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Growing Managers: Moving from Team Member to Team Leader Case Solution & Answer

Growing Managers: Moving from Team Member to Team Leader Case Solution

1. Motivational issues

In this case, the new manager Melissa Richardson is facing some issues in the organization where the employees are less motivated and do not perform the tasks appropriately and nor are they considering to fulfill their job responsibilities with honesty. The root cause is that the employees are demotivated and do not have the passion to contribute their part in the success of the  organization.

1.1 Cross-cultural Challenge

The cross-cultural challenge is the most important factor in the case, because the employees belong from different ethnicity and they possess beliefs, norms and needs according to their culture. They all are different from each other with different personality traits.Motivation can be done when the desires, needs and goals are according to the individual’s personality.(Locke, 2004). The case defines that every employee works inefficiently and they do not prioritize their job. This leads to the decline in the company’s growth, due to which numerous issues emerge.

1.2 Motivating particular Groups

There is the main factor that men need more self-reliance and independence in the job and women focus mainly on flexibility in working hours and vast opportunities. Different desires according to the personality should be given and the planned strategies must be implemented. The organization needs to understand its employees’ wants and act according to them. The role of the manager is to motivate the employee so that he/she can give their best in their work. Moreover, there is the stereotyped belief that employees are motivated only by money but the modern generation does not just want money but a flexible environment and extra perks where they feel free to do the job.

1.3 Rewards and Incentives

The organization needs to do an appraisal to measure the employee’s performance. The recognition of the employees needs to be understood by the management.Another element is giving rewards and incentives to the employees. They are liable to be promoted for their best performance. Moreover, those who are not performing well should not be treated badly but they must be motivated by giving incentives, motivational training and facilities so that they value the organization and its goals.

In this case, the employees are not given incentives and their performance is not properly appraised, which is the main reason they get frustrated and do not work as a team and don’t take responsibility for their work.

1.4 Work-Life Balance

Work-life balance is the main issue that causes demotivate among the employees. They are mostly stressed because of family issues, financial conditions or personal issues. In this case, some employees are taking a day off because of personal issues while others are facing health issues, etc.  The organization needs to emphasize on flexible working hours and give privilege leaves.To create work-life balance;the organization should conduct workshops and training to facilitate and spread awareness on how to manage the personal life and professional life.

 Leadership and Team building

Leadership plays a crucial role in an organization. It refers to the continuous planning, analysis, monitoring, and assessment of all measures, needed by an organization to meet its strategic goals and objectives. It is because the changes in the business environment require an organization to assess its strategic alternatives periodically.

On the other hand, leadership refers to the potential of a manager in setting up the vision for the whole organization and implementation the same by using different leadership styles. Leadership also refers to the utilization of strategy for the employees’ management. Strategic leadership enables the manager to motivate the employees and influence them to bring the desired organizational change. (Management Study Guide, 2018)

2.2 Models of Leadership and Management

The above model describes the leadership and the individual characteristics related to the organization’s leadership. Both are correlated to the effective leadership of an organization. In this case, the manager Melissa Richardson needs to assess the organizational ability and the individual characteristics that which area needs the improvement and how to motivate the employees with the leadership techniques.

2.2.1 Transitional Leadership

Transitional leadership refers to the leadership type, whereby the objective is to tackle a corporate challenge by an executive or board member, specifically brought in the organization with a defined purpose and direction (Personnel Today, 2005). The major transformations include initiating and acquisition, starting a new division, sale turnarounds, and company restructuring.Equality and diversity challenges presented to strategic leaders and managers

The diversity and inclusion policy of the company aims to create an inclusive workplace for people of any religion, race, culture, gender, age, sexual orientation, and physical ability. The diversity policy of the company is strongly focused on the effective implementation of equal opportunities for disabled people at the workplace. Diversity and inclusion provide valuable competitive advantages to the company in terms of improved employee productivity, performance, and morale through equitable workplace practices that treat, develop & select people based on fairness and merit.

The required strategy for making the employees productive is the transitional style where the employees must be identified according to their traits and their productivity could be increased in the workplace.

2.2.2 Commitment and Awareness

The commitment and awareness of employees and managers in Greenhouse should be enhanced. Now older employees are increasingly calling attention to ageism in hiring, development opportunities, promotions, and redundancy. The managers and leaders of the company have to be responsible to set the expectations for equity & inclusion (Callaham, 2019). Thus, IBM is experiencing growing pressure to diversity their employees and workforce which is predominantly made, Asian and white.  Generally, the firms which are made slightly better progress on the ethnic diversity as compared to what they did on improving the female employee’ percentage, even though not in the roles of leadership (Marcus, 2015).

2.2.3 Diverse and Inclusive Work force

The diverse and inclusive workforce may help the company to ensure the development of innovative & new ideas within an organization. It was impertinent to note that the breed creativity, diversity of innovation & thoughts mist likely help company meet needs of customers in new and exciting ways and help to solve the problem. The market players are supposed to score well on diversity indicators to be more creative and innovative. Also, the company could have a higher proportion of women in the management and leadership at all levels to introduce creative thoughts, diversity of innovation as well as insights that affect the business strategy execution & decisions (Officials, 2018).

Aligning practices of diversity and inclusion with the unique objective and goal is one of the complex and challenging tasks to be done which the firm could address by using the diversity-focused survey to identify and evaluate the specific gaps of the company so that it would be able to find the key improvement areas where it must focus its valuable resources. The threat of non-verbal communication could lead to offense and misunderstanding between work forces from diverse nations……………………….

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