Case Study Analysis: Leadership, Management, and Organizational Change

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Added on  2022/12/26

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Case Study
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This case study analysis examines the Bolivar Group's challenges in transitioning from a traditional command-and-control management style to one that fosters innovation and creativity. The analysis explores the changes needed in management relations and employee learning to implement such a shift. It highlights the importance of organizational learning, effective communication, employee motivation, and establishing a balance between command and control. The study emphasizes the need for a learning culture, where knowledge sharing, integration, and interpretation are continuous processes. Effective communication is seen as crucial for conveying goals and addressing employee grievances. Employee motivation, achieved through recognizing individual needs (as per Maslow's hierarchy), is linked to increased engagement and commitment. The analysis also discusses the significance of command and control, particularly in providing guidance and structure, and concludes that a combination of these strategies can improve productivity and stakeholder satisfaction. The analysis suggests incorporating training and development programs, mentoring programs, and clear communication channels to foster a culture of learning and achieve organizational goals. The study concludes by reiterating the need for a strategic approach to leadership, emphasizing that activities such as the establishment of a culture of learning, smooth communication, and employee engagement can effectively meet stakeholder needs and help the Bolivar Group achieve its desired goals.
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Running head: CASE STUDY ANALYSIS
Case Study Analysis
Name of the Student
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Author Notes:
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1CASE STUDY ANALYSIS
Answer
The Bolivar group has been operating favourably in the areas that they are supposed to.
The employees and the management were also performing effectively, the employees were
satiated with their roles and the shareholders were also happy with the returns that the company
was getting in the capital markets. However, an urge for change was felt by the company. As a
result of the urge, the company decided that they should enhance their performance. As a result
of the initiative the management of the company introduced training and policies that would
highlight the effort related to innovation and creativity in the framework of the organisation. The
aim of the company was to ensure that the employees of the company and the company as a
whole is able to incorporate the same into their work regime. However, the efforts related to
innovation and creativity experienced a certain degree of hindrances as is expected in a situation
when an organisation has been subject to change. Later the issues were resolved and it resulted in
better performance of the individuals which resulted in better performance. The aim of the paper
is to critically evaluate methods that the organisation can implement in the organisation, in order
to ensure that the employees in the organisation have better performance. Additionally, the aim
of the paper is to evaluate the traditional techniques that the company can take in order to impose
a culture of command and control in the organisation which might result in increased
productivity of the employees.
In order to manage the effectiveness, the productivity and operations within an
organisation in a traditional way, the management of the company have to ensure that they will
be subject to activities that will incorporate a culture of collaboration and learning. The aim of
the company of the company would be to incorporate a culture of learning. This would help the
employees of the organisation to constantly improve their competencies. Furthermore, it will
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2CASE STUDY ANALYSIS
help the company in achieving goals such as establishment of a culture in an organisation that is
characterised by high level of command and control. Following are the important factors that
must be considered in order to ensure that the organisation is able to implement the goals that
have been established;
Organisational learning can be termed as a continuous process in the organisation, which
is characterised by transfer of knowledge and information in the organisation that leads to
improved levels of knowledge in the company and improves the overall level of competency of
the organisation. A culture of learning within an organisation is considered the base of
performance if the employees who are engaged in an organisation. The Bolivar can consider to
incorporate the same within the culture of the organisation. The achievement of the latter will
help in improving the knowledge levels of the people of the organisation and would also help in
boosting the efficacy of the performance that the employees of the company will be subject to. A
culture of learning is carried out in an organisation in the form of a cycle. It is known as the
organisational learning cycle which is characterised by factors such as sharing of knowledge and
information across all the levels of the company, integration of information in the operations,
interpretation of the information and monitoring of the same by the management. It is a healthy
culture within the company which determines the nature of the performance of the employees.
Through programs such as training and development, and mentoring programs the company can
achieve the feat of a culture of learning within the organisation.
Communication is the process of interchange of information between two or more
parties. Smooth communication can help the organisations in information to the ideal receiver.
Furthermore, it can be said that smooth flow of communication within and organisation helps in
transferring information to the employee regarding the goals of the management and the goals of
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3CASE STUDY ANALYSIS
the management. With the help of a smooth communications, the management of the company is
able to communicate the motives of the company employees and the executives. Stakeholder
appreciation is considered as one of the most important goals of a company, regardless of the
nature of operations of the company. Communication from the part of the employees would help
in ensuring that their grievance is adequately communicated to their desired recipient. Yet
another integral part of an organisation with smooth organisation culture is characterised by
effective feedback that the top-level management of the company may have for the employees or
their subordinates. Thus, in order to ensure that there is a culture of smooth communication
within the company, the management of the company must establish policies that allow the
members to effectively share their grievances and feedback. Thus, a feedback mechanism and
grievance redressal procedure are the grounds on which the smooth frame work in the
organisation is ensured. This should be incorporated into the structural framework of the
company were, there is a line of communication between the top tier employees of the company
and the low tier employees of the company. Furthermore, trade unions can be included in the
framework of the company which would help in ensuring that the grievances within the workers
are answered.
While an organisation aims to develop their competencies further, the ultimate strategy is
to develop the competency of the employees by utilising strategies such as employee training and
development. However, there might be incidence of cases when all the employees are already
competent and perform their delegated roles effectively. In such cases, the management has to
identify aspects that can be improved. Motivation is one such aspect. Motivation can be defined
as the reason behind the behaviour and actions of an individual. Different employees derive
motivation from different aspects. While some derive motivation from monetary rewards, some
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4CASE STUDY ANALYSIS
derive motivation from recognition. There are various needs that an individual has which
determines their level of motivation. Needs such as physiological needs, safety needs, need for
affiliation, self-esteem needs and self-actualisation needs are the different types of needs that
must be recognised by the employer or the management in order to determine a way to motivate
the employees. Such array of needs has been established by Abraham Maslow in the form of a
hierarchy pyramid.
Thus, it can be said that recognition of the needs can help an organisation to recognise the
aspects that the employees need to be fulfilled in order to get motivated in the job that they are
performing. It can be said that employee motivation leads to engagement of the employees.
Employee engagement and employee satisfaction are different things. Employee engagement can
help in achievement of employee satisfaction. Further it has been proven, that employee
motivation leads increased levels of commitment in the employees, which results in higher effort
in the work that the employees are putting in the work. Hence, it can be said that employee
motivation can help an organisation in achieving the feat of employee engagement. The latter
helps in establishment of a higher degree of commitment in the work by the employees, as a
result of which the employees give their best efforts in the work which leads to high performance
outcomes. As a result of the high efficiency of the employee leading to high performance
outcomes, the management is able to derive maximum amount of productivity which helps the
latter in the achievement of the strategic goals of the company. Hence, the Bolivar should
incorporate the same in order to boost the competency of the competency of the organisation as a
whole.
Even though the it has been stated that leaders should be liberal rather than being
authoritarians, importance lies in acceptance of the fact that leaders do have to take control of the
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5CASE STUDY ANALYSIS
situation at times. The importance of command and control cannot be undermined. Even if
companies have competent employees, the strategic goals of the former cannot be achieved
without proper guidance. By establishing a position of command and control in an organisation,
the leader takes charge in the organisation. Absence of the same results in employees slacking
off and not putting in their best efforts. Command, in an organisation is determined by the
hierarchical framework in an organisation. The structure of an organisation determines the
structure of flow of power in the organisation. It determines member precedes over whom in the
company. By adjudging the nature of the same, delegations should be made. Establishment of
control would help the departmental leaders in establishing control over the operations over the
groups that they are dealing in. Monitoring the performance of the employees at an individual
level would give the leaders of each department the ability to control and boost the personal
performances of each employee at an individual level which would help in improving the overall
performance of the teams. This would reflect in the overall performance of the organisation as a
whole and the same can be controlled by the top tier management of the company and the
chairpersons of the company. Hence it can be said that the importance of organisational
functions determines the efficacy of the function of a company and helps in shaping the degree
of efficacy that the functional departments of the company.
It can be said that incorporation of activities such as establishment of a culture of
learning, effective communication, recognition of needs of motivation and establishment of
proper command and control helps in achievement of the goals of increased amount of
productivity in the company. Stakeholder satisfaction has been recognised as one of the most
important goals of the company and thus it can be said that carrying out the latter effectively
helps in achievement of the goals that have been established by Bolivar. Carrying out the latter
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will also ensure that the employees will result will result in faster processes of decision making,
enhances the processes within the organisation. The right structure and framework of the
company ensure that the changes in the organisation are catered to adequately.
On a concluding note it can be said that the aim of the management of the company was
to determines the effectiveness of operations of the company with measures other than
innovation and creativity. It has been opined that activities such as establishment of a culture of
learning, establishing smooth flow of communication, achieving employee engagement by
recognition of the needs of the employees which leads to motivation of the employees. It was
found that the latter helps in achievement of high performance, which would be liable for the
achievement of the achievement of the organisational goals of the company. Hence, the latter can
help the Bolivar group to attain their desired goals. Thus, it can be said the activities that do not
involve monetary expenses from the part of the company can be also used effectively to satiate
the needs of the stakeholders.
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