Galbenski Case Study

 

1. What would you do if you were the CEO and why?

If I were the CEO of the company Contract Counsel, I would have analyzed why the company is not growing as much as it should and would try to find the fault. I would sit with industry professionals to know the market in more details. I will look into the reports published by well-known sources that give information about not only the United States but also across the globe.Regular and frequent meeting with business consultants would also be an advantage. In order to make the maximum profit, it is necessary to expand the customers. To expand the company, the overseas business is considered to be impactful. Outsourcing is the new trend. Outsourcing is the way adopted by many companies to lower costs, improved efficiencies and the gain speed (Techtarget, 2019). Since the third party is involved, it would have the limited work the one which is being outsourced so, they are able to perform better. Senior management is always an integral part of decision-making in any organization (Gills, 2015). I would choose TCE theory for decision making. TCE stands for Transaction Cost Economics and it would be helpful for me because finding the contracts is extremely difficult so, it can be used for analyzing and selecting the outsourcing contracts (Vaxevanou, 2015). I would choose India because it works at low cost so it saves money and delivers high quality service.I wouldconsult for the recommendations from finance and operations before taking an action. As stated in an article, working backwards and decreasing cost with increasing more efficient operations can increase the profit margin (Barstow, 2019). For quantifying the benefits, I would firstly forecast the cash flow and plan the funding requests. I would analyze if the funding would prove to be beneficial in next 5 years. Any step taken without keeping in consideration all pros and cons of decision may raise a serious concern towards the existence of the business. Being a CEO and having the decision making power in my hands, I would embrace the technology because the idea behind the outsourcing in our company would be to collaborate other country and US employees over the web and being productive 24*7. This would even be beneficial for us as our service would be running for day and night.I would be flexible in analyzing the positive and negative aspects of it and working on it accordingly. The leading, guiding, directing and evaluating the work of other executive leaders is the responsibility of CEO (Heathfield, 2018). After keeping my idea forefront, I will have proper meeting with other personnel in our organization and would take their opinion into consideration. This is the good decision because the company is experiencing the fall and the rise above a certain point becomes difficult in the long run. It is inevitable for an established company to not take such a suitable measure to save itself from revenue flattening. The conceptual framework of outsourcing helps in taking decision for offshore outsourcing.

2. What organizational design changes would you implement?

Organizational design is a methodology that screens any dysfunction in the work flow, systems, procedure and structures step by step. It realigns them in such a way that it fits the current business goals and then develops plans to implement the new changes accordingly (Allen, 2015). The company aims at excellent customer services, clear strategy on expanding the business, increased profit, reducing the operation cost and becoming a successful company.

3. What changes in HRM would be necessary?

Human Resource Management (HRM) deals with the people working, culture and the environment of the company. It handles the issues related to the employee, salary, training, recruiting, managing and directing people (Griffith college, 20019).Human resource personnel establish systems for performance development, employee development and they keep the culture and environment such that the employee is willing to work with an organization and is able to serve the customers well. They help in making the code of conduct, policies and rules of an organization and makes sure that all adhere to it. With regard to this company, several changes in the human resource management need to be made after the outsourcing to India has been implemented. To maintain equilibrium between human systems and structural systems, HRM is required in any organization (Entrekin& Scott-Ladd, 2013). The necessary changes in HRM would be to make sure that the employees of both the countries are following the code of conduct. Since there is a cultural diversity in company, it is HR’s duty to make sure there is no discrimination and there is no effect of the diversity on the customers. He would maintain the environment and culture in a way that Indians feel comfortable working with the already existing US employees. He would make sure there is no technical issue while the employees are connected through web. The legal regulations will change that is the employee’s rightduring the transfer of undertakings in the case of outsourcing will reduce the ease with which management use to alter the employee contracts (Doellgast & Gospel, 2013). When outsourcing is undertaken, the implementation of new working practices is difficult with the older employees and the reduction in their direct labor cost is also difficult for HR to implement. The HR will have to coordinate with each and every employee irrespective of the time zone difference between India and US. The HR would bring the interviewed employees on board and make them familiar with the company’s policies and rules and regulations.

4. How would you bring about the necessary organizational changes?

The necessary organizational changes can be brought about by changing the work ethics, discipline and the code of conduct. The employees are the Indian citizens also so the entire company rules have to be changed. The work would be more cognitively complex and more team based and collaborative. The social exchange theory would be helpful in implementing the change. It is an essential concept of social psychology. There is a process of interactive changes between two different kinds of people so the social exchange theory deals with these social changes. Their fundamental concept is cost and rewards. Costs are negative and rewards are positive consequences of a decision (Social work degree guide, 2019). The company will now implement this theory to make the employees acquaintances. The installment of better web system, internet and the latest technology use will be helpful in dealing with both the counties employees. Since the Indian lawyers are very intelligent, motivated and extremely process oriented, the US employees skills needs to be sharpen accordingly. The employees need to be given the job security and they should be made aware of the terms and conditions. There would be changing pattern of work so, an organization would have the increasing pressure to be more competitive and customer focused. The communication and information technology breakthroughs, especially mobile technologies and the Internet that enable work to be separated from time and space would be enhanced (Heerwagen, 2019).Good social skills would be developed for team work and collaboration, relationship development and marketing, learning and growth. The marketing team would be made proactive in promoting the company and making the mass aware that the company is giving high quality at the cheap prices. The promotional team would promote how the company is shining light on the new way of business by outsourcing to India. The design team will be established that would design the customer requirements. The employees hired are highly skilled and motivated so the company is expected to experience the positive outcomes. The new psychological contract would be made to work the terms between the workers and employers.

References

Allen, R.K. (2015). What is organizational design. Retrieved from http//www.centerod.com/2012/02/what-is-organizational-design/Barstow, S.R. (2019). How to influence the CEO to consider expansion. Retrieved fromhttps//smallbusiness.chron.com/influence-ceo-consider-expansion-76146.htmlDoellgast, v., amp Gospel, H., (2013).Outsourcing and human resource management. Retrieved from https//digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgiarticle2234ampcontextarticlesEntrekin, L. amp Scott-Ladd, B. D. (2013).Human resource management and change Apractising managers guide. New York Routledge.
Gills, S. (2015). The business ethics twin-trackcombining controls and culture to minimise reputational risk. New Jersey John Wiley amp sons.
Griffith College. (2019). The importance of human resource management. Retrieved from https//www.griffith.ie/importance-human-resource-managementHeathfield, S.M. (2018). What does a chief executive officer (CEO) Do. Retrieved from https//www.thebalancecareers.com/what-does-a-chief-executive-officer-ceo-do-1918528Heerwagen, J. (2019). The challenging nature of organizations, work and workplace. Retrieved from https//www.wbdg.org/resources/changing-nature-organizations-work-and-workplaceHole, G. (2017).The importance of organizational design and structure. Retrieved from http//www.dr-glennhole.org/the-importance-of-organizational-design-and-structure/Plugge, A., Bouwman, H., amp Molina-Castillo, F. J. (2013). Outsourcing capabilities, organizational structure and performance quality monitoring Toward a fit model.Information amp Management,50(6), 275-284.
Researchgate. (2019). Conceptual framework of outsourcing. Retrieved from https//www.researchgate.net/figure/Conceptual-framework-of-outsourcing-decision_fig4_256130551Social work degree guide. (2019). What is social exchange theory. Retrieved from https//www.socialworkdegreeguide.com/faq/what-is-social-exchange-theory/Techtarget.(2019). Outsourcing. Retrieved from https//searchcio.techtarget.com/definition/outsourcingVaxevanou, A., amp Konstantopoulos, N. (2014). The Implementation of Outsourcing Procedure in the light of Organizational Reality.Procedia-Social and Behavioral Sciences,148, 478-485.
Vaxevanou, A., amp Konstantopoulos, N. (2015). Models referring to outsourcing theory.Procedia-Social and Behavioral Sciences,175, 572-578.

 

 

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Individual Report Case Study Analysis Assessment Answer

 

Executive Summary

Leadership style could be referred to the manner or approach that provides direction, implement plans or used to motivate people for achieving the common goal. Thus this report would further describe about certain leadership style by correlating it with the individuals in the provided case study. Further, the report would describe the different leadership approaches, styles, and strategies that are followed by the four key leaders described in the case study. The report would also describe the relevance of power, influence, culture, and politics for shaping up the specific behaviors. Additionally, this would also describe any contradictory perspective in the intentions, behaviors, and actions of the leaders in this case.

Introduction

An effective leader is responsible for influencing the followers for achieving the desired goals. Distinct leadership styles affect the growth, effectiveness, and the performance of the organisation. Moreover, organisational culture is greatly influenced by the leadership style which also directly affects the performance of the organisation (Yahaya, 2016). According to the case study, Remington Engineering Technologies, successfully headed by Richard Harris, who acted as both Company President and Chairman of the company. The unique transformation leadership style followed by Richard resulted in the great success of the company. Additionally, a leader is delegated to the person who mainly influences others to achieve the primary goals established for the company. On the other hand, the leadership style followed by Silverman, Sinclair, and Zacchary was quite contradictory in nature. Thus, this report would further describe the various contexts of leadership approaches, styles, and strategies described in the case study followed by relevant conclusion and recommendations.

Leadership styles, approaches, and strategies

The effectiveness of the applied leadership style greatly influences the role of the performance, effectiveness behaviour, and attitudes. Moreover, highly structured task and establishing of a good relationship among the employees the effectiveness of the task performance and target achievements significantly improves (Groysberg, 2018).

Vision and Approaches of Harris

In this case study, Harris headed the company and established a single-product enterprise. His approach of manufacturing of uniquely designed Jet Fighter engines resulted in profitable business for the company. Few years later, Chris Palmer approached with the innovative idea related to the design of the efficient engine. At the same point of the time, Harris’ company developed a lightweight Gyro-Copter which was suitable for the military purpose. Harris and Palmer discussed their idea and decided to incorporate which resulted in the representation of new technological development. This incidence leads to the restructuring of Remington Engineering Technology for the cooperation of the new design. Thus the collaboration between Harris and Palmer lead to transformation within the organisation.

Further, the development of the company occurred thorough distributive approach. This concept is an effective leadership style which provides a potential solution in case of in-cooperating of different ideas for the growth of the organisation. This leadership style has become quite popular which allows shifting the focus from individual leader to a more systematic perspective of the organisational growth (Storey, 2016). According to the idea of the case study, Harris clearly approached for this leadership style as the next step. The organisation was sub-divided into the specific department which had a significant role in the growth increasing the profit of the organisation. Harris envisaged that the newly formed three division in the company to be completely functional soon. Thus he recruited highly proficient senior executive David Silverman as head of the Central Service. David Silverman worked on the various approach of the company’s development and along with this he also involved Diana Sinclair who moved towards the unofficial head of the financial department of the company. Further, Silverman and Sinclair established a strong bond with Malcolm Zacchary.

Both the transformation and distributive leadership have their own significance. Transformational leadership approach is conceptualized by the transformation of an individual’s idea and the organisation culture according to the need of the organizational development. This type of leadership style brings valuable positive change for achieving the organisation. This type also includes connecting of follower’s identity for the development of the organisation. Moreover, the employees in the organisition grow along with the growth of the organisation. Moreover, transformation leadership introduces four major elements (Malik, 2017). This includes consideration of individuals, intellectual stimulation, involving of inspirational motivation, and idealized influence. The individualized consideration involves the degree to which the leaders or the mentor value the perspective of the employees. Secondly, the leaders following this style stimulate and encourage the idea of the employees and provide the opportunity to the employees to think interdependently. Thirdly, the leaders provide an inspirational challenge to the followers and also sets high standards, openly communicate optimism about the up[coming goals, and represent meaning to the task. Lastly, this leadership style intact as a role model for the ethical behaviour, gaining respect from the fellow, and trust (Adserias, 2017).

Despite numerous advantage of the transformation leadership style, it also upholds certain disadvantages. This type of leadership can lead to taking of the wrong decision. Moreover, the leader following this leadership style often believes that their employees also share the common vision as them. The think that or creates the assumption that the people always agree to their ideas and value their beliefs. This many times sets drawback for such type of the leader as the employees work for their own selfish motive which remains overlooked (Kesting, 2016). This case study clearly showed that the actual motive of Silverman, Sinclair, and Zacchary remained covered for Harris. Moreover, the prioritization issue is also caused. This occurred when Harris required taking the decision regarding Palmer’s Turbo Drive Engine Division, he wrongly got influenced and decided to terminate that division.

Vision of Silverman

Silverman was quite ambitious in nature and had agenda of money making within the organisation. Silverman established his three separate divisions with the Central Services; i.e.  the marketing and Sales departments, the Human Resources department and the administrative department. He rapidly moved to set new accounting procedure with the help of Diana Sinclair.  Later, both of them showed compulsive leadership approach. The manager or leader following this approach is known to have the one-track or rigid mindset. Such type of approach tunnel and narrow their vision to a few controllable variables which become their primary focus of the actions (Sendjaya, 2016).

Vision of Sinclair

Sinclair shared common money making goal agenda that was similar to Silverman. She was the manager of Financial and Accounting Division in Section B. Sinclair and Silverman shared common Alma meter and both of them conveyed common ambitious in respect of cooperate finance and restructuring of organisation. She later helped Silverman to adapt new financial formula for the company which greatly affected the profitability index of Palmer’s division.

Vision of Zacchary

Malcolm Zacchary, on the other hand, had an abrasive leadership style, which was quite different from the Harris’ leadership approaches or strategies. However, a common style adapted by both of them was great confidence that motivated them to achieve the common goal of the organisation. The abrasive leadership style is one of the management styles where the leader shows superiority or emasculating behaviour. At the same time, their orientation towards others remains unsatisfactory and there is always the better expectation for the work output from the employees. Moreover, often the abrasive managers view themselves as the highest achiever respect of knowledge, competency or analytical skills. They dominate their ideas on others and treat others as less appropriate. The studies have shown that such type of leaders more often tend to do all work themselves or check everything in minute details as they believe that the employees won’t be able to meet their standards (Kesting, 2016). In case of any mistake, such type of leader easily criticise others. Moreover, their intense tendency to lead creates an evaluative environment in the workplace.

The abrasive aspiration in combination with competitive needs provides them necessary justification for their behaviour or attitude towards others (Henisz, 2018). Such type of leadership style has its own advantage as the leader have the tendency of good is not enough; it can always be better. However, in such a situation, the employees may experience a lower level of self-efficacy or self-confidence. Moreover, this also tends to withhold the rewards from the employees. They also have the tendency to justify their mistreatment to be the deserved action against the respective person (Furnham, 2016).

he successes and failure of the identified leadership styles, approaches, and strategies:

The leader in the organisation requires a great understanding of the organisational culture so that they could communicate new vision and ensure the employee’s commitment towards achieving it. Thus the organisational culture and the adapted leadership style are both interrelated with each other. In cooperate culture the leader mobilises the employees’ attention towards achieving the ultimate goal for the organisation (Yao, 2018). Thus both of these terms are intertwined and share a symbolic relationship. Basically, organisation culture can be described as the shared values, beliefs or the perspective that ultimately held the employees together in an organisation and direct them towards achieving common goals (Henisz, 2018). However, in this case, study the leaders did not work for achieving a common goal. As Harris had the ultimate vision for the growth of the company, but on the other hand Silverman, Sinclair, and Zacchary carried their selfish motive. These ultimately lead to disputes within the organisation. The similar attitude of Silverman, Sinclair and Zacchary lead to the formation of strong bonding among them. Finally, every other leader probably conspired against Harris. This led to change in the power status among the leaders.

In this case study, a year after the establishment of the new division by Harris, Palmer’s division received a serious question regarding its retention. Both Silverman and Sinclair repeatedly questioned the probability status of the Turbo Drive Engine Division. Despite the fact, they were the fault in the core management system of this unit, Zacchary also supported the non-profitability point of Silverman and Sinclair. Later, Harris was also misleading which made him accept that Turbo Drive Engine was non-profit and non-performing division affecting the entire cooperation. He also felt that due to the global economic tight climate, the cooperate structure needs restructuring. Thus he decided to close down the respective division of Palmer. Further, the case studies clearly showed that Harris was misleading regarding the profitability of Palmer division. The conspiracy for the desire and ambition of Silverman, Sinclair, and Zacchary costed the life of Harris. Later, Silverman declared himself to be the logical successor for the company and the idea was support by independent memos by Sinclair and Zacchary.

The Relevance of power, influence, politics and culture in shaping or rewarding specific leader behaviours

The power plays significant role for the leaders in both administrative and political perspective of the organisation. Moreover, power is an effective tool that is vital in adequate organisation functioning. Initially in this case study, Harris holds the core power for functioning of the company. The leadership style and strategies followed by Harris showed significant growth of the company and wide range of profitability. However, the politics used in negative manner lead to interchanging in the power status in the organisation. Silverman, Sinclair, and Zacchary worked for their selfish motive within the organisation which leads to change in power at the end.

In the intentions, action or behaviour of the leaders in the case

The leadership style followed by Harris and others were contradictory in nature. The transformation and distributive leadership style is the positive approach which helps the employees to grow with the growth of the organisation. On the other hand, Silverman, Sinclair, and Zacchary followed abrasive and compulsive leadership which is a quite negative approach. Moreover, these leadership style results in demotivating the employees and lowers their self-esteem.

Conclusion

This report emphasized on various aspect of the organisational culture and the leadership style. The case study used in this report clearly showed different leadership style followed by different types of the leader in an organisation. The transformation and distributive leadership style provided the organisation a strong vision and also resulted in the success of the company in various aspect. In contrast to this, the compulsive and the abrasive leadership style showed the superiority attitude of the leaders which later lead to discrepancy and conspiracy within the organisation. Thus, the study clearly showed that the success of the organisation is intertwined with the attitude or the leadership style followed by the leader. Moreover, the contradiction in the attitudes of the leader showed a significant difference in the ultimate consequences. Thus this study showed that leaders holding the positive attitude should always review for the negative consequences. Moreover, the leader must fairly evaluate and identify the ultimate motive of the other employees. In case, if Harris had identified the ultimate motive of Silverman, Sinclair, and Zacchary the organisation would have not faced its end consequences.

References

Adserias, R. P., Charleston, L. J., amp Jackson, J. F. (2017). What style of leadership is best suited to direct organizational change to fuel institutional diversity in higher education.Race Ethnicity and Education,20(3), 315-331.
Choi, S. B., Kim, K., amp Kang, S. W. (2017). Effects of transformational and shared leadership styles on employeesapos perception of team effectiveness.Social Behavior and Personality an international journal,45(3), 377-386.
Furnham, A. (2016).The elephant in the boardroom The causes of leadership derailment. Springer.
Groysberg, B., Lee, J., Price, J., amp Cheng, J. (2018). The leaders guide to corporate culture.Harvard Business Review,96(1), 44-52.
Henisz, W. J. (2017).Corporate diplomacy Building reputations and relationships with external stakeholders. Routledge.
Kesting, P., Ulhi, J. P., Song, L. J., amp Niu, H. (2016). The impact of leadership styles on innovation-a review.Journal of Innovation Management,3(4), 22-41.
Malik, W. U., Javed, M., amp Hassan, S. T. (2017). Influence of transformational leadership components on job satisfaction and organizational commitment.Pakistan Journal of Commerce and Social Sciences (PJCSS),11(1), 147-166.
Sendjaya, S. (2016).Personal and organizational excellence through servant leadership. Springer International Pu.
Storey, J. (2016). Changing theories of leadership and leadership development. InLeadership in Organizations(pp. 33-58). Routledge.
Yahaya, R., amp Ebrahim, F. (2016). Leadership styles and organizational commitment literature review.Journal of Management Development,35(2), 190-216.
Yao, C., amp Huang, P. (2018). Effects of Leadership Style on Job Satisfaction and Intention to Stay in Shipping Industry.Journal of Coastal Research,83(sp1), 796-801.

 

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