competitive nature to advance forward with individually, even if it means neglecting each other as a whole. There is clearly a lack of discussion and consensus I the decision making process. Employees also exert the power jockeying and “wait & see attitude,” which could be the result of the previous relaxed attitudes from managers. One area of concern I have about Laura is in her ability to implement broad strategies and structures within the company itself and encourage by in from employees. She needs to resiliently “rock the boat” and put people in positions that can successfully do the job.

There are obviously problems instilled in the organization. Executives in high positions are not pulling their weight and contributing to the company. There is a lack of communication and consensus among each department that needs to be reversed in order for the growth of productivity. The best method in this situation would to confront the individuals and notify them of their behaviors. Provide the opportunity for them to change. If they refuse or do so in a poor manner, then it’s probably the best time to recruit another individual to fulfill the position. Members of the company that are not willing to adapt to change when the company is clearly in dire need of change is not a team player. It only takes one executive to hold down and prevent everyone else from moving forward.