You are head of HR for a large toy company. The CEO says he is sending down James to talk to you. James is the head of a division that makes toys.
Example case and memo
You are head of HR for a large toy company. The CEO says he is sending down James to talk to you. James is the head of a division that makes toys. You first saw him in February after James’s supervisor had sent you an email stating that James’s division was producing 20% fewer toys than the other divisions despite being given the same resources. When James arrives in your office, he seems confused as to why he is there. He understands that production is down, but he feels that it is not his fault. Each Monday morning, he talks to his team leaders, giving them their expected goals for the week. He tells them specifically how he wishes the goals to be accomplished. He feels that this sort of detailed assessment works best as, when he was head of the marketing division, he instituted such a policy of close instruction and sales went up by 15%. You ask him if he accepts any input from his team leaders when making decisions but he states that, as he has been with the company for 25 years and has been a team leader in the past, he knows what needs to be done as a team leader. He tells you that asking for their input would only waste valuable time, as they could tell him nothing new.
TO: Kelly Anderson, CEO Johnson Toys
FROM: Robert Smith, Smith Consulting Services, LLC
DATE: January 7, 2020
SUBJECT: Assessment and Recommendation for Toy Division
Per your instructions, I have met with James Taylor, head of the toy division regarding the underproduction issues. The meeting was productive, and although I did not make any suggestions to James, I gave him a few ideas to ponder. Below are my findings and recommendation.
In speaking with James, it is likely that the issue at hand is that of James’s autocratic approach to leadership—by this, we are referring to James not accepting input from employees about day to day operations of the company. Giving the employees some input into how things run would not only likely improve moral (i.e., reducing turnover), but it might produce fruitful ideas for the company.
I would recommend the following actions:
1) Meet with the employees of the toy division. This will give them an opportunity to discuss any issues they may have with either James, or the organization as a whole. Although the issues are likely a result of James’s autocratic approach to leadership, there may be other issues that need to be resolved.
2) Set up a permanent method for employees to relate ideas and issues to the company. this may be something as simply as a suggestion box, or it may be necessary at this point to have a set meeting each month with management and employees
3) Evaluate not only James’s leadership steyle, but also his place in the company. Again, without speaking to the employees, it can not be determined for certain, but it is likely that James’s autocratic leadership style is causing some issues. In order to alleviate these issues, James many need further leadership training. If this is the case, I would recommend the Zinko democratic leadership course. It is a 4-day, seminar style training that includes the introduction of democratic leadership to the organization. Alternatively, James are quite effective in his old position in the marketing division. If the issue turns out to be simply a bad fit between James and the toy division (i.e., that may or many not have to do with his management style), it may be easiest to simply return him to marketing.
4) Review how things are working 6 months from now and make any changes that may be necessary.
I would like to once again stress that without further information, a final determination cannot be made as to what the issues might be in this situation. I strongly encourage further research, speficially, I suggest opening a direct diolague with the employees of the Toy section.
If we may be of any further service, please do not hesitation to contact us.
Sincerely,
Robert Smith, CEO
Smith Consulting Services, LLC
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