Diana's Dissapointment

Case Study-

1.) Factors that might have led Diana's failure to be promoted are very obvious in this case. First she ran everything way too tight, she wasn't up for change and she didn't listen to her employees. She did have self awareness, she knew her strengths and weaknesses, but the problem with that is that it seemed that she didn't think her weaknesses were the problems, for example she says that she knows she expects the best out of every employee and if she feels it was not their best, she would fire them or they would quit, and she thinks it is there fault because they don't like her by the book rules. With self management she has been very honest with Cobb Street Grille, but she wasn't flexible with change she wanted everything to be by the book, she wouldn't listen to anybody about new ways of managing. She really didn't have any empathy; the only person she was felling sorry for was her self. Lastly relationship management she was not good with other peoples emotions, she expected way to much of her employees and had a high turnover rate. They were getting fired and leaving, they called her names behind her back. She never listened to what they had to say.

2.). For Diana to get a promotion she really needs to start to listen to her employees and trust what they have to say. And instead of her wanting the best of the best she should be more inspirational, encourage them to be more productive. She can't expect 110 percent if she isn't more encouraging, she needs to be more patient with everybody. She also needs to go outside the box and quit doing everything by the book. She could start going to conferences of management where they talk about all the new and affective ways to management. Also they should have monthly meetings, see how everyone likes what's going give everybody a chance to say something. These are some