One Tech Business Analysis Case Study

This case study analyzes One Tech Company, an IT business facing challenges in management, operational strategies, and communication. The report examines the company's dysfunctional communication structure (vertical, top-down), ineffective leadership styles (autocratic and laissez-faire), and frequent conflicts among managers and employees. The analysis highlights the negative impact of these issues on productivity, teamwork, and morale. Recommendations include implementing a more inclusive decision-making process, adopting modern leadership styles (democratic, team, transformational), and establishing clear guidelines and open communication channels to manage conflicts effectively. The study concludes that One Tech needs significant changes to improve its operations and achieve future growth.

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CASE STUDY: ONE TECH BUSINESS ANALYSIS
EXECUTIVE SUMMARY
This is a report on One Tech Company, an information technology business that has various
issues relating to its management and operational strategies and techniques. The report has got
four main parts, which are the introduction which gives a brief introduction of the company and
its business operations, the purpose and scope of the topic and business in general, discussion
which gives more detailed information about the business and its challenges, conclusion
providing the writers own opinion on the business scenario and reference section that shows the
list of sources from which the report information was derived. Every section has analyzed the
business’s scenario and evaluated the challenges and problems facing its operations.

Table of Contents
INTRODUCTION.....................................................................................................................................4
ANALYSIS: LIST OF FINDINGS...........................................................................................................4
Current Internal Communication Scenario and Organizational Structure......................................4
Recommendations...............................................................................................................................5
Leadership Styles...................................................................................................................................5
Recommendation................................................................................................................................6
Conflict Management............................................................................................................................7
Recommendation................................................................................................................................7
CONCLUSION..........................................................................................................................................9
REFERENCES........................................................................................................................................10

INTRODUCTION
From the case study information, One Tech Company is an Information Technology (IT)
business organization. It specializes with the manufacture and sale of electronic equipment and
information technology machines and devices. Having hired a new Deputy CEO, who is young,
the company must anticipate a lot of change and development for the business operations
practices and methods. Basically, every IT business should always be updated on the new
technological developments and improvements all the time (Cummings et al, 2014). However,
for the case of One Tech Company, it had always used old and outdated technology and
operating techniques until the new CEO came to the picture. The following analysis will be able
to help the CEO and the company employees in improving their roles and responsibilities for the
business as well as making the business environment better.
ANALYSIS: LIST OF FINDINGS
Current Internal Communication Scenario and Organizational Structure
The general communication structure in One Tech Company is very dysfunctional and
ineffective for every employee. Apparently, the communication process had always been
vertical, which is basically means from the top to the bottom. In this communication structure,
the top management persons make all the decisions and pass the information to the common or
inferior employees who definitely have no say but follow the decision. The lower employees are
never involved in the decision-making process at any time which if done frequently they will feel
left out and in the end, don’t bother how the decision will affect their work or the business
operations. Such a structure also creates a lot of tension between the superior or top managers
and the employees. For instance, since the managers are the ones with more say, more pay, more
authority and are certainly the ones to make every decision, then this makes the employees think
less of themselves. This scenario does not help the employees build a relationship with the
managers because they will seem to be of different levels in every way and completely opposite.
When it comes to employee relationships and internal communication, there is a lot of

disagreements between employees from different departments as well. This can impact the
organizational operations by discouraging information sharing, discourages team work,
disorientation when it comes to overall objective achievement, lack of morale among other
things.
Recommendations
The managers should change their communication structure to include a structure that will
include their employees in making decisions as well. The structure should be able to
accommodate the ideas and opinions of the common employees, especially when making
decisions that will directly affect them and their responsibilities. This will be a way to motivate
them and ensure them of their value in the company (Proctor, 2014).
As for the managers’ leadership style, they should focus on being role models to their employees
and not just being their superior. Apparently, they can learn to get along with each other even
though they are from different departments. In addition to that, they should focus on acquiring
good, strong, effective and efficient leadership skills that will help them become better managers
to the organization.
The employee relationship and communication structure should be well addressed and dealt
with. The employees should choose to help each other in their responsibilities and
underestimating each other’s abilities. This can be achieved by creating bonding scenarios for
them, e.g. organizational parties, business trips, conducting conferences and business training
together (Husain, 2013). They should also be encouraged by rewarding the best employee and
recognizing a well-performing employee. This will certainly bring them closer and improve their
communication style (Christensen et al, 2013).
Leadership Styles
The leadership style in the company is completely Autocratic and laissez-faire leadership style.
The managers are not acting as leaders towards the employees. On the contrary, they are acting
like their overall superiors in every manner and field. The managers are not working together to
improve the business operations and instead, they are criticizing each other. They even do not
see eye to eye with each other unless during the monthly meetings. The managers are reluctant
when it comes to doing their duties and acting on requests. This shows that they are not ready to
work as a team or as leaders to the employees who definitely look up to them for assistance and

help. According to Chuang 2013, such negative practices and physical outlook of the managers
clearly bring a lot of negativity to the business as well. They end up affecting the other
employees by encouraging them not to do their work effectively and efficiently. Also, they
encourage other employees to either not communicate effectively or disrespectfully and
unprofessionally.
Recommendation
I would recommend the managers to upgrade their leadership styles to modern and professional
style. The styles that these managers can implement include, democratic, team leadership as well
as transformational leadership styles. These styles will help them involve their subordinates into
the decision-making process which will improve information sharing and relationship building
(Ejimabo, 2015). These styles will also help the managers transform the organization and
therefore practice their own leadership techniques and methods. The managers should also focus
on working as a team with each other at all times. This will certainly encourage team work,
collaboration and cooperation in their own specific departments and hence the whole company.
The managers should also work on how they carry out themselves in front of the employees.
They should always perform their duties and responsibilities effectively and efficiently. This will
encourage other employees to also work harder in completing and succeeding in their
responsibilities.
The departmental managers can also arrange their own meetings with their departmental
employees to discuss the departmental issues. This will help the managers and employees to
build professional relationships with each other and reduce the tension that may be between them
(Chuang, 2013). This will increase the bond between them and therefore improve the
communication style as well.
The managers should also be able to acquire certain leadership and management skills that are
supposed to help them succeed in their management responsibilities. Apparently, they can
acquire the skills through training, practice or be taught (Hao et al, 2015). These skills include
aspects like innovative and creativity skills, strong communication skills (both written and oral),
team work skill, proficient team player, effective and efficient leadership skills, positive attitude,
effective and efficient problem-solving skills to name just but a few.

Conflict Management
In One Tech Company, there are a lot of conflicts and disagreements occurring at frequent times.
The managers get into conflict with one another often which affects the business operations.
They are not able to work together or even share information as openly or as comfortably as they
should. The employees are also experiencing a lot of conflicts with each other which directly
affects the company’s business operations. For instance, when there is an argument, some
employees storm out of the company’s business or out of their work place and never return till
the later in the day or even the next day. In addition to that, there is a lot of disrespect between
employees in same or different departments whereby one employee thinks that the other is not
capable of performing a certain job. Therefore, some employees feel underestimated and
disrespected which causes conflicts and arguments. In such a case, there is tension between the
two conflicting parties or even between the two departments involved which create serious
problems. However, the employees and the managers are not able to manage their disagreements
and conflicts effectively which means that they actually do not solve the problems between them.
Such conflicts affect the business in different ways, e.g.: it hinders smooth working with each
other, reduces the productivity of the employees and the whole business, discourages team work
and collaboration, creates an unhealthy working environment for the employees among other
things (Chaudhry et al, 2015).
Recommendation
I can recommend One Tech Company employees to focus on better methods and techniques of
handling and solving any conflict that may occur during business operations. The following are
methods that employees and the managers can use to avoid, reduce and prevent conflicts in the
business (Boateng et al, 2014):
Ignoring the issue- in the natural sense, not all conflict needs to be addressed. If the people or
one of the persons involved feels that the issues are small and trivial, then one does not have to
discuss anything. This will avoid confrontation and misunderstandings.
Establishing guidelines- in every workplace there should be rules and regulations that are set for
all the employees to adhere to. There should be rules to guide different employees on how to
carry out their responsibilities, how to conduct themselves in the workplace, how to treat each

other among other things. One Tech employees and managers should also develop a set of rules
and regulations to be followed by every employee when working to avoid conflicts.
Keeping an open communication. This method addresses talking openly to the people involved
in the conflict. The employees should address the problem or issue directly while aiming at
solving it not making it more serious. One Tech employees should therefore not storm out of
their work without speaking with the person involved in the conflict but should rather confront
them with an open mind and solve the situation.

CONCLUSION
From this analysis, I have realized that One Tech Company has some serious changes to make
before it starts developing and growing for the better. Apparently, the communication styles and
structure, leadership styles and structure, conflict management and resolving techniques,
management style etc. are all negatively placed and presented. This should, however, not be the
case for such a large and potentially growing company. Therefore, it is important for the business
to hinder all the recommendations listed above so that it succeed and grow as it should.
Additionally, the business management team should be ready to focus on the business future not
only look at the current business operations and progress. They should have effective strategies
for the future as well as effective and efficient decision making capabilities to be used during the
decision making processes.
The management should focus on motivating and encouraging the whole group of employees to
work as a team to increase business development and growth.

REFERENCES
Boateng, I. A. (2014). CONFLICT RESOLUTION IN ORGANIZATIONS-AN
ANALYSIS. European Journal of Business and Innovation Research, 2(6), 1-8.
Chaudhry, A. M., & Asif, R. (2015). Organizational Conflict and Conflict Management: a
synthesis of literature. J Bus Manage Res, 9, 238-244.
Chuang, S. F. (2013). Essential skills for leadership effectiveness in diverse workplace
development.
Christensen, L. T., &Cornelissen, J. (2013). Bridging corporate and organizational
communication: Review, development and a look to the future. In Organization’s
Communication und Public Relations (pp. 43-72). Springer Fachmedien Wiesbaden.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
Ejimabo, N. O. (2015). An approach to understanding leadership decision making in
organization. European Scientific Journal, ESJ, 11(11).
Hao, M. J., &Yazdanifard, R. (2015). How Effective Leadership can Facilitate Change in
Organizations through Improvement and Innovation. Global Journal of Management and
Business Research.
Husain, Z. (2013). Effective communication brings successful organizational change. The
Business & Management Review, 3(2), 43.

Proctor, C. R. (2014). Effective organizational communication affects employee attitude,
happiness, and job satisfaction (Doctoral dissertation, Southern Utah University.
Department of Communication. 2014.).