Dick Anderson's Case: Symptoms And Root Causes

Symptoms and Root Causes
Specific symptoms reflect root causes Dick Anderson was hired in 1989 and had positive performance reviews. In the early reviews, it was noted that he needed to refine his communication and diplomacy skills. Coworkers and staff testified that he (Anderson) had
“Extreme negativity and assumption of the worst case scenario, lack of anger and stress control and a tendency to bully staff into compliance.”
Later in 1995, we can notice that Anderson attempted to take the proper steps to decrease stress, and administer his emotions. In 2002 Anderson could not find people that would work for him, so the office morale did take a plunge. Because of the negativity, Anderson did agree with Jim McCracken to acquire an external facilitator to implement a work and stress workshop for the workforce. Problem Statement
Deals with all major issues and explains or evaluates the problem.
Although Dick Anderson was a loyal hardworking employee, Anderson did not possess the experience to progress his self-aware problem into a positive light.
Anderson was not subjected to any type of reinforcement for his actions; an attempt was made but never followed up on. Problem Analysis
Key terms used correctly and alternatives are discussed using text book theory
Advantages and disadvantages of the alternatives analyzed.
Problems and text book theory are clearly linked
Application of Theory is correct and complete

Dick Anderson should have been exposed to reinforcement whether it is positive, negative, with punishment, or extinction. If he was exposed to Operant Conditioning, Dick may have gained the experience to operate in his environment with acknowledgement of potential consequences. It is clear that he should have been exposed to some form of punishment for his behaviour towards his staff in the early part of his career. While this may seem harsh he also did not seem to be rewarded for his hard work. Also we do not see any form of constant fixed interval reinforcement. This would have had the necessary long-term, show changing effects to correct his behavioural problem. In conjunction to this, if we could gauge somehow his positive interactions with his staff, a fixed ratio schedule of reinforcement should have been implemented. Even if Dick Anderson had been following a plan that highlights the above, his organization should of recognized the distinction of how people can perform information gathering and decision making differently than other people. This would of enabled the organization to understand if they reinforcement they were administering, was effective. In this specific case, we can see some very negative actions that Andersons superiors performed.
Anderson should have been given an extensive period of time to be aware of the punishment that could occur to him in the future. Also the

Show More

Related Documents: Dick Anderson's Case: Symptoms And Root Causes

Managing Information Technology (7th Edition) Essay