Professional Documents
Culture Documents
Group 7
Group 7
1. If you were Brenda's manager, what will you advise her to do?
Perhaps I tell her to Learn to listen instead of telling. When you take the
time to listen to your co-workers, you may gain new insights or ideas that you
would not have thought of otherwise. Often, the people you manage have more
to teach you than you do them. Being a good listener is extremely important.
After reading the case analysis, we believe that situational theory is the
most appropriate leadership theory for this case. This is because, in our opinion,
being a situational leader means having a leader who will guide and explain
things to you if you don't have much experience with the task at hand, which is
what Brenda failed to do with Bill. All leaders must be adaptable and situational in
their response to whatever arises in their team and work environment. A
situational leader has a lot of variables to consider when working with a team
because each person has their own personality, working style, and experience.
Situational leadership shows how we adjust our style in response to these
factors. This means adapting your management approach to each specific
circumstance or activity to satisfy the needs of the team or team members.
This type of management style can improve the company's success and
career growth because a situational leader is a type of leader who likes to
constantly monitor their subordinates to ensure they are on the right track. As
they gain experience, it will be easier for you to adapt your leadership style to
different situations, and your employees will eventually adapt and respond to the
needs of today's changing work environment.
3. What control measures can be adopted to implement the changes that are
needed to improve the work conditions in this company?
With the world shifting the way they work, companies are evaluating
what’s the most effective way to build their workforce. I think these are the
measures they need to implement to improve their company’s working
conditions.
One way to do this is to make sure your goals are “SMART” – specific,
measurable, attainable, realistic, and timely. Before assigning an employee a
task, ask yourself if it fits each of these requirements. If not, ask yourself how the
task can be tweaked to help your workers stay focused and efficient.
Reducing training, or cutting it all together, might seem like a good way to
save company time and money (learning on the job is said to be an effective way
to train, after all). However, this could ultimately backfire. Forcing employees to
learn their jobs on the fly can be extremely inefficient.
Helping them expand their skill sets will build a much more advanced
workforce, which will benefit your company in the long run. There are a number
of ways you can support employee development: individual coaching,
workshops, courses, seminars, shadowing or mentoring, or even just increasing
their responsibilities. Offering these opportunities will give employees additional
skills that allow them to improve their efficiency and productivity.
In the case of Bill, his manager and the company itself needed to take
these measures in order to ensure an excellent output.
Group members:
Shania Quisha Bitac
Lee Dongkeun
John James Dumadag
Christine Mae Pamongcales
Ethan Uy