In today’s business environment, many young talents are brought into a business at a higher entry position than previous employee because of their higher level of education, energy, and enthusiasm. In one of the short cases I read in this week’s chapter, the supervisor who is in charge of the employees is 20 years younger than two of the four employees who he/she is in charge of. The supervisor has been very supportive and has gone out of his/her way to praise the employee's of his/her work. But whenever there is a disagreement or problems, the older employees always run to the head boss. The problem here is that the older employees are neglecting the supervisor’s power or is not accepting him/her as their supervisor even though he/she has asked them numerous times before to come to him/her first when there is a problem.
If I was that supervisor, the first thing I’ll do is to sit down with the big boss and discuss the whole situation as detailed as possible so he/her understand the problem. The next thing I’ll do in the process of resolving this issue is to have a meeting with all these employees with the big boss in the meeting to discuss the problem further and try to implement a solution. By having the meeting, it’ll help the older employees understand that even though I’m younger than they are, I’m qualified for the current position and that is why I’m in the supervisor position in the first place. Also by having the big boss there, he/she can explain to them why they must come to me (the supervisor) first then resolve a problem/issue before going to him/her. The chain of command must be followed properly in a business environment not matter the race, age, color, gender, and any other factor for that matter.