Reference no: EM133207008

Case: Felisa is a nonprofit's associate director. She heads a department that evaluates family skill-building programs. She reports to agency management. Because of heightened competition for federal grant funding, the agency has been cautious in hiring this year. Their personnel turnover is high. Two directors, three major researchers, and one finance employee left.

Felisa's busy schedule involves regular travel, yet she manages two managers with five employees each. Both managers are recent hires.

Manager 1: Melanie has a strong research background. She supervises employees who work in another department that provides mental health treatments to children. Melanie is incredibly organized and encourages her workers; nevertheless, she frequently takes a black and white approach to matters. Melanie's recent research on the therapeutic division's services is valued by upper management. Melanie is highly motivated and determined, and she demands the same from her employees.

Manager 2: Patricia, the second manager, has a strong expertise in social science research and evaluation. She supervises employees that work on various projects inside the agency. She is recognized as a problem solver and is very supportive of her employees. She is well organized and has much expertise evaluating family services. Patricia is quite capable, yet she can sometimes take on too much.

Due to excessive staff turnover, managers sense that employees are overworked. Felisa's "glass half-empty" speaking style depresses staff. Felisa hasn't given her managers budgets, so they have trouble distributing tasks. Felisa stated she hasn't received enough budget information from finance. Finance sent her all available facts.

As staff get upset, managers are getting more and more upset. They don't feel like they can help their staff or solve problems without important information like the department's budget.

Question 1. In her capacity as associate director, so how would Felisa utilize her skills in management and leadership in the most productive way possible? In this particular environment, which of the two do you believe would be more effective, and why?

Question 2. What kinds of actions could be performed to boost the confidence of the staff?