From the outside, Marissa and Tran’s partnership looks like a classic entrepreneurial success story. Their business, Computer Solutions, has doubled it volume annually since the start of operations 4 years ago. Tran has always been the technical expert and Marissa has dealt with landing customers and making sure they are satisfied. Besides Trans and Marissa, Computer Solutions now has 16 talented employees and need at least four more to cope with the backlog of business.
Despite their success it looks like Tran and Marissa are about to face a crisis in their partnership- although each one views the problem differently. Tran sees Marissa as failing to carry her share of the work load: “I work 12 hours a day to give our customers the solutions they need,” he complains. “While I am trapped here Marissa is off to all sorts of great places.” When we started business we agreed to share the responsibilities 50-50, and now I am doing much more than my share of work. Marissa keeps saying we need to talk about this but I am too busy to talk. If I don’t keep working, we are going to loose some of our customers.”
Marissa sees the problem quite differently. “Tran does not seem to appreciate that I am the one who brings in the business”, she complains. “We have plenty of good strong competitors out there, and I have the job of making sure customers choose and stay with us. “Believe me –all the business meals, travel and trade shows are not fun. I’d much rather stay near home and lead a normal life.” Marissa also has another concern: “Tran does not recognize how our chief engineer, Carlo, is making our female employees very uncomfortable. Three women who work for us have complained privately to me how Carlo’s stares and jokes with sexual content is affecting their ability to work. Tran is Carlo’s manager and he needs to deal with this problem soon. I am afraid we are at risk of loosing these women and I can even imagine a sexual harassment lawsuit in our future. I have tried to explain to Tran how important it is to have a positive climate in our office, but he does not seem to thin feelings are worth considering. A typical engineer!”
Until recently, Tran and Marissa had not spoken openly about their feelings toward one another. The tension was growing thicker by the day, despite knowing each other well. Finally, at the end of an especially grueling month, the storm burst and they had the first shouting match of their partnership. Tran called Marissa a ‘glory hog’ and she accused him of being a ‘sexist nerd.” Since then, they have both suffered through a period of frigid politeness.
The strains of the unresolved conflict are beginning to affect the operations of Computer Solutions. Both partners realize that the success of the business depends on working through their differences. Marissa doubts they will be able to resolve this without some outside help and she is thinking about proposing to Tran that they hire
a consultant to help them develop more productive ways of behaving. She also wants the company to start a formal performance review process so problems like Carlo’s can be managed and good employee performance is recognized. Tran is skeptical about ‘touchy-feely human relations types” becoming involved. He thinks they can use logic to solve their problems without bringing in outsiders.
From the outside, Marissa and Tran’s partnership looks like a classic entrepreneurial success story. Their business, Computer Solutions, has doubled it volume annually since the start of operations 4 years ago. Tran has always been the technical expert and Marissa has dealt with landing customers and making sure they are satisfied. Besides Trans and Marissa, Computer Solutions now has 16 talented employees and need at least four more to cope with the backlog of business.Despite their success it looks like Tran and Marissa are about to face a crisis in their partnership- although each one views the problem differently. Tran sees Marissa as failing to carry her share of the work load: “I work 12 hours a day to give our customers the solutions they need,” he complains. “While I am trapped here Marissa is off to all sorts of great places.” When we started business we agreed to share the responsibilities 50-50, and now I am doing much more than my share of work. Marissa keeps saying we need to talk about this but I am too busy to talk. If I don’t keep working, we are going to loose some of our customers.”Marissa sees the problem quite differently. “Tran does not seem to appreciate that I am the one who brings in the business”, she complains. “We have plenty of good strong competitors out there, and I have the job of making sure customers choose and stay with us. “Believe me –all the business meals, travel and trade shows are not fun. I’d much rather stay near home and lead a normal life.” Marissa also has another concern: “Tran does not recognize how our chief engineer, Carlo, is making our female employees very uncomfortable. Three women who work for us have complained privately to me how Carlo’s stares and jokes with sexual content is affecting their ability to work. Tran is Carlo’s manager and he needs to deal with this problem soon. I am afraid we are at risk of loosing these women and I can even imagine a sexual harassment lawsuit in our future. I have tried to explain to Tran how important it is to have a positive climate in our office, but he does not seem to thin feelings are worth considering. A typical engineer!”Until recently, Tran and Marissa had not spoken openly about their feelings toward one another. The tension was growing thicker by the day, despite knowing each other well. Finally, at the end of an especially grueling month, the storm burst and they had the first shouting match of their partnership. Tran called Marissa a ‘glory hog’ and she accused him of being a ‘sexist nerd.” Since then, they have both suffered through a period of frigid politeness.
The strains of the unresolved conflict are beginning to affect the operations of Computer Solutions. Both partners realize that the success of the business depends on working through their differences. Marissa doubts they will be able to resolve this without some outside help and she is thinking about proposing to Tran that they hire
a consultant to help them develop more productive ways of behaving. She also wants the company to start a formal performance review process so problems like Carlo’s can be managed and good employee performance is recognized. Tran is skeptical about ‘touchy-feely human relations types” becoming involved. He thinks they can use logic to solve their problems without bringing in outsiders.
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