Introduction

This report conducts a PACADI analysis focusing on the discord between Grace and her
supervisor, Landon, within the consulting firm 8SK. Grace perceives Landon as a barrier to her
career growth, hindering her ideas and causing considerable frustration. This assessment
identifies the central issue, evaluates potential solutions, and offers recommendations on how
Grace can approach and resolve this professional challenge diplomatically.

Situation Analysis

The case study centers on Grace, a project manager in a software company, striving for career
advancement but facing hurdles in her interactions with her boss, Landon.

Grace feels frustrated due to the limitations of the project management software in her company
and aims to propose a change to Landon, who is resistant to such modifications.

Additionally, she desires to transition to the education sector to showcase her skills, yet her past
job roles didn't allow for such opportunities to demonstrate her innovative capabilities.

Grace admits to previous communication missteps that strained her relationship with Landon,
recognizing the need to balance her honesty with communication tact.

Grace confronts challenges in negotiating with her employer and advancing her career. Her
focus lies in building a stronger rapport with Landon while proving her value to the company and
navigating workplace dynamics effectively.

Problem Statement

Grace encounters a dilemma concerning whether to disregard her boss's directives and email
the vice-president (VP) of their division. She feels discontented with the lack of acknowledgment
and opportunities she believes she deserves at 8SK Consulting.
Alternatives

a) Directly addressing Landon: Grace would have a conversation with her manager, Landon, to
discuss her concerns and frustrations regarding her career growth and recognition. This could
lead to a direct resolution, though it could also risk straining their relationship.

b) Seeking HR intervention: This alternative involves Grace seeking the involvement of the
Human Resources department to mediate or address the situation. HR's impartial involvement
might help in resolving the issue; however, it could also escalate tensions or create formal
records of the conflict.

c) Contacting Bill Michaels: Grace could directly approach Bill Michaels, the VP of her division,
to communicate her ideas and concerns. This action bypasses the usual hierarchy, potentially
providing direct support and resolution, but it might also generate tension by skipping standard
procedures and undermining Landon's authority.

Criteria

To evaluate the alternatives, we can consider the following criteria:

a) Potential impact on Grace's career and relationship with her boss
b) Likelihood of achieving desired recognition and opportunities
c) Alignment with company policies and hierarchy
d) Potential risks and consequences of sending the email
Analysis

a) Directly addressing Landon: This option allows Grace to tackle the problem head-on with her
manager, possibly fostering better understanding and opportunities. However, it carries the risk
of straining their relationship and creating workplace tension.

b) Seeking HR intervention: Involving HR can offer an impartial viewpoint and potentially

mediate the situation. Yet, it could also escalate the issue and damage relationships.

c) Contacting Bill Michaels: Reaching out to the VP provides an opportunity for Grace to present
her ideas but might sidestep the chain of command, causing tension among Grace, Landon,
and other colleagues.
Decision and Implementation

The suggested strategy following the evaluation is for Grace to initiate a direct conversation
with Landon. This approach emphasizes open dialogue and offers an opportunity to address
the concerns within their department. If this initial step doesn’t bring about the desired outcomes
or improvements, Grace might then contemplate seeking assistance from the Human
Resources (HR) department or getting in touch with Bill Michaels.

This course of action is proposed as a progressive and structured approach to resolving the
issue. The initial step of confronting Landon aligns with the idea of addressing challenges
internally within the existing framework. It allows Grace and Landon to potentially find common
ground and understanding. However, in case this direct conversation doesn’t yield positive
results or encounters resistance, the subsequent steps of seeking HR support or involving a
higher authority such as Bill Michaels are proposed alternatives.

This structured approach aims to provide Grace with a gradual escalation plan, moving from an
internal, immediate resolution attempt to more formal channels if needed. It prioritizes resolving
the issue at the closest level to where it has arisen before considering involvement from other
departments or higher authorities. This approach aims to maintain a balance between
addressing the problem directly and escalating through appropriate hierarchical channels,
ensuring a measured response based on the outcomes of the initial step.

Conclusion

In summary, the assessment of the situation underscores the obstacles Grace encounters in her
career progression due to what she perceives as partiality and inadequate backing from her
manager, Landon. The analysis presented three options for Grace to tackle this challenge:
having a direct conversation with Landon, involving HR for support, or contacting Bill Michaels,
the VP of her division. After thorough deliberation, the advisable course of action is for Grace to
initially have a direct conversation with Landon to encourage transparent communication and
address the issue within their department. Should this initial step not result in the desired
outcomes, Grace can then consider exploring the alternative options of seeking support from
HR or reaching out to Bill Michaels.