A Matter of Delegation86 Tom Harrington loved his job as an assistant quality control officer for Rockingham Toys. After six months of unemployment, he was anxious to make a good impression on his boss, Frank Golopolus. One of his responsibilities was ensuring that new product lines met federal safety guidelines. Rockingham had made several manufacturing changes over the past year. Golopolus and the rest of the quality-control team had been working 60-hour weeks to troubleshoot the new production process. Harrington was aware of numerous changes in product safety guidelines that he knew would affect the new Rockingham toys. Golopolus was also aware of the guidelines, but he was taking no action to implement them. Harrington wasn’t sure whether his boss expected him to implement the new procedures. The ultimate responsibility was his boss’s, and Harrington was concerned about moving ahead on his own. To cover for his boss, he continued to avoid the questions he received from the factory floor, but he was beginning to wonder whether Rockingham would have time to make changes with the Christmas season rapidly approaching. Harrington felt loyalty to Golopolus for giving him a job and didn’t want to alienate him by interfering. However, he was beginning to worry what might happen if he didn’t act. Rockingham had a fine product safety reputation and was rarely challenged on matters of quality. Should he question Golopolus about implementing the new safety guidelines? What Would You Do? 1. Prepare a memo to Golopolus, summarizing the new safety guidelines that affect the Rockingham product line and requesting his authorization for implementation. 2. Mind your own business. Golopolus hasn’t said anything about the new guidelines, and you don’t want to overstep your authority. You’ve been unemployed and need this job. 3. Send copies of the reports anonymously to the operations manager, who is Golopolus’s boss.
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