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Embed code for: case study 2
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Harold Plumb is a man in his late forties who has been employed for over twenty years in a local company Timothy Willis Ltd. Harold initially joined the company as a typesetter however over fifteen years ago Harold was moved straight from the shop floor into the role of production manager following a relocation of duties amongst the management team. Harold was offered no training and very limited guidance with regard to this new role and what was expected of him. As Margaret mentioned above Harold is responsible for three different areas and a number of staff members. Harold’s appears to have no leadership skills no respect for staff and no belief in the competencies of his staff if indeed a belief in his own competencies. Harold appears to have an autocratic leadership style he is observed to be an impoverished/ineffective manager he has a low regard for creating systems that get the job done. Harold has very little interest in creating a satisfying or motivating team environment. Harold’s results are then inevitably disorganisation dissatisfaction and disharmony. There are many different areas where Harold could make vast improvements in both the professional and personal issues that would be relevant to his development in his role. I will outline a number of the important issues in a personal development plan for Harold.
Indicators of Success
Managing Director to organise a team meeting for Harold and all of his team
Inform Harold that staff support/ appraisal meetings will be held on a three monthly basis.
Organise staff support/ appraisal meeting for Harold
Devise a SMART plan
for Harold following support /appraisal meeting.
Second support/appraisal meeting
Harold meets with all team members to conduct their staff support/ appraisal meetings.
Harold arranges to meet with the Managing Director.
Weekly Team meeting
Harold’s support/ appraisal.
Weekly staff meeting
Harold has conducted staff support/ appraisal meetings with all team members.
Harold completes management course
and continues to attend training with the printer operators.
Discuss any current issues, look for feedback from team members.
Discuss the direction you feel the company should be moving in going forward possibly using the gap analysis technique.
Inform all team members that regular team meetings will occur on a weekly basis.
Discuss with Harold the concept of support/appraisal meetings and their benefit to the team and company.
Inform Harold he will receive training in relation to conducting such meetings with his team members.
Ask Harold what he feels is going well for him at present in his current role and where he feels improvements could be made. Inform Harold of what is expected from him as manager of the production team and from the company itself with regard to current and future goals.
This plan should address and develop any areas that will assist Harold in becoming an effective leader within the company and a successful team manager such as participating in a management training course, updating his skills by training in printers and software, working on the floor with his team members to experience what staff members experience.
Discuss how things are going for Harold Discuss the weekly team meetings and if he is finding them beneficial to the team.
Discuss the importance of performance management and how regular performance reviews will assist Harold in his role.
All team members are open and honest with Harold. They inform Harold how he can on occasion be observed to be quiet intimidating(bully). They have no trust in his as their manager and advise him that he tends to be poor at communicating with them in relation to their roles.
Harold informs the MD that it is a waste of resources to subcontract printing for the company to another company. His current studies and their recent focus on quality management has given him time to reflect on this issue. Harold advises that all operators on his team should be provided with the appropriate training to use the printer machines.
Harold informs the team that following discussions with the Managing Director appropriate training will be provided to all operators with regard to the printing machines. Harold also speaks with the team on their recent feedback to him at the support/appraisal meetings.
Harold discusses how he feels he is benefiting from attend the management course
Harold informs the Managing Director that he has availed of the employee assistance scheme to deal with a number of personal issues that were effecting his working relationships.
Harold meets with the team. They plan and organise their week and Harold delegates tasks as per each weekly meeting.
Discussion involves how team members feel they are getting on with their printer training.
Harold attends work with a more positive attitude as do the other team members
First team meeting has been held
Team members have reacted positively to the concept of weekly meetings.
All team members have engaged in feedback whether it be positive or negative
Harold has a good concept of the staff support meeting following sufficient training. Harold understands that he will need to conduct such meetings with his team members on a regular basis
Discussion has been open and honest. Harold was able to speak about grievances he has held since his promotion to the production line. This in turn has led to a sense of relief and a more relaxed attitude.
Harold is aware of what changes need to be made to himself and to the team so as to develop a more cohesive team
Harold is agreeable to participating in various courses that will benefit him in his role as both a leader within the company and manager of a team
Harold has realised the benefits to holding weekly team meetings. Harold has observed how it gives him the opportunity to plan organise and delegate tasks to the team members. Harold has also observed how the team is becoming a more cohesive team from these regular meetings and encourages communication between team members.
Harold takes on board the concerns of his team members. Harold discuss with all individuals his concerns with their work practice.
Harold advises that all team members (operators) be should be provided with appropriate training on how to use the printing machines that were purchased however not used.
The Managing Director is in agreement with Harold. He advises that this will be costly to the company however beneficial in the long term as their will be major savings from the subcontracting of printing
Harold advises that he will be availing of the company’s employee assistance scheme to help deal with his anger management issues and his poor communication skills in his current role. Also noticed was the engagement of team members on a more regular basis. Trust appears to be establishing. Work atmosphere seems to be improving.
Feedback from the Managing Director is positive. The company has observed an increase in productivity from Harold and his team.
Harold appears more confident with delegating tasks to his team members. Harold’s team is now a motivated team.
The team appears to be a more cohesive and fluid team. Weekly team meetings have proved beneficial to all.
Feedback from staff members is positive again with regard to the weekly meeting. Staff have a clearer understanding of their roles within the company. Role autonomy seems to have been established.
All feedback is positive. All individuals have observed a strong cohesive team forming.
First meeting to have been held by 30/10/16
Harold has been informed of staff support/ appraisal meetings by 07/12/16
Harold has completed appropriate training by 30/01/17
Meeting has been held by 04/02/17
Due to confidence and benefits gained from the quarterly staff support/appraisal and performance management reviews in relation to his own work practice, Harold has decided to inform all team members at the next weekly team meeting that he will be conducting similar performance reviews for his own team members. All training with regard to the printers has been completed. The printing works are now up and running successfully proving cost effective for Timothy Willis Ltd. Quarterly reviews will continue for Harold and his team. Updated relevant training will be made available to all staff members new and old.efiting from attend the management course
Due to confidence and benefits gained from the quarterly staff support/appraisal and performance management reviews in relation to his own work practice, Harold has decided to inform all team members at the next weekly team meeting that he will be conducting similar perform