Case Analysis of Erik Peterson a & B

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The proposed solutions are believed to be the most straightforward and least resource consuming means. Merits of these methods are evident: Erik just needs to be as humble and sincere as he could to approach his colleague, with a bit of luck, they can reconcile and reach common agreement and things got settled. However, if the colleagues and boss were being unreasonable and each held their own agenda that differs with Erik`s, the solution can be rendered obsolete and the problem remain unsolved.

There are other means worth considering: Erik could replace or at least supplement whoever is having an issue with someone more obedient and capable. This solution eliminates the uncertainty the first solution has. However, it may not be realistic to find one who meets all the criteria given the limited resources and time constrain.

Recommendations

Having considered the background of the case and weighted in all the possible options. I believe Erik should go with the first solution I proposed: Keep a smooth communication channel to both subordinates and superior, take initiatives to talk to whoever is having issues and show willingness to help. This is considered to be the optimal long term solution, as Erik was only an acting general manager on a temporary base. If he reached out to the second solution above and remain unwilling to work on his interpersonal skills. It would only make future work harder than ever before since he had lost his places in his colleagues’ hearts. And this is based on the assumption he would remain general manager even after the product launch. There was also a good chance that Jenkins would just demote him back to his previously agreed job offer position. If that case becomes real, he would not be able to survive the retaliation from his former subordinates.

To carry out the plan, Erik need to pay close attention to prioritization. The most pressing matters are securing enough KOL and strengthen the quality control over production line. Therefore, the person he needs to approach and work on are Dr. Scoot (and Karen), his immediate supervisor Hardy and the quality control team (Andrews and Jones)