Art : first shift – hands on leader, very involved, almost a micro manager? He reminds people of procedures. People think he doesn’t get it. He needs to motivate his people in some ways. For example, he can use rewards or goal boards to highlight employees who followed correct procedure or who had no mistakes on that day. He can also create teams and have weekly contests where prizes could be lunch or some monetary value. This should help improve morale in a monotonous setting. Art should also take a cue from Tom and start learning some facts about his workers and celebrate birthdays, etc. He still needs to maintain the discipline on the floor, but work on being more personable. He can also borrow from Carol and include trouble shooting and build up sessions for his people. Bateman & Snell (2011)l would call Art a task-motivated leader
Tom: 2nd shift. Very personable, people oriented supervisor. People like him and I think have taken advantage of his personality. This sounds like the toughest shift based on job responsibility. Tom needs to be more like Art by being involved in the day to day operations of this shift. Once he understands the challenges his people face, then he needs to provide training to everybody to ensure that they all understand how to do their jobs. He also needs to figure out which employees have mastered the different setups and make them team leads or the go-to people so whenever an issue arises, then they can handle it. He must also enforce the correct procedures like art does, i.e. he needs to start maintaining the discipline on the line. Having the team leads will help him, and he can create team contests with prizes to keep the people motivated. For example, whichever team has the fewest complaints from 3rd or 1st shift would win a prize. He also needs to run trouble shooting sessions like Carol does and pay some more attention to