Case Study Assignment

Name: Suraj Regmi

Student Id: 301217943

Table of Contents
Part A: Case Study..............................................................................................................................2
Part B: Alternative Ending..................................................................................................................2
Part C: Inclusive outcomes.................................................................................................................3

Part A: Case Study

I used to work as a software engineer in one big company back in Nepal. I recall one of the
incidents from the company. We were working on a project that was highly time constraint. The
project failed as most of the employees including me left the project before and moved to
other companies due to the leadership style of our supervisor. I worked just as a developer in a
that and our engineering manager was responsible for managing several teams within the
department.

The supervisor had a very authoritarian leadership style and would frequently micromanage
and criticize our team members for minor mistakes or issues. Client would also give conflicting
instructions and change requirements without providing adequate instructions, causing
confusion and stress among the team. Additionally, the supervisor rarely acknowledged the
hard work and successes of our team, which led to low morale and decreased motivation.

As a result of this leadership style, our team members often felt frustrated, unsupported, and
undervalued. Several team members had already left the company due to the manager’s
behavior, and I was also considering doing the same. Despite efforts to address the issues with
the supervisor and HR, there was no improvement in the situation.

In the end, I also decided to leave the company and seek employment elsewhere, as the
negative impact of the engineering manager’s leadership on my work-life balance and mental
health became too significant. This situation highlights the importance of effective leadership
and the potential consequences of poor leadership on employee retention and well-being.

Part B: Alternative Ending

The OLF, or Ontario Leadership Framework, is a model that provides a guide for leaders to
create more inclusive and collaborative work environments. In the situation described,
adopting an alternative approach that aligns with the OLF principles may have led to a different
outcome. Here are some areas of the OLF that could have been applied:

Transparency: The clients in this case gave conflicting instructions and changed requirement
without adequate notice, causing confusion and stress among the team. By adopting
transparency, the supervisor could have communicated clear requirements and timelines for
tasks and provided regular feedback to the team. This would have helped to build trust and
reduce the anxiety and frustration experienced by the team.

Empowerment: The manager’s authoritarian leadership style may have made team members
feel undervalued and unsupported. By embracing empowerment, the supervisor could have
delegated tasks and decision-making to the team, allowing them to take responsibility of their
work and add contribution to the department's success. This would have helped to increase
morale and motivation among the team.

Inclusivity: The manager’s lack of acknowledgment for the hard work and successes of the
team may have contributed to low morale. By prioritizing inclusivity, the manager could have
recognized and celebrated the diversity of perspectives, experiences, and contributions of the
team. This would have helped to foster a sense of belonging and appreciation among the team
members.

By adopting these OLF principles, the outcome of the situation could have been different. The
team would have felt more supported, valued, and motivated, leading to increased productivity
and retention. The supervisor may have also benefited from a more collaborative and inclusive
approach, gaining insights and perspectives from the team that could have improved the
department's performance. I could also have stayed and worked till the completion of the
project. Overall, embracing the OLF principles can help create a more inclusive and effective
leadership approach that benefits both the team and the organization. I

Part C: Inclusive outcomes

The manager’s approach was authoritarian leadership style. He did not include other team
leads in requirement gatherings etc. but only gave sets of unclear instructions. If I was in place
of manager, I would make sure to take suggestions or comments from team leads if the
requirements are clear and feasible. Also, I would organize some recreational activities to
refresh team members and motivate and appreciate them for their work.