Scenario-Based Questions You have successfully managed one of the plants of your company over a period of 5 years. You built a climate of openness and trust in your plant and have a longstanding history of honesty, dialogue, and teamwork. Based on your record of success, you have just been transferred to a much larger but less successful plant. This plant has a history of union-management conflict and the last plant manager had to be hospitalized due to stress. -The union has informed you that it wants to have official representation on your strategy committee. Your response is:

Welcoming the union's request for representation on the strategy committee can help in building a climate of openness and trust similar to the one you established in your previous plant. It can facilitate power equalization, enhance dialogue, and potentially reduce union-management conflict by making the union feel included in the plant's strategic direction.

Scenario-Based Questions You have successfully managed one of the plants of your company over a period of 5 years. You built a climate of openness and trust in your plant and have a longstanding history of honesty, dialogue, and teamwork. Based on your record of success, you have just been transferred to a much larger but less successful plant. This plant has a history of union-management conflict and the last plant manager had to be hospitalized due to stress. -After a long process of data collection and discovery, you and the committee decide on a course of action. The first step involves going back to the different employee groups to tell them about the plan. The best approach to take is to:

Given the history of union-management conflict and the emphasis on building a climate of openness and trust, proposing the course of action and inviting feedback is the best approach. It encourages dialogue and participation, which can help in building trust and buy-in for the new plan.

Scenario-Based Questions You have successfully managed one of the plants of your company over a period of 5 years. You built a climate of openness and trust in your plant and have a longstanding history of honesty, dialogue, and teamwork. Based on your record of success, you have just been transferred to a much larger but less successful plant. This plant has a history of union-management conflict and the last plant manager had to be hospitalized due to stress. -Your first action as the new manager of this plant is:

Putting together a committee with representatives from different employee groups to discuss options and strategies is the best first action. It promotes inclusivity, dialogue, and understanding, which are crucial for addressing the underlying issues of union-management conflict and improving the plant's performance.

Scenario-Based Questions You have successfully managed one of the plants of your company over a period of 5 years. You built a climate of openness and trust in your plant and have a longstanding history of honesty, dialogue, and teamwork. Based on your record of success, you have just been transferred to a much larger but less successful plant. This plant has a history of union-management conflict and the last plant manager had to be hospitalized due to stress. -The committee has sent out questionnaires to all the employees. The response rate was a dismal 10 percent. Most of the respondents indicated that the questionnaire was a waste of their time and that management should cease their attempt at employee manipulation. The committee is disheartened and wants to quit. You tell the committee:

Given the history of openness and trust you've established in your previous role, encouraging the committee to persist and consider alternative strategies aligns with fostering a positive environment and seeking constructive solutions, rather than resorting to punitive measures or giving up.

Quiz 3: Mutual Engagement and Shared Diagnosis

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