Discuss about the Case Study Analysis for Atchison Corporation.
The case study of Atchison Corporation reflects the leadership style of the company. Company being an established organization, the company has adopted different strategies in order to manage the workforce as well as the operation of the business. Thus it can be stated that the case study reveals the leadership and the managing workforce. As per the case study, it is seen that after Millman was appointed as the manager of the Atchison Corporation, the introduced competition within the employees. According to him, competitive environment increases the effectivity as well as the productivity of the workforce (Avolio and Yammarino, 2013). As competition among the employees keep the employees motivated and they are encouraged to give their best effort towards the growth of the company. More than anything Millman exclusively stressed on the employee effectivity. In addition to the completion among the employees, Millman encouraged the employees to achieve each month’s target in every month. To compare the post Millman scene with the pre Millman organization, it can be said after Millman was appointed, the productivity of the company increased. Millman had adopted several strategies in order to improve the business operation. He made the entire work competitive which itself forces the employees to become remain efficient towards achieving the target and even more than the target. Millman’s contribution to the company is indeed noteworthy. In this regard, it must be mentioned that the leadership style of Millman is autocratic (Bargau, 2015). Employee interest was overlooked and he essentially demanded the workforce to be extremely productive. Therefore it has been understood from the case study that most of the employees were valued at workplace and were treated ethically where as employee satisfaction lowered during the supervision of Millman. On one hand, it is seen that quality of the work has been improved as employees tend to outperform each other by incorporating innovations. While contrasting the post Millman scene and the pre Millman organization, it will be right to state that after Millman took the charge of supervising the company, the efficiency of the company expanded. Millman had embraced a few techniques keeping in mind the end goal to enhance the business activity. He made the whole work environment aggressive which itself empowers the representatives to wind up staying effective towards accomplishing the objective and considerably more than the objective. Millman’s commitment to the organization is undoubtedly significant. In such manner, it must be specified that the leadership style of Millman is totalitarian and aggressive. Worker intrigue was disregarded and he basically demanded the workforce to be to a great degree gainful (Bolden, 2016). Therefore it has been comprehended from the contextual analysis that the vast majority of the employees were esteemed at work environment and were dealt with morally where as worker fulfillment brought down amid the supervision of Millman. On one hand, it is seen that nature of the work has been enhanced as representatives had a tendency to beat each other by fusing developments. On the other employee dissatisfaction emerged as one of the major issue for the company.
It must be agreed that Millman’s contribution for the betterment of the company is noteworthy. However as employees is the unmistakable part of any company, the Atchison corporation need to look after the employee satisfaction. Keeping Millman’s strategy of competitive strategy intact, the authorities must assure that the each employee is valued at the workplace of the company. There are some disadvantages or risk factors of the competitive strategy (Bolman and Deal, 2014). It has been observed that some effective employee cannot cope up competitive environment often they are lagged behind. Instead of autocratic leadership strategy, the company can be adopting democratic leadership strategy. In democratic leadership strategy, the employees will be welcomed to share their opinions. The leadership will help the employees to feel valued. Unlike the autocratic leadership strategy, the democratic leadership style values the workforce more than any other aspects. The one of main component of democratic leadership is the employee engagement. In democratic style, the leadership or the manger of the Atchison Company will be encouraging the employees to share their thoughts. In addition to that the proposed leadership style will be informing the employees about every decision before making them. The employees will be more productive as well as they will be enthusiastically come ahead to put innovations in work (Chiabrishvili and Chiabrishvil 2013). The leadership will be encouraging the employees to work in group rather work individually. Instead of an aggressive and competitive work environment, the manger or the leader will motivate team members or the group members to cooperate each other. Communication will be one of the most important factors of democratic leadership style. Therefore the manger of the company will keep them available so that whenever the employees will be in trouble, they will approach to the manager easily (Crawford 2012). Along with that the leader must have strong negotiation ability thorough which he o she will be able to manage difficulties not by compromising but by negotiating. Within the workplace and outside the workplace, for instance in cases of finalizing deals with the clients, suppliers and so on, the manger need possess strong negotiation skill and the ways to apply them in a right manner. Apart from that the leader or the manger at Atchison Company must be continuously focusing on addressing issues or challenges in order to eliminate them before it emerge as serious one. To be specific the below mentioned aspects can be included in order to improve the management of the company (Hallinger, 2013):
Some changes that are essential have been identified and explained in the above. For example, the leadership style of the company needs to be changed from autocratic to democratic which will be the primary change in the company. However, there are several other aspects which are needed to be improved. Communication will be second most important aspect that needs to be improved between the leadership of the company and the employees as well as between the between the employees themselves. Other factors needed to be changed include negotiation strategy of the leadership, cooperation among the employees and ethical behavior. Even though the changes have been identified and elaborated, the consequences of Millman’s strategies need to be discussed (R?ducan and R?ducan 2014). Therefore to begin the discussion on the consequences of Millman’s strategies or the post-Millman organization, the light must be shed on the ethical behavior within the workplace of company. The case study reveals issues like ‘stolen’ sales which indicate violation of ethics of the employees. If the issue is left unaddressed it might turn into serious nature of crime leading towards the fall of the business. While the fall of the business has been discussed as the long term consequence, the short-term consequence of the issue is loss of the company. Similarly another issue was found to be affecting the business process that is the non-cooperative attitude of not only the employees but also the manger of the company. The non cooperation among employees decreases their productivity. In other ways, the employee retention of the company is in danger. On the other hand, the environment of the workplace of the company has become aggressive and suitable for the employees to be sustained there. Employees’ satisfaction is in danger as per the given scenario of the company in the case study. Millman’s strategy does not consider the issues of employees. The case study reveals that most of the employees are unhappy with Millman’s strategies which do not value the contribution of the employees rather only focus on more production instead (Renz and Herman 2016). This issue may lead to employee strike which will be creating greater consequences for the company. It will be right to state that the issues which have been identified have both short term as well as long term consequences. Therefore the changes were suggested while comparing the post-Millman scenario with the pre-Millman scenario. Communication will be second most important aspect that needs to be improved between the leadership of the company and the employees as well as between the between the employees themselves (Riaz and Khalili 2014). Other factors needed to be changed include negotiation strategy of the leadership, cooperation among the employees and ethical behavior. It will then be rightly stated that in order to avoid the consequences, the leadership style of the company needs to be changed at first than any other thing. However, contribution of Millman towards the company is actually noteworthy.
The case study, WestJet: Building a high engagement culture reveals a major issue faced by the airlines company. The pilots who are the integral part for the airlines company, were dissatisfied with the company’s offer thus it lead to a conflict between the pilots and the management of the airlines company. The management of the company believes that the corporate culture of the company is its competitive advantage. Corporate culture increases the effectivity and also the profitability of the workforce. The culture of the company initiates healthy relation among the employees thus keeps them propelled and they are urged to give their best exertion towards the development of the organization (Sharma and Jain 2013). More than anything employee effectivity was focused. Notwithstanding the fruition among the workers, the employees were encouraged to accomplish every month’s objective in consistently. As showed by the case study, due to the culture of the company the profitability of the company expanded. Several strategies and methodologies were taken keeping in mind the end goal to enhance the business activity. The leadership made the whole work focused which itself powers the representatives to wind up stay productive towards accomplishing the objective and significantly more than the objective. The commitment of the leadership to the organization is without a doubt essential. In such manner, it must be specified that the leadership style of mangers is totalitarian (Simonet and Tett 2013). Employee interest was neglected and the leadership basically demanded the workforce to be greatly gainful. Therefore it has been comprehended from the contextual analysis that the majority of the employees were esteemed at working environment and were dealt with morally where as worker fulfillment brought down amid the supervision of the leadership. On one hand, it is seen that nature of the work has been enhanced as employees have a tendency to beat each other by fusing developments. While considering the culture or environment of company, on the whole it will be right to assert that after the leadership changed taking the charge of administering the organization, the productivity of the organization extended. The leadership had grasped a couple of methods remembering the ultimate objective to upgrade the business action. The leadership made the entire workplace forceful which itself enables the delegates to end up remaining powerful towards achieving the target and extensively more than the goal. The leadership’s pledge to the association is undoubtedly critical. In such way, it must be indicated that the leadership style of the company is totalitarian and aggressive (Stacey 2012). Laborer interest was dismissed and the leadership fundamentally demanded the workforce to be to an awesome degree profitable. Therefore it has been grasped from the relevant examination that most by far of the employees were regarded at workplace and were managed ethically where as specialist satisfaction brought down in the midst of the supervision of the changed leadership (Thorpe 2016). On one hand, it is seen that nature of the work has been improved as agents tended to beat each other by melding advancements. On the other representative disappointment developed as one of the real issue for the organization.
It must be concurred that the contribution of the leadership for the advancement of the organization is imperative. In other ways as workers is the unmistakable part of any organization, the airline company need to care for the representative fulfillment (Avolio and Yammarino 2013). Keeping company culture and the competitive advantage of the company intact, the leadership must guarantee that the every representative is esteemed at the working environment of the organization. There are a few inconveniences or hazard components of the focused technique. It has been observed that some viable representative can’t adapt up aggressive condition frequently they are lagged behind. Rather than dictatorial authority procedure, the organization can be received majority rule administration technique. In popularity based administration procedure, the representatives will be invited to impart their insights. The administration will assist the representatives with feeling esteemed (Bargau 2015). Not at all like the absolutist initiative procedure, has the vote based authority style esteemed the workforce more than some other viewpoints. The one of primary segment of popularity based initiative is the worker commitment. In popularity based style, the administration or the trough of the WestJet Airlines, will urge the representatives to share their musings. Notwithstanding that the proposed authority style will advise the workers about each choice before making them. The representatives will be more beneficial and also they will be eagerly come ahead to place developments in work (Bolden 2016). The authority will urge the representatives to work in assemble rather work exclusively. Rather than a forceful and focused workplace, the leaders or the persons in the management department will encourage the subordinates or the team members to cooperate with each other. Communication will be a standout amongst the most imperative factor of popularity based authority style. Thus the leadership of the organization will keep them accessible with the goal that at whatever point the representatives will be stuck in an unfortunate situation, they will way to deal with the administrator effortlessly. Alongside that the leadership must have strong careful negotiation ability which will be used to oversee challenges not by trading off but rather by arranging. Inside the working environment and outside the work environment, examples can be illustrated with the instances of dealing with the outside partners of the business such as suppliers, customers and other stakeholders (Bolman and Deal 2014). To do that the leaders require to have good negotiation ability, the approaches as well as knowledge to apply them in a correct way (Chiabrishvili and Chiabrishvili 2013). Aside from that the leadership at the airlines company must be ceaselessly concentrating on tending to issues or difficulties keeping in mind the end goal to dispose of them before it develop as genuine one. To be particular the underneath said viewpoints can be incorporated into request to enhance the administration of the organization: democratic initiative, better correspondence, competitive methodology with collaboration, negotiation methodology and most importantly Ethical conduct (Crawford 2012).
A few changes that are basic have been recognized and clarified in the above. For instance, the authority style of the company should be changed from imperious to just which will be the essential change in the organization. Be that as it may, there are a few different viewpoints which are should have been moved forward. Correspondence will be second most imperative angle that should be enhanced between the administration of the organization and the workers and in addition between the between the representatives themselves (Hallinger 2013). Different variables should have been changed incorporate transaction procedure of the administration, collaboration among the representatives and moral conduct. Despite the fact that the progressions have been distinguished and explained, the results of leadership techniques should be talked about (R?ducan and R?ducan 2014). Along these lines to start the talk on the outcomes of leadership strategies the light should be shed on the moral conduct inside the work environment of organization. The contextual analysis uncovers issues like ‘stolen’ deals which demonstrate infringement of morals of the representatives. On the off chance that the issue is left unaddressed it may transform into genuine nature of wrongdoing driving towards the fall of the business. While the fall of the business has been examined as the long haul result, the transient outcome of the issue is loss of the organization. Essentially another issue was observed to influence the business procedure that is the non-cooperative disposition of the representatives as well as the trough of the company. The non participation among workers diminishes their efficiency. In different ways, the representative retention of the organization is in risk. Then again, the earth of the working environment of the organization has turned out to be forceful and appropriate for the representatives to be managed there (Renz and Herman 2016). Fulfillment of employee interest is in peril according to the given situation of the organization for the situation think about. The leadership of the company thinks about the issues of representatives. The contextual analysis uncovers that the vast majority of the representatives are miserable with the strategies methodologies which do not esteem the commitment of the workers rather just spotlight on more creation. This issue may prompt worker strike which will make more prominent results for the organization. It will be all in all correct to express that the issues which have been recognized have both here and now and in addition long haul results. In this way the progressions were proposed while elaborating the threat to the business of the airlines company (Riaz and Khalili 2014). Correspondence will be second most essential perspective that should be enhanced between the initiative of the organization and the workers and between the between the representatives themselves.
The case study of James Despain at Caterpiller: Implementing our common values also reveals the management and style of the company named Caterpiller. After Despain was appointed as the general manager and president at the track type tractor division of the company he faced several challenges as well as issues regarding managing the people. From the case study, it is understood that the Despain addressed those issues which were causing obstacles in the path of further expansion of the company. He was of opine that the corporate cultures plays a major role in enhancement of the effectiveness of the employees. He initiated a healthy company culture which helps the employees feel motivated to give their best efforts towards meeting the growth of the company. The one major thing that the Despain focused on is the working environment or the culture of the company (Sharma and Jain 2013). Despain initially addressed present issues and challenges that Despain had faced and then proceeded towards resolving the issues while taking several measures. As seen in the case study, Despain along with other members of the management team adopted a measure towards the betterment of the environment within the workplace. The measures taken by him and other members of the management made the entire team realized the actual problem or gap that hampers the overall growth of the organization. The major changes addressed by Despain were non value added activities and duplication at work. He called all the mangers as well as supervisors from all the 350 units in order to investigate and identify the pertaining issues and challenges which create obstacles in the path of implementing the new vision (Simonet and Tett 2013). The case study states that the leadership taken by Despain was successful as roughly after a month, the group of managers and supervisors came up with 270 different issues. After the issues have been identified, Despain along with other members categorized them into five different sections. Despain took the responsibility of solving the issue of culture that was hampering the working environment of the company. He and other team members found that the key problems among the employees are lack of communication, unwilling to work, autocratic leadership style and so on. Thus the Despain and his team come to the mutual agreement that the problem will be solved if the employees will be groomed in order to adopt positive attitude while rejecting the negative attitude (Stacey 2012). He teaming up with other members of the management group set the goal for nine specific values which will be assisting in the improvement of working environment of the company. Thus it will be right to state that the major factors of Despain’s implementation are implementation of trust, mutual respect, teamwork, risk taking, customer satisfaction, continuous improvement, commitment, empowerment and sense of urgency towards the further improvement of the work culture of the company. The implementation of the values helped the employees understand that about the appropriate behavior and attitude towards each other.
In my opinion, there are several distinguishing factors which can help organizations to implement values within the workforce. The factors include strong communication within the workplace, democratic leadership, healthy working environment and continuous motivation. In order to discuss in detail, it must be mentioned that instead of some listed principles there must be a strong communication within the workplace (Thorpe 2016). Better communication helps the employees to cooperate with each other that they can work in group towards meeting the further growth of the company. It is largely seen that most of the employees work in accordance to meet personal achievement which creates unfair competition within the workforce. Thus cooperation can be implemented within the workplace so that instead running behind personal achievement employees cooperating with each other will be able to work together. However, it is not only important to implement a strong communication within the employees; a strong communication is highly required between the higher authority and the employees so that they can remain engaged with the company (Avolio and Yammarino 2013). In order to improve communication within the workplace, democratic leadership style must be implemented. In democratic leadership, the leaders of companies generally promote communication within the workplace so that most of the employees can approach the higher authorities in case of any problem. The other thing that democratic leadership promotes is that it encourages employees to give suggestions or share opinions so that the employees feel valued at work. One of the major way through which companies will be able to improve the work environment so that employees give their best effort in their job is motivation (Bargau 2015). Motivation is one of the most useful ways through which the companies will be able to make the employees towards meeting the objective of the company. It has been observed that the most of the successful leaders prioritizes on the motivation strategy so that they employees do not feel less valued at work. Similarly, one of the environments of workplace needs to be healthy where employees are refraining from any sort of disputes or ill behavior like revenge against each other. Even if there is a competition among the employees, the leaders must assure that the competition remain on the healthy level and the employees do not indulge into unfair means of win over each other. In my point of view more than any other thing, leadership is one of the most important aspects that leadership must keep in mind. As leaders are the main driving force behind the growth of any companies, the companies must assure that its leadership style is in line with the fulfillment of basic requirements of the employees (Bolden 2016). Nowadays, autocratic leadership style does not work as under this style of leadership employees feel demotivated.
If I were in Despain’s place, if I were in Despain’s position, I would implement few recognizing factors which can assist organizations in introducing esteems inside the workforce. The components include strong correspondence inside the working environment, fair leadership, sound workplace and continuous inspiration. To talk about in detail, it must be said that rather than some recorded standards there must be a clear correspondence inside the working environment since better correspondence collaborates the representatives with each other that they can work in amass towards meeting the further development of the organization (Bolman and Deal 2014). It is to a great extent observed that a large portion of the representatives work in understanding to meet individual accomplishment which makes out of line rivalry inside the workforce. Hence collaboration can be executed inside the working environment so that rather running behind individual accomplishment representatives coordinating with each other will have the capacity to cooperate. Notwithstanding, it isn’t just imperative to actualize a solid correspondence inside the representatives; a solid correspondence is profoundly required between the higher specialist and the workers so they can stay connected with the organization. So as to enhance correspondence inside the working environment, majority rule administration style must be executed. In popularity based administration, the leaders of organizations by and large advance correspondence inside the work environment with the goal that the majority of the representatives can approach the higher experts in the event of any issue (Chiabrishvili and Chiabrishvili 2013). The other thing that law based authority advances is that it urges representatives to give recommendations or offer assessments with the goal that the workers feel esteemed at work. One of the real route through which organizations will have the capacity to enhance the workplace with the goal that representatives give their best exertion in their activity is inspiration. Inspiration is a standout amongst the most helpful routes through which the organizations will have the capacity to make the workers towards meeting the target of the organization. It has been watched that the greater part of the effective leaders organizes on the inspiration technique with the goal that they representatives do not feel less esteemed at work. Essentially, one of the earth of working environment should be sound where representatives are avoid any kind of question or sick conduct like vengeance against each other (Crawford, M., 2012). Regardless of whether there is an opposition among the workers, the leaders must guarantee that the opposition stay on the sound level and the representatives don’t enjoy into uncalled for methods for prevail upon each other. In my perspective more than some other thing, leadership is a standout amongst the most critical angle that administration must remember. As leaders are the main thrust behind the development of any organizations, the organizations must assure that its leadership style is in accordance with the satisfaction of essential necessities of the representatives.
References
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