Ed's New Organizational Plan
Added on 2020-04-01
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Running Head: Techno Greats – Case StudyTechno GreatsCase study
Techno Greats – Case Study1ContentsSynopsis...........................................................................................................................................2Problems..........................................................................................................................................2Root cause........................................................................................................................................3Option Analysis...............................................................................................................................4Decision criteria...............................................................................................................................5Decision...........................................................................................................................................5Implementation................................................................................................................................6Measuring success...........................................................................................................................7References........................................................................................................................................8
Techno Greats – Case Study2SynopsisThe case throws light on the day of Ed Worthy who is the General Manager at Techno Greats. Ed is shown to be an extremely dedicated and motivated employee with a brilliant career spanning ten years with Techno Greats. He started his career as a researcher in Vancouver and inthe next three years, he was promoted as a lab supervisor. Two years post that, he became assistant to manager and from the last one and a half year he has been serving as an assistant to GM in Calgary. The case explains how Ed has been unable to work on an investment and stock option idea conceived two years ago. He aspires to provide for a simpler procedure of recording numerous blood tests and finalize a new courier partner for the firm. He put these three things on his agenda for the day. However from the time he entered the office till he left late, his plate was completely full and found himself too busy to focus on either of these tasks. His time was spent in discussing brochures with Jean, communicating with Jill, taking feedback from every supervisor, helping Jon find extra storage space for chemicals, reviewing a researcher, discussingthe new marketing plan with the marketing director, approving purchase orders, analyzing regulatory changes with health and safety supervisor, sorting enquiries from hospitals and medical schools, handling few HR concerns, answering Vice president’s questions on the launch of phase 2 trials, attending a number of conference calls and similar planning and organizing activities for different departments of the organization. On his way back, he has been frustrated for not being able to work according to the agenda and realized that the strategically inclined tasks are taking a back seat owing to other small projects as mentioned above (Azanza, 2013). This makes him feel that he is unable to justify the role of an executive in the firm (Nooraie, 2012). Another thing which has been bothering him is the lackof time that he is devoting to his family.ProblemsFrom the case study, three major problems have been brought to notice:
Techno Greats – Case Study31.Not satisfied: One of the biggest problems expressed in the case is Ed’s dissatisfaction with his own performance. Often enough emphasis is not paid to job satisfaction but it is a very important aspect in an employee’s career (Goodwin, 2017). McClelland provided amotivational theory laying emphasis on three important needs of every employee. Need for power, need for achievement and need for affiliation (McClelland, 2015). In this case we can see that Ed’s need for power and achievement is satisfied but his need for achievement leaves him dissatisfied. Ed feels that he is not working to his full potential. He strongly believes that the major contribution of an executive level employee is through innovation and he is unable to deliver that. And this is a major source of demotivation (McClelland, 2013).2.Lack of work life balance: Ed is usually the last employee to leave from office and reaches office early. Every day he is putting in extra hours at work which is affecting his time with his family (Isaacs, 2016). He understands his obligations towards them and finds it unfair that he is unable to spend time with them. This shows a lack of work life balance which is a major source of demotivation for employees and can adversely impact employee performance in the longer run (Wiese, 2015). 3.Inability to justify the role of an executive: A Manager has to be two efficient and effective. Efficiency refers to doing things right whereas effectiveness refers to doing the right things (Tones, 2013). No doubt Ed is efficient with his work but he is not effective as most of the strategic tasks have taken a backseat in his day. By this logic, he is not doing justice to his role as an executive (Millan, 2013). Root causeIt is slightly difficult to put a finger at the root cause for all these problems as usually such major problems are caused by two or three combining factors. However, it can be noticed in the case that Firstly Ed is unable to prioritize his work and focus on more important tasks. He is a top level executive and it is imperative that managers decide which work requires their attention.
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