Dynica Software Plant manager case Study

Dynica Software Plant manager case Study

1. What I fee are the causes for the lack of management effectiveness I am experiencing

Although numerous issues could be making it hard to express leadership role in the organization, the course material book helped me identify the critical concern. According to Whetten, Cameron, & Woods (2007), millennial reject the idea of strict hierarchies at the power and believe they ought to have a voice as senior people in the organization. As a result, most young manager experience difficulties in managing both junior and senior core workers. Such made me realize the mistakes that o have been doing within the organization. In many instances, I always come upon with changes within the plant that if feel is really significant, as a result, I end up imposing the changes to my management team for implementation even without considering their views. As a result, there has been a gap in our interaction which seem to be the major issue affecting the company.  From an analysis, I have been employing retribution mode of influencing the management team. As a result, the managers always need to be pressured and checked regularly to pursue the indented goal. It has always been challenging to follow up with each one of them being a busy person with numerous roles and responsibilities within the organization. Thus they have been reluctant hence the low performance.

2. Based on your qualification and experience, what personal power strengths or weakness do you bring to your new plant manager position? Is there anything you can do to improve your power and influence?

Several factors determine one’s power in an organization. Among them include personal attribute and position characteristics. Although the importance of each depends on the type of organizational structure, there is a need for an individual to develop both of them. From an analysis of different sources of power, I found out my primary source of power is expertise. My qualification and experience from various organizations contribute significantly to my knowledge in leadership. However, according to Whetten et al., (2007), expertise in not the only source of power required in an organization. From my analysis, I power from the interpersonal attraction. I rarely interact with my subordinate staff members. As a result, I always know less of their welling and issues affecting them in the workplace, such as sick relatives. Although I have organizational power form effort, I feel that lacking the interpersonal attraction power has been my weakness. Other leaders within the management team do not think that I care about them. I believe developing my interpersonal attraction power will help me improve my organizational power and influence.

3. Based on the current situation, how might you use the three influencing techniques to be most effective in getting your management team on board with you

Considering the current situation in the new plant, there is a need to evaluate the best applicable model of influence. Such is necessary because to change the organizational structure, ability to influience is necessary to make all leaders within the different department accept the changes. Besides, the failure of the current mode of influence applied proves to have failed because the management team does follow the laid down task as planned in the meetings. However, in some instances, there is a need to incorporate the three different influencing techniques. For example, to implement the changes, the reasoning mode of influence is required. That involves holding the management team meeting to discuss the proposed changes and listening to each member view concerning the same. However, in instances where there is a severe violation, there will be needed to employ retribution style of influencing.  Consequently, the reciprocity way of influencing the team can be applied when implementing the plant’s objectives and goals. However, there should be a balance between each mode of influence. Such balance involves using the right method in the right situation. For instance, as it has been before, employing retribution way of influencing to implement organizational change might not work. Leaders seem to feel not valued and take the manager as a boss rather than their leader.

4. What can you do to turn the new plant and this career-threatening situation around quickly?

Based on the current state of the new plant, several changes can be made based on the mode of management to ensure the current threatening situation is reversed. First, given that the department manages can discuss their issues with the former managers’ instead of me, there seem to fear among them. The fear could have been created by the model of leadership I have depicted in them. From the analysis, I have identified a certain weakness in my leadership that I have to change. First, I have been acting overly ambitious. After I was assigned the new role as the plant manager, I planned to make the plant perfume exemplary to receive the years’ award. As a result, I have been pressuring the department leaders to overwork by setting an unreasonable target for them. Being a new plant, I now understand the need to escalate slowly in production over time. As such, I will review the goals and set targets with my management team and test their visibility based on past performance. Besides, I will enhance the interpersonal relationship I have with my management team. Currently, I have not been spending less time with them, and thus ever since I took over, I have not formed a bond with any of them. Such could be the reason why they choose to discuss the matter to their former manager but hide from me. According to >>>, establishing a strong bond within a team helps in enhancing teamwork and interaction. Besides, it helps in understanding each other strengths and weakness with an organization.

Referencing

Whetten, D. A., Cameron, K. S., & Woods, M. (2007). Developing management skills. Upper Saddle River, NJ: Prentice-Hall.