Case Study Analysis of Sheema and Hala’s Leadership Conflict

Q1: Problem Statement

Clear Concise Description and Summary of the Problem

In the given case study, Sheema and Hala are both joint leaders in Alosaimi Groups’ marketing division, a situation that has led to significant interpersonal conflict and role ambiguity. Sheema, who was hired based on her experience and agreeable personality, feels undermined by Hala, who has a more assertive demeanor despite being less experienced. Hala’s actions, including unilaterally organizing meetings and portraying herself as the team lead, have created a perception that Sheema is subordinate to her. This misrepresentation not only threatens Sheema’s professional credibility but also disrupts the team’s dynamics.

Scope of the Problem

The conflict between Sheema and Hala extends beyond their personal relationship; it affects their team’s productivity, morale, and overall effectiveness. The ambiguity regarding leadership roles can lead to confusion among team members regarding responsibilities and authority. This situation could potentially impact project outcomes, influencing the company’s performance and reputation in the marketplace. Furthermore, unresolved interpersonal conflicts can foster a toxic work environment, leading to increased turnover rates and decreased employee satisfaction.

Consequences of the Problem

The consequences of this conflict are multifaceted. On an individual level, Sheema’s frustration can lead to decreased job satisfaction, reduced productivity, and even burnout. For Hala, her approach may result in strained relationships with colleagues who perceive her as overstepping boundaries. On a team level, the lack of clarity in leadership roles can foster resentment among team members, leading to decreased collaboration and communication. If left unresolved, this conflict could escalate into a larger organizational issue, undermining the effectiveness of the marketing division and affecting overall business outcomes.

Methods for Resolving the Problem

To resolve the issues between Sheema and Hala, several methods can be employed:

1. Facilitated Mediation: A neutral third party could facilitate a discussion between Sheema and Hala to clarify roles, expectations, and feelings about the situation.
2. Clear Communication: Establishing clear communication channels and expectations regarding leadership responsibilities can help alleviate misunderstandings.
3. Defined Roles: The organization should clearly define the roles and responsibilities of Sheema and Hala to remove ambiguity.
4. Team-Building Activities: Engaging in team-building exercises may help improve relationships and foster a collaborative atmosphere.
5. Regular Check-ins: Scheduled regular meetings with the manager could ensure that both leaders are aligned on project goals and their respective responsibilities.

Q2: 5-Why Analysis

Identifying Root Causes

1. Why is there conflict between Sheema and Hala?
   • Hala is misrepresenting herself as the leader of the project.
2. Why is Hala misrepresenting herself?
   • Hala believes that taking initiative is her responsibility without understanding the implications on team dynamics.
3. Why does Hala feel that way?
   • She believes that Sheema is not paying enough attention to this project due to other commitments.
4. Why does Sheema feel sidelined?
   • Hala’s actions lack consultation with Sheema, leading to feelings of being undervalued.
5. Why is there a lack of consultation?
   • There is no clear communication or defined protocol for joint leadership roles.

Cause-and-Effect Diagram (Fishbone Diagram)

              |----------------------------|
              |     Lack of Communication   |
              |----------------------------|
              |                            |
              |                            |
    _______________               _______________
   |   Role Ambiguity  |       |   Different Work Styles  |
   |_________________|        |_________________|
           |                             |
           |                             |
           |                             |
   _______________               _______________
  |     Misrepresentation  |     |  Emotional Reactions  |
  |_________________|       |_________________|

Q3: Consultant Approach to Solve the Problem

As a consultant tasked with resolving the conflict between Sheema and Hala, I would follow these steps:

1. Initial Assessment: Conduct one-on-one interviews with both Sheema and Hala to understand their perspectives and gather information about their working styles.
2. Facilitated Discussion: Organize a mediated meeting where both parties can express their concerns in a controlled environment. This fosters open communication.
3. Define Roles Clearly: Work with the manager to clearly outline each leader’s responsibilities to eliminate ambiguity regarding project leadership.
4. Establish Communication Protocols: Create guidelines for how decisions are made collaboratively, ensuring both leaders consult each other before taking action that affects their joint project.
5. Follow-Up Meetings: Schedule regular follow-up meetings to monitor progress in their working relationship and address any new issues that arise.
6. Team Engagement: Encourage team-building activities to improve overall team dynamics and foster collaboration among all team members.

By employing these steps, we can aim to resolve the conflict between Sheema and Hala effectively while promoting a healthier work environment in Alosaimi Groups’ marketing division.