Smith Financial Corporation

1770 WordsNov 17, 20108 Pages
Smith Financial Corporation Smith Financial Corporation Case Study On February 10th 1997, Frank Miller assumed the position as the director of data management in Smith’s Information Services department. He was hired to fill a vacancy that was available for more than one year as well as help restructure and reorganize Smith’s Information Services department (Hattersley and Mcjannet, 54). The primary function of the Data Management Group at Smith Financial was to manage the distribution, storage, capture and flow of data throughout the company. Before Miller, this position was left vacant and needed someone to take charge as well as help the company move in a different direction than the current one. Frank Miller was definitely had…show more content…
When members of the staff stepped in to explain why things were done ina particular way, Miller would push the comments aside by saying they were “excuses” and that he was hired to “fix things up” (Hattersley and McJannet, 56). Miller was not recognizing that his audience had explanations to the issues that he was bringing to their attention. He was neglecting many of his peers and making them feel inferior to his authority. This is definitely a wrong tactic to use when attempting to demonstrate one’s authority in the workplace. When communicating with fellow employees, it is impeccable to demonstrate one’s authority in a manner that is non-threatening. An effective communicator is able to imply that he is in charge rather than verbal state the obvious (Booher, 63). By doing so, the communicator does not disrespect the audience nor does he come off as someone who is power hungry. Frank Miller could have handled the situation much better if he took the time to listen to his employees’ state the reasons for the issues that were being demonstrated. This would have shown empathy towards his co-workers. By stating that they were “excuses,” he is implying that the problems persisted with their knowledge and the current employees were too lazy to find alternative to fix the issue that was at hand. Booher also believes that your ability to communicate determines as much
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