Joey de Belen Case Study

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STATEMENT OF THE PROBLEM:

The dilemma of Joey de Belen whether or not to be backed at work

How to fully implement of Joey de Belen’s action plans in addressing the operational problems of the company, as well as its manpower problem

OBJECTIVES:

Short Term
▪ To win the support and full cooperation of Joey de Belen’s subordinates, as well as his co-supervisor ▪ To create a well structured tasks to address the problem on overlapping responsibilities

Long Term
▪ To have an effective way of handling operational and administrative problems on Joey de Belen’s area of responsibility (i.e. the Cold Storage Depot)

AREAS OF CONSIDERATION:

▪ The situation that led Joey de Belen to his current position (based on the contingency theory of leadership, “the most effective leadership style depended on the nature of the situation.”) ▪ The plan of actions taken by de Belen to address the situation and the effectiveness of its implementation ▪ The leadership style of de Belen (he is more task-oriented and less relationship-oriented) ▪ The behavior of the staff toward changes implemented by de Belen (they are quite resistant to the changes in the system imposed by de Belen) ▪ The lack of actions of the higher ups toward the situation (abuso de confianza)

ALTERNATIVE COURSES OF ACTION:

1. To get back to work as soon as his furlough is completed so that he could continue implementing the system he has started just the way he did it from the beginning 2. To get back to work, modify some of his plan of actions and try changing his leadership style a. Be participative/democratic leader

b. Be more authoritative
c. Minimize involvement in the division’s activities by supplying the staff with information and let them do things in their own way (be a free rein leader) 3. To get back to work, and to further the “trimming down of excess fat” in his area of responsibility

ANALYSIS OF EACH COURSE OF ACTION (S.W.O.T ANALYSIS):

ACA #1

STRENGTHS / OPPORTUNITIES:
▪ Work left hanging will be continued and pending implementations of other changes in the system will be carried out ▪ No need for adjustments

WEAKNESSES / THREATS:
▪ The staff will still be defiant especially when they feel that their old practices (from where they used to benefit) are being eliminated, little by little. ▪ The higher management still, will not take any action to help de Belen in solving the problem because they think he can do it himself. ▪ Other problems that have arisen before he took his leave (such as tardiness, absenteeism and insubordination) will still continue to exist

ACA #2a

STRENGTHS / OPPORTUNITIES:
▪ There is a chance to interact with the staff and know them well (their behavior) ▪ The chance to interact with each other can motivate the subordinate to do their functions well

WEAKNESSES / THREATS:
▪ There’s still a tendency that insubordination will continue or even worsen

ACA #2b

STRENGTHS / OPPORTUNITIES:
▪ Exact obedience by the staff due to authority bestowed upon de Belen by the higher management

WEAKNESSES / THREATS:
▪ It may trigger the staff to take action of uprising against the management or the company ▪ Instead of exact obedience,

ACA #2c

STRENGTHS / OPPORTUNITIES:
▪ It will develop initiative on the staff to take action without expressed orders from de Belen ▪ Staff will be able to enhance sense of responsibility under minimum supervision

WEAKNESSES / THREATS:
▪ The staff will take less supervision as an opportunity to escape from responsibility ▪ The staff may see it as negligence on the part of de Belen and they will be negligent of their duties, too

ACA #3

STRENGTHS / OPPORTUNITIES:
▪ Unproductive individuals will be eliminated
▪ With fewer bur efficient people, work will be more concentrated

WEAKNESSES / THREATS:
▪ Cost...
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