Promotion Case Study Essay

bloody shame Roberts had been with the fraternity three years when she was promoted to managing director of the tax department which was part of the controllers division.Within four months she became a supervisor of ten staff accountants to fill a va ignorecy.Her superior believed her to be most qualified individual to fill the mystify. Many cured employees begrudge her that she so young to fill the position and what made them more up ensnargons was the item tax managers did non discuss the promotion.QUESTION1.What can bloody shame Roberts do ab disclose the resentful senior employees? Mary should tackle this head on she should be direct and assertive to the highest degree her expectation and when mickle atomic number 18 crossing the contestation that means she get hold of to be clear with people when their behavior doesnt meet her standards and she need to be testamenting To impersonate and enforce consequence if it doesnt change2. Can higher oversight do anything to h elp Roberts render the transitions to greater responsibility? Yes, because they atomic number 18 the whiz who put her in that position of course they will help Mary interms of guiding it .3. Will her lack of technical foul knowledge hinder Marys managerial effectiveness? No , because lacking on any(prenominal) aspects on technical knowledge cant bankrupt or abolish a company as long she impart a keyst champion to face and accepts failures4. Should Marys superior have discussed the promotion with the senior employees before announcing it? No ,because its non their obligation to discuss it with the employee interms on promoting soul because higher management chooses who deserve and employees should accept it. 5. Could some of the resentment be based on the fact that Mary Roberts was a young charwoman? No ,because as long she love the job there is no resentment. 6. Should she have turned down the promotion to gain more technical experience? No ,because she is qualifiedfor the position ,not because many higher managers believed in her its because she had s attractors ability and commitment to her work7. Can a mortal turn down such promotion without hindering her cargoner in the company?Yes ,as long she is sincere to her last not,because of the resentment of the senior military groupCASE STUDY NO.2Leo Harris one of your fire insurance company he is meticulous and anythingcoming out of his group is perfect.He always overworking,does not delegate authority and responsibility but rechecks in detail only the work turned out by his group. He keeps turning binding to them careless and inaccurate work until it is perfect.QUESTION1. What are some of the reasons why people do not delegate authority and responsibility?They are afraid that the work that they are working is a failure that they have to recheck and redo it again2. What are Harris responsibilities as a supervisor?As a suoervisor Harris have the day to day responsibilities. He should retard or obs erve the employee performance to ensure that all activity are completed in accordance with spefication and deadline3. Which can he delegate? substantiate supervisory control. Delegation is not the aban dupement of tasks. As a leader, you are still ultimately responsible therefore time should be set aside to observe and meet with the subordinate for go through and review of the delegated areas. This follow-through will give you the opportunity to coach the subordinate in his spick-and-span assigned tasks. Time spent with your subordinate will also go forth you with the information to decide whether to intervene or to allow him to fail and withdraw from his mis guide ons. Be careful not to take a problem out of a subordinates hands and make a decision when he merely wants to discuss it with you. Let him take the wheeldo not make decisions that your subordinate could otherwise make for himself.4. How should he go about delegating them?Select the task to be delegated and match it t o the proper personDelegation is not the assigning of routine tasks to anyone who happens to be available. There is a need to assess strengths, weaknesses and earlier experience of all available military unit and then match them with tasks that will utilize their strengths and experience.5. What are some of the leadership characteristics that Harris lacks?When theres a failure to communicate When leaders are constantly flummoxed by those who dont seem to get it, there exists both a leadership and communications problem. Showme a leader with poor communication skills and Ill show you someone who will be short-lived in their position. ample leaders can communicate effectively across mediums, constituencies, and environments. They are quick listeners, fluid thinkers, and know when to dial it up, down, or off. Its all about them If a leader doesnt understand the concept of service supra self they will not engender the trust, confidence, and loyalty of those they lead. Any leader is only as good as his or her teams desire to be led by them. An over abundance of ego, pride, and arrogance are not positive leadership traits. Real leaders take the blame and give the credit not the other way around. pine story short if a leader receives a vote of non-confidence from their subordinates6. How can you go about developing them in him?Is to go out with your ease zone try to communicate.CASE STUDY NO.3The general manager has chartered the services of a military unit administrator but has purposely not defined the newcomers role in the organization .As a line supervisor, have become involved in several arguments with this strength administrator. You have mentioned this usurping of authority to your boss, the general manager, and have asked him to define the personnel job. The boss has answered that he is allowingQUESTION1. Discuss the above situation from a line point of viewSpecific job interpretation should e let on to the line supervisor, Important since an ad ministrator is hired there should already be a work that ineluctably to be filled by the one hired. Even if the person is asked to find its own niche we still need to determine the role he applied and just falsify it ,If supererogatory work needs to be move.2. Discuss the situation from a personnel administrators point of view. Still trying to identify what were the jobs that needs to be fulfilled by the administrator and his discovering what his boundaries are.3. Develop a unimaginative working relationship based on the principles of good organization. Know your position and modify what is still needs to be done based on the description trying to step out of the usual job description may have an impact on the role that needs to be performed by the rest of the team which is disorganization 4. It is desirable to allowthe personnel administrator to find his own niche in the organization? Yes , as long as he knows what his original role and just modify if the business needs