There are some leadership characteristics that different between both of the characters. Sam Nolan believes that human intelligence can collaborate with technology to make employee’s jobs easier and the company will run a lot faster. Some of these things include linking the internal resources between each other, saving on the training costs, conducting job interviews more easily, and double the amount of internal employees hired. Tom Carr has no leadership skills. He wants to use the old management style and he does not care how his actions are going to impact other people. Sam Nolan is about globalization, very open minded, encourages the sharing of information, and teamwork. Tom Carr is stubborn conservative, narrow minded, and against high-tech jobs.
Sam Nolan was a lot of knowledge and technical skills. He looked at all of the goals of the company and knew that it could be achieved by collaborating the system with technology. Tom Carr has no technical skills so he believes that the old management style will work. In other words, the best way to handle the situation is for humans to manage other humans. It looks like Tom Carr is scared that Sam Nolan has an advantage of him.
I believe that Tom Carr’s mental model can be changed by choosing him as an advisor to the group or a member of the group of the project inside of the organization. Most of the ideas are going to come from Sam Nolan and Tom Carr in this case. Since Tom Carr will be sharing the same ideas as Sam Nolan if Tom Carr is in this position, there are not going to be any hard feelings and Sam Nolan will have the full support for the project.
What Should I Say?
I believe that the best way for Russell should talk about his concerns is in form of a compliment. Therefore, he should talk about something that is good and then what is bad. Since he has only been the manager of the project for about 6 months, so he is going to need to be careful about what he says to his supervisors. But if there is an issue on the project, the management needs to know about it before it becomes a bigger problem within the team. In my opinion, he needs to give a great report to make sure that his job is secure, but it also needs to truthful about what is going on so that he can prove that he is trustworthy and honest.
It is going to take the right mix of courage to disclose everything that is going on in this situation, but he will need to be frank and harsh when he is talking to his assistant. It is important to tell the truth, but he will need to adapt the truth so that the management will be able to bear it. It is not all about courage, it is more about morals. It depends on how much he wants to keep his job and how prepared he is to keep it. In this case, I believe it would be a good idea to look carefully at the situation and figure out all of the possible outcomes based on what he decides to mention.
There are six stages of moral development. The first stage is I do it so I don’t get in trouble. The second stage is I do it so I get something out of it. The third stage is I do it so you like me. The fourth stage is I do it because it is the law, and I respect the law. The fifth stage is I do it because of a social contract we have with each other. The sixth stage is I do it because it is the right thing to do. Youssef Said is on the sixth stage of the moral development. Bill Andrews is in the middle of the moral development. Russell Hart is on the second stage of the moral development (Daft, 2013).
References:
Daft, Richard L. and Marcic, Dorothy. (2013). Building Management Skills: An Action-First
Approach. Cengage Learning: Boston, MA.
