Custom Chip, Inc. Situation: Frank Questin is a Product Manager at Custom Chip, Inc – a semiconductor manufacturer of custom chips. He has been in his role as Product Manager for 14 months and this is his first management position. The company's sales exceeded $25 million in 1986, but due to increased competition, growth stopped. Issue/Problem: These are the issues I log at the priority level, while others are the symptoms due to these causes. ) Frank Questin Product Manager is ineffective in some areas.b) Lack of commitment from senior management.c) There is a problem with the organizational structure.A) Frank Questin, Product Manager is not effective in some areas, why?He is not efficient because he often could not complete his tasks on time, for example a) On Monday he said he was preparing his to-do list and only finished it in the evening, b) Late assessment, he always forgot to come back, etc. good conflict manager; example is when dealing with Mr. Rod about conflict he likes not to speak defensively and Frank is not a good negotiator for example when he was negotiating with Mr. Rod and him asked to support him by allowing him to use senior operators training with other junior operators on product plans, they were unable to negotiate with him. The role of entrepreneur, manager should play, but Frank was not able to transform problems and opportunities into new improvement plans, for example in the meeting where one of his subordinate engineer in the meeting recommended the new testing equipment which would result in labor savings and improved, franc immediately denied without having any discussion that even the machine is capable of repaying its value with... .. middle of paper . ..... ; Conflict Management: 10%  Staffing: 5%  Socialization: 8%  Control: 4% The above deduction I made from the studies of Fred Luthans and Richard Hodgetts and the hypothesis mentioned above according to which the main objective of the franc is to increase performance. of the product department, so it should focus more on human resource development. Adopting the above timeline may not be very helpful for quickly climbing the ladder, for which one should focus on networking rather than human resource development. Senior management commitment? Senior management must demonstrate management commitment with the serious understanding that if there is a slowdown in the manufacturing or product departments, the result will be the same: loss of customer confidence and increased production costs . I recommend the following suggestions: