The purpose of this report is to analyze the problem between Lyndon Twitchell, Jane Kravitz, and Jensen Shoes. To alleviate employee disenchantment Jensen Shoes should:
- Address first what the problem is
- Analyze the causes to the problem, and
- Formulate actions for solving this problem.
Facts: Twitchell and Kravitz entered into their working relationship with optimistic expectations but personal desires quickly impair the work.
Twitchell feels that he has been overwhelmed with two huge assignments with an unrealistic deadline, pigeonholed into a stereotypical role as an ethnic-culture by trends analyst, and given few options for advancement within Jensen Shoes. When he took up this job he joined a company committed to the development of its employees, a company who encouraged coloured people to promote in their careers.
When Twitchell joined Jensen Shooes he was looking for a job where he could excel and quickly move up the ladder He had his first disappointment shortly after he joined Jensen. He was placed into what he felt was a stereotypical job being the only African American and being placed into ethnic promotions. He had no professional experience in this field and he raised his concerns if he would be able to even complete the task assigned. He was also assigned a team of inexperienced staff, which he had to train. Further more six months down the line he found out his budget was cut the deepest. He felt he was let down by Chuck, his direct Manager at the time, because he didn't seem to take his concerns seriously and even if no one else completed their s.o.'s he was the only one who "lost" his position in the company.
During his conversation with Chuck after he ...