Gridlock Meadows Case Study

There are distinct management and leadership styles portrayed in this movie. Using information learned in this course, provide examples of effective and ineffective management techniques you observed in the movie.

The purpose of this assignment is to figure out exactly what managers do and the how the outlook of management and the job of the manger varies from person to person and from environment to environment. Dr. Sey’s holds a managerial position at the County of Los Angeles and his work is

Some management styles may be best for the situation and some may not be. Therefore, awareness on different types of management styles will help the managers to handle different situations the optimal way. Different management styles are capable of handling different situations and solving different problems. Therefore, a manager should be a dynamic person, who has insight into many types of management styles such as:

Brenda Barnes began working at age 15. She would help out at a neighborhood flower shop for $1.25 per hour. She has come a long way since her humble beginnings. As a chief executive of Sara Lee, she earned as much as $15 million a year. In this research paper we will discuss her personal and professional background as well as her management style and skills. In addition, was she an effective manager/leader?

Management style: there are two types of manager: autocratic and democratic. Autocratic managers make decisions without involving the staff. This can be a good idea in some circumstances (for example the need to make a

The residential treatment center in the case study, Gridlock Meadows, is a good example of an organization. According to Krist-Ashman (2014), an organization is a social entity that is goal directed, linked to the outside environment, and designed as deliberately structured and coordinated activity systems. A social entity is a group of people who are together for a social reason (Kirst-Ashman, 2014). The residential treatment center in the case study is a social entity because it contains employees, residents, and possibly outside participants who are interacting with each other. Gridlock Meadows further fits the definition of an organization because it is goal directed, which means that it exists for a specified purpose (Kirst-Ashman, 2014). The specified purpose of Gridlock Meadows is to provide treatment for adolescent males with serious behavior and emotional problems. Although not specifically stated in the case study, one would assume that Gridlock Meadows is designed as a deliberately structured and coordinated activity system. Ways that this may be evidenced would be by the presence of different departments within the treatment center performing designated functions, for example Beverly may be part of the counseling department which would be separate from the food service department or the custodial department. Finally, Gridlock Meadows meets the definition of an organization because it is

Maintaining classical management approaches such as supervisory levels with clearly distinguishable and segmented organisation positions, responsibilities and roles and the appraisal, reward and sanction and of individuals based on achievement of work standards. Behavioural management approaches of Crowe Howarth include

In the 1930's union managers were able to agree that there was a need for new and better ways to handle employees. According to the McGregory Theory X and Y, there are two different ways managers view their employees. In theory X (which is the more outdated theory), managers believed employees needed supervision. They also felt they were, lazy, dis liked work, and that they needed direction. Theory Y indicates, managers vies employees as naturally active, like responsibility, and have self-direction. In order to successfully and progressively run an organization a manager would need to be more of a Theory Y, type of manager.

In the article “Command-and-Control Management is For Dinosaurs” Liz Ryan speaks about the need to get rid of the 1950’s “my way or the highway” mantra for managing businesses (2016). Ryan describes what this type of managing style is and includes things such as: “I’m the manager, so I make the rules,” “Your job is to do what I say,” and “You’d better be careful not to make a mistake, or cross me” (Ryan, 2016). She stresses the importance of abandoning this type of mangaging style because it not only hurts the employees but also the buisness overall. She encourages her readers by telling them they should look for new oppertunities if they are currently working for a Command-And-Control magment style buisness. She also has suggestions on how

Management styles are wide and varied across the entire world of work. The specific type of management that works for one particular set of workers does not always work for another group of employees. Almost everyone has come into direct contact with a manager at some point in their careers. It is the relationship between the employee and the manager that must be keenly developed; in order for an office, factory, restaurant, or similar organization to run smoothly and effectively. When an organization is being managed efficiently, workers are much more upbeat, production levels are optimal, and the overall working environment has a fragrance of positivity. In sharp contrast, when an organization is ineffectively managed, more times than

Organization is something which consist group of people which is use to plan, manage, work, arrange and set specific goals. In an organization we come across many things, short-term goals, long-term goals, different objectives and mainly various certifications and rules. Certifications do play an important role in every kind of organizational institution.

An organization is a legal entity that consists of people who share a common mission. This common mission motivates people to develop offerings such as goods, service, and idea. Those offerings create values for the organization by making profit on its sales, and also create values for its customers by satisfying their needs and wants.

Theory X describes a results-driven manager who issues deadlines and ultimatums, is elitist, does not build teams, is a one-way communicator and a poor listener, and a whole host of other negative traits. This is the "authoritarian" style, and while MacGregor's (Chapman, n.d.) treatment of this manager is overwhelmingly negative, these types of people often become managers because they deliver results. Theory Y managers, by contrast, as known as "participative" and are characterized by a host of positive adjectives.

Organization Development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency, and/or to enable the organization to achieve its strategic goals (2015, Wikipedia).

Organizations are complex systems which rely on people, structures and technology to achieve their goals and objectives. They are created to serve the needs of the societies or communities in which they operate and are influenced by both their internal environment (culture) and their external environment. As defined by Robins “an organization is a continuously co-ordinated social unit of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals” (Robins 2005).