Leadership and Implementation Plan for Rocky Mining Consultants

This report provides an analysis of the Rocky Mining Consultants case study, focusing on the implementation plan for a project involving claim staking near Eagle Lake, British Columbia. The assignment required an analysis of the problems, both primary and secondary, faced by the team led by Sam Brandon. The report identifies the challenges related to employee performance, motivation, and leadership. It proposes an implementation plan with solutions, including improved supervision, explicit planning, and employee morale boosting strategies. The report highlights the importance of addressing issues like role conflict and wage dissatisfaction to enhance team efficiency and project success. The solutions are based on relevant leadership and organizational behavior theories, such as efficient productivity, and Herzberg's hygiene theory. Finally, the report includes a bibliography of relevant sources, including Herzberg, Hussain, Lee, Randall, Sekhar, and Tamirat.

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Implementation Plan on the field
An optimum target of finishing seven and a half units per day was allocated to each team
member. Minus underperformed. Since the tenure of the stint was less than a month, it was
essential for the leader of the group to come up with plans to take care of the short term
implications.
1. On the stage of the planning, Brandon should allocate more time for the
supervision and correction
Leadership and supervision of final product is a full-time job, Brandon should have come up
with a working plan where he can allocate some time for the supervision of the work done by the
other teammates. The facts of the case study give us an idea that Minus was spending more time
in providing a finishing touch to the mining sites. This finishing touch was not needed. Brandon
discovered it on the third day itself. It was a short term implication plan which was necessary for
the successful accomplishment of the project.
2. The provision of coming up with an explicit plan can be practiced
The facts of the case indicate that during the second day Brandon and Diacos emerged as better
performers, ideally, Brandon should try to coach Minus about his shortcomings and tell him
about the explicit plan related to the right nature of the job and what is expected from him.
During the planning stages, Brandon could have come up with some plans where he can consider
certain scenarios following the weaknesses and strengths of the team. It could have served as a mid-
term implication associated with the existing project.
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3. Exercise to boost the morale of the employees
The performance analysis of Minus gives us an idea that on the fourth day, all the operations
were streamlined; it was the day when Minus performed to his full capacity. As a team leader, it
was the right time for Brandon to come up with a reminder about the bonus that their team can
earn. Brandon was aware of the fact that Minus was not happy with the wage structure. He
should have come up with the mention of a bonus that was awarded (Tamirat, 2019). On a
hypothetical level, we can assume that this team was capable of winning that bonus because
Diacos and Brandon performed better than their allocated quota of work (Lee, 2016). The
planners of the main scheme of the things planted this long term implication of rewards with the
main proposition. From Human Resource practices in the 21st century, employees often react
positively towards these offers. They like to work in such types of challenging environments
(Sekhar, 2013).
The parameters of the efficient products can help a leader like Brandon where he can have a look
at his resources from a fresh perspective and reallocate the work division (Randall, 2016) chart
following the newfound capacities and deliverance of the team members. The theory of
“efficient productivity” can be applied here. Under the concept of efficient productivity, a
worker is required to give away an optimum performance to suit the needs of the system or the
production line.
The failure of Brandon gave rise to the secondary problems and forced an inconsistency in the
performance of Minus. Few solutions can be arranged in the order of efficiency. A change in the
functional plans for the timely and efficient disposal of the job could have attracted the following
steps.
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Solution 1: This solution was implemented by Brandon when he arranged an early drop and late
pickup for Minus to allot him some extra time to finish the job.
Solution 2: Brandon was aware of the problem that Minus is spending more time in giving a
finishing touch to the site. It was a role conflict that Minus was facing, during the first five days
he tried hard to figure out that what is wrong, however, the wrong messages given by Brandon
acted as a demotivation for him.
Solution 3: On the fourth day when Minus achieved his quota of work, it was an opportunity for
Brandon to motivate him to win the bonus amount on early completion of the work and address
his resentment about underpayment for the job.
A change in the functional plans for the timely and efficient disposal of the job could have
attracted the following steps.
The best solution to resolve the problem is solution number 2 where Brandon should have act as
a leader by setting an example. Solution 3 is another way to resolve the problem. Solution one
was the worst choice because it contaminated workplace hygiene and demotivate Minus up to a
point of no return.
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Bibliography
Herzberg, F. (2019). Frederick Herzberg's workplace Hyegine theory . CMI,
https://www.managers.org.uk/~/media/Campus%20Resources/Frederick%20Herzberg
%20-%20The%20hygiene%20motivation%20theory.ashx.
Hussain, S. (2018). An Examination of the Factors Affecting Employee Motivation in the Higher
Education Sector. NCBI,
https://journals.sagepub.com/doi/full/10.1177/2319510X18810626.
Lee, M. (2016). Understanding employee motivation and organizational performance:
Arguments for a set-theoretic approach. Science Direct,
https://www.sciencedirect.com/science/article/pii/S2444569X16000068.
Randall, J. (2016). Is it all about the Money?: Motivating Employees in the 21st century.
Cornerstone, https://cornerstone.lib.mnsu.edu/cgi/viewcontent.cgi?
article=1125&context=jur.
Sekhar, C. (2013). A literature review on motivation. Global business perspectives,
https://link.springer.com/article/10.1007/s40196-013-0028-1.
Tamirat, A. (2019). Work motivation and its effects on organizational performance: the case of
nurses in Hawassa public and private hospitals: Mixed method study approach. PMC ,
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6454626/.
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