Case Study:-Allentown Corporation

Case Study:-Allentown Corporation

Abstract

Leadership is an essential tool in any organization. Successful managers make use of sufficient and adequate skills of leadership as crucial tools of profitability. A primary reason for having this particular analysis is to showcase how AMC failed due to a lack of proper skills in leadership. This specific paper makes use of a case studies analysis-based methodology that effectively finds the main problems in Allentown, diagnose, causal proof, and present an efficient plan of action that is supposed to be used by the management to solve all challenges faced.

Problem Definitions:

The main problem at AMC can well be, therefore, termed as poor performance, improper managerial ability, and skills. Poor leadership skills get witnessed across various departmental offices, which turns the making progress of decisions too tricky. Therefore, with these factors, they yield poor motivation towards employees, reduced development, and growth of employees. The process of change is, therefore, done in a way that subjects the organization towards more enormous challenges.

Diagnosis

The current problems depicted at Allentown Materials Corporation can get well explained as insufficient skills in management and inadequate management of employee’s relationships. These are alarming problems that were, however, rooted in Bennett’s time in charge of the company. Bennett has been described as very authoritarian, which forced other managers to act like him even though they could act differently. As soon as Rogers took power, he had significant weakness of not listening to others; instead, he made all decisions. The management and executive committee do not have regular meetings to make crucial decisions. Despite several changes made in the organization, many poor leadership skills got spotted among some functional managers.

Moreover, decision making is a complicated process. This particular process caused disagreement among people; thus, they relied on outsider’s assistance. This behavior was noted, particularly during meetings concerned with product development.

Causal Proofs

As pointed out by Neil (2004), leadership alongside with making of decisions and general communication is among the essential attributes needed by successful managers. Some skills lacking among the senior management but noted by Neil include insufficient information and data, lack of valid objectives, poor feasible identification options, and inadequate evaluations of available options. These are some of the essential managerial skills that lack at Allentown from the time of Bennett to Rogers’s time. Another crucial factor is the time factor that doesn’t receive any consideration. As clarified by Petsula (2007), the absence of weekly or daily plans focusing on both creative and administrative duties lead to fewer profit margins and very poor operations efficiencies.

The top management does not have time to check competitions regularly, has no methods of generating fewer costs on operation and significantly higher volumes in sales. The company doesn’t observe employees and customers, they don’t read the industry, and financial records have no regular reviews. The responsible individuals take much time before a meeting, whereby they waste a lot of time during proceedings. Rogers attends only one crucial meeting. Employees and other managers criticized Rogers in the wrong ways. Another bad thing done by the organization, as recognized by Petsula, is the fact that the organization doesn’t offer motivational talks and training sessions to employees. The changing process is, however, viewed as a significant challenge in Allentown.

Action Plans

Organizations cannot come to existence without individuals or employees, and for the individuals to be more productive, there needs the presence of proper leadership. Rogers may be a good leader, but other managers need some adjustments too. Rogers needs to master how other managers will specifically undergo development and training rather than shifting attention to the development of products. Employees face low motivation. This organization should develop employee motivation and facilitate employee growth. This particular growth can be, therefore, developed through substantial seminars and training programs. One essential action plan that should come up during the next meeting should focus on employee motivation and performance.

The organization should introduce motivation plans, such as bonuses, incentives, and commissions. Ethical developments are essential to this organization since many individuals have poor ethical standards. The organization should have important objectives that every manager and employee should work to achieve.

Risks and Alternatives

Risks

Allentown has leadership issues that can only be solved using proper mitigation strategies. Some of the dangers showcased in this organization are a clear representation of poor skills of leadership. For example, physical inflicted harm, loss of reputation, financial harm, and improper accountability. However, these risks can get corrected through the execution of proper alternative strategies.

Alternatives

Alternative strategies for proper leadership at this organization would involve democracy, cooperation between managers, consensus, and collegiality. The leaders present would put these alternative methods to practice for the proper running of Allentown. However, these alternative methods need proper advocating for the smooth running of any organization.

References

Neil Thomas. (2004). The John Adair handbook of management and leadership. India: Replica

Peter, J. Petsula. (2007) Successful business planning in thirty days. Edmonton, Canada; Petsula Media