Mouldtek Case Study

Mouldtek is founded in 2020 and the team was formed in 2021. The
organization is in its starting stage. The people in the organization are
new at this organization and they didn’t have face-to-face interaction
between them. There are 2 leaders at this organization, Mr.
Hanumanda Reddy and CEO Mr.Sandeep Saxena. Both of these
leaders have very different Behavioral Approaches to Leadership.
Working in family owned medium scale business for very long, Mr.
Hanumanda Reddy developed an Autocratic style of leadership. CEO
Sandeep Saxena meanwhile had a more laissez-faire approach. My
advice to the CEO would be that there could be a slight charge in the
organizational structure. Currently the departmental heads report to
Hanumanda Reddy who then reports to Sandeep Saxena. The new
structure can be formed such that there could be some direct
communication between the CEO and the Heads. The communication
should be very limited so that Hanumanda Reddy should not feel
threatened. At the same time, the CEO could take a more democratic
approach to Leadership. Currently the people at the organization are
not very mature especially Hanumanda Reddy despite having a lot of
experience. So taking a more democratic approach will inspire
Hanumanda Reddy to change his approach that is clearly not suitable
with well qualified departmental heads as it was with low qualified
people he previously worked with. The market can also accommodate
such a leader as it is not so dynamic and decision making is not on
the toes. When the decisions are directly considered by the CEO,
Hanumanda Reddy will also start to have more trust in his
subordinates.

Sandeep can introduce some new positive reinforcements at his

organization. As the people at the organization are all well qualified or
experienced, this will motivate all the people of the organization. He
needs to be self-aware about the way he speaks about this issue to
Hanumanda Reddy as he is more experienced and well equipped with
the technology. He shouldn’t address this directly as it might create
differences. The changes have to be made such that Hanumana
Reddy should never feel like his power at the organization is being
reduced. They should be adopted by the CEO such that it spreads
across the organization on its own.