Management Thomas Green Was an Case Study

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Inducements motivate employees and can also distribute power effectively. A third recommendation would be for Green to admit that he was wrong, take the consequences and work to improve.

The disproportionate use of power conflicted in a bad relationship between two colleagues. Each person sought advice from outside group members. Thomas Green and Frank Davis' issues developed into a great conflict. Power strategies are effectual when properly used, and people of lower status can hold a great amount of power upon higher status employees. Organizational issues influence a person's political performance as well as the amount of power that they hold. Power and political disparity should always be kept within the concerned group.

Secondary tension is the tension that occurs as group members struggle for influence, develop roles, and norms, and explore differences in approaching the group task (Jenkin, 2010). This concept is a summary of what was happening between Davis and Green in the work place.

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Each person wanted to establish power within the company. Both men wanted to achieve the same goal, but using different methods. The methods Green wanted to use didn't benefit the company long-term, as opposed to Davis's ideas, that provided Dynamic Displays with a future.

The best way to resolve this situation is for Green to admit to McDonald that there was miscommunication between Davis and himself. He should explain to McDonald that he appreciates the opportunity that has been provided for him and he will do what he needs to in order to remain in the position. Green should state that he will abide by the policies of the company and in addition, he will apologize to Davis. He should then talk to Davis and agree to comply with any previous requests. Lastly, Davis, McDonald, and Green should all meet in order to finally put the situation to rest......

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