Case Study Analysis - ColorTech The problems at ColorTech Greenhouses, Inc. stem much further than the plants and greenhouses themselves. The underlying issues within the company are primarily linked to the management and employees. More importantly, the frequent problems at the headquarters in Phoenix, Arizona pose a major threat to the company’s well-being. The problems that occur at the Phoenix location are mainly related to the abilities of the account representatives, store merchandisers, and the sales manager. To begin, the newly appointed sales manager, Melissa Richardson, was not quite prepared to be put in this position. Even though Mrs. Richardson was the top salesperson in the Chicago branch, she was not prepared to bear …show more content…
This is so because both of these disruptions are a waste of time and therefore money. To be an affective sales manager at Phoenix, Mrs. Richardson needed to be able to bring together this group of insubordinate employees who seemingly did not work well as a team. Of these employees, only a few had been meeting or exceeding expectations of the organization. More so the attitudes of the employees were so far from acceptable that there is question as to why they held the positions that they did. Alex Hoffman, top sales representative, showed little respect for Mrs. Richardson, however as he consistently brought in sales he was not a candidate to let go. Although, Mrs. Richardson still should have had a discussion with Mr. Hoffman about his actions and the fact that when other employees perceive his disrespect then they may in turn do the same. On top of that, Sarah Vega continuously showed up for work late and even missed one day per week on average. These actions are unacceptable in the workplace and worthy of termination. A third employee, Chelsea Peterson, showed absolutely no respect for her new sales manager. These sorts of actions do not deserve to go unnoticed or unpunished. Melissa Richardson should have scheduled a mandatory meeting for all employees in order to lay down the law. She needed to tell them all together as a team exactly what her expectations for
Scotts Miracle-Gro is the largest company in the North American lawn and garden industry. It is also the world’s leading supplier and marketers of consumer products for do it yourself lawn and garden care, including products for professional horticulture. This paper is mainly centered on two decisions which include either to make and or buy. In other words whether Scotts Miracle-Gro should keep manufacturing in Temecula located in California, outsource production to a contract company in China or to build a company in China and relocate production there. The paper will be divided into three parts in
She does not ask what the employees think before she implements anything. The employees therefore perceive Sally to be a poor manager who does not care about employees’ work condition and who buries herself ‘behind a high desk with her back to the door in an office two levels above’.
When Ruth Cummings was made the branch manager, she was told to make the store one of the best in the system. He failed to share the vision of where the organization is going and how Ruth can contribute as an individual.
2. Evaluate the actions of HR director, Marta Ford, in response to Maalick’s situation. What could she have done to prevent the situation and what more could she do to ensure that this type of situation does not occur in the future?
Situation Analysis - The Jackson Plant an older, established unit in the Rose Co. has not operated satisfactorily for several years. The Board of
During the conversation between Ron Davis – the relatively new general manager of the machine tooling group at Parker Manufacturing and Mike – a plant manager who reported to Ron, Ron had violated some principles of supportive communication and supportive listening. First of all, Ron had violated Descriptive and Problem-Oriented principles. For example, Ron expressed his thinking and opinion about what Mike did and stated Mike’s personalities: “I think you’re too chummy with some of your female personnel” or “I think you’re creating a substandard impression by not wearing a tie” and “Having things in
Cynthia has always performed well in her job, and has received good performance appraisals. She has been denied a promotion to a more lucrative sales position because she was told she “is not attractive enough” for the position. Cynthia is likely a victim of
The case is about Melissa Richardson, middle manager (sales manager) of the multi-cultural organization, who’s been promoted and is challenging a number of factors at the workplace, that affects her and her team’s ability to perform well.
It has come to my attention that issues have arisen at our Roanoke branch. In the past several months, we have had an Art Director and an Account Executive resign from the company, along with a threat of three Graphic Designers and four Copywriters following suit. As I understand, the moral of the Roanoke employees has significantly decreased recently due to having to work overtime with little, or no notice, and without any compensation. There are also reports of management rejecting or reworking creative efforts of the Roanoke staff without feedback or consultation, which has contributed to the decrease in moral of the employees. These issues appear to have affected the service to the clients of that branch, which is evident from the complaints
Today’s companies are challenged by frequent changes in market demands and consumers’ desires for new products and services. Companies which fail to adapt to these changing conditions often find themselves struggling to survive. This is the situation for the Texas Plant, as described in the case study by Pryor, Humphreys, and Taneja (2011). The Vice President, Human Resources Director, and Organizational Development Manager find themselves not only facing the struggles of transforming the Texas Plant, but also the difficulties of working together to achieve it. The following paper describes these difficulties and examines how the actions of the leaders impacted the change process. Recommendations to assist the plant’s leadership in moving forward will be offered.
Lisa Baxter has been encountering sexual harassment issues in the business and she thought she was the only one, until she found out that also other women in the organization are getting sexually harassed and so she decides to speak up
Vicky must also take into account the duty to her boss, Wendy. First, Vicky must suggest that quick temper of Wendy’s be abolished because animosity between Wendy and her staff members may lead to a broader conflict. Also such behavior could lead the company as a whole to be less productive, because with Wendy’s quick temper it will be hard for staff members to share ideas. Sharing ideas between members of staff makes a company more successful.
It is important that the employees are safe and happy at work and the business is profitable. When the actions of employees affect the workplace both morally and monetarily, there must be action taken to make a change. This is the point that has been reached at GoodValue. Employees are, willingly or unwillingly, being put in a potentially dangerous situation as a disgruntled ‘customer’, Bob Black, hands over custody of his children to his former wife with
The COR uses methylene blue for various wound debridement (most often used in burn patients). However with the surgical team cognizant of the recent methylene blue shortage, would you like me to return my stock to the CCD pharmacy or the Comer Pharmacy? in addition, I believe Dr. Gottlieb, Lawrence will have a better insight into an alternative dye.
This situation certainly presents problems for Mrs. Laraby. She needs to find out if this was an isolated event or if horseplay is prevalent when she is not around. Lack of motivation is clearly a problem that must be dealt with. Another issue that must be considered is if the three employees and manager will be reprimanded for their actions. The job design needs to be reviewed to determine if changes need to be implemented.