MGT2002 Managing Organizations: Dayglo Devices Inc. Case Study Report

This report analyzes the Dayglo Devices Inc. case study, focusing on leadership and management challenges within the organization. The analysis addresses internal conflicts, declining sales due to changing market trends, and the impact of unethical practices on employee engagement and morale. The report examines the leadership style of Leigh Enfield, the potential replacement for the Executive Manager of Marketing, and her struggles to balance kindness with effective management during a period of organizational crisis. It recommends strategies for improving conflict management, enhancing employee motivation through feedback and recognition, and fostering a culture of adaptability and ethical leadership. The report emphasizes the importance of clear communication, goal setting, and providing opportunities for employee development and adaptability to ensure positive organizational outcomes. It also highlights the significance of emotional intelligence and a strong performance evaluation process.

M E M O R A N D U M
TO: Hillary Rodham: Executive Director, International Operations
FROM: George
SUBJECT: Advice for Dayglo Devices Inc to bring betterment in outcomes
DATE: 13th Jan, 2020
Investigating on the situation, it has been identified that leadership and management can
be considered as the important aspects that can ensure the organizational success. In
order to ensure the employee engagement as well as positive outcome in the workplace,
contribution of leaders and managers is important (Greig, Owsiak and Diehl, 2019). By
demonstrating the excessive kindness towards the employees, managers can bring
significant changes business practice. On the other hand, based on the positive and
negative approach of the managers towards employees can significantly influence the
final outcome of the organization. Therefore, it can be said that based on the managers’
initiatives towards addressing the employees concern can significantly influence the
business production outcomes in an organization.
Through the investigation of the case, it has been identified that internal conflicts as well
as improper implementation of decision is the important concern in Dayglo Devices Inc.
Declining sales rate due to changing customer focus towards the digital toys has
drastically impacted on the revenue generating process of the company. On the other
hand, it is true that unethical practices has made the internal management system weak,
which has also contributed in reducing the employee engagement. It has also been
identified that due to improper decisions in Dayglo Devices Inc., employee morale has
got sagged, which has impacted on the company outcome. After the investigation in the
particular organization, it has been identified that due to slow in revenue generating
process employee turnover has created critical situation for the managers. In this
situation introducing the string employee management system has become necessary for
increasing the retention rate. Lack of leadership as well as job development priorities in
the workplace have made the situation sensitive for Dayglo Devices Inc, in which
controlling the employee engagement towards achieving the goal has become complex.
It has been analyzed that lack of motivation among the employees it has impacted on
their performance.

Examining the situation, it has been identified that you aimed to replace David
Cochrane, who was the Executive Manager, Marketing. In the declining situation in the
company, utilizing Leigh’s leadership skills, you aim to bring motivating environment in
the company. However, in the last meeting, you have noticed that defensive approach
towards the management has been adopted by Leigh. Rather than pointing out the
employees and blaming the employees, Leigh has become angry. As a result, negative
environment has been created in the workplace that has influenced the morale. As the
nature of Leigh is quite soft and kind towards employees, due to lack of understanding
regarding the balance between kindness and situation handling ability, it has become an
important concern for you to control the situation.
In this situation, I believe, human relations management as well as justifying with the
organizational perspectives has become the important concern for the managing
authority. As per my understanding, enhancing the managerial competencies have
become necessary in the particular case so that employee abilities can get increased. It is
true that developing communication is an important practice in the workplace that can
help to demonstrate the vision with individuals. However, it is also true that in order to
develop motivating environment in the workplace, internal culture needs to get
improved so that their intention towards achieving the organizational goals can get
increased. In order to lead the productive outcomes in the workplace. It is an important
responsibility of the leader to share clear direction to the individuals so that productive
outcomes can be gained.
Analyzing the case situation it has been identified by me that it has become difficult for
Leigh to maintain the balance between toughness and kindness during the organizational
crisis (Antonakis and Day 2017). After asking regarding the shortfall in sales, Leigh
become quite defensive as she does not want to blame any of the employees in her team.
I strongly believe, the human relations method which is being followed by the company
is not sufficient for managing the organizational crisis. Being a leader it is important for
Leigh to enhance the ability of employees to deal with the negative situation. Involving
them in different tough situations, their competencies can get increased. In order to
ensure proper collaboration in a team, rather than saving the employees from tough
situations, it is important for the leader to encourage them to deal with the critical
situations, which can make them self-efficient (Greig, Owsiak and Diehl, 2019). I also
believe, emotional intelligence is an important skill that a leader should have but it is
also true that strong performance evaluation process needs to be followed in the

company. In order to form a team, a leader should play the role of a contributor,
communicator, collaborator and challenger. In case of Leigh, the person is facing
challenges while performing as the challenger as the other three roles are dominating her
leadership characteristics.
Lack of conflict management approach of in the company has created the uncooperative
situation. Analysing the issue in the particular case, it has been identified by me that lack
of adaptability ability as well as maintaining the ethical power in the workplace,
conflicting situation has got aroused, which has impacted on the final outcome of the
company. As per the leadership competency, ethics and effectiveness are the important
two elements that can discriminate between weaker leader, great leader and over bearing
leader. In case of Leigh, the characteristics proves her as a weaker leader in which she
gives in to demands of subordinates and ignores the noncompliance. In this situation
relationship between the leader and the employees gets improved, however it is not
beneficial for the organizational growth. As its impact, internal conflict in the
organization gets influenced.
Analysing the theoretical aspects of open systems model, it has been identified that here
different criteria of an effective leader has been mentioned. On the other hand, linking
up the situation in Dayglo Devices Inc with CVF aligned strategies for implementing
change, it can be said that among the four elements lack of understanding regarding the
telling and transformational change are missing in the particular case.
In respond to the above issue mentioned in the case, it can be assumed that in this
situation it is important for adopting an effective approach for controlling the declining
sales ration in the company. I can suggest that proper adoption of conflict management
approach can help to improve the situation in the company. Lack of cooperative
approach of the leader with the other management authorities, it has become challenging
situation for the company. On the other hand, due to the soft nature of Leigh, she tries to
maintain her kindness towards the co-workers, which sometimes negatively impact on
their professional field.
As I have mentioned before Lack of conflict management approach of in the company
has created the uncooperative situation, which made created employee dissatisfaction.
Analysing the issue in the particular case, it has been identified by me that lack of
adaptability ability among the employees, maintaining the ethical power in the
workplace has become challenging for the leader.

In order to improve the situation in the particular organization, I can suggest you to
critically analyze the problem first. After the investigation it has been identified by me
that lack of cooperation as well as differences in decisions, concentration on a particular
goal is quite difficult. On the other hand, ion the emerging business environment, market
has become highly competitive, in which maintaining the effective leadership is
necessary for gaining the positive outcome (Martin, Epitropaki and O’Broin 2017). By
continuing this, it can also be said that internal training plan needs to be introduced in
the workplace for controlling the employee turnover rate. In order to ensure employee
motivation, I suggest you to introduce effective recognition policies so that the retention
rate can get increased. As per my analysis, I have identified some of the areas, in which
the changes needed to be introduced for ensuring betterment.
Within the given scenario for the Dayglo Devices Inc, it is important to provide
feedback to the employees as act of providing feedback to the employees helps in
opening up dialogue between the manager and the subordinate employees. By knowing
that the managers over them are honest with the employees as well as they can seek for
help depending upon trust with the managers and colleagues (Harrison and Lock 2017).
In this way the managers will be able provide an open door for the employees to
approach the managers discussing any issues. Through receiving positive feedback, the
employees will appreciate the efforts of the managers. Through feedback, it will help
the employees to know about their achievement that can motivate them to achieve more.
Characterizing explicit targets and afterward setting out how to accomplish every
individual goal for the employees is also important. It is especially important for explicit
work that should be done slowly and carefully, and is an extraordinary method to make a
culture of moving in the direction of shared objectives. The thought is that, as every goal
is accomplished, those inside the association know about their accomplishments, which,
thusly, supports assurance and inspiration.
In the event that a representative raises an issue to the director whether it's to do with
their vocation, remaining task at hand, office hardware, individual life or some other
issue - to the chief need to give a valiant effort to discover an answer. This may not
generally be conceivable, yet it's significant that to the administrator perceive the
worries of your colleague and put forth an obvious attempt to handle issues.
A director is to advance vocation improvement open doors for your representatives and
bolster their expert desire. This implies giving preparing, instructing and tutoring as

fitting and allowing laborers to improve their abilities set.
Representatives should feel acknowledged while working in the association. Both
money related and non-fiscal prizes ought to be given to them. Examinations will help in
holding the staff as they feel significantly more persuaded when they are assessed for
their achievements.
As a pioneer, one should be adaptable and versatile enough, had the option to control
change and react to change with equivalent fan. During a time of fast change, how well a
pioneer grasps moves in the expert scene and utilizations them to improve the
association's direction can be a significant proportion of adequacy. Protection from
change may undermine basic activities or framework wide usage. Worker eagerness,
participation, spirit, and innovativeness are imperiled, making it even more hard to
maintain the business or association.
The vast majority of the administrators with poor initiative abilities cause a tremendous
hole in the technique making and execution process. They will in general beginning their
adventure with no vision as a main priority, which forces the representatives to work
with no point. They don't have the foggiest idea what the objectives are of the
organization and for what precisely they are working. They will achieve just precisely,
not with any wise course towards a shared objective. Going about as a poor factor for
development and advancement of an association, the disappointment that is made in
light of poor administration among the workers is additionally not irrelevant.
I have shared my opinion with you I believe the suggestion that I have provided to you,
can help you to bring betterment in the organization. If you have any further quarry
regarding my suggestion, please feel free to inform me. I will be waiting for your
response.
From George

Bibliography
Antonakis, J. & Day, D.V. eds., 2017. The nature of leadership. Sage publications.
Broukhim, M., Yuen, F., McDermott, H., Miller, K., Merrill, L., Kennedy, R. & Wilkes,
M., 2019. Interprofessional conflict and conflict management in an educational
setting. Medical teacher, 41(4), pp.408-416.
Chen, Y., Chen, T., Wang, H., Wang, J. & Tjosvold, D., 2018, July. Interactive Effects
of Authoritarian Leadership and Leader Conflict Management Approaches. In Academy
of Management Proceedings (Vol. 2018, No. 1, p. 13814). Briarcliff Manor, NY 10510:
Academy of Management.
Greig, J.M., Owsiak, A.P. & Diehl, P.F., 2019. Mediation and its compatibility with
other conflict management approaches. In Research Handbook on Mediating
International Crises. Edward Elgar Publishing.
Harrison, F. & Lock, D., 2017. Advanced project management: a structured approach.
Routledge.
Herman, R.D., 2016. Executive leadership. The Jossey-Bass handbook of nonprofit
leadership and management, p.167.
Kappelman, L., Johnson, V., Torres, R., Maurer, C. & McLean, E., 2019. A study of
information systems issues, practices, and leadership in Europe. European Journal of
Information Systems, 28(1), pp.26-42.
Martin, R., Epitropaki, O. & O’Broin, L., 2017. Methodological issues in leadership
training research: In pursuit of causality. In Methodological challenges and advances in
managerial and organizational cognition (pp. 73-94). Emerald Publishing Limited.
Renz, D.O. & Herman, R.D. eds., 2016. The Jossey-Bass handbook of nonprofit
leadership and management. John Wiley & Sons.
Rosenbach, W.E., 2018. Contemporary issues in leadership. Routledge.
Storey, J., 2016. Changing theories of leadership and leadership development.
In Leadership in Organizations (pp. 17-41). Routledge.