prompt final

4

Garden Depot case study

Shawnette Howard

SNHU

Corrective actions

In Garden depot there are various issues which are causing problems and one of the major issues is bad leadership which has resulted into role conflict. Role conflict is where some of the employees have to fulfill various conflicting demands related to their jobs. To solve this the corrective action is to change the management of the organization (Steers & Lee, 2017). Some of the employees also lack the necessary skills and knowledge to perform their tasks and hence there is need for training of the employees.

Quantifiable metrics

The main aim of the corrective actions is to enhance productivity which can be measured through various metrics. The first metric is Planned-to-done ratio where the management will ask itself how much work its team actually completes. Tracking whether the tasks and projects in the organization are completed in the way the management desires is a way of measuring the employees’ capability of getting work done in the depot. Customer satisfaction will be needed to track how well customers are satisfied with the services and products from the business. Lastly revenue per employee can be used to measure how much revenue is generated by the particular employees and hence the employees who are pulling the organization behind will be identified.

Areas of resistance

The first area of resistance is employee resistance towards the change of the management due to the fact that they are used to the existing managers. The recommendation for this resistance is to brief the employees before the change. Another area of resistance will be lack of management support towards the training of employees. This can be fixed by changing the management first before training process. Lastly there could be resistance of employees towards training since they might view it as added work. The employees need briefing on the importance of the training programs to them and the organization.

Leadership styles

The leadership styles on employee engagement and employee empowerment are very poor in the organization. Some of the employees do not have the skills which are needed to complete their responsibilities and this means that they do not have the right training. Most of them are also not aware of their work environment due to the lack of fit between their individual tasks and the organization (Oc, 2018). The employees need to be aware of their responsibilities for the performance of the organization to improve.

Team building process

My experience with the team building process is that it’s a good way for the organization employees to know each other, accept the differences between themselves, and realize each other’s weaknesses and strengths. The Tuckman model is very important in the organization as it helps create a clear vision for a team. With the model a team is able to focus on specific goals and complete the needed tasks and responsibilities.

Effective Leadership and Team Building

Participative leadership will help ensure that employees are involved in all affairs of the organization and this will increase productivity and the employees’ sense of belonging. A transformational leadership style would also help the management inspire the employees to impact change in the organization (Pollack & Matous, 2019). Team building in the organization could involve a retreat of the management and employees to solve the issues between them.

References

Oc, B. (2018). Contextual leadership: A systematic review of how contextual factors shape

leadership and its outcomes. The Leadership Quarterly, 29(1), 218-235.

Pollack, J., & Matous, P. (2019). Testing the impact of targeted team building on project team

communication using social network analysis. International Journal of Project Management, 37(3), 473-484.

Steers, R. M., & Lee, T. W. (2017). Facilitating effective performance appraisals: The role of

employee commitment and organizational climate. In Performance measurement and theory (pp. 75-93). Routledge.