peer management

Use the questions below to guide you:
Where did the complacency originate from and how was it dealt with?
Which groups displayed the greatest urgency and which displayed the greatest complacency?
What could have been done to create a greater sense of urgency
1. Joel White
RE: Week 2 Discussion
COLLAPSE
Dr. Bodam and fellow students,
Discuss a situation you have been in at work where people were complacent about a change. Use the questions below to guide you:
Where did the complacency originate from and how was it dealt with?
One recent example where change was met with great reluctancy and complacency was at the start of the Covid pandemic and our corporate policy required all employees to wear a face mask while in the facility working. Many of our employees had personal opinions on how the pandemic was blown out of proportion by politicians and the media and were reluctant to comply with the new policy.
As the Plant Manager, not only did I have to enforce the new policy, I had to show my willingness to wear the face mask at all times regardless if it was uncomfortable, hot, or fogged our safety glasses. I still remember our first Covid case in the factory and during the first two weeks of January 2021, we had over 12 positive cases with everyone continuing their normal Christmas and New Years events.
Which groups displayed the greatest urgency and which displayed the greatest complacency?
The groups of people that showed an interest or sense of urgency were those that were at a health risk if they contract the virus or a loved one they lived with. Then we had other factory floor workers that would not wear their face mask or keep it below their chin because it was an inconvenience.
Now we are seeing the same complacency in regard to the vaccine. We have an internal goal for our site to reach 75% vaccinated and are at only 21% even though the vaccine has shown that it clearly works, is free, and readily available at all local pharmacies and doctors’ offices.
What could have been done to create a greater sense of urgency?
As we read in our Week 2 Lecture notes, everyone involved needs to see the clear consequences of failure and the unambiguous measures of success. Waiting to act is not an option—results must be achieved quickly. We can clearly see the results of waiting or complacency in the rises number of positive covid cases. As leaders, we need to communicate the sense of urgency to get the vaccine and stop the continued spread of the virus and its variants.
Joel White
References:
JWI555 Week 2 Lecture Notes.
2. Karen Howland
RE: Week 2 Discussion
COLLAPSE
Hello Professor and Classmates:
As it was said in our reading from Winning, change is a critical part in business (1). In my agency a new executive director had taken over the agency. Change was needed in this agency as it had gone years without any and it was not benefiting the direction the agency had started to grow in. They had plans to align departments with what each area did. There were a few departments that did similar work and/or at times did work together on projects that came in. The new ED looked at how merging departments together would create a better flow and there would be less overlapping of work and projects. Once this was completed, a developer would not have to go to two different areas for questions or assistance. They would be able to have it handled by one department and less staff. This help to eliminate confusion and different processes to getting approved for funding.
Where did the complacency originate from and how was it dealt with?
The complacency originated from many who have been with the agency a long time. They felt things were working just as they always have been. They did not see the frustration of too many similar departments and various people that needed to be involved to finish the same process.
I am not sure how they dealt with this because it seemed a lot of those staff have since retired. The remaining staff they showed how this change would benefit them and the developers. They presented how the change would work and I do believe many came around to seeing what they were trying to achieve.
Which groups displayed the greatest urgency, and which displayed the greatest complacency?
The new executive director displayed the greatest urgency in this change because they were an outsider who came in and could see how this was affecting the agency. Those that displayed the greatest complacency were those who had been with the agency for years and did not see the need for change and how this would benefit the agency and the developers that they provide work for. Plus, they feared this change would result in many losing their jobs.
What could have been done to create a greater sense of urgency?
One way they could have created a greater sense of urgency was to submit data on the developer’s dissatisfaction with having to deal with so many different areas of the agency when they felt that there were too many channels to go through when they all seem to handle the same thing, just in a different way. This would show the agency where the weakness lies (2).
References:
Jack Welch, Winning, 2005.
Kotter, J. P. Leading Change. Boston: Harvard Business School Press, 1996.