MM200: Sam's Decision - Leadership Strategies for Project Success

This report analyzes the case of Sam, a manager facing challenges in a multinational corporation, focusing on his struggles with team motivation and project deadlines. The report provides advice to Sam, emphasizing the importance of understanding employee interests and fostering a collaborative environment. It suggests holding individual career development meetings to understand employee motivations and interests, and to encourage teamwork. The report applies relevant management concepts, including McGregor's Theory X and Theory Y, Mary Parker Follett's management insights, Hawthorne studies, and Maslow's hierarchy of needs, to support its recommendations. It compares and contrasts different advice given to Sam, highlighting the significance of motivation and coordination within the team. The conclusion underscores the importance of effective leadership, employee motivation, and project monitoring for achieving organizational goals. This analysis provides practical insights into leadership strategies for improving team performance and project success.

Running Head: Management
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Managing People and Organizations
8/2/2019

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Contents
Advice given to Sam to resolve the problem...................................................................................2
Three relevant concepts...................................................................................................................2
Advice to Sam is similar or different...............................................................................................3
References........................................................................................................................................5

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Introduction
The report is prepared in regards with the case study of the Sam in which the advice will be
given to the Sam to solve the problems and the issues which are happening in the multinational
corporation. In this report the relevant concept which manages the people and organization will
also explained which will motivate the employees do the work on time. The advice is also given
which is similar and different to the other member of the group to the Sam.

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Advice given to Sam to resolve the problem
In this report the decision of Sam’s will be analyzed and the advice will be given to Sam
for resolving the problems. As per the case study he has to manage the situation so that the new
project can be delivered on time. In the scenario the multinational corporation is given in which
Sam is working (Berman and Van Buren, 2015).
As per the scenario the team works is not that much effective and due to this the deadline
of the urgent project are not be able to meet. The motivation level is very poor so the advice is
given to Sam that he should motivate his employees and boost them to achieve the targets and
objectives. The individual career has to be hold by Sam and their interest in the field has to be
understand or gain so that the employees can be motivated and work with full of enthusiasm.
Sam should know how to take the challenges and convert them in the strength. He give many
disappointment to the team so it was the advice for him that the team work would reach to nay
conclusion when there is the coordination and understanding among the different members of the
team. There was the new project which requires urgent action so instead of pressurizing to the
team members he has to assure them that as a team we can do this if everyone will contribute
their best to the team (Ozguner and Ozguner, 2014).
Three relevant concepts
“Theory X and theory Y” management style: As per this theory of the Douglas
McGregor, Theory X of the management apply to this scenario as the employees of the team are
unmotivated and they are avoiding the work so they need some motivation and satisfaction from
the manager so that they work inherently happy. If the employees will be getting higher level of
the satisfaction then the burden of the work will not seem. I will also recommend the theory of
Y, as the employees have to give the work which they enjoy so that they can work with their own
initiative (Lawter, et al., 2015). Theory X is based on the motivation in which employees are lazy
so they have to motivate so they work happily without being forced. If the manager will apply
the theory Y in the multination corporation then everyone will be self-directed and control and
they accept their responsibility to so the work on time.

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The new project has been discussed by Sam during the meeting and he has also ensured
the role will play by each individual to complete the project at the deadline. So Sam has to
encouraged his team to work with the harmony so that project can be met on the deadline. If
they will work with the harmony in the team then effective responsibility is allocated to the
entire member (Datta, 2014).
Mary Parker Follett’s: As per this theory the management is the art of getting things
done through the people and this theory emphasis more on the powering with rather than the
powering one. Sam has to delegate the power to certain individuals in the team rather than
establish the strict hierarchy. The project will be met by the deadline if everyone in the team
member will do their assigned work with the delegated power. So Sam has to motivate to do the
work as per their authority.
Hawthorne studies: As per this theory refocus has been done on the managerial strategy
which increases the output of the person. So to increase the output by the employees this theory
is very effective. The productivity of the workers will be increased when the workers will do the
work as per their own interest. If there is the work motivation at the workplace then the
productivity will be increased as per this theory. If Sam will give any kind of the reward to their
employees then they will motivated and the will make sure that the new project will met on the
deadline. If he will communicate with the employees in the positive manner then they will get
some encouragement to do the work (Schermerhorn, et al., 2017).
Maslow’s theory: As per the Abraham Maslow’s hierarchy theory, if the basic needs of
the employees are fulfil then they feel motivated and work with full of self-actualization. If the
employees are self-actualized in the large corporation then goals can be achieved and they work
with full potential. The productivity by the employees will be increases are there is the employee
satisfaction so this theory focuses more on the needs of the employees. Sam has to focus on the
needs of the employees then only his projects will be met on the deadline (Melé, 2017).
Advice to Sam is similar or different
My advice to Sam is similar to the XYZ, as I think motivation is the biggest factor which
is needed in the organization so that productivity can be enhanced. Not only motivation but also

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the coordination among the different members will lead to complete the new project on time. So
the advice to Sam is that he has to boost up the members of the team and motivate them to work
with full of concentration so that maximum efficiency can be achieved. The employees should be
allocated the work as per their personal goals. If Sam will allocate the work to their team
members as per their interest then they will do the work with full of motivation which will result
in meeting the project. If Sam will talk personally with every employee and ask them their
interest of work then will motivated (Day, et al., 2014).
Another advice which is given to Sam is that the deadline can be met on the time of he
will make the announcement on the public continuously which will remind the pope that
deadline is approaching soon so they have to work with more patience and have to achieve the
targeted within the deadline.
My advice to Sam is different to the ABC as they are giving the advice that an routine
should be fixed as per the scheduling software so that the employees progress can be maintain
(Buch, et al., 2014). But as per my view when the employees fell more friendly environment
where they do not have to follow any rulers and regulations then they work with full of
motivation so as per this schedule the employers will work but the quality of the work cannot be
seen. As per my advice the employees has to work in the free environment whether it is
multinational corporation or the small entity as when some freedom is given to them they work
with full of enthusiasm. Companies will increase which will not only increase the profitability of
the company but also helps in progress. In the meeting, which is taken by Sam no one is agree to
take the project so he has to boost up their employees by giving them some more rewards so that
they will agree to work on that project and meet the deadline (Zalenski and Raspa, 2016).
As consequences I have learned that a leader is the follower by the team member so if the
leader doesn’t feel motivated towards the work then the employees of the team do not work with
such enthusiasm. I have also learned that if the deadline of any project has to meet then the
progress of the new project has to be monitor by the leader everyday so that the at the end the
pressure of the work cannot be seen. The leader has to monitor the performance on the daily
basis and he has to make sure that everything on the organization is happening as per the plan
then only the new project work can be made on the deadline. The participation and the

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involvement of Sam as the team is very less since he has become the manager so the person
should not be overwhelmed by their up gradation at the post (Sager, 2015). Sam was also very
unprofessional during the meeting so instead of making examples for the other team members,
he is the one who is ruining the professionalism. So I have learned that being the team leader the
person should be very professional and should maintain some rules and regulations in the
organization so that people should obey them instead of disrespect. I have learned that if the
motivation level is higher than the production in the multinational

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Conclusion
From the above report it is analyzed that to achieve the targets and goals in the organization,
motivation of the employees is very essential. In this report the advice is given to Sam that he
has to motivate the employees by giving some reward so that the team can complete the new
project at the given deadline. Different concepts have been explained in that such as McGregor's
Theory X and Theory Y, Mary Parker Follett's management insights, Hawthorne studies,
Maslow's hierarchy of needs, etc.

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References
Berman, S. L., & Van Buren III, H. J. (2015). Mary Parker Follett, managerial responsibility, and
the future of capitalism. Futures, 68, 44-56.
Buch, R., Kuvaas, B., Dysvik, A., & Schyns, B. (2014). If and when social and economic leader-
member exchange relationships predict follower work effort: The moderating role of
work motivation. Leadership & Organization Development Journal, 35(8), 725-739.
Datta, Y. (2014). Maslow’s hierarchy of basic needs: An ecological view. Oxford Journal: An
International Journal of Business & Economics, 8(1).
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in
leader and leadership development: A review of 25 years of research and theory. The
leadership quarterly, 25(1), 63-82.
Lawter, L., Kopelman, R. E., & Prottas, D. J. (2015). McGregor's theory X/Y and job
performance: A multilevel, multi-source analysis. Journal of Managerial Issues, 84-101.
Melé, D. (2017). Ethics in management: Exploring the contribution of Mary Parker
Follett. International Journal of Public Administration, 30(4), 405-424.
Ozguner, Z., & Ozguner, M. (2014). A managerial point of view on the relationship between of
Maslow's hierarchy of needs and Herzberg's dual factor theory. International Journal of
Business and Social Science, 5(7).
Sager, K. L. (2015). Looking down from above: Measuring downward maintenance
communication and exploring Theory X/Y assumptions as determinants of its
expression. Revista de Psicología del Trabajo y de las Organizaciones, 31(1), 41-50.

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Schermerhorn, J. R., Davidson, P., Factor, A., Poole, D., Woods, P., Simon, A., McBarron, E.,
(2017). Management: Asia-Pacific Edition, 6th Edition. John Wiley & Sons, Australia
Ltd.
Zalenski, R. J., & Raspa, R. (2016). Maslow's hierarchy of needs: a framework for achieving
human potential in hospice. Journal of palliative medicine, 9(5), 1120-1127.