Organizational Behaviour – Section C

Class 2 (18.11.2021)
Case Study- Differences at Work: Erica
Part A

1. Did Drew do anything wrong?

Yes No
Erica was not given due credits and Could have been invited since she
was called to the dinner due to her knew Michael’s work to deserve to
race. Wasn’t invited for her skills. be called to the dinner. Might need
additional info
Invited Erica due to her race Drew did not have any obligation to
invite Erica. Erica jumped to the
conclusion that she should have been
promoted.
Did not inform Erica about the Could have called Erica and the
developments with the client and the trader to make the Client feel
position to be held by other person. comfortable.
Lacked communication
Underlying tone of pursuing the Wanted to give Erica some exposure
client was unethical as it was based and opportunity to interact with the
on race. client. Erica was jumping to
conclusions.
Erica might not have ever
communicated to Drew regarding her
promotion/expectations. Could have
called her due to her relations with
Michael
 2. What if anything, should Drew have done differently?
 Transparency in communication related to the promotion
 Communicated to Erica about the race of client and her presence was to
make client comfortable
 Lack of appreciation for Erica
 Leader (initiatives)- feedback, management activities/games, skip level
meetings, communication, building atmosphere of trust

3. Why are Drew’s actions so disturbing to Erica?

 Expected promotion early on. Narrow minded
 Drew could have been more sensitive.

Part B

1. What are your reactions?

 Drew could have done better.
 Erica jumped to conclusions. When she did not get the promotion, racial
discrimination came to her mind. Drew – Power asymmetry.

2. In the end, did Erica benefit from the situation?

 Yes. Built a good client relationship with Michael and others. Her pre-
dinner prep gave her a head start. Strengths should have been
recognised and the opportunities should have been given to her
rather than creating opportunities for herself.

3. What responsibilities (if any) does a manager have to protect minority

employees?
 Drew actions did not create a meritocracy
 Formal opportunity should have been created