...his MBA and served this company for 14 years. He started his career as a salesman. With time he continued to work successfully on different contracts and finally he was spoken of as “boy of watch”. Later he wanted to move on different career domain, so he finally transferred to the home office of organization. He was nominated as an assistant to senior vice president of production. In the following sections, we will cover the managerial issues faced by dick and his organization. We also try to provide some recommendations about managerial issues identified, researched and evaluated. Managerial Issues We identified the following managerial issues. Micromanagement According to the Wikipedia, micromanagement is a management style whereby a manager closely observes or controls the work of subordinates or employees. Micromanagement generally has a negative connotation. (Wikipedia) Rather than giving general instructions on smaller tasks and then devoting time to supervising larger concerns, the micromanager monitors and assesses every step of a business process and avoids delegation of decisions. (Wikipedia) According to the journal, “Micromanagers read your proposals, tell you to develop your prototype, and then insist on telling you how to do it?” (Marino, 1998) Dick Spencer used to walk around the department of the company and tried to watch the employees all the time. This developed negative impact on the employees. It seems dick sees the things in black and white. The micro-managers...
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...HMPYC80 Assignment 2 Unique Code: 657101 Student No. 4875-738-1 P a g e | 1 of 9 Title: Micromanagement is causing a decline in the morale and productivity at Eco Wireless. Author: 4875-738-1 HMPYC80 Assignment 2 Unique Code: 657101 Student No. 4875-738-1 P a g e | 2 of 9 Cover letter accompanying my Research Proposal Mr G. Specter Managing Director Eco Wireless 09 May 2015 Dear Mr Specter RE: Research Proposal: Micromanagement is causing a decline in the morale and productivity of the Eco Wireless technicians. As you are aware I am the Quality Manager and an Executive Director at Eco Wireless. I have a special interest with the Micromanagement that is taking place in this company due to the fact that the consequences can be detrimental to the success of this business. I attach a proposal for further research in this field. The reason for approaching you is that since the new manager was hired, who has been micromanaging the staff at Eco Wireless; I have noted a consistent drop in morale and subsequently a drop in productivity over the past 9 months. The proposed project will be incredibly beneficial. It, therefore, seems appropriate to propose a research project designed to measure the morale and productivity of our employees as well as the micromanagement of the new Manager, to find out if they correlate. I hope to hear from you soon. Yours sincerely M Yates Michelle Yates Quality Manager & Executive Director Eco Wireless ...
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...effective leadership Index Title | Page no | PART: 1INTRODUCTIONLEADERSHIPPART: 2FEEDBACK AND EVALUATIONDISCUSSION ON STRENGTHSCONCLUSIONLIST OF REFERENCESAPPENDIXACTION PLANPEER FEEDBACK QUESTIONER | 33810111314 | “Drucker got it right. Managers cannot be expected to know what their teams are doing in detail. Give individuals some clear objectives and teams will manage themselves to get the work done.” INTRODUCTION “Drucker got it right. Managers cannot be expected to know what their teams are doing in detail. Give individuals some clear objectives and teams will manage themselves to get the work done.” This article further analyses the above statement while critically evaluating the leadership qualities of the author and the qualities which are required to become an effective executive or leader. LEADERSHIP For an individual to become a leader or a manager, the person requires the ability of taking responsibility. Manager’s responsibilities include company objectives and not their individual needs. Hence managers need to be committed towards the company objectives (Drucker, 1954). He further says that managers must understand the objectives of a firm, what the company expects from them and how their performance would be measured. The attitudes and views of all managers of a company must be compatible. Northouse (2007) defines leadership has been defined as a process by which an individual influences an employee or a group of individuals for achieving a common...
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...Should the Manager be Fired? Cohort H Group 2 June 19, 2016 Table of Contents Executive Summary3 Case Summary3-4 Major Issues5 Analysis of Major Issues 5-9 Action Alternatives9-10 Analysis of Alternatives10-11 Recommendations11-12 Implementation of Issues12-13 Reference14 Executive Summary This report was compiled with the intent to offer an examination and interpretation of the major issues that arose in the case study “Should the General Manager Be Fired?” In this report, we provide a brief case summary detailing the actual events that took place within the case study. We then locate and describe three main issues that lead to the crisis at Rainbow Group’s Hangzhou Company. Next, we provide analysis of these issues, list action alternatives for each issue, provide analysis for the action alternatives, and give recommendations for how to solve these problems. Lastly, we assembled ways of implementing our recommendations for solving the problems present. Much of our analysis comes from concepts found in the 13th edition of Organizational Behavior, although we made use of several other sources to supplement our understanding and criticism of this case. Case Summary Kaiyuan Cheng, CEO of Rainbow Group is faced with a decision to fire Chu, the general manager of the Shanghai branch. Cheng decided to promote Chu as general manager for the following reasons: her branch was the highest performing out of all Rainbow subsidiaries, the Rainbow...
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...Sarah Falusi P12196126 Full Time | What are the effects of McDonaldization upon jobs and employees? | Dr David Robotham | | The intention of this essay will be to discuss and analyse the effects of Mcdonaldization on jobs and employees. The term “McDonaldization”, according to George Ritzer (1993), can be said be the process of rationalisation, although taken to extreme levels. Rationalisation is a sociological term that simply means the substitution of logically consistent rules for traditional (or illogical) rules. One of the fundamental aspects of McDonaldization is that almost any task can (and should) be rationalised. The procedure of McDonaldization, most often used in the fast food industry although it can be seen in all aspects of society, takes a process and breaks it down into several smaller ones. This is then repeated until all tasks have been broken down to the smallest possible tasks. These following tasks are then rationalised to find the single more efficient methods for completing each process. All other methods are then considered to be inefficient and are then forgotten as the new method is then adopted. The product is a new efficient, logical arrangement of procedures that can be completed the same way every time to produce the desired outcome with usually a minimal amount of application and time as all unnecessary steps are eliminated. The way in which McDonaldization is different from bureaucracy (a system of government in which most of the...
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...modern workplace. The main aspect carried on, retaining control over the worker such as micromanagement, where severe negative effects can be seen. Organisations are still demonstrating certain techniques that are not relevant in the modern workplace, resulting in an over managed worker. The classical theorists of the 20th Century’s approaches to management are still reflected in today’s organisations. The theory of bureaucracy, developed by Weber (1949), was one of the most influential Classical Theories that we still implement in modern organisations. A short video by Simonton (Problem in today’s Workplace- Do you have it too? 2012) states that the problem with today’s workplace is too many Managers are employing bureaucratic styles, causing workers to be disengaged from their job. Bureaucracy exhibits a very structured system with clearly defined hierarchy, the relationship between manager and worker remaining separate with the needs of the employee disregarded. Their inflexibility & controlling manor discourages workers to engage in human relations and the society of the workplace, resulting in demotivation and low performance. When this occurs, Managers will notice lack of productivity and start monitoring workers closely. In today’s society this approach does not work and will only stop organizations from succeeding. Severe, negative effects can be seen from micromanagement which has become common in today’s workplace. Micromanagers don’t trust their employees and...
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...Running Head: MANAGEMENT THEORY 1 Management Theory Management Theory: Great Leaders of made of Machiavelli, Nietzsche, and McGregor Tyng Wu Benedictine University Humanities 250 Professor Amy Hanridge June 1, 2014 Management Theory: Great Leaders of made of Machiavelli, Nietzsche, and McGregor Theories of leadership in any period are driven by a set of principles and hopes on the part of the philosopher. A core assumption about leadership is that leaders who succeed have a “vision,” a tangible goal toward which they and their followers can strive towards. While this is true on one spectrum, there are others that believe in the philosophy of Lao Tzu who said, “A good traveler has no fixed plans and is not intent on arriving” (Tzu, 2014). Participative management and leadership style of the modern times was influenced by the philosophers of the past. In modern leadership and management we see Machiavelli’s active rule, not by fortune, but by virtue and prudence. We also see Nietzsche’s will to power, which is more internally driven first and foremost, but the internal becomes outward actions. Finally we see McGregor’s Theory X and Theory Y in management styles, with micromanagers or enlightened leaders. McGregor’s Theory X and Machiavelli viewed human beings in a negative light, where they must be controlled by any possible means. However, McGregor’s Theory Y falls more in line with Nietzsche’s philosophy of the will to power, where it...
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...With OCD, the individual is unable to stop their thought processes or action in doing tasks (Neighbors, 2014). Based on the disease and stage it presents, Jim should receive a primary level of care. The two main types of treatment for OCD are psychotherapy and medications. Receiving both types of treatment should allow Jim to live a better life without having the anxiety about his daily compulsions. Jim and others can find more information about the cause, effect, and treatment options available from their primary care provider (PCM) or from reputable medical journals and hospital websites. The Mayo Clinic offers some valuable and reputable information at http://www.mayoclinic.org/diseases-conditions/ocd/basics/treatment/con-20027827. Coping with obsessive-compulsive disorder can be challenging. Medications can have unwanted side effects, and you might feel embarrassed or angry about having a condition that requires long-term treatment. Some ways to help cope with OCD include learning about the causes and effects of the condition or diagnosis, joining a support group, staying focused on daily activities and goals, finding healthy outlets when you feel the anxiety coming on, and learning...
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...A Tale of Two Steves 1 A Tale of Two Steves Joanne Greene-Blose Boston University AD643 Project Communications Professor Steve Leybourne A Tale of Two Steves 2 Joanne Greene-Blose Abstract Good leadership is key, particularly in today‟s competitive global economy, and can make the difference between the success or the failure of the organization (Bennett, 2009). This paper looks at the CEO of the top tech company in the world, Apple Inc., and analyzes his leadership style. Steve Jobs, as Jack Welch called (Elkind, 2008), “the most successful CEO today” exhibits characteristics of both transactional and transformational leadership styles. He can be perhaps best labeled as a composite of both. He possesses micromanagement tendencies, is quick to judge, frequently yells and berates his employees, and reduces them to tears. Yet he also inspires a transcending vision who can connect emotionally with both his customer base and employees (Fannin, 2005; “Transformational Leadership”, 2002). Jobs is unquestionably an enigmatic, polarizing figure – yet his formula for success cannot be denied. A Tale of Two Steves 3 Joanne Greene-Blose A Tale of Two Steves The importance of good leadership in today‟s environment cannot be overstated. Bennett (2009) identifies leadership as determining the ultimate success or failure of the organization and Ismail, Mohamed, Sulaiman, Mohamad, and Yusuf (2011) view it as the primary force in determining competitiveness in a global...
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...Yvonne Garcia The case of "Conflict at Walt Disney Company: A Distant Memory?" has impacted the evolution of the digital world throughout the years. The success of this organization is due to involvement of external partners and the collaboration of senior management. However, Disney’s continued success was not always free of any corporate turmoil. Michael Eisner left the company with heavy criticism and many dysfunctional conflicts among various members of his own Board of Directors and with subsidiary companies that Disney owned. Michael Eisner had multi-fronted conflicts with the Weinstein brothers of Miramax, Steve Jobs of Pixar and with two of Disney’s board members, Roy Disney and Stanley Gold. These conflicts were dysfunctional. The definition of a dysfunctional conflict plainly explained by Ivancevich, Konopaske & Matteson (2011) is “any confrontation or interaction between groups that harms the organization or hinders the achievement of organizational goals” (p. 311). Eisner was accused by the two board members of micromanaging and making one-sided decisions. The root of their accusation was really Eisner’s growth of power as the CEO and the Chairman of the Board, as well as his success at maximizing his shareholder value in Disney. Eisner’s also fought with Harvey and Bob Weinstein founders of Miramax on the financial details related to Disney's purchase of Miramax Films. The Miramax executives’ growing frustration with Eisner was based on the fact that Eisner was...
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...Case 1: Dick Spencer Major Issues In an attempt to address the inherited problems that faced Spencer, some major issues arose that must be addressed. These major issues include Spencer’s perceived micromanagement style, employee resistance to change, and the low morale of the employees in the organization. Spencer’s Micromanagement Style Spencer admits that accounting and human relations were his weakest subjects during his Master’s program which he tried to overcompensate for by attempting “to know in detail the accounting procedures [through] long hours of concentration and detailed conversations with the accounting staff’ (Buller & Schulter, 2003, p. 13) as well as practicing management by walking around. The problem was employees perceived his attempts as micro-management. This became apparent by some of the comments made by employees. One of the managers in the siding department expressed his frustration with the statement “‘I wish to hell he’d say up in the front office where he belongs. Whoever heard of a plant manager who has time to wander around the plant all the time? Why doesn’t he tend to his paper work and let us tend to our business?” (Buller & Schuler, 2003, p. 12). Another accounting staff member voiced their concerns to a co-worker with the following statements. “‘For a guy who’s a vice-president, he sure spends a lot of time breathing down our necks. Why doesn’t he simply tell us the kind of systems he would like to try, and let...
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...Before you can become a good leader, you must learn how to be an effective follower. Most people start out in the community or workplace as a follower, and few make the transition into a leadership position. What characteristics do individuals who become leaders have that advance them into a leadership role? A good place to start is critical thinking which is imperative for an effective follower to stay mindful of all effects of their behavior and progress in the workplace. Traits like competence and self-management are important for building trust with leaders and coming through on organizational goals. An effective follower must also show commitment to their role in the organization which in turn helps keep morale and efficiency in the workplace high. Most important is courage, stay true to moral and ethical values, and stand up to corrupt superiors when necessary. Individuals with critical thinking skills, courage, competence, commitment, and the ability to self-manage to efficiently achieve organizational goals are effective followers and potential leaders. A follower who displays critical thinking skills is able to contribute to the organizational goal in the workplace, by providing insight on decisions, goals, and contributing constructive criticism to develop better end results. Effective followers add creativity to their work and inspire others to contribute creative and innovative ideas to the organization. Strong followers give input and contribute, but they also realize...
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...encompasses OD. Training groups were formed to focus on personal growth and self-development (Kaplan, 1986; Mirvis, 2006). It is quite helpful to organizations to use such groups because it’s much easier to observe a handful of people within the organization than the entirety of it. This could have been good for my current employer, Volt. Volt is currently undergoing a reorganizational change and there are many drastic changes that have been occurring. The “transformations” to be made should be aligned with our company’s vision, and they don’t seem to. Along with that, there was a lack of communication between leadership and its subordinates, because we were all just told of the changes recently. Things already took effect with very little notice and duties have a micromanagement style. It is part of my role to go out in the field and visit with our contractors and clients to maintain...
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...procedure in the body of job description? 5 1.3 How should Jennifer go about collecting the information required for the standard procedures and job description? 5 1.4 What in your opinion, should the store manager’s job description look like and contain? 6 Skills 6 Knowledge 6 Title 6 Job Summary 7 Working conditions 7 Department 7 Part 2- Motivation 7 2.1 Three theories of motivation which can be used to motivate employees at the cleaning company. 7 Needs 7 Behavior 7 Satisfaction 7 a) Two factor theory 8 Hygiene factor 8 Motivators 8 b) Cognitive Evaluation Theory 8 Extrinsic motivation 8 Intrinsic motivation 8 c) Equity theory 8 2.3 Causes of De-motivation amongst employees in the company 9 Micromanagement 9 Lack of Progress or not sufficient training 9 Not explaining your actions 9 PArt 3 Rewards System 10 3.1 Should this plan be extended to other pressers in the stores? 10 3.2 Should other employees be put on the same plan? 10 3.3 Another incentive plan for Presser 10 Part 1 Job Ability 1.1 Store managers job description Scope The store manager is responsible for maintaining the Cleaning Company in order to ensure quality of work from the employees working under him is produced keeping customer service and sales in the picture and at the same time the man power, supply, and energy cost is maintained. Roles and Responsibilities:...
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...we have found two primary ways to expand a company’s workforce globally. The first option is to hire an outsourcing company that will provide its own workers and will manage most of the relationships with the hiring company via liaisons. Outsourcing companies prefer to minimize direct contact of their employees aside from their own management staff. In this scenario it is prudent for the hiring company to employ managers who have a working background with the different cultures the company is attempting to outsource with. If multiple outsourcing companies are involved, a company like GTI may need to hire multiple managers per country. The second option is to hire workers at international locations directly. This approach requires micromanagement of each...
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