Nirvana Art Gallery, Christine Ho, University of Adelaide

Case 7: Nirvana Art Gallery, Christine Ho, University of Adelaide

The purpose of this memo is to identify key concerns, root causes, situational constraints, guiding principles for a lasting solution and suggestions for a corrective solution from the Nirvana Art Gallery Case study.

Summary:

The case of N.A.G illustrates an employee, Rod who is attempting to gain experience in the curatorial department of an art gallery for his PHD. Rod begins experiencing issues with the management. Because there is not enough work in the curatorial department, he is forced to split his weekly hours between the curatorial department and the research department. Although he does not desire to do research and finds he is far more experienced in the curatorial side of things, he decides to cooperate with management and work in both departments. Rod begins his research work and finds himself in a very mundane and unpleasant atmosphere and asks the Research Manager, Nelly, why the employees in this department were not courteous. Nelly then begins making advances at Rod which causes him to feel uncomfortable. She abuses her power to make changes in Rods schedule so that he works the majority of the week in her department. Rod is caught in a situation which reflects low morale and poor leadership.

Key Concerns, issues, dilemmas:

1. Work load in different departments

2. Influential relationships between upper management

3. Inappropriate comments from the Research Manager to her employee

4. Power abuse

5. Disrespect from co-workers

6. Attitude/culture of research department

7. Employee is not happy in his split position, but will comprimise to gain the necessary experience for his pHD

Root Causes of Concerns:

1. Poorly managed management structure

2. Unequal power distribution between managers in different departments.

3. Restricted communication pathways

4. Poor communication from manager to employee in regards to the department atmosphere

5. Sour culture and background of department atmosphere

6. Lack of enforced policies and a clear reporting system

7. Manager allowing minimal communoication and disrespectful attitudes from employees towards others

8. Overtime at work

Situational Constraints:

1. Management