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Datavision Case Essay

1222 words - 5 pages

 1. To form an argument regarding the problems Datavision currently face, I looked back on the initial motive for Campbell to reach out to Brennan as an external consultant. Even though the company was financially successful for the past few years, Campbell was concerned about Datavision’s high turnover rate, lack of collaboration between functional areas, and the lack of vitality within the company. In April of 1993, Datavision had a very successful year financially, but by August, they realized they are slowly trailing their forecasts, and felt that without an intervention, this could be the turning point of the company. Timing wise, it seemed that the financial downturn was the ...view middle of the document...

Though it is possible for people of different personality type to work together, more often than not, the difference in personality type, and effectively management style, creates tension within the team.
The decision making issues in the case was summarized by Brennan as “decision making and unmaking,” which was mainly caused by Campbell’s tendency to executively change plans and policies that were previously decided with the group. However, I believe there is a deeper root cause for this problem. The industry that Datavision is in is a highly pressurized and competitive industry; a lot can change within a six month period. For these kind of industry, an empowerment paradigm would be more suitable due to its emphasis on speed and knowledge sharing. Yet Datavision went from an empowerment paradigm during its beginning years to the command and control paradigm by 1993, possibly due to the rapid growth of the company. The command and control paradigm disrupts the flow of information, slows down decision making at the lower level, and creates a less collaborative environment. These were all accurate symptoms for Datavision. But inadequate leadership paradigm wasn’t the only problem. From descriptions from other VPs, Campbell was still accustomed to the empowerment paradigm’s quick change in pace when the company was now structured as command and control. Decisions were quickly made from the top down, yet very little information was passed on regarding the decision. Because Campbell’s decision making process didn’t evolve with the company’s structure, it led to several of the issues mentioned in the case.
2. The teambuilding session worked to an extent, but it did was not perfect. It worked because several executive members, especially Fowley and Sisco, received truthful opinions from the other executive members. It would have been unlikely without the effective teambuilding session with Brennan. Having people’s opinion out in the open is the first step in building a cohesive team, and Brennan was able to achieve this. However, the first step was not followed through, and the actual team building did not occur. After the open session to discuss the flaws within the top management team, a lot of the superficial trust built up were torn down. Sincere trust needs to be built up again within the team in order for the team to rebound and improve. Exercises similar to those we have participated in the outdoor session can contribute to the building of trust. Brennan, though was successful in creating an open environment, did not facilitate the rebuilding of trust within the organization. This was evident during the incident on Friday when he left the discussion for a brief moment, communication between the executives were shut down.
3. For the next steps, we must look back at the defined...

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