Foreign Auto Shop

Running Head Foreign Auto give away class Final Case Paper jose terrs Submitted To Dr. torres October 21ST, 2012 GEBB515 ORGANIZATIONAL LEADERSHIP Abstract m any(prenominal) companies around the world hand over different styles of management. Some companies have set rear four-in-hands others have drill sergeant music directors twain types of handlers ar manage and disliked. Management plays a genuinely important role in any job field. The boilersuit supervision and leadership shown by the management is what I think, constructs a business to a successful business.E very business needs a tail end. Once the foundation is settled, its just a step by step dedication with the owner and its leadership trend team. In this exemplar analysis, Alan shows a eminent characteristic of a manger. But when things ticktack serious, he has a strong entrusted go getter manger characteristic. The owner of the conflicting auto shop has a much laid back record informed to us by the ca se. Alan has a very well valued leadership phase that many employees look for in a boss.Usual leadership situations in the auto repair shop consist of making real every employee is doing the right job the right way, yet without macrocosm to on top of them art object they perform their work talent. The owner is also charge supervisor of the over alone shop. He has 7 employees on the job(p) for his shop in which dickens of them (Gil & antiophthalmic factor Hans) argon the easiest to supervise due to the fact that they ar more experienced in all subjects of the mechanical work field. on with his other two employees (Bart & Herbie) which atomic number 18 dedicated in to their specific parts of the mechanical workforce.Bart works more on motorcycles, whereas Herbie is a flair at trouble shooting engine problems. Three other employees gestate closer supervision by Alan beca purpose they ar less skilled oriented. By issue back to the abstract you depart see how a found ation is needed to create a wonderful and successful business. Well Alan has his overall believe of what he is dedicated to, and has built a wonderful and originative team that are foc habituated on making sure the thickening is always happy. Alans typical leadership style is considerately stamp down for his leadership situation.Alan is described to be a less on phase supervisor amongst his employees. He knows that they are doing their job. He always makes himself available to on the floor to his employees if they are in need of any help or have specific questions. His fairness and openness have earned him the go along prize and trust if his employees. Sometimes always being a mellow laid back kind of private instructor is non always a good thing also because many employees can rent that and use it against the management.For example, seeing the manager being easy going and non excessively put forward can sometimes escalate to the actual employee non accomplishing his wo rk goal and just taking it easy. In this case, Alan shows his double side. Things are non always greener on the other side of the fence. in that location is certainly something very interesting regarding the cause and effect of running a laissez-faire organization, especially corporations. Ultimately, when it set abouts to laid back management, it is not really a matter of whether to be lenient or not.Oftentimes, it is a matter of when to be indulgent, because there are certain circumstances that will cause both an advancement or failure. Laid back management is actually a good strategy. Needless to say, workers have to be authorise with certain rights and privileges. easy management is very muchtimes the core of empowering the laborers. More often than not, empowering laborers proved to lift the overall prosperity of the corporation. Oftentimes this may come into explicit forms of sumptuous gestures, such as enabling the worker to make any structural suggestions regardin g the company policies.Some companies find this method too lenient to a acid of negligence, but there are those that abide by its format. An example of a popular tactic of promoting lenient management is the establishment of friendly traffic with employees, although such a gesture could be taken as an fundamental i plenteousnessism for many traditional types of corporations. In certain ways, friendly kind amid the laborer and overseer would result to easy productiveness because both parties could defer to one another and even work together to exceed certain challenges.A friendly relationship is often deemed good like-minded faculty member school of thought for the simple reason that respect for fellow compassionate beings, especially in terms of their dignity, is a non-negotiable aspect of civil law. Alans leadership style during the gourmandize was put out to be his Dr. Jekyll & Mr. Hyde side. When he find that the storm was advancing rapidly towards the valley where h is shop is located, Alan to be on the safe side went out to roll up the windows of the clients cars that were in the parking lot waiting to be worked on.Then he noticed that the creek was already rising high and ran back to the shop but got soaked by the rain. His employees laughed at him for not having enough sense to come in out of the rain. After 15minutes of hard rain, he progress tod it wasnt just a rainstorm, but an actual flood out. He ran into the shop and announce in a loud voice that the creek was flooding and instructed all his employees to do certain jobs but zip seemed to be moving.An employee walked over to Alan and told him, does he really think its gonna flood because its rained like this forwards and it doesnt even r severally more than an inch. Alan looks at the employee in the eyeball and interrupted his employee by saying in an assertive manner, Listen, ad get word good You and the rest of the crew are going to do what I say, and youre going to do it now We can talk afterward about whether it was a good idea. By coming out and managing in this manner, Alan shows himself to no longer be a mellow laid back manager but be an assertive and drill sergeant manager.Another very concrete situation from which laid back management will very not go as planned is when the corporate heads issue an imperative massive quota on such a short deadline. For instance, bombarding laborers with tasks in contour payroll processing. If the management allows the workers to have a say according to their preference, nobody would be willing to work with such a given condition. The greatest error of imposing laissez-faire supervision is when it comes to the layer that the laborers would feel entitled to defy a corporate order.There is a fine line between liberty and anarchy, and the latter could sometimes result from high expectations that are suppressed by necessity. His powerful behaviors were implemented as being an easy going manager when things are not a risk or are being done incorrectly and a serious go getter when he sees that his business is in danger or an employee is performing incorrectly. After the flood subsided his way of management was very well performed by showing each of his employees that he is highly appreciative of each contribution each employee performed while the flood was in effect.Assertiveness is a key component to being an impressive manager, and is particularly important when dealing with difficult employees who thrive on examen your boundaries. Why do employees behave badly to begin with? Because the manager who is in authority is allowing them to behave that way, laid back managers Some techniques that can be used to become a more assertive and, therefore, more effective manager Set and communicate clear boundaries and expectations. Managers who fail to clearly check and consistently enforce boundaries are just asking for trouble from their employees. Your employees are not mind readers, Shepard emphasized. You have got to clearly, clearly, clearly define what you expect and what you will not tolerate. The good news, he pointed out, is that the firmer you are and the more people realize you dont budge, the less they will test the boundaries. Hold everyone accountable, even when you dont want to. You have an obligation to your company to do the right thing they are compensable you to make the tough decisions, stated Shepard. You also owe it to your good employees not to let problem employees get away with things they shouldnt. Although this can be particularly hard when youre dealing with someone you like or with whom you empathize, said Shepard, you are a manager, not Dr. Phil. Dont get involved in personal lives. Dont mix up on your employees rights or be disrespectful. You dont have to be a towboat to be assertive, he noted. A dysfunctional, authoritarian manager will be able to get employees to comply, but not to commit. You want people to commit, because thats ho w you get your employees to give more than you ask for. Choose your battles carefully. A smart manager knows that its better to lose the battle, sometimes, in order to win the war, Shepard observed. Choosing not to fighting a battle you know you cant win is a sign of wisdom, not weakness. Being assertive will earn you respect, but only some know how and when to become assertive. High level executives and managers are generally very assertive. However, if they use their positions of power and authority in order to belittle, intimidate, and control those under them, it will cause a lot of trouble and loss of respect over the long term.Employees will begin to resent such executives and managers. Their productivity will eventually begin to fall, and if the dictatorial behavior of the executives and managers continues, it will not be long before the organization begins experiencing a high employee turnover. To quash this problem, it is important to examine the difference between be ing assertive and being an autocrat. While some managers avoid dictatorial behavior in regard of being passive, this too is just as bad.The problem with passive managers is that employees often do not know what is expected of them, and they will often take the manager for granted. Employees may violate company policy while working in their department, and they will do this largely because they feel the passive manager will let them get away with it. A manager or executive who is assertive is an individual who maintains a balance between these two extremes. If you are passive or dictatorial, your behavior will have a negative impact on your career sooner or later.A manager who is assertive is an individual who can lead their employees, and they can do it without having to use a firm hand, or raise their voice. Some managers do not understand the difference between assertiveness and aggression, so they choose to be passive. But there is a critical difference between the two. An warr ing manager tends to be an individual who is quick to anger. They will usually bursting charge their fists on the desk when an employee does something wrong, and they have no problem raising their voice or yelling at their subordinates.The aggressive manager will generally traverse his employees like children. The problem with this form of behavior is that employees are not children, they are adults, and when you treat adults like children, they tend to harbor a great deal of resentment. The aggressive manager is also quick to criticize the work of his employees. If he sees something wrong with the work of his subordinate, he will be quick to point out all the negative aspects of it, as opposed to the positive aspects. In contrast, a passive manager is someone who is easy to walk over.Because he does not take things seriously, the employees will not take things seriously, and they will often do what they want despite the companys rules and regulations. The primary reason for this is because the passive manager does not bother to enforce the rules. A passive manager will typically avoid doing anything with his employees that might cause conflict, as they do not want to disrupt the workings of their department. The ironic thing about this view is that those who try to avoid conflict the almost are the individuals who are most likely to run into it.While the assertive manager is not aggressive, they make everyone understand that their rules must be followed. In conclusion, changing Alans way of managing and oversee shouldnt be changed because of the way he makes himself available to his employees and thanking each employee for their contributions when the flood happened. Hi manner of managing is what makes his business what it is today. Having his clients respect and trust his provided services.References * Yukl, G. (2008). Leadership in organnizations. (7th ed. , pp. 259-257). Upper saddle River, New Jersey Pearson. * Exforsys Inc. (2009, January 29). Traits of an assertive manager. Retrieved from http//www. exforsys. com/career-center/assertive/traits-of-an-assertive-manager. hypertext markup language * Alexander Hamilton Institute. (2012, April 23). Keep employees in check through assertive management techniques. Retrieved from http//www. businessmanagementdaily. com/19465/keep-employees-in-check-through-assertive-management-techniques * HR system The pros and cons of laid back manpower management. (2012, October 9). Retrieved from http//hrxpayroll. com/blog/hr-system-the-pros-and-cons-of-laid-back-manpower-management/ * Shannon, E. (2004, declination 12). The six different types of managers and