Reference no: EM132220279
Give feedback to the following responce,
In reviewing Ms. Loretta Cash's annual performance review there are some visible areas of concern. Chief among these appear to be Ms. Cash's ineffectiveness as a manager. This is evident by the comments provided by Ms. Loretta Cash's subordinates.
What is the root cause of Loretta’s problem?
The root cause of Ms. Cash's problem's arise from an inability to actively listen and trust in her team members. Ms. Cash is an authoritarian that does not understand the importance of building teams. She lacks the competencies of building and maintaining relationships, developing others, and communicating effectively (leadership competencies, 2018, figure 1).
2. Turning around the situation will take a lot of hard work by Ms. Cash. The first recommendation is that she needs take the time to learn about all the members of her team. This will allow her to build trust with them. Trust is the key to leading people, processes, tasks and activities (Valo, n.d., p.26). When team members see that their manager cares about more than just the job and mission, then they will work harder for that manager.
Ms. Cash needs to ask her subordinates for their ideas on the department which should include its strengths, weaknesses, opportunities and threats. When employees see that their ideas are being heard and utilized they will tend to participate more. Currently she is seen as a toxic leader (Lipman-Blumen, 2005, para 2), that does not encourage participation. This can be done through surveys or even having them in for interviews.
Lastly, Ms. Cash needs to take the time and reflect on her leadership style. She needs to be able to be a follower. Good leaders need to understand how to follow just as they do how to lead. (Manion, 2015, p.153), without following there can be no leading. Honest assessment of her leadership style and skills will allow her to become the leader the team needs.
This is in refrence to the following case senerio,
Case Scenario:
Mr. Barney, the CEO, has received your memo request to be considered for further leadership positions. He has decided to put you to the test. He assigns you to help his Director of Payroll, Loretta Cash with a problem.
You walk over to Payroll and visit Loretta. She is visibly upset. She has just received her annual performance review from her manager. This is a 6-month review, as Loretta was recently assigned to this role after working with great success for 10 years in another area of the Accounting Department. As part of this review, her manager interviewed the six members of the Payroll Department, who all answer to Loretta. Loretta shares with you some of their comments:
“Loretta marched in here thinking she knows everything. She doesn’t want to listen to any of our ideas. It’s her way or the highway.”
“We really don’t know Loretta all that well. She keeps to herself…except of course when payroll deadlines are due, and then she’s all over our backs.”
“She acts as if she is perfect. I’m scared of getting yelled at when I make a mistake.”
“Most times, Loretta is fine, but when we have a deadline she micromanages us. I literally dread coming in to work on days payroll is due because I know Loretta will be watching over us like a hawk.”
Answer the following questions, and support your answers with the course materials:
What is the root cause of Loretta’s problem?
List three specific recommendations that Loretta can do today to turn this situation around. Make sure the three recommendations are actionable (in other words, Loretta can take your advice and put it into practice immediately) and specific (in other words, not too general that it cannot be easily understood). For example, “improve communication skills” is not actionable today, and too general to be clearly understood. However, “give immediate feedback to demonstrate she is actively listening” can be put into practice today and is specific enough to be understood. (Do not use this example in your answer).