Case study 2 Assignment PDF

Preview

Summary

Mandatory...

Description

CASE STUDY ASSIGNMENT – 2 Leadership Communication COMM – 6019 – 84

Team Members

Vishnupriya Sujith - 0977904 Silvin Mathew – 0976579

1

A Series of Case Studies Regarding Effective Leadership Communication PART A: Case Study #1 -- The Disengaged Worker 1) The physical indicators that tell whether a group is attentive or not are as follows:  Not maintaining Eye contact  Day Dreaming  Talking to others  Using Phones  Looking Around  Hands are crossed 2) Things to do when the employee’s attention span is waning:  Encourage feedback from employees  Asking them Questions  Make proper eye contact  Arrange certain activities that involve employee participation such as Group works and discussions.  Move around while addressing  Use of intonation for grabbing their attention 3) Reasons why employees are not engaged in what you are saying:  Lack of proper hand gestures  If the speaker digress  Lengthy speech  Lack of proper intonation  Boring delivery 4) Methods to facilitate a successful meeting or session:  Use presentations with images, videos so that the audience will be attentive  Encourage participants to raise questions in order to keep them focused  Applause good ideas provided by the members  Include topics that are relevant for the meeting (current affairs, articles) 5) Differences between a training session and lecture:  Training includes the worker through questions, responses, and thoughts both mentally and physically through interaction, examples, or role-play. Lectures include one person who tells everyone in the room what they need to say. No questions, no thoughts, simply no participation.  Training sessions mostly include two-way communication. That is, between the trainer and the audience. But in lectures, communication is mostly one-way.  Lecture is a spoken lecture or demonstration that is typically offered to a group while training is an action to train.  Training is given to train the employee in an aspect to perform better and also it provides a platform to enrich their knowledge whereas lectures on the other hand only provide theoretical knowledge. 6) The key takeaway that we have learned from this case study is how to conduct a meeting effectively with the active participation of all the members by including discussions, encouraging feedback as well as a good visual representation and other factors which are essential for the success of the meeting. Case Study #2 – Training Planning

2

1)

The things that went wrong on Larry’s first day:  His trainer was a frustrated person who was not willing to train a new guy.  He was told to watch without providing the basic training  He was appointed on a busy day.  The senior line cook shouted to get hamburger meat from the fridge  He collided with another cook in the kitchen line

2)

Explanation of Seniority factor for Determining trainer An individual's seniority should not be the primary consideration in assessing the trainer for new employees. Although senior employees have experience and acquired skills, seniority in these circumstances should not be given much priority as all senior employees may not have strong communication skills, and some may not even be able to share their experiences and skills with others. There will be other less senior staff who are involved and have the potential to train as well as have good communication skills. They would be glad to train others and to share their experiences with others.

3) Good trainers don’t need to be employees who are good at their job. Efficient workers may be successful in their job, but lack the communication skills and supportive mindset required to train new employees. If they are named as trainers it will impact the newly hired employees' job and productivity. In most of the cases, the training efficiency depends on their personal skills and their corporation. 4) Character traits for a trainer:  Patience A trainer must be patient in order to train the members efficiently. They must be able to answer the repetitive questions that would be asked by the new employees and for this patience and enthusiasm matters.  Communication skills Trainer must have a good communication skill to make them understand each aspect of the job. He/she must explain the steps to be done in the new job.  Experience Experience does matters in becoming a trainer so that he must be able to clarify concerns and provide feedback about the job.  Engaging The trainer must be engaging to make the workers interested in their job for not losing their attention.  Knowledge A trainer must have knowledge to train others. Knowledge and experience becomes the most important character traits for a trainer. 5) The key lesson we gained from this case study is that seniority should not be the sole deciding factor for a trainer. To complete it successfully a good teacher should possess certain interpersonal skills.

Case Study #3 -- Engaging Senior Management

3

1) Certain strategies for stronger communication in an engaging management are as follows:  Active Participation/Listening Active participation and the active listening is the good strategy to build a strong communication in an organisation because it would help the managers to make correct decisions on the needs of the employees and they will feel safe and comfort under the manager.  Encourage Feedback Encourage feedbacks from the employees can be another way of stronger communication. This will help the managers to understand the suggestions as well as their grievances to help the employees and to understand the updates to be made.  Face to face communication Arrange more face to face or communication between employees and managers rather than emails or any other mediums. This would help them to get more individual needs and also, they will be able to meet each others by conducting meetings. . 2) The ways Senior Management should be involved in the communication programs/policies are:  Break Formal barriers The relationship between the senior management and the employees can be made effective by breaking the formal barriers between them. The management would be able to understand the needs of the employees by removing the tension of formality in the employees.  Be Transparent The senior management must be transparent in the organisation’s changes and their goals and directions. Employees are the major stakeholders of a company.  Build Relationship Open interaction is a great way of reducing workplace stress both socially and professionally. Relationship building makes a stronger communication.

3) Benefits of having Senior Management involved in the overall communication strategy:  Boosts up productivity The participation of employees will increase as a result of better communication techniques and aid in the growth of the company.  Organisational goals and visions Clarity about the goals and visions of the company would help the employees to strive towards achievement of goals  Discipline Ensures that the workers are not lethargic, and the work can be supervised and proper discipline in the organisation can be ensured. 4) key point of effective communication with all stakeholders  Facilitates proper decision making and results in more efficient organisational performance.  Line of communication becomes transparent and clear among all those who deals with the company.  They have the potential to drive innovation in the business  Establishing good stakeholder relationship  Build better and positive environment around the workplace  Forecasting about the uncertainties and implementation of plans with the active involvement of all the parties to the business (internal and external). 5) The key takeaway that I have learned from this case study is the importance of effective communication in the business. It helps the business to have a clear understanding of the strategies and visions of the organisation. Effective communication plays a pivotal role in boosting up the productivity and also build a strong and positive work environment.

4

PART B: Situational Leadership Communication Case Studies 1) From the first case study, I would choose the first option as the best as it clearly defines and assign the responsibilities of each team member and also provides a guideline for the successful implementation of the project. I rank 4th option as the worst because their wont be proper flow of authority as the work is performed by the team on their own, they lacks direction and there are chances of flaws in the work performed which may act as a hindrance for the effective functioning of business. 2) From this case, I would rank the 2nd option as the best as there exists a sense of team spirit and coordination among all the members. There also exists a proper line of authority so that the work is performed in a disciplined and more efficient manner. I would rank the 4th option as the worst as the departmental head is the one who should direct every members of the team towards achievement of the goals. He can ask for suggestions from the employees and the final decision is to be taken by the manager in the light of the objective to be achieved considering the opinions from all of them. He should also train the employees regarding the work to be performed. 3) From the above case, I would rank 2nd option the best as assigning new responsibilities to the employees based on past performance will create job satisfaction as they feels that their work is been honored by the management and help them to perform better. The workers will feel much appreciated and they try hard for better organisational performance and organising a team meeting will help to make performance evaluation and the manager can give feedback on that basis for performance appraisal. Option D is ranked the worst as the responsibility is performed by the team member themselves there is no proper direction to perform the work even though the resources are made available to them as per the requirement. There are chances of the work being discharged inefficiently. I should instead monitor the performance of each of them and give feedbacks and orders. 4) I would choose option B as the best since the manager must appoint workers who can work in a team and could plan and implement work and the manager should also possess these works. Thus, new works or tasks must be assigned to the team without being overwhelmed by developing the ability of the team members to work in a group. I could provide certain programs to develop their ability. As an operations manager, I would choose option D as the worst ranked role. I should not let the team continue to work as in the past when any consequences occurs. The team should not have any overwhelmed work and if anything occurs, I should not just attend meetings and leave the team without any help. The manager should ensure the satisfaction of the employees as well.

5

6...