Kramer Pharmaceuticals Case Study

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FACTS:

Bob Marsh, a former detailer (product specialist and sales associate) of Kramer Pharmaceutical was fired because of failure to comply with company protocol. Marsh worked at Kramer Pharmaceutical for 12 years and was considered a hard working, well established detailer. He possessed excellent references and credentials, however Marsh was asked to resign after failing to make several changes in his behavior. Although it was a little unconventional, his methods have worked well for him for 12 years. This matter of termination would have not even been an issue, if irate customers did not complain on Bob Marsh's behalf.

Due to the fact that this case is extremely rare, the sales vice president decided to look into the Marsh case in detail, to determine whether Marsh's discharge was a management failure and, if so, what could be done to remedy this unfortunate situation. The reputation of the companies enlightened management practices appeared to be in question. According to management of the Toledo district, where Marsh was posted, there were many attempts to straighten Marsh's problem of disorder, along with his failure to comply with the directions of management.

In addition, there were previous written formal of Marsh having been put on probation twice. After the management had been renovated for a sixth time, he was told by a much less experienced manager that he had his last chance to comply with stated, "survival procedures." If he did not comply in entirety he would be asked to resign. This is what happened, now let us look at where the company failed Mr. Marsh, and the possible ways we could have remedied this situation.

ISSUES:

1 Treatment or mistreatment

2 Mismanagement and/or Miscommunication

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... middle of paper ...

...nt failed when it came to strategy and planning in this case. Additionally, management failed to accomplish work through others by motivation and persuasion. The latest Mr. Franklin even became abrasive and offensive towards Mr. Marsh who definitely deserved nothing of the sort.

Kramer's Top Management should write Mr. Bob Marsh a written apology expressing their deepest concerns with the way business was handled by Marsh's direct superiors. Kramer should also conduct a full investigation on the business practices of their competition and see whether they are also hiring and promoting young talent so hastily. Kramer did give Marsh many warnings; however they should have found him a position that would be better suited to his skills and lack thereof. That is the way a good manager would handle things, and this is how I personally would take care of this business.

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