Management in Leadership

7434 Words Apr 7th, 2014 30 Pages
Final Exam
Case Analysis

MGMT 7135: Seminar in Leadership and Team Building

Table of Contents

Performance Management Model..……………………………………………………3

Communications.………………………………………………………………………..12

Leadership...………………………………...…………………………………………..13

Conflict.…………………………………………………………………………………..16

Perception……………………………………………………………...………………..17

Team Performance……………………………………………………………………..18

As Regional Director for Happy Face Frozen Foods (HFFF), I hold a great responsibility to meet sales projection levels at each of my sales districts. Hitting goal is not just a numbers game- it’s a task of managing people within the culture of the organization. My ultimate goal for District IV and district manager Tony’s performance
…show more content…
Because Tony is involved in some of the unethical action, a quick response is needed at the management and subordinate level. Nielson’s guidelines for changing unethical organizational behaviors are not easy, but start with an intervention strategy implemented by corporate guidelines and myself. Caution should be used as I could be misled on details, and do not want to damage relationships and hurt the organization unnecessarily. The advantage of leading an ethical change increases incremental performance, but must include Tony in the process of establishing ethical rules and procedures in order to implement long-term. Rallying others to agree for the good of the organization takes consensus building through patience and relationship building, and can happen with ability and courage. Tony perceives his abilities for his own “book of business” as a successful sales person to be a major part of his job requirement. As a superior, my perception of his skills and traits lack the ability to manage his people, and his personal success makes me doubt his capabilities even more as he ignores his job requirements to train and coach his sales team, especially the two brand new employees. Tony needs to understand the importance of socialization practices, and appreciate the problem of transitioning a new employee. To prepare Tony in the training of his team, helpful mechanisms to utilize change are found in the elements of Schein’s organization
Open Document