Case Study: Superbrand - Addressing Management Issues and Solutions

This case study examines various management challenges faced by Superbrand, a company that publishes surveys related to brands. The study delves into specific issues, including the application of scientific management principles in the checkout department, the effectiveness of personality tests in recruitment, and the problems faced by the grocery department and night shift teams. It analyzes the advantages and disadvantages of scientific management, discusses the limitations of the Big Five personality test, and compares the responsibilities and challenges of the grocery and night shift teams. The case study offers recommendations for addressing these issues, such as providing rest stops for night shift employees and fostering employee appreciation, with the goal of improving employee satisfaction, reducing turnover, and enhancing overall organizational performance. The study references relevant theories and approaches to support its analysis and recommendations.

Case Study

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Issue of Week 2.......................................................................................................................1
2. Issue of Week 4.......................................................................................................................3
3. Issue of Week 5.......................................................................................................................5
4. Issue of Week 6.......................................................................................................................7
5. Issue of Week 8.......................................................................................................................8
6. Issue of Week 9.....................................................................................................................10
CONCLUSION..............................................................................................................................11
RECOMMENDATIONS...............................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
According to Barr, H., 2017. Defining social studies. Teachers and curriculum. 1(1)
stated that “Understanding people means having ability in empathizing along with person so that
it helps individual in thinking the same way the other person thinks”. Thus, in the following case
study, Superbrand has been taken into consideration. It is the organisation that publishes surveys
that is related to brands.
Thus, in the following case study, various issues of Superbrand has been discussed.
Further, recommendations to resolve those issues has been discussed in this case study. In
addition to this, this case study also highlights on the theories and approaches that has to be
adopted by the cited company in order to overcome the barriers.
MAIN BODY
1. Issue of Week 2
Answer to Question 1.0-
According to (Connolly and Dolan eds., 2017) Superbrand is an original company that
was founded in 1994 by Marcel Knobil in London. Thus, the approaches that were applied in the
checkout department of the particular brand did not work. So, they have to apply following
principles that may lead them in achieving good and healthy relationships between workers and
management.
Principles of scientific management
Development of science for each part of men's job- the suggestion for these principles
is that the work that has been assigned to the workers of Superbrand must be critically observed
and also analysed by taking each and every element into account along with the time that has
involved (Baker, 2014). Thus, the odd rule of thumb is replaced by the use of methods of
enquiry, investigation, data collection, analysis of rules and also framing them. Under this
management the decisions that are made mainly depends on the basis of facts and also be the
application of scientific decisions.
Mental Revolution- According to (Kumar and Gupta, 2017) it involves attitudes of
workers and management of the Superbrand changes towards each other. Therefore, both
employees and leaders of them must realise the importance of both and should work together
with complete cooperation. They both must have and should work for the common aim that is
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maximisation of profit in Superbrand. Thus, to achieve high amount of profit the employees of
cited company has to put the best efforts and the management must share that profits with the
workers that are involved in a task. The attitude of togetherness is important between workers
and management.
Harmony, Not Discord- it has been emphasized by the author that harmony plays
essential role between the management and the workers of Stocskington store. Thus, if there is
any type of conflicts between both of them, then it may not be beneficial for any of them
(DuBrin, 2015). The employees of Superbrand must realise the importance of everyone that are
involved. Thus, to realise this, they must have complete mental revolution. The management of
the cited company must share their gains or benefits with workers and also must provide full
cooperation and hard work.
Cooperation, Not Individualism- According to (Illeris, 2018) this principle is nothing
but an extension of the principle of Harmony, not discord. This also lays stress on mutual
cooperation between the workers and management. The intention or main aim of this principle is
to replace the internal competition with the cooperation.
Advantages of principles of scientific management in terms of employer
The main advantage of this principle is that it provides trained minds that leads in
achieving high degree of excellence in different branches. It will thereby help the employees of
checkout department in Stockington store to proficiently carry out their work with fewer
guidance (Ghasabeh, Soosay and Reaiche, 2015).
The old system is being replaced with new scientific method of management rule of
thumb. This will also assist the checkout department of Stockington to use new techniques to
carry out the counter procedures. This will not only lead to enhance the satisfaction level of the
customers but will also retain them for a longer time period by together creating a new base of
consumers.
Employees selection and training process is in scientific way that later ensures increase in
efficiency (Cragg and Spurgeon, 2016). However, for this, the employers will need to adopt
some effective training measures to develop their worker’s skill for using newly adopted
technological measures.
Advantages of principles of scientific management in terms of employee
-It also aims in standardizing materials, tools, equipment’s and methods.
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-Lack of production cost of goods that has been produced.
-Harmonious relationship is maintained between workers and the managers of Superbrand.
Disadvantages of scientific management in terms of employer
-It is a costly affair and has an expensive structure to a great extent.
-It is unsuitable for the small-scale firms because the cost is too expensive and they don’t have
affordable resources.
-The system may fail to bring the results that are desired if the workers of Superbrand may fail in
favourable manner.
Disadvantages of scientific management in terms of employee
-it tends to be unfair for the workers of the Superbrand.
-The issues are determined in scientific manner that is related to dominant of wages and working
conditions.
-The non-financial incentives are absent and has also been analysed that non-financial incentives
do many more things rather than the financial ones.
Thus, if this principle is been adopted by the cited brand, then they may achieve long
term success and high profitability. This will help the employees to work with coopeartion that
may help in achieving the common objectives within limited period.
2. Issue of Week 4
Answer to Question 2.0
Personality test
According to (McCleskey, 2014) Personality test is that method that mainly helps in
assessing constructs of the human personality. It also helps in measuring applicants’
characteristics in relation to the performance of job at workplace in the future. Thus, Superbrand
adopted Big Five personality test in order to recruit right people. This test includes the following
elements-
Openness- According to Tosey, P., 2017. Understanding Organisation Development.
Kogan Page Publishers stated that “In this test, people those like to learn new things and those
who enjoy new experiences score high in openness”. This test includes traits like to be insightful
and imaginative and also to have wide variety of interests.
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Conscientiousness- the person with high degree of conscientiousness are more reliable
and prompter. In this test the traits that are included involves to be organised, methodical and to
be thorough.
Extraversion- the one who are extravert may get energy in terms of interaction they have
with others. In other words, introverts are those people who gets energy from themselves. The
trait is involved are energetic, talkative and assertive.
Agreeableness- The people with high agreeableness are friendly, cooperative and also
compassionate. Thus, people those who are with low agreeableness may be more distant. In
addition to this, quality that is involved includes to be kind, affectionate and sympathetic.
Neuroticism- These elements relates to the emotional stability if a person and the degree
of negative emotions. Thus, people who score high in this test experience limited emotional
instability and negative emotions. They usually depend on moods and are tense basically.
But, it leads to disappointment, as the Superbrand has to spend number of resources in order
to develop the process in terms of recruiting right people but they failed in recruiting right person
to the particular positions. They wanted to hire the staff that may feel happy in doing work
exactly that which meets their personality in effective manner.
Wrong with the test
According to (Long, 2016) This test occurs with great confusion in terms of scoring. The
main reason for this confusion taken place is semantics. The name of the scores and skills of this
personality test are same that includes analysis, teamwork, drive and so forth. Thus, it creates
confusion between self-description and skills. Further, the other reason that is involved includes
the confusion that is caused by examining the wrong population.
In addition to this, some candidates contain lie scales that leads in identifying fake
responses (Hassan, 1985). As the applicants that are involved in this test are not all honest. It has
also been claimed by some users that scores that has been earned by the individual in personality
test uses for only information instead of using them in terms of making decisions. Thus, it leads
in wastage of the ideas to take a personality test that needed resources and time in extreme
manner. Thus, it also involves number of disadvantages which has been discussed as per below
context-
Advantages
-There has been evidence in increasing number in order to support Big Five traits (Sim, 1998).
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-The version that has been modified discuss this personality test as personality development
rather than personality traits.
-It is easy to take the test and also accessible in wide manner.
Disadvantages
-The ranking that are involved in big Five personality test changes with time (Meier, 2016).
-The order of gender and birth has been found to be correlated with this.
-It mainly relies on self-report method.
-It includes factors like current health and mood that change the response of the person.
-In this test all the candidates that are involved are not honest all the time that may lead in wrong
hiring.
Thus, from above context it has been analysed or argued that big five personality test
proved wrong which was adopted by Superbrand (Mehta, 2018). The company must not have
wasted resources on this test instead they must have used different methods or techniques that
would have helped them in gaining high skills and talented staffs. The company must have
adopted questionnaire method that would have helped them in achieving good candidates that
later leads in long term success and high profitability.
3. Issue of Week 5
Answer to Question 3.0
The grocery department and night shift team are compared as per the below context or
table-
The grocery team member is responsible in order to provide exceptional guest service and also
assist in receiving, storing and stocking of products so that they can ensure proper rotation and
quality (Long2016). It covers 5 areas, frozen food, bakery fruits and vegetables. Night shift team
is a period that is during night and employees are paid more in this shift. They have to suffer
with huge amount of wastage due to people that are involved in the night shift team of
Superbrand. This wastage was due to trolley of frozen food was left too long by the members of
night shift that later had to be thrown away. Night shift team mainly forgets their product with
full of trolleys whole night outside the store that has to be managed by the grocery team further.
Thus, from the above comparison it has been analysed that the employees have to face
number of challenges. Thus, both the departments face problems in terms of job satisfaction.
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This dissatisfaction of workers in terms of job leads to increase in employee turnover that later
leads in lack of profitability (Barr, 2017).
The night shift workers have to face maximum problems and they are associated with
health issues like high risk of cancers, heart disease, ulcers or obesity (Meier, 2016). Therefore,
Superbrand must look after them carefully and provide them with various facilities that will lead
in lack of employee turnover and company may reach the boost.
Thus, for this some recommendations have been discussed as per below context-
Recommendations
-The night shift manager must provide the employees with the rest stop where the workers of
Superbrand can decompress. The areas must have comfortable seating.
-They must also show them appreciation by including them to the occasion and make them feel
included in day to day activities of the cited company (Illeris, 2018).
-Superbrand must also create recreation space in which employees can play the games that are
mainly involved in physical activity.
-They must be also provided with the hand weights and some options for them who prefer
lightweight. This will help employees in avoiding health risks and maintain good health.
-The manager must consistently remind them that they and their work are valued by
management.
-They must also provide with such work environment that promotes good health to workers.
4. Issue of Week 6
Answer to Question 4.0-
Mehta, A., 2018. What makes a learning organisation? Part 1. HR Future, 2018(Nov
2018), pp.16-18 stated that “Learning theories are termed as the conceptual framework that helps
in describing the absorption of students and the process in order to retain knowledge while
learning”. To learn mean so transfer the knowledge. Thus, the learning theories that has been
adopted by Superbrand has been discussed as per below context-
Behaviourism- According to (Dinh and et.al., 2014) The belief of this theory is that the
knowledge is existed independently and outside of the people. Their view towards the learner is
as a blank slate who must be provided by experience. They believe that occurrence of learning is
actually when new behaviours and changes in behaviours are acquired through associations
between stimuli and responses. And this association leads to change in behaviour.
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Cognitivism- the idea of all behaviour is responsible to external stimuli responsible to
external stimuli is rejected by cognitivism (Siemens, 2014). With this theory, the learners will
process the information in active manner with the help of linking old and new information
together in such way that is meaningful and cumulative. Thus, the assumption of this theory is
that learner takes place as result of mental and cognitive process rather than simply external
stimuli.
Constructivism- According to Lussier, R.N. and Achua, C.F., 2015. Leadership: Theory,
application, & skill development. Nelson Education. Stated that “this theory of learning is based
on premise that has been constructed by own perspective of the world”. Which is based on
individual experiences and internal knowledge. They believe that the process of learning is
where new ideas or concepts are constructed by the individual of Superbrand is based on the
prior knowledge and experience.
Experimentalism- experimentalism is termed as the philosophical belief which states
that the way towards the truth is through experiments and empiricism (Northouse, 2018). It has
been actually evaluated with the belief that the truth should be based on demonstrated usefulness.
It has also been suggested that the individual of Superbrand must focus on experimental
knowledge that has been arrived and also about its functions in science.
Social learning- Illeris, K., 2018. A comprehensive understanding of human learning.
In Contemporary Theories of Learning (pp. 1-14). Routledge stated that “This theory of learning
proposes that the new behaviours is acquired be the observance and imitating others”. It has been
stated through this theory that the learning basically takes place in social context and occur
purely through observation or direct instruction. It has also been analysed through this theory,
that learning also occurs by observation in terms of rewards and punishments. Therefore,
Superbrand must adopt this theory that is based on observation. This will help nightshift worker
to work with interest and by observing others.
This theory of learning helps the employees of Super-brand helps in achieving the specialisation
with help of observance and instruction in direct manner. This later helps them in increasing
productivity and lack of employee turnover.
Recommendations on TWO approach
Proactive approach- this approach is effective if Superbrand are seeking for ways to
training for improving performance of business (Tosey, 2017). These are also effective when the
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cited company is looking for opportunities to be extended in training to the wider segments of a
particular organisation rather than only improving their current training methods. This will help
them in solving the issues in terms of performance of business.
Reactive approach- the reactive approach to training turns into the action when
productivity and performance of business falls or seems to drop beyond the specific level (Smith,
1995). Thus, the financial layout of this approach is relatively small as compared to other
approaches. This will help in solving the issue of superbrands.
If these approaches has been adopted by the cited company then, they may take possible action
in order to increase productivity and also to maintain the performance level of employees.
5. Issue of Week 8
Answer to Question 5.0
The checkout manager has adopted the trait leadership approach and the grocery manager
adopted situational leadership approach (Siemens, 2014). Thus, the comparison of both
approaches has been discussed as per below context-
Trait leadership (Checkout manager)- The trait approach is the oldest one and states that
some individuals are born with some specific personality and traits of communication that
enables leadership (Thompson and Glasø, 2015).The assumption of trait leadership is that
individual isborn with traits that leads them in making as natural leaders.The leaders' action
depends on the quality of the individual rather than individual itself in this type of leadership.
Situational leadership (Grocery manager)- According to Meier, D., 2016. Situational
Leadership Theory as a Foundation for a Blended Learning Framework. Journal of Education
and Practice. 7(10). pp.25-30 stated that “The situational leadership approach refers to leaders
and managers of Super-brand that adjusts its lifestyle in order to fit development level
offollowers that is trying to influence”. The assumption of situational leadership is that different
styles of leadership is better in various types of situations.The leaders' action depends on
situation and followers.
Thus, trait approach leadership style if adopted will help in growing or bringing the
inner-built skills and knowledge of employees out.
Trait leadership
Strengths
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-It embodies the idea that leaders are individuals that are exceptional and also who possess
combination of value traits (Storsletten and Jakobsen, 2015).
-They focus on leaders rather than followers.
-It is built on premise that the leaders are distinctive.
-It also helps in providing benchmarks in order to identify leaders of Super-brand.
-It helps by supporting the society that leaders are termed as special kind of people who does
extra ordinary things.
-Traits also helps in fulfilling needs of people as seeing the leaders as gifted people.
Weaknesses
-Some findings are ambiguous and subjective that leads to uncertainty in the approaches'
validity.
-They become unusual for training and development purposes as traits are innate.
-Its leader centric and focus on leader.
-They do not take situation into consideration.
-Its focus is only on the quality rather than the person itself.
-Having number of qualities, it becomes difficult in determining the important trait that makes
effective leader.
Situational leadership
Strengths
It is well known from long time and is used maximum in training the leaders of the particular
organisation.
It is practical and also easy to understand and applied easily to different contexts.
It helps in putting emphasis on flexibility of leaders.
The situational leader also tells the leader what actually has to be done in order to achieve
success.
Weaknesses
Ford, J. and Harding, N., 2018. Followers in leadership theory: Fiction, fantasy and
illusion. Leadership. 14(1). pp.3-24 stated that “It has limited research studies in order to justify
assumptions and propositions”.This approach fails in addressing the dealings with certain
demographic characteristics.
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There exists limited research in order to support theories behind the approach of situational
leadership.
6. Issue of Week 9
Answer to Question 6.0
The part-time and full-time members were having conflicts because of the early morning
manager frequently finds that delivery of a product is not completed (Taylor, 2017). The
company Superbrand also led to disappointment as they were having effects on wastage that
results given all efforts the grocery team has placing in terms of reduction to this figure. Thus,
the manager of night-shift adopted friendly and laid-back approach to overcome this problem.
Laid back is defined as something that is basically termed as casual, calm and
unpretentious. Thus, laid back person is one that takes things in stride and never get stressed. The
night shift workers of Superbrand may also increase the risk of mental health disorders and
problems of depression (Tourish, 2014). This can also cause certain social issues that may
decrease the wellbeing and happiness. This creates conflicts between the teams that are working
in night shift. Thus, it may lead to lack of productivity and the performance level of work may
also get affected due to this. The night-shift workers are not getting that much of sleep as
required by their body and it is the major reason that cause frustration and irritation among
members and later leads to conflict on even a small issue.
Thus, to overcome the problem of conflict between workers, the HR manager of the
Superbrand has to undertake some solutions (Hassan, 1985). They must change the shift timings.
The employees that are involved in the cited company must rotate the shifts and timing so that
they get time for relaxation in day shift. It will lead in decrease in employee turnover. They must
entertain them accordingly and make them feel as the part of the company by involving them in
decision making and day to day activities of the enterprise. This will help them in motivating
employees in putting their maximum efforts in the company that has been selected that later
leads in increasing productivity and loyal customer base. They must also recognise their efforts
by rewarding them with incentives and awards that will help them in building the good
relationship between employees that are involved in the company. They must also offer them
with trainings in terms of maintenance of products that is waste. This may help them in
motivating employees that might work with interest and the trolleys full of food may not be left
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outside and products may not get wasted. This will help the Stockington store in order to achieve
long term success.
Laid back approach if adopted by Superbrand may help in motivating employees to perform their
work. This will lead in lack of wastage that is occurred due to night-shift workers of the cited
company.
CONCLUSION
From the above case study, it has been concluded that Superbrand is facing the problem
of conflict between the part-time employees and the full-time employees. It has also been
analysed that the company adopted laid back approach in order to overcome these situations that
is faced by the departments of the cited company. Further, it has also been evaluated that
understanding people in the organisation is very important and it plays significant role in
achieving long terms success and high term profitability.
In addition to this, it has also been analysed in this case study that if the cited company
adopts the learning theory they can help employees to improve their work and maintain their
motivation and work accordingly (Daniel, 1995). This will help in increasing profitability of
Superbrand and company may reach the boost.
RECOMMENDATIONS
-The manager must provide them with training and development session to the workers that are
involved in the night shift team of the Superbrand.
-They must also involve all the members in the process of decision making.
-They must allow them in sharing their views and innovative ideas in terms of success of
business.
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Meier, D., 2016. Situational Leadership Theory as a Foundation for a Blended Learning
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