1. Mr. Crane is the manager of a video production company. To maximize efficienc
ID: 443042 • Letter: 1
Question
1. Mr. Crane is the manager of a video production company. To maximize efficiency, he assigns associates to departments (e.g. film department, editing department, sound department, etc.) according to their talents and skills. After time passes, he observes that overall job satisfaction among associates is low and job performance is declining. Describe and illustrate how Mr. Crane would diagnose and improve motivation within his organization.
2. Discuss the difference between “Management” and “Leadership” in relation to how they may lead to different behaviors of employees.
3. Assess the impact of situational leadership methods on organizational performance in the following situation - An organization needs managers who have the ability to develop associates who can perform well when given a high level of autonomy.
4. Fly Cheap Airlines had to declare bankruptcy. A new CEO has been hired who has a reputation for her strategic leadership ability, and she quickly develops a strategic plan to reorganize the airline. Examine how effective teams could be used by Fly Cheap Airlines as part of their new competitive strategy.
5. Company X sells electronic equipment. Company X intends to acquire several smaller electronic production companies and incorporate them into the organization as functional units. Discuss the change process and suggest skills necessary for the responsible manager directing this change process.
Explanation / Answer
Ans:
1)
Mr. K is the manager of a video production company. To maximize efficiency, he assigns associates to departments (e.g. film department, editing department, sound department, etc.) according to their talents and skills. After time passes, he observes that overall job satisfaction among associates is low and job performance is declining. Describe and illustrate how Mr. K would diagnose and improve motivation within his organization.
Many times, managers assume that the best way to derive maximum results from employees is by assigning them to departments matching their talents and skills. However, this is not always true to ensure that the employees are satisfied and will deliver maximum results. Job satisfaction is easily lost in this way due to fact that each department has highly skilled employees. Usually, positions for career advancement would be few and since each employee knows that competition is stiff, their morale with over time decline as the best of the best comes out, with others feeling left behind and having no chance to change their status in the organization.
In diagnosing and improving motivation within the organization, Mr. K would need to review each employee individually. So doing, he would seek to establish particular departments each of them would like to work in and what tools each would require in making them top performers at their jobs. Mr. K would then also want to have each department have a mix of talents and skills. So doing would make the employees feel that they more or less complement each other, rather than competing with each other.
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