Contemporary Management Capabilities

This report explores a case study on poor communication of Yahoo regarding office policy and analyzes the managerial conflict. It highlights the importance of soft skills, decision-making skills, and leadership skills in organizational effectiveness.

Running Head: CONTEMPORARY MANAGEMENT CAPABILITIES
Contemporary Management Capabilities
Student’s Name
University Name
Author’s Note

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Table of Contents
Introduction......................................................................................................................................3
Main body........................................................................................................................................3
Recommendations............................................................................................................................5
Conclusion.......................................................................................................................................6
Reference List..................................................................................................................................7

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Introduction
This report will explore the case study that is concerned with poor communication of Yahoo
regarding date in office policy. This case study has been selected for analysis because this is the
recent example of inept leadership strategy developed by the organisation. The leak of
confidential information had made the position of the management vulnerable before the
employees. The information that working from home facility will not be available to the
Employees soon onwards coma started to develop strong negative sensation among them. The
memo that was developed for communicating information with their employees was constructed
and therefore it fails to explain the reason why such a decision regarding cultural change was
taken. The employees were left frustrated and confused. This is a case study which exhibits a
proper example of internal managerial conflict. Analyse this study, it can be understood that
along with managerial planning, it should be execution also. At the Los Angeles conference, the
CEO of Organisation was compelled to accept that it was thein office policy which helps the
organisation to get some of the best ideas regarding employee management. The fact that was
heard by the employees by mistake was actually an idea provided from the in person
collaboration and not any industry narrative. However, she refused to provide any waiver on the
discussed policy.
Main body
Analysing the fault in communication that let the employees to know about the in person
collaboration policy of the organisation. This shows that there was reasonable absence of soft
skills among the employers. In office policy Organisation was innovative in the context of
decision making and participative leadership. However, in this case the employer was lacking
some specific soft skills which are also invincible for leadership Matteson, Anderson & Boyden,

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2016). In the first place communication skills are supposed to be always high so that the
managers can always listen and their communication in order to suit the circumstances. in this
case, if the communication channels between employees and the higher management had been
clear, they would have easily able to avoid the misunderstanding between the employees and
convey messages to clear confusion.
The manager who was responsible for being the news regarding the work from home policy is
supposed to be questioned about decision making skills that are usually implemented in the
organisation. Speaking of the company culture, it can be so reflected that some of the best ideas
comes from the in-house collaboration policy of the organisation. The stakeholders who are able
to participate in decision making are actually valued by the employers. However, decision
making former employers should also look out for problem solving skills since Communication
on misunderstanding is a part of exchanges between making process (Jones et al. 2017).
Another Important aspect of organisational leadership is depth managerial skills that are highly
needed for organisational effectiveness. The organisation and leaders are supposed to be self
motivated, by them. They generally do not require close supervision. Nevertheless Herlitz et al.
(2016)), argues that managers are positive about life and are expected to keep on going when
hard times are on. Analysing the case study, it can be reflected based on the ideas of Garland et
al. (2017), that the CEO has the positive spirit and attempted to tackle the situation in a positive
way in the press meet, however in the end the self motivation give way when he finally
reviewing the in-house policy and stated the fact that although the direction of work from home
Policy was no company narrative, however it was going to be taken up and no waver was going
to be offered to the Employees.

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Another aspect of managerial effectiveness is position of strong leadership skills. Whatever the
network of decision making process in the organisation, the leader should have the skill to take
up prompt and sharp decision based on personal calculations. In this context, it can be argued
that manager should have the ability to motivate others even in complex situations
(Brodney et al. 2016). However, in this case it is observed that when the employees were
confused and demotivated after they heard over the new policy of negotiation with the work
from home facility, the managers did not take any active role to motivate them or to make them
understand the reason behind such decision making. The mindfulness theory can be highlighted
in this context. Mindfulness is the psychological process of bringing one's attention to
experiences occurring in the present moment, which one can develop through the practice
of meditation and through other training (Lindsay & Creswell, 2017). This framework helps the
managers to become more conscious about the internal atmosphere of the workforce. This will
also allow the managers to better acquainted with the organisational needs and ensure better
communication with the collaborative feedback of the employees (Anteby, Chan & DiBenigno,
2016). The in person collaboration policy organisation has affected the skill of everyday decision
making of the managers. This is why, when the news about the new policy had been confusing
the Employees, the managers did not take up any innovative decision in order to control the
situation (Herlitz et al. 2016). In case if they had been able to resolve the contribution of the
employees and justify their decision making, would not have had to face the press meet where
she became finally able in the face official and released company data.
Recommendations
The above section considers the issues that have been occurring with the organisation. Lack of
proper leadership and communication along with limitation of decision making in concern to the

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main issues is the problem that has been facing the managerial committee of Yahoo, so far as the
case study is concerned. In the first place, it can be executed that team working skills are lacking
in the organisation. The higher level managerial members, while interacting with the members
for in person collaboration for decision making, should also have sharp interpersonal skills in
order to communicate thought processes with the lower level stakeholders also. I have to build
rapport with the lower level members of the organisation as well so that on any order that they do
not understand any decision that has been undertaken by the managerial committee and keep
faith in the process of administration in the organisation.
Conclusion
This report considersa critical case study of Yahoo Corporation the company had and in-house
decision making policy implemented. The leak of news led to confusion in the workplace. In this
context, the report argues that the managerial members of organisation where lacking essentials
of skills like communication and decision making power. They also did not have the managerial
effectiveness required in the form of self motivation or situation leadership skills. In the light of
this analysis, this report recommends that the managers should implement good supervisors for
development of listening skills and building rapport with the lower level members of the
organisation so that on any order the employees take the side of the managers considering that
the organisation will take the best decision in their favour under any odd situation.

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Reference List
Anteby, M., Chan, C. K., & DiBenigno, J. (2016). Three lenses on occupations and professions
in organizations: Becoming, doing, and relating. The Academy of Management
Annals, 10(1), 183-244.
Brodney, S., Fiwler, F. J., Wexler, R., & Bowen, M. (2016). Shared decision-making in clinical
practice: examples of successful implementation. European Journal for Person Centered
Healthcare, 4(4), 656-659.
Garland, E. L., Kiken, L. G., Faurot, K., Palsson, O., & Gaylord, S. A. (2017). Upward spirals of
mindfulness and reappraisal: Testing the mindfulness-to-meaning theory with
autoregressive latent trajectory modeling. Cognitive Therapy and Research, 41(3), 381-
392.
Herlitz, A., Munthe, C., Törner, M., & Forsander, G. (2016). The counseling, self-care,
adherence approach to person-centered care and shared decision making: moral
psychology, executive autonomy, and ethics in multi-dimensional care decisions. Health
communication, 31(8), 964-973.
Jones, M., Baldi, C., Phillips, C., & Waikar, A. (2017). The hard truth about soft skills: What
recruiters look for in business graduates. College Student Journal, 50(3), 422-428.
Lindsay, E. K., & Creswell, J. D. (2017). Mechanisms of mindfulness training: Monitor and
Acceptance Theory (MAT). Clinical Psychology Review, 51, 48-59.
Matteson, M. L., Anderson, L., & Boyden, C. (2016). " Soft Skills": A Phrase in Search of
Meaning. portal: Libraries and the Academy, 16(1), 71-88.