Case Study Assignment
On the basis of the Techno Greats case study, it is identified that the major problem that Ed is facing is the lack of proper planning or organizing principle of management within which it struggles to manage everything at a single time. It does not make proper planning in context to lab work or poor employee work performances within which labs are suffering (Jalava et al., 2013).
Moreover, he also failed to decide whom he needs to replace with whom as he is so busy with his work. Besides that, he was also unable to implement its previous decision such as trade investment or the development of right marketing plan.
At the same time, it is found that Ed performs all his work on the same day within which all work activity gets interrupted and nothing is implemented. Because of this practice, he feels a burden on himself. Thus, the improper planning about the different work activities creates a problem for Ed in order to run the firm properly and play his role in an appropriate manner.
However, the inability to focus on conceptual and strategic work is a real problem for him as he started thinking about the different projects in the morning but now he landed up to different and lot of work due to he does not focus on his previous projects (Cousins et al., 2016).
The major reason behind this is the improper strategies focus due to everyone in the laboratory and organization is dependent upon him. It is found that he does not allocate the responsibilities or authorities to different human resources and hold all duties in his hand and this gives rise to the problem of over-burden. This practice also reduces innovation in the workplace.
This is because when workforces dependent upon their manager then they never take pain to decide or plan implementation and just the footsteps of their head. So, it is a must for Ed to address this problem in an early manner through undertake the right solutions.
In concern to the problem which Ed is facing in the current scenario includes two types of symptoms.
- The operational symptoms for the problem of poor planning are the lack of proper strategies or poor workforce’s skills. These two symptoms are the major consequences within which the problem of poor planning occurred.
- The behavioural symptoms for the problem include poor leadership quality of Ed and inappropriate behaviour of employees towards the work. It means that Ed largely focus on the democratic style that proved to be harmful to him as he takes large responsibility for himself that his employees or supervisor take no responsibility just look at him for work allocation (Klein et al., 2013). Thus, in that case, the giving of high liberty affected the work performances and it also result in the pending of large work performances.
Thus, these operational or behavioural are the major symptoms within which the root cause of poor planning problems gets occurred. However , there is a need to address such a problem through undertake proper planning or organizing steps as it helps Ed to reduce their future burden and implement multiple activities in a proper manner.
The likely cause for the problem of the poor problem is as follows:-
- The use of inappropriate leading style within which every staff member largely depends on Ed.
- The poor strategies of firm also result in the creation of such problems
- The lack of clarity on the firm expectations towards the individual is another problem within which they failed to perform better.
- The improper definition of organizational goals and objectives is another area within which Ed fails to perform its role (Johnson et al., 2013).
- The lack of delegation of work responsibility with authority also becomes a cause behind the increasing burden on a single individual.
With respect to the given problem in the case study, there are two possible options that can be implemented. It mentions below:-
The first one is to undertake the delegation of work with authority within which Ed is not responsible for managing each and every task of work and is unable to face the large burden. This could allow him to make wise future decisions for the development of the organization (Amanchukwu et al., 2015).
In support to this solution, the principle of management cited that Authority is the aspect which management needs to concentrate largely as it is stated that Managers must have the authority to give orders, but they must also keep in mind that with authority comes responsibility.
The principal clearly proposed the idea to Ed to allocate the responsibilities to individuals at the laboratory so that he can reduce the stress level encourages people to develop the strategies to perform better.
The allocation of work also helps the workforces to become competent and learn different skills within which is able to bring innovation at the work activity and contribute better task performances.
However, the delegations of work as per the skills specialization of an individual also contribute excel to organization in terms to achievement of outcome on proper manner. Thus, it is important to allocate the task to an individual as per their skills or expertise so that he/she can perform productive results to business (Nancarrow et al., 2013).
On the other hand, Ed needs to change its leading style from democratic to transformation or situational based leadership within which leader need to change its style of guiding based on current situation. This practice helps the leader to influences the individuals properly and gains positive outcomes from the workforce.
However, a transformational leader is the one where a leader works with teams to identify needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of a group.
It is an integral part of the Full Range Leadership Model as this style incorporates all positive aspects which not only influence the work performances but also bring long-term healthy relationship.
Furthermore, the implementation of any of the style proposals could help Ed in terms to solve the problem of overburden and poor planning process at the organization. Thus, it is important for the management to execute the given proposals on appropriate manner.
Moreover, these proposal executions can offer the right form of innovation or strategic accomplishments which contribute towards the success of the firm (Reed et al., 2014). It means that the use of right leading style along with delegate right set of activities to deserved people will increase the chances of profit and succession.
This section covers the implementation criteria within which the proposed solution can be developed and identify the outcomes of these areas.
In concern to the implementation of authority aspect, it is important for Ed to firstly analyze organizational structure and then identify how he can allocate the work with responsibility.
For this, the firm requires assessing the internal workforces capability to perform the task and ability to make decisions on regard to work activity. If in case, the employee performances evaluation outcome is not appropriate then there is a need to conduct the training session for individuals so that they work properly and contribute productive results (Jang & Kim, 2015).
Other than that, the management also needs to analyze the external factors such as suppliers availability, customer preferences as these factors directly affect the planning strategies of management. So the evaluation of external forces is equally important in the current scenario. This can be done through undertakes PESTLE or Porter’s five forces model. These analyses help to evaluate the external environment of a business so that the right decision can be made.
At the same time, Pournasir (2013) stated that delegation of work tasks is proven to be beneficial activity for the firm as it helps the management to provide the work to individuals based on their skills so it helps them to complete the work within the limited time and with higher efficiency.
Besides that, the delegation of authority also assist to make a successful or effective plan as with the understanding of the personnel skills or expertise, the manager can develop the plans and work allocation accordingly. That’s it is stated that delegation of authority is proven successful for Ed in terms to make proper planning about the different activities and able to implement it successfully.
Moreover, empowering of subordinates to take decisions in their area of expertise speeds up the work process as they don’t have to seek approval at every step as this helps to save a large number of managers in terms to analyze the field then make strategies followed by implementation of such practices.
The leadership style can be developed on the manager through allows them to evaluate the performances of all individuals through undertake their feedback and then accordingly conduct the development session for them so that they improve their skills and contribute best effort into the business.
At the same time, the reward and recognition practices also assist them in influences the individual in a positive way as recognized employees are always ready to show their more effort on business. Hence, this way Ed can be able to strengthen their leading skill and develop the right set of planning (Cousins et al., 2016).
Budget estimations for both the options:-
| Activities | Estimated cost |
| Conduct of training session | $200 |
| Introduce of reward and recognition | $150 |
| Use of PESTLE or porter tool for analyzing of external environment | $300 |
On the basis of the above decision criteria, it is identified that there are two proposals are suggested to Ed. It includes Delegation of work authorization and the use of the right leadership style. Among them, the delegation of authority considers as the most relevant one.
It is because after analyzing the case study, it is identified that every member on the firm is dependent upon Ed for the suggestion and decision-making due to which the performances are also getting delayed. The chances of positive outcome are also declining. Besides that, the selection of this proposal also helps the workforces to become independent and develop a better understanding about their skills and accordingly contribute productive results.
That’s why this proposal is suggested to Ed in order to make a plan and allocate the work as per the efficiency of employees so that chances of achievement get increased and he can reduce the high work burden over him.
This section includes the implementation plan for the proposed solution. For this there are four major steps need to follow. It covers the following:-
- Build the plan:- The plan needs to include the evaluation of employees skills first so that work can be delegated accordingly. For this, test, interview or personal observation can be the best-suited options for managers.
- Manage Resources:-It is important to manage the resources in a way to hire the specialized staff who offered great service to firms. However, the incorporate of right technology is also important to perform the task successfully. Thus, these areas assist the manager to delegate the work and plan successfully.
- Prepare timeline and schedule:- It is also must to complete of each task on time so that solution can be implemented within the relevant time.
| Activities | Time duration |
| Use of SWOT analysis | 2 months |
| Analyzing the individual performances | 1 month |
| Provide them feedback | 15 days |
| Conduct training session | 20 days |
| Delegate of work | 1 month |
| Monitoring of performances | 1.5 months |
- Evaluate the impact of implementation process
The evaluation of this solution can be justified with the feedback from the employees that how much they able to contribute at the workplace and what all areas they need to improve their skills. Other than that, the organization succession growth are also analyzed in order to evaluate the impact of solution implementation i.e. delegation of authority along with work to individuals.
In order to measure the success for 3 months, the management can opt for quantitative metrics i.e. survey and personal observation. It consists of conduct of a survey among the internal staff in respect to identify their response over the working environment and invite their suggestions for improvement (Nancarrow et al., 2013).
This area could help the individuals to timely complete the task with high expertise. Thus, this is the best method to measure the success of the solution.
References
Amanchukwu, R. N., Stanley, G. J., & Ololube, N. P. (2015). A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), 6-14.
Cousins, I. T., Vestergren, R., Wang, Z., Scheringer, M., & McLachlan, M. S. (2016). The precautionary principle and chemicals management: The example of perfluoroalkyl acids in groundwater. Environment international, 94, 331-340.
Jalava, K., Pölönen, I., Hokkanen, P., & Kuitunen, M. (2013). The precautionary principle and management of uncertainties in EIAs–analysis of waste incineration cases in Finland. Impact Assessment and Project Appraisal, 31(4), 280-290.
Jang, I. S., & Kim, M. S. (2015). Implementation of the Shore-based Maritime Information Service Platform for e-Navigation Strategic Implementation Plan. Journal of navigation and port research, 39(3), 157-163.
Johnson, D. D., Blumstein, D. T., Fowler, J. H., & Haselton, M. G. (2013). The evolution of error: Error management, cognitive constraints, and adaptive decision-making biases. Trends in ecology & evolution, 28(8), 474-481.
Klein, S., Schreml, S., Dolderer, J., Gehmert, S., Niederbichler, A., Landthaler, M., & Prantl, L. (2013). Evidence‐based topical management of chronic wounds according to the TIME principle. JDDG: Journal der Deutschen Dermatologischen Gesellschaft, 11(9), 819-829.
Nancarrow, S. A., Booth, A., Ariss, S., Smith, T., Enderby, P., & Roots, A. (2013). Ten principles of good interdisciplinary teamwork. Human resources for Health, 11(1), 19.
Pournasir, S. (2013). Key success factors of strategic management implementation in SMEs in Iran. Journal of International Studies, 6(2), 65-78.
Reed, M. S., Stringer, L. C., Fazey, I., Evely, A. C., & Kruijsen, J. H. J. (2014). Five principles for the practice of knowledge exchange in environmental management. Journal of environmental management, 146, 337-345.
