Question: Why do supervisors fail to delegate? Question: What role does “training” play in the delegation process? Question: Why is it important for a supervisor to delegate? Need answers.
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Case Study: “The Do-It-Yourself Manager”
“Joanne was a capable and enthusiastic professional. She was promoted to manage a group of five professionals doing work very similar to her own past assignment.
“She began her new position thinking, “I was promoted because of my excellent performance in past assignments. Therefore, I must have greater expertise than any of my subordinates and can probably do most of the work better and faster than they can. I will train them when I have time, but right now I had better concentrate on getting the work out.”
“Joanne did not pass on any major assignments to her employees; she did the work herself. As time passed, her hours of work increased steadily and she was less and less available to her peers – and to her own supervisor, with whom coordination was important. Her employees were given only the most routine work, received no training, and actually knew very little about major projects in progress. One actually resigned because of the lack of challenge and personal growth. Joanne was too busy to replace him.
“Finally, after 60 days, Joanne’s supervisor called her in to discuss her performance. What would you have said to Joanne if you had been her supervisor?” (Reference: Robert B. Maddux, Delegating for Results, 1997.)
Question: Why do supervisors fail to delegate?
Question: What role does “training” play in the delegation process?
Question: Why is it important for a supervisor to delegate?
Need answers.
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- Case study Susan Chumley applied for a job at Suspenders plc, a subsidiary of the giant Megatron organization. She was successful and was pleased to accept the job as her friend Maureen also worked there. On her first day Susan was given an induction by her line manager Dave Sparkel, who also introduced her to the rest of the team. Susan noticed that the offices were very spartan and there were no personal items on desks or pinned to the walls – she was told that this was company policy. At lunchtime the other workers left the offices and returned ten minutes later with sandwiches that they ate at their desks while continuing to work. No one showed Susan where the sandwich shop was. After several weeks her colleagues became more approachable and she was invited to join a few of them for a drink after work. There she learned that their line manager Dave Sparkel was rumoured to be having an affair with the purchasing manager of their biggest customer, Lofticel, and that he had negotiated…After working as an assistant manager for two years, Rebecca Learner was promoted to the manager position. She did not have a degree from university, but she had over 15 years of experience in the restaurant industry. On her first day as manager, she met with the three assistant managers and all of the frontline employees to discuss ways they could take the restaurant forward. Some of the frontline employees expressed that customers often complained about several things such as hygiene, portion sizes, the appearance of the restaurant, employee uniforms, high labor turnover, and outdated menu items. Rebecca also asked customers what they liked and did not like about the restaurant. Taking all of the comments and suggestions into consideration, she started working with her frontline employees and managers on specific initiatives. They introduced new menu items, some of which were well received and others not so successful. They changed the tablecloths and plates, but the customers did…Part 1: Case Analysis Read the discussion forum below, which shows several employees' posts about how to develop a better performance review system. Then, answer the questions that follow. Jackson: Hi team, this week we’ll use this forum to discuss our performance review system. Specifically, we want to explore the benefits and drawbacks about the timing of our reviews. Currently, our reviews are conducted annually. The HR team wants to know what we think about quarterly reviews. The HR team wants us to share our views with them by September 10. Cynthia: I’ve never experienced quarterly reviews before, so it’s hard for me to say if that’s better. My hunch is quarterly reviews would be more fair and helpful. But, I also assume they take a lot of extra time for our managers. @Erin I think your last company held quarterly reviews. What are your experiences with more frequent reviews? Has anyone else worked at a company with more frequent reviews? Tell us what it was like. Erin: @Cynthia…
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- Please help me answer all of the given question for case study 1. Ben is assigned by his employer, Cartex, to work on an improvement to an ultrasonic range-finding device.While working on the improvement, he gets an idea for a modification of the equipment that might beapplicable to military submarines. If this is successful, it could be worth a lot of money to his company.However, Ben is a pacifist and does not want to contribute in any way to the development of militaryhardware. So Ben neither develops the idea himself nor mentions it to anybody else in the company. Ben hassigned an agreement that all inventions he produces on the job are the property of the company, but he doesnot believe the agreement applies to his situation because (1) his idea is not developed and (2) his superiorsknow of his antimilitary sentiments. Yet he wonders if he is ethically right in concealing his idea from hisemployers. An interesting historical precedent: Leonardo Da Vinci recorded in his journal…The increasing rate of employee turnover was posing a problem to Abhinaya Iyer, the head of the production department of a medium sized manufacturer of leather goods. Her goal for the new assessment year was to contain employee turnover considerably. Her initial analysis of the problem showed that, while a number of factors contributed to a reasonably commendable high rate of retention, there were an equal number of forces that made employees leave the organization as well. Questions: A) Discuss an Organization Development intervention that can be used by Iyer to effectively enhance employee retention. B) Also discuss the steps required to ensure high employee retention in the organization.as project manager selected to head the sargussum seaweed project, you are responsible for creating the human resources management plan. You have already identified the components of the plan and have started to develop it using the necessary tools and techniques. Explain why the following tools and techniques would be useful as you create the plan and show how they are used:1. Organisational theory2. Expert judgement3. Meetings
- Scenario: You are an international exchange student. You recently received a grade of D- on your first research paper that you worked on for several weeks. You were surprised and disappointed with the grade, as you felt that you had put a lot of effort into the assignment and had followed the guidelines and rubric outlined by the instructor. When you reviewed the comments and feedback from your instructor, you found them to be vague and unhelpful, with no specific suggestions for improvement. You plan to meet with your instructor to discuss their feedback. 1. Describe how you would demonstrate cultural fluency in the scenario 2.Describe how cultural fluency benefits your self-awareness.Assume the following situation: A junior member of the audit staff has just returned to work after taking special leave to care for her elderly mother. For financial reasons she need to work full-time. She has been having difficulties with her mother's home care arrangements, causing her to miss a number of team meetings (which usually take place at the beginning of each day) and to leave work early. She is very competent in her work but her absences are putting pressure on her and her overworked colleagues. You are her audit team leader and you are concerned that the flow of work through the practice is coming under pressure. One of her male colleagues is beginning to make comments such as "a woman's place is in the home", and is undermining her at every opportunity, putting her under even greater stress. Which of the following ethical principles will be least involved in this situation that you are facing as an audit team leader? a. Integrity b. Professional Behavior c.…Scenario: You are an international exchange student. You recently received a grade of D- on your first research paper that you worked on for several weeks. You were surprised and disappointed with the grade, as you felt that you had put a lot of effort into the assignment and had followed the guidelines and rubric outlined by the instructor. When you reviewed the comments and feedback from your instructor, you found them to be vague and unhelpful, with no specific suggestions for improvement. You plan to meet with your instructor to discuss their feedback. Describe the components of the conflict represented in the scenario. Describe different interpersonal communication strategies that can be used in conflict resolution.