Task 2 Recommendations Following are the improvements needed in relation to (1) leadership and associated change management strategies

s (2) power and politics and (3) conflict management. Recommendations to Improve Leadership To encourage managers to adhere to the Path Goal Theory. Reason This theory emphasizes that it is the leaders job to help the employees to attain their goals and also to provide the necessary direction and support to ensure that their goals are compatible with the overall objectives of the firm or group (Suja R. Nair, 2010). It is evident from the case study that Mike applies this theory when he implemented weekly meetings and cross training with other divisions, and a lot of interpersonal stroking to motivate the group. This led to job satisfaction, increased morale and motivation among staffs which eventually benefited the organisation by increasing productivity and reducing errors significantly. Jacks and Ricks autocratic and laissez faire leadership styles respectively brought more damage than good to the organisation. Staffs morale and motivation decreased to an alarming level, the desire to work had deteriorated which reflected in the poor quality of work being done. In order to improve the frustrating situation, managers need to be flexible to change their leadership styles according to the situation. The four leadership styles identified in the Path Goal Theory are directive, supportive, participative and achievement. Effective managers clarify the path to help their subordinates achieve goals and make the journey easier by reducing roadblocks and pitfalls. Thus, employee performance and satisfaction are positively influenced when the manager compensates for the shortcomings in either the employee or work setting. Therefore it is important to encourage Jack and Rick to strike a balance between routine work and dealing with fellow staff and identify the best approach that suits them personally. As can be seen from Mikes success in his own Company, his approach is working well. Reason

Recommendations to improve power and politics Managers must uphold the usage of position and personal power.

Position power comes from external source; a power from an office whereas personal power comes from within which is an inherent power (Simon Law, 2005). There are five sources of power namely legitimate power, coercive power, reward power, expert power and referent power. Legitimate power, coercive power and reward power are classified as position power whereas the latter two sources, expert and referent are derived from personal power. As can been seen from the case study, Mike used the combination of position and personal power i.e. legitimate, reward and referent power to increase

productivity and morale of the staffs. Looking at the positive outcome that Mike had produced, the organisation should enhance and emphasize to all managers to strive and maintain a high level of position and personal power. As such Jack and Rick, should be encouraged to adopt Mikes power approach not apply coercive power approach, as this has demotivated and resulted in high staff turnover. Further, more social meetings and gathering should be encouraged to enable the current Managers to understand their staff feelings and emotions, in turn will able them to influence these staff in a more positive manner. Recommendations to improve conflict management To encourage managers Group and Member Counseling Reason

It is crucial before the groups can be formed as one, it has to put aside all its individual differences. Therefore, a group counseling session should be established to ensure that the group is in tune to its purpose and goal. Especially in a situation whereby there are a lot of negativity among the members. A group counseling session would foster closer relationship between members and narrow the communication gap between the senior and junior members. As such group can function as a unit and strive to achieve its goals. (F.Robert Wilson and Lynn S. Rapid, 2000) Members of groups need to be allocated according their specialty and strength. Further rotation is advisable in order for the members to be exposed to other areas and methods of group management. This will reduce emotional build up being in one group for too long. Further rotation is also advisable as it reduces boredom and increase motivation for group members. This will also be beneficial to the individuals, as they will be exposed to various units within the company. (John B Miner) Creating group collaboration will rejuvenate groups spirit and aspiration, as it brings in fresh ideas and energy to the existing group. Further, collaboration are also positive as it forms a healthy competition among groups. It has been said that once there is internal or external threats, team member tend to unite to overcome such treats. Therefore, Company should foster such healthy competition and group collaboration within the Company to group goals are constantly met with productive and positive members. (Russ Linden and Scott Simmerman)

Group Member Allocation and Rotation

Create Group Collaboration

APPENDIX I

The table below analysis the main individuals of Geeks of Chic, expressing their believe, attitude and intended behavior, that could be in a positive or negative way, towards their job and the Company.
Individual Ralph Ford (Negative) Antecedents/Cognitive (e.g. believes) Appointment of Ursula is not beneficial as she has no idea what really goes on in the Company. Ursula is appointed with a huge salary but it would be people like Ralph who will be asked to prop her up for a quarter of the wage. People who have been there from the outset, should reap the benefit of the companys prosperity. Since re-structure, Management and HRM department are in conspiracy to make employees work harder and harder without any compensatory pay rises. Pay rise and promotions should be based on seniority and not solely on qualification. Company is not as how it used to be. Life for the new member has been easy Attitude (e.g. feelings) Dislikes the new ground rules associated with the changes. Disappointed with the company as a whole rather than his job. Communication processes within the Company leave something to be desired, Company has lost its way. Difficult in selling the company to clients due to doubts in quality Socially isolated at work. Results/ Behavior Started his own retaliation campaign by claiming all his sick days whether he is sick or not. Taken time off during critical times. Has seriously thought of leaving the Company and starting his own consultancy.

Millicent Brown (Negative)

Resents the time and effort put in in getting her degree. Feels demotivated due to lost of informal power and prestige. Do not like to work with the new members. Comfortable with the old policies of the Company.

Not a team player. Often talks over the top of the newer staff and ridicules their suggestion.

Nella Davies (Negative)

Drew Bush (Negative)

Confirms that Millicent is not a team player. Able to learn a lot from Milicent as she is conscientious about her work. Ralph is not as how he used to be. Lack of leadership to pull Ralph back into order. Everyone has changed and does

Feels sick every time they Wanting have meeting because Millicent. Millicent is so disagreeable.

to

kill

Worried about the morale among employees. Some also feels unfairly treated. Hate conflicts in staff

Considering taking sick days without being sick. Letting our standards go and becoming less

not seem to be hard working. Lance Dangerfield (Positive)

metting.

productive.

Clear and complete task to do. Job is very exciting. You know what you do Being able to use a whole is important. Good in having a clear goal and range of skill. You have to stay direction. flexible and be able to Give you the space and pick up where someone responsibility to do a job. left off.

Note : The above details were obtained from the case study. Some of the individuals were not highlighted as the information gathered from the case study was not sufficient to comment on.