University of Southeastern Philippines

Mintal, Tugbok District, 8000 Davao City

Society of Equals
Kyle Adrian D. de Leon

In a hectic workplace creating consistency can present a challenge. Working to establish a

workplace in which policies, procedures and practices are consistent, however, has its benefits.
There are number of reasons why consistency is a goal toward which you should work.
“Workplaces in which consistency is present appear better organized than those in which things
are constantly changing” (Eric S., 2019). What made Mr. Drake so mad that he orders Mr.
Shelby to bring back what the office originally looks like? Where did Ted Shelby’s change
experiment fail? Is it possible to change cultural values if the rest of the organization especially
the top management, does not agree? These are the questions that is going to be discussed
and the main focus of this case study.

Background

From the case study, it is clear that the company has a strict culture. First is the symbol
culture is strict whereas they do not allow friendly arrangement in the staff office but to focus
and to do work formally and professionally. Second is consistency culture where they practice
and promote consistency orientation for a stable environment. Following the rules and being
thrifty are valued, and the culture supports and rewards a methodical, rational, and orderly way
of doing things. The third thing is clearly the power structure, the power is hold only by the upper
management as the executive was not allowed to take his own decision to change the office
structure. Mr.Ted Shelby do not hold any power to do the changes. Simply put, the executive is
not authorized enough power to do take decision to do changes in his office and changed it to
his desired and preferable way. After a series of Executive Development Seminar, Ted Shelby
felt empowered and realized the need of new setting of his workplace for a better working
environment. It is clear that Mr. Drake did not agree to the new setting of Ted Shelby’s
workplace layout. There was even no exchanged of words happened behind the change, Mr.
Drake immediately ordered his staff to bring everything back where it is used to be. Below is the
management level and what they do base on position.
 Alternative Courses of Action

1. Approach the staff straight forward and have an active communication which will
encourage the employee’s or staff’s participation better directly.

2. Proper cooperation and adaptation must be done for a great relationship as co-workers
and as professionals.

3. Follow what culture has been taught for a better understanding, cooperation, and unity
for the best of one’s organization.
1. Advantage: Weekly meetings with Ted’s team would strengthen and foster better
communication between him and his subordinates thus it can also make divisions work
and innovate quickly enough for them to have a progress and have a competitive
advantage.

Disadvantage: It would look like antagonizing the top management in a sense since
changes won’t be made unless the top executive orders it.

2. Advantage: With proper cooperation and adaptation, the relationship between top
executives, middle management, and even foot soldiers would make their relationship
towards another a lot better thus working together would bring them joy and less conflict
to one another.

Disadvantage: Implementing alternative number 2 might tarnish a professionalism of

one’s worker and it might also promote laziness that could turn a day unproductive.

3. Advantage: By this, it will practiced every workers to do consistency culture that would
benefit not just the organization but also the unity of the staff, management and top
executives.

Disadvantage: It might make workers quit the company based on the strict culture of an
organization.
 Proposed Solution

With these Alternative Course of Action I would choose number One (1).This way, Ted
can also get his team to participate and share their ideas on ways to improve their way
of working just like the way he wants. If radical changes such as changing the office
layout is not acceptable with top management, then at least within his team, Ted’s vision
will still be met. The purpose of changing the workplace layout in his office is to have an
interaction and exchanging of ideas to his team, why not seek for an alternative which is
weekly meetings when his purpose will be met leastwise. For an organization to move
and operate efficiently, the top management is the most responsible person, but in many
cases the top management lack in term of encouraging employee’s communication and
participation. In these alternative course of action number one (1) it may put the
organization in advantage thus culture remains while having a great interactions
between middle management and his team.

Recommendation

With the above analysis I therefore recommend Alternative Course of Action Number
One (1) that recommends approaching the staff straight forward and have an active
communication which will encourage the employee’s or staff’s participation better
directly. In this course of action, it is not only applicable for Ted’s case or a middle
management man, but also for top executives or people that requires team for a better
outcome.