As I have mentioned before I am a huge fan of The Office on NBC. I think the show is great and although its seen its better days it still makes me laugh. I always imagined that it would be great to teach a course on The Office and management. Almost like a "what not to do" while exploring "what to do". NPR agrees.
Combining what I have learned through B&D and DD&A I can for the most part identify Michael Scott and his staff through various topics and frames. His longing for acceptance, the times he actually steps up and demands respect, and his efforts to break the monotony to name a few. He has an incredible lack of emotional intellgence and terrible communications skills. His high points and low points reflect staff performance and commitment to the job. Obviously, just a television show but wonderful satire on the workplace environment.
So I thought I would list a few episodes that I would use for my future lesson plan:
The Booze Cruise (Season 3): Michael Scott takes the cast on a cruise in the dead of winter. He uses the boats crew as an analogy of hierarchy and structure in the office. Michael has planned very little and has no respect from his team. How can we communicate the structure of an organization in a creative way?
Conflict Resolution (Season 2): Two employees have a dispute over a poster and Michael is eager to settle their differences. His options are win:win, win:lose, lose:lose, and win:win:win. Which one will work for us?
Health Care (Season 1): Michael needs to comply with budget cuts and must choose a new, more affordable, health care plan. He delegates the task to The Office saboteur and brownoser in hopes of not having to take responsibility for disappointing his staff. What should managers do when they have to make decisions that will disappoint the staff when they long to foster a human resources frame?
The Merger (Season 3): The Stamford branch has closed and has now merged with the Scranton branch. Michael looks forward to welcoming the new staff but fails to listen to concerns and properly assimilate the new staff. In the end, the both offices actually come together with a shared dislike for Michael. How do you address the fears and concerns of a new staff? How can you introduce your management style to those who have become accustomed to another's?
My list is exhaustive.
So, if you have not watched an episode of The Office or have found it to not be your cup of tea I would suggest giving it another shot now that you have completed this class.
Best,
Angie
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