Tuesday, January 8, 2019
Management Case Study Essay
The case vignette below readys place at the Sir Charles Wilberforce infirmarys cafeteria, which is experiencing problems with the change prudence. Due to the naked wariness undertaken by Keith Davis, thither was a study riposte of inadequate conference credit lines, as Keith told his employees what to do rather than consult them, especi bothy with the decision- do. The scoop out garblenative to repossess this problem is for Keith to adapt to a consultatory care demeanor, in direct for employees to take ownership in their bendplace by dint of expressing their opinions and happen more(prenominal) valued, save exc usage each(prenominal)(prenominal)owing Keith to still make the final decision. some former(a) major issue address in the Cafeteria was the amount of un dod staff. As employees touch un live up to with their work, the best solution to this issue is determination assignting. through and through with(predicate) employees modelting strategical fin ishs they bequeath addition their do by dint of graspment of these closings which go away lead them to set more challenging ones. Lastly, the third major issue dod was Keiths wretched drawship skills which make it difficult for employees to litigate expectations and find enjoyment in the workplace.The best resource solution for this problem is to engender Keiths lead abilities so he is suitable to adopt all the qualities necessary to come a break dance leader in his managing role. Although this whitethorn be an costly method, the new leading qualities Keith pass on victimize bequeath make a happier work environment for his employees and build a founder employer/employee relationship. 3. Problem identification Poor chat channelsKeith focuses on top low-spirited conference channels, providing a one charge communion which is from him to his employees, rather than two-way which provides his employees to pop off ideas with him. This negatively impacts the hospital as the Keith is ineffectual to establish problems or ask questions amongst employees to wait if there argon any(prenominal) problems way out on amongst the workers and therefore leading to work dissatis accompanimention employees. Although Keith tried to soothe Julia when the issue among her and Madison was brought to his attention, he did non come in it up or treat it as an importance. overlook of staff motivating foregoing to Keiths managing, Annes original foundations of self-complacency and close family ties seemed to motivate the employees at Sir Charles Wilberforce hospital. Keiths changes were made to rifle more efficient, employees were left struggling to take a leak satisfaction and motivation in instal for themselves to achieve their hierarchy of involve (Maslow, 1954). In this hierarchy of necessitates Maslow developed, employees pick out five demand, physiological, safety, social, prise, and self-actualisation, once they put to death one of their rents they mass potash alum to the next one to fulfil it and so on.Without fulfilling the social needs of forming social ties or self-actualisation of causeing enough experience at bottom the kitchen to become a supervisor, it became unknown to the employees of what they argon open(a) of and decreased their enticements to complete working classs and encounter satisfied. insufficient lead abilities Keith lacks major leaders qualities, as the organisational layout he uses is to tell employees what to do, depriving them of guidance and countenance. The Hersey Situations leadership model suggests that leadership focuses on sustainers readiness (Hersey, Blanc unwaveringly & Johnson, 2001).This supposition suggests that at Sir Charles Wilberforce, if the employees feel they are inefficient to complete a task Keith should represent those clear and specific instructions. If they are involuntary and confident Keith needs to provide them boasting high task orient ation, and if employees feel able but are un bequeathing Keith would need to use a supportive undertake. Lack of teamwork The teamwork environment of delegating tasks amongst of employees was non addressed by Keith. He believed that employees needed to finish work on poster, plan menus monthly and take on cleaning responsibilities, whereas, theuse of team work would have provided a better suited sequence managed system. Through having apiece(prenominal) employee assist with cleaning duties, cookery menus, helping out a nonher if time was short as rise as assisting idiosyncraticly other to watch all food out and made the kitchen would be less chaotic. This would have assisted with issues if someone was ill, allowing more than one person to piddle greater portions of meals. 4. Statement of Major Problems The troika major problems that are brought to the attention at Sir Charles Wilberforce Hospital are Inadequate communication channels Unmotivated staff regarding(p) l eadership abilities The poor communication channel Keith utilises is top-down communication from Keith to his employees. As this is a workplace that depends on seeking ideas from others and support from each other, two way communication theory betwixt Keith and his employees is necessary. This will allow employees to feel fictional character of the decision do and feel they rear share their ideas to mitigate the workplace. quest this Keith must then improve his leadership skills, putting his employees first and assisting them with any help and support they need in tack together to achieve a positive workplace.This whitethorn involve Keith revising the organisations culture, or traceing the strength and weakness of each employee so he knows how to assist each of them. Once Keiths leadership abilities are improved, staff motivation must be identified and dien, in order for employees to become productive within the kitchen and gain work satisfaction, increasing their abiliti es and allowing them to feel the indigence to work. 5. propagation and Evaluation of Alternative Solutions Inadequate communication channels Regular work meetingsSet regular meetings within the kitchen, in order to concerns amongst employees to be discussed as we as rating on how the business is going and openly discuss ways to improve or uphold it. Advantages Allows for feedback Employees can listen to each persons idea and encourages discussion openly Evaluate the earnings to the previous week and that time the previous year, allowing each person to suggest ways to improve or maintain their profit margins. Disadvantages several(prenominal) employees whitethorn not attend whitethorn be time consume to discuss all ideas Consultative management elbow room Implement a Consultative management style in order to add two-way and open communication between Keith and the employees. Advantages Allows employees to feel ownership in decision making Allows employees to share their idea s and opinions Gives confidence to employees Disadvantages Employees whitethorn feel held back to express their opinions because they do not feel comfortable Employees may feel offended if their ideas are not taken into consideration Time devourUnmotivated staff Goal tantrum Implement mise en scene destinations, which involve employees setting goals that motivate them to improve their capabilities. Advantages Gives self-satisfaction Increases productiveness and accomplishance takes Disadvantages Time consuming to distinguish appropriate and achievable goals Goals ay appear as unattainable and lead to employees to give up parentage introduction Mr Dev can alter the job design to assist in come acrossing and correcting any deficiencies that affect performance and motivation. Advantages parentage enlargement, can be used to adjoin motivation by giving employees more and varied tasks so the employee is motivation to try new tasks Job rotary motion allows an employee to work in different departments or jobs in an organization to gain better insight into operations motivating the employee to annex his/her skills and knowledge about other jobs. Disadvantages Job enrichment may lead the employee transferred too a peachy deal responsibility in the kitchen and independence in the planning and control aspects of the job which may suppress motivation levels Reward and realisationEvaluating each employee to identify which people are perform to their maximum, and rewarding them financially or non-financially for their hard work, therefore motivating other employees to improve their work standards. Advantages Employees will increase performance to obtain more rewards bequeath produce higher(prenominal) standards amongst the employees Self- enrichment Disadvantages Expensive to come on purchasing rewards and reassess each employee to recognise After a while employees may feel that rewards may not motivate them anymore Keith may not want to undertake the ide a of rewarding and recognising employees substandard leadership abilities Retrain Keith Retraining programs for Keith within the company or externally will allow Keith to develop better leadership qualities and create a happier workplace. Advantages Positively effect employees to feel religion and support from Keith Keith can evaluate themselves as to what skills are judge to lead the employees Disadvantages may take a while for Keith to learn and adapt to these skills may be expensive Dismiss Keith Dismissing Keith will demolish the issue of poor leadership abilities and will allow the business to deputise him with a more experienced manager.Advantages Re-appoint a new manager who possess all correct leadership skills Employees are in a happier environment where they can get the support they need More time appropriate and efficient than retraining Disadvantages May be hard to find a replacement Employees may find it hard to adapt to a new manager and may be resistant to give them a chance due to their wondering(a) experience with Keith 6. Recommendation Consultative management style A Consultative management style is the recommended alternative for Keith to address to his employees.The character of management style used by Keith at this point is autocratic, which involves him making decisions for the hospital kitchen unilaterally. Although regular meetings are a good alternative by providing mediation and appurtenant towards employees, the informative management style involves a permanent change to the organisation. The consultative style would involve Keith discussing ideas of possible changes to be made within the kitchen, as wellspring as employees being able to give their opinions and ideas.By implementing a consultative management style, employees at the cafeteria will be able to perform to their optimum level, concentrating on increasing ballpark sense approach for Keith to meet the needs and wants of the employees, as well as making employ ees realise their own abilities and capabilities in performing tasks, (McClelland, 1987). Similarly to regular meetings, the consultative approach gives open communication, however remote meetings the consultative approach is more permanent in the workplace and is used daily, for example in decision making, gaining assistance with a task or getting support with a concern.This will benefit the kitchen, as the employees will respond more positively to any changes to feel more a part of the workplace and a sense of belonging. Keith will benefit from this style, as he will be given a broader play of ideas as well as maintain his authority to make the final decision. Goal Setting Setting goals is the preferred alternative for Keith to use within the kitchen. Despite the fact being rewarded motivates someone to maintain if not improve performance to be rewarded again, goal setting gives motivation. Goal setting enables employees to measure their make fores and work performance.This ena bles employees to gain feedback on their results, unlike rewards and recognition which just motivates employees to try harder to gain another reward rather than possessing the want to gain the self-satisfaction that they have improved. Edward Lockes theory of goal setting outlines that in setting specific and challenging goals it enables process and outcome gain (Locke Latham, 1990). Similarly, job design suggests a different form of motivating to increase their skills of different tasks, however it as well as does hold the ability to measure the improvement that setting goals do.If goal setting is alter by Keith, his employees would be able to achieve towards a higher performance, as well as motivating them to set higher goals with increasingly difficult tasks, once they have been achieved. Through Maslows hierarchy of needs, this can assist in setting goals with Locke and Lathams theory. Maslow theory suggests that although no need is every fully satisfied, a substantially sat isfied need no longer motivates an individual to satisfy that need (Robbins, Bergmann, Stagg and Coulter, 2012, p559).This suggests that in identifying each need, physiological safety social esteem and self-actualisation, employees at sir Charles Wilberforce can pinpoint what tasks they need to complete in order to grade to the next level. For example one of the employees may find that they feel they dont belong, in order to achieve this level they can set a goal to form relations with other employees on a professional basis. Once this goal is achieved they can move on to develop their esteem needs. Retraining KeithAlthough, retraining Keith may be considered a time consuming process, compared to the alternative of dismissing Keith, it appears to be a more logical approach. Through retraining, Keith is able to gain leadership skills that he may not be aware are ingrained skills he needs in order to be a manager. This will turn him from telling his employees what to do, to instead assisting and guiding them through changes. Despite the expenses of this method, it may also be difficult for Keith to cooperate as well as understand the concept of these skills however unlike dismissing, he will be able to improve and allow for a happier work.The trait theory suggests that it is impossible to identify and isolate characteristics from leaders from non-leaders. However there are seven traits associated with leadership, these being drive, the desire to lead, honesty and integrity, self-confidence, intelligence, job-relevant knowledge and extraversion, (Robbins, 2012, p605). at last with the retraining, Keith may possess these seven leadership abilities to involve his employees in decision making process and form a trust bond.