Run-Rhedeg Ltd: Management Challenges and Proposed Solutions Report

This report examines the management challenges faced by Run-Rhedeg Ltd, a manufacturing firm specializing in Nordic walking poles. The analysis focuses on the problems of high employee turnover and absenteeism, which are attributed to a lack of formal management structure and inadequate employee training. The report explores Tony Taylor's participative management style, contrasting it with the theories of Fayol and Mintzberg to assess its effectiveness. The report identifies the importance of planning, organizing, coordinating, commanding, and controlling in effective management. The report suggests that Run-Rhedeg Ltd should provide time to time training to the staff members so that they can gain knowledge about manufacturing and can improve their performance and effective control over staff members. The conclusion emphasizes the importance of employee behavior and recommends improvements based on the findings. This report is intended to provide insights into the issues faced by the company and to propose suitable solutions for improving the business.

Work and Organization
Behavior

Contents
Introduction.................................................................................................................................................2
Task..............................................................................................................................................................3
1. Problems of Run-Rhedegare................................................................................................................3
2. Management style of Tony Taylor.......................................................................................................4
3. Fayol and Mintzberg theory ................................................................................................................5
4. Recommendation by USW solution ....................................................................................................7
Conclusion...................................................................................................................................................7
References...................................................................................................................................................7

Introduction
In an organization there are many people works, their behavior towards other employees
and organization matters a lot. Management level persons observe and monitor the behavior of
individual in the workplace because their attitude and actions can influence the overall business
performance to great extent. Present report is based on the Run-Rhedeg Ltd which is a
manufacturing firm and produces Nordic walking poles (Pan , Qin and Gao , 2014). Tony
Taylor has formed the organization and designed the walking poles. Currently cited firm is
facing many issues such as poor performance and low production. Current assignment will
discuss the problems that is faced by the entity. Management style of the Tony Taylor will be
described in this study. Theory of Fayol and Mintzberg will be illustrated in order to identify the
role and function of manager. In addition, recommendation would be provided so that cited firm
can improve its profitability and can achieve its objective (Parikh, 2010).
Task
1. Problems of Run-Rhedegare
Run-Rhedeg Ltd is the manufacturing firm which is specialized in the
manufacturing of Nordic walking poles. At the initial level cited firm was very successful
and demand of the product was very high. Tony who was the owner and founder of the
organization was having degree of sports and regularly attend conferences related to this.
Tony always have an eye over completion and modify its operations time to time so that
it can gain competitive advantage (Boyce, Zaccaro and Wisecarver, 2010).
Currently cited firm is facing the problems of high employee turn over and
abseentism in the workplace. The reason behind this that there is no formal management.
Tony and other authorities treats the workers informally so they do not take their jobs
seriously. Other related people always suggest the owner to give training to the staff
members but Tony refuses and said that his knowledge is enough to run the business.
That is why employees do not have much experience and knowledge about the
manufacturing of poles so they feel under confident (Braun and. et. al, 2013). That is why
most of the new staff leave the place soon. Cited firm has hired the employees from

schools and most of them are women. Education field is completely differ from the
manufacturing so people do not have any knowledge and information about production
and market demand. There is no systematic procedure and each team takes its decision by
own. That causes difficulty in the operations (Carter and. et. al. 2013). Team members do
not concern with the high authorities that decreased their quality of work. That is why
customers are not liking the products and that is why sales volume is going down.
Staff members are worried because they do not find any career growth in the Run-
Rhedeg Ltd so they leave the job and join other organization. That is main reason of
increasing turn over rate in the cited firm. People do not get training so they can not
improve their performance, that decrease their morale and they think not to work with the
entity. Tony realized this think and start giving training to the staff members about new
production line. But people were not having any basic knowledge about the
manufacturing process so they were unable to understand the whole process in the
training sessions (Eames. and et. al, 2008). That is why new candidates leave the place
within two months.
These were the main reason that is why Run-Rhedeg Ltd has experienced the
absenteeism and staff turn over. Selection of wrong candidates was the first mistake that
has created trouble in the organization. Because if the persons has no experience about
the field then individual will feel under confident because of poor performance and
individual will not be able to continue the job. Second problem was not having formal
training sessions and when in the new flow line process straining was given to them then
they were unable to gain the knowledge because of having no basic knowledge
(Nečadová. and Scholleová, 2011). Third reason was leaving their job was that customers
were not satisfy with poor quality poles products so sales and profitability were getting
down so employees feel that they have no career opportunity for them thus they start
leaving their jobs. These were the main reason of experiencing absenteeism and staff turn
over on the Run-Rhedeg Ltd.
2. Management style of Tony Taylor
Tony Taylor was the founder of the Run-Rhedeg Ltd, he was having good
experience and knowledge about sports. He attends conferences and meetings

continuously so that he can know about latest updates and can run its business well. Tony
was very confident on his knowledge and experience. Management style adopted by the
person was participative style. It is also called democratic style in this managers involve
the people in the decision making process and take their suggestion in each phase. If
employees are giving any innovative ideas so Tony immediately implement these ideas in
order to enhance performance of the Run-Rhedeg Ltd. Tony encourages his staff
members so that they share their views and feel participative in the workplace. Powers
given by the management to the staff members. It can be justified by the case study as
well. It is found in the Run-Rhedeg Ltd that each team member have control and
discipline over their own work. No one force them to do particular activity (Ntayi,
Ahiauzu and Eyaa, 2011). If their performance gets down then team own self take
decisions. In the extreme cases staff members ask the production head so that problems
can be minimized.
According to the case study it can be said that in the Run-Rhedeg Ltd no formal
system is followed, all employees have freedom to talk and perform their duties by their
own norms. There is no restriction from the authorities side that is why people discuss
their social life in the workplace and pay les attention on work. Participative management
style of Tony always help in encouraging the people so that they share their views and get
involved in the decision making process. But due to less controlling and nor policies and
regulation people do not take their responsibilities seriously. That affect their
performance level and they do not produce quality poles (Ankli and Palliam. 2012).
Participative management style is good and worthwhile. It gives optimistic results
to the organization if management manages its team well. It gives opportunities to the
employees that of working together and develop their bonding. That builds strong
relationship with the employees and people support the firm in their difficult time. On
other hand participative management style affect the working performance because no
controlling and no supervision impact on the quality of production. Tony is required to
closely supervise its team because team members have no knowledge (Oplatka and
Stundi, 2011). Close monitoring will help in managing decorum in the workplace and

people will fulfill their responsibility well. From the case study of Run-Rhedeg Ltd it is
found that Tony Taylor has adopted the participative management style in the workplace.
3. Fayol and Mintzberg theory
Fayol and Mintzberg have given the management theory which describe the role
and functions of the managers in an organization. This concept describes the five main
elements of the management such as planning, organizing, coordinating, commanding
and controlling. This model explains that it is necessary for the managers to follow these
all components for managing the people well in the firms (Perkins and Muondo, 2013).
Fayol and Mintzberg theory has described five function of management, these are as
following:
Planning
This model states that managers have to plan the activities in order to accomplish
the goal of the organization. It is the responsibility of Tony that to combine the unity,
provide flexibility and provide resources to the people so that they can perform their
work well. Individual has to make proper planning so that drawback can be minimized
and Run-Rhedeg Ltd can enhance its quality of manufacturing. Tony is the experienced
but being a manager he has not fulfilled his function well. Tony was very confident on its
experience but never work for making planning (Hart, 2012).
Organizing
It is another function of managers which is necessary to fulfill by the management
level persons. It is the responsibility of Tony that to provide capital and raw material so
that staff members can manufacture the poles well. Tony has played the role of organizer,
individual provides necessary resources to the workers so that they can perform their
duties well. Individual attention conferences and meetings so that he can gain more
knowledge and can p gain competitive advantage by organizing the activities well
(Homola, 2014).
Commanding

Main objective of Run-Rhedeg Ltd is to enhance its performance and gain success
in the corporate market. It is the role of Tony that to have integrity and communicate with
the staff members clearly. Knowledge and loyalty can eliminate the incompetence. Tony
has performed his duties well. Individual has given all rights to the employees so that
they can coordinate well with each other and can make effective communication. But to
some extent Tony fails to ado its job well because he was not commanding over its staff
members (Jaivin, 2012).
Controlling
Faylor theory has explained another function of manager in the organization that
is controlling. Individual is responsible for identifying the weakness, take time to time
feedbacks and conform the activities are running as per the plan or not. It suggests that
managers have to adopt tall structure in the workplace and have to make strong control
over the staff members so that people can perform well and can improve their
performance level. Tony takes feedback from the staff members but controlling is very
low. That is why people discuss more their social life in spite of working in the Run-
Rhedeg Ltd (Kaleta and et.al, 2012).
Coordinating
This theory suggests that managers play role of coordinator in the organization.
Individual has to maintain harmony in the workplace and have to make effective
coordination between sales and production and rest other departments. So that no
confusion takes place and individual fulfill their duties well. Being a manager in the Run-
Rhedeg Ltd, Tony has carried out its responsibilities well. Because Tony conduct meeting
time to time with staff members and ask their suggestion. It involves all members in the
meeting so that common goal can be shared with all. That enhance coordination and
reduced conflicts situation in the workplace (Eames. and et. al, 2008).
4. Recommendation by USW solution
Consultant of USW solutions have identified the business performance of the Run-
Rhedeg Ltd and individual found that there is main problem of poor knowledge and unskilled
staff members. Apart from this another drawback of the cited firm is that no controlling over

employees. So it can be recommendated that Run-Rhedeg Ltd should give time to time training
to the staff members so that they can gain knowledge about manufacturing and can improve their
performance. It is necessary to involve basic knowledge in the training then go towards higher
level. This will be easily understandable by the workers. Apart from this HR manager has to hire
skilled people those who have knowledge about manufacturing field, so that they can contribute
well in the success of the firm. Another suggestion that can help in improving performance of the
Run-Rhedeg Ltd is that Tony is required to make effective control over staff members. There
must be specific rules and regulations so that quality of production can be maintained. Strong
control will force the staff to pay more attention on work rather then wresting time in gossiping.
Conclusion
From the above report it can be concluded that identify the behavior of employees is very
important. If people are positive then they will coordinate well and will put best efforts for the
success of the organization. But if they are negative then they will not perform well in the
workplace. Run-Rhedeg Ltd is required to concentrate on its staff members and their attitude. By
this way it will be able to improve their performance and will be able to accomplish its goal
soon.

References
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