Oak Brook Medical Systems.

As Jackie's management, you are responsible for alleviating this situation quickly and efficiently. First and foremost, a meeting must be scheduled in which a representative from upper management will speak with Ms. Harris about these pressing issues. Jackie must be informed about the issues that are causing management's hesitation in promoting her to a higher position. These issues must be brought up in a straightforward and direct manner and this meeting should serve as an informative conference.

Beyond this issue of communication, management must take a thorough look within themselves and their organization's culture to see what forms of covert racism may be influencing people's perceptions of Ms. Harris' capabilities. Many claim that they feel like they are being 'talked down' to when they meet with Ms. Harris, but her supervision is creating great results. She gets things done, albeit at the sake of other employee's pride and self-esteem. Perhaps there is an available upper-level position that would require minimal dealing with employees within the company which would better suit Jackie's strengths. Otherwise, perhaps it is the lack of a title that makes Jackie's directness seem rude and overbearing. Employees have trouble being ordered by fellow mid level employees. I believe that in a position of management, Jackie's curt communication style will have much more appeal. It does not seem to me that her communication style is that much different from other strict, white male bosses and key decision-makers. It is the job of management to make decisions and direct employees in how best to act on them, and it seems Jackie is doing just that, only without the management title.

Ms. Harris' value is exceedingly linked to the success of the company as a whole. It would be greatly detrimental to the company to lose her services completely as a result of mishandling this situation. In addition, it is currently disadvantageous to the company not having an employee like Jackie as part of the upper-management decision-making process. As a strong willed black woman, Jackie could bring an array of new ideas concerning Oak Brook's minority customers as well as the knowledge and productivity she has displayed as the company's strategic planner. Jackie is a key player in the success of Oak Brook Medical Systems and the company cannot afford to lose someone of her caliber. I strongly suggest a look at currently available upper level positions and consider Ms. Harris's attributes during the promotion process. If management cannot find any current position which would fit Ms. Harris' management style, she must be told why there is no room for her promotion at this time and how she can better prepare for a move into the upper tier of the company's ranks. Communication must be maintained at all costs and all concerns need to be addressed throughout this entire process. This must not be a race or gender issue but merely an issue on finding the right person for the job. I urge all those in management to look at themselves and their fellow managers and find any correlations between the company's current effective management styles and Jackie's own. If one can see the value in someone like Jackie being amongst the ranks of management, consider that option. If not, she must be told explicitly why she is not considered for promotion based on her communication style and not on any other insubstantial factors.