Promotion Case Study Essay

bloody shame Roberts had been with the keep company three years when she was promoted to conductor of the tax revenue department which was part of the controllers division.Within quaternity months she became a supervisor of ten staff accountants to fulfill a va elicitcy.Her victor believed her to be most restricted individual to fill the position. Many precedential employees resent her that she so young to fill the position and what do them more upsets was the incident tax managers did not dis run away the publicity.QUESTION1.What can bloody shame Roberts do virtually the resentful senior employees? Mary should tackle this genius on she should be direct and assertive round her expectation and when race argon crossing the root that means she lead to be clear with people when their behavior doesnt ensure her standards and she need to be go discovering To set and enforce consequence if it doesnt change2. shadower higher management do anything to help Roberts make th e transitions to greater responsibility? Yes, because they argon the wiz who put her in that position of course they leave alone help Mary interms of guiding it .3. will her lack of technical experience hinder Marys managerial effectiveness? No , because lacking on whatever aspects on technical knowledge cant bankrupt or destroy a company as enormous she prolong a guts to face and accepts failures4. Should Marys superior engender discussed the promotion with the senior employees before announcing it? No ,because its not their obligation to discuss it with the employee interms on promoting person because higher management chooses who deserve and employees should accept it. 5. Could many of the resentment be ground on the fact that Mary Roberts was a young woman? No ,because as long she love the stage business in that location is no resentment. 6. Should she need turned d bear 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 leadinghip ability and commitment to her black market7. Can a person turn down much(prenominal) promotion with kayoed hindering her c atomic number 18er in the company?Yes ,as long she is sincere to her decision not,because of the resentment of the senior personnelCASE STUDY NO.2Leo Harris one of your fire insurance company he is punctilious and anythingcoming out of his group is perfect.He always overworking,does not show authority and responsibility but rechecks in detail all the work turned out by his group. He keeps turning back to them cursory 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 shou ld watch or observe the employee performance to ensure that all employment are completed in accordance with spefication and deadline3. Which can he delegate?Maintain supervisory control. delegating is not the abandonment of jobs. As a attracter, you are still ultimately responsible therefore quantify should be set aside to observe and meet with the mortify for follow-through and review of the delegated areas. This follow-through will eat you the opportunity to coach the subordinate in his new assigned tasks. Time spent with your subordinate will also provide you with the information to solve whether to intervene or to allow him to fail and consume from his mistakes. 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 engagement of routine tasks to anyone who happens to be useable. There is a need to assess strengths, weaknesses and previous experience of all available personnel and then match them with tasks that will practice their strengths and experience.5. What are some of the leaders characteristics that Harris lacks?When theres a failure to communicate When leaders are constantly flummoxed by those who dont attend to get it, there exists both a leadership and communications problem. Showme a leader with curt communication skills and Ill show you someone who will be short-lived in their position. Great leaders can communicate effectively across mediums, constituencies, and environments. They are active 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 above self they will not engender the trust, confidence, and fealty of those they lead. Any leader is on ly as pricy as his or her teams disposition to be led by them. An over copiousness of ego, pride, and arrogance are not positive leadership traits. Real leaders take the blame and give the credit not the other way around. long story short if a leader receives a vote of non-confidence from their subordinates6. How can you go about growth them in him?Is to go out with your comfort regularise try to communicate.CASE STUDY NO.3The cosmopolitan manager has hired the services of a personnel executive director but has purposely not defined the catechumens role in the organization .As a line supervisor, have become involved in several arguments with this personnel 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. debate the above situation from a line point of viewSpecific job description should e disclosed to the line supervisor, class ical since an administrator is hired there should already be a work that needfully to be make full by the one hired. Even if the person is asked to ascertain its own niche we still need to get the role he applied and clean interchange it ,If additional 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. heighten a practical working relationship establish on the principles of good organization. Know your position and commute 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 sexually attractive to allowthe personnel administrator to find his own niche in the organization? Yes , as long as he knows what his original role and just mo dify if the business needs