Read the following scenario. Review through the lens of a senior manager-leader.
ID: 455370 • Letter: R
Question
Read the following scenario. Review through the lens of a senior manager-leader.
In the summer of 2013, 22-year-old Apala Bhatti had just completed her bachelor’s degree in engineering in the electronics and communications stream from a college in Bangalore, the Silicon Valley of India. It was one of India’s top IT and IT-enabled services companies, with offices in many locations across the world including some in India. With revenues in excess of $6 billion in 2010 and a global headcount of around 100,000, Xciting was a company that many aspired to join. Bhatti was overjoyed when she was called to join the company in its emerging leaders-training program, and report to its office in Bangalore in September 2013 for her training. After intensive training on administrative information, technical training, and leadership training, she was put into a team. Her team was selected to work with another team located in California.
Apala kept a journal of her first year at Xciting. She wants to be ready to put things in writing when she is called for her one-year performance review.
An excerpt from her journal reveals, “There is a creep on the U.S. team. A lazy idiot who is forever making excuses, staying home and avoiding work. I have been assigned work jointly with him! He never takes anything seriously. And here’s the best part. Has the gall to ask me why I haven’t completed the task. How do I deal with such people without affecting my peace, my reputation (which I worked very hard to build)? What do you do, when someone else walks away with credit for your hard work? Especially someone who did NOTHING? I have told my team leader, who is the United States about this guy but nothing was done. She told me to handle it myself. I plan on telling the senior manager, who is in India, about the situation when I have my performance review.
What expectations would you have of Apala if you were her senior manager in charge of her performance review regarding the situation she described? How could she have handled the situation? What, as her senior manager, would you (or not) do regarding follow up with her team leader?
Prompts: Motivation, Communication, Diversity, Inclusivity, HR, Responsible Leadership
Explanation / Answer
What expectations would you have of Apala if you were her senior manager in charge of her performance review regarding the situation she described?
As her senior manager I would have high expectations of Apala based on her resume and reputation and would be concerned about the team leader not handling the situation. I would need to have a conversation with the leader of the team to make sure these facts are correct.
How could she have handled the situation?
She should try to communicate with management sooner and expose the situation, she doesn’t need to wait until the annual appraisal review, this affects directly the company because projects are not been completed on time due to the laziness of a person is the US.
What, as her senior manager, would you (or not) do regarding follow up with her team leader?
I would need to speak with the team leader and based my conversation on facts and evidences. IF what Apala is saying is true then this team leader must be remove from the company immediately because she saw a problem and choose not to do anything to fix it.
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