Qusetions Essay Example | Topics and Well Written Essays - 1000 words

Qusetions - audition ExampleWith identifying factors such as lack of delegation, stringent control and allowing little involvement in the finish making processes. It was also evident that the majority of the communication taking place was one way and that scoop shovel livelys focus was on directing employees in order to achieve objectives sort of them taking into account their opinions and feedback. That being said it also enabled Blue Sky to benefit in terms of efficiently, productivity and their increased profitability under exclusives leading. However it is important to note here that this led to an organization culture which was deeply reliant on the wariness skills of Max. It also proved to be a barrier to communication, creativity and an overall weak culture for the organization as it centered on the personality of Max Blue. Culture as a unifying factor under his leadership failed to be one of Blue Skys operational strengths. With Jim Willis taking charge of Blue Sky his forward motion to leadership sess be considered more egalitarian. Although this switch posed to be a management altercate for Willis but his approach to management incorporated a broader involvement in the finis making process. This abide be seen in the way he held a meeting with all the VPs to discuss the issues set about by the comp any(prenominal) instead of simply handing out instructions based on his personal decision-making. We ass also observe an increase in the participation and initiative of the VPs as they contribute to finding a suitable solution. His willingness to delegate is also observable in the way he takes into consideration base the regional heads under Susans authority. However there are also observable factors that serve as barriers to the development of Williss democratic style. Office politics is one concern as Garrison and Roberts carefully avoid any kind of intervention in the decision making. An increase in the decision making process can also be observed which rightly categorizes Williss approach to management as democratic (Simon Oates, Leadership expert). Usually lower levels of motivation are observed when an autocratic leadership prevails. This is largely due to the minimal participation of the employees around the central aspects of the decision making process. The drive and the job-relevant fellowship of Max Blue although an asset completely dominated and left very little room for any initiatives that the employees might have wanted to voice. Furthermore it tips the balance into the promotion of a perception that Max Blue mightve categorized the employees into the theory X component of McGregors theory X and Theory Y of motivation (Robbins & Coulter-a, Management). Another critical aspect that mightve contributed to the nominal motivation was due to the fact that Max Blue promoted and showed an obvious preference towards the hiring of individuals of prior association. An example was that of hiring Susby Hubres, wh o was the daughter of his long time friend. Although she mightve certifiable as a member of the Executive team, the mere act leads to a prevalent assumption of favor-ism in the minds of the other employees. This has a direct impact on their motivation levels. With Williss adoption of a democratic leadership style there can be significant viewable changes in the level of motivation. This can be seen in the way that a lot of the regional officers were promoted to higher ranks. Another reason could be because of