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Case Study Management Problems and Solutions

Running header: MANAGEMENT 1

CaseStudy: Management Problems and Solutions

CaseStudy: Management Problems and Solutions

  1. Summarize the problem that Glen is facing in managing Willis and his know-it-all attitude. Why has an otherwise good employee turned into a problem employee?

Thefirst problem that Glen has with Willis is budget development.According to Willis, the budget of the department does not make sensehe proposes that Glen to take last year’s actual expenses and stickon inflation. Glen does not agree with Willis’ proposal. Accordingto Willis, Glen is not doing his best to manage the employees. Willisstill is concerned about the organization policies and makes it clearto Glen (Liebler&amp McConnell, 2011). Another problem is that Willis is trying toconvince Glen about an idea brought by the employees. This idea isabout creating an appraisal system. It is a good idea, but Glen hasundergone through some appraisal systems and does not believe thesystem will help. Glen does not do anything about the idea. However,Willis has more idea and solutions about how Glen should manage theemployees. Glen is also concerned that Willis stops to give adviceabout generalized managing techniques, but gives specific adviceabout management. When Glen thinks it is a good idea to have someonecriticizes him, Willis goes beyond and argues with Glen in front ofother employees (Liebler&amp McConnell, 2011). According to Glen, Willis is observing everystep and decisions he makes. Glens knows that every employee is freeto offer suggestions, criticisms, and opinions. However, an employeeshould not argue and belittle manager’s decisions in front of otheremployees. Another concern is that Willis has taken some managementrelated courses and believes Glen is not managing the employees well.The final conversation between Glen and Willis did not go well. Glenthinks that Willis remarks are edging towards insubordination.Finally, Glen has decided to ask for help from the vice presidentsince he thinks he is in a helpless situation. What has made a goodemployee to turn into a problem employee is seen when Willis thinkshe is better than Glen. He believes his ideas are better than Glensand cannot be convinced otherwise.

Part2 – Now that Glen has identified the problem, what approach shouldGlen take to modify Willis`s behavior to channel his new knowledgeinto positive behavior?

Thefirst step Glen took was to bring the matter to the vice president.This is an appropriate decision because senior leaders can helpmitigate resistance. Willis does not listen to Glen, but he canlisten to the Vice President and change his behavior towards Glen.The vice presidents should be committed to change the behaviors ofWillis and ask him to respect Glen. Another solution is to reinforcepositive behaviors. Glen should consider rewarding Willis by makingsome changes that are included by Willis. Glen should recognize someof the ideas brought by Willis. For example, he should considerchanging some policies and accepting the idea of appraisals.Accepting some of the ideas will at least show that Glen isconsiderate. Glen should not follow everything that he is told byWillis but should consider some of the good ideas that will changethe workplace positively. A good leader should face and deal withbehaviors of employees fairly and head-on. Glen should considerinspiring Willis and he would change his bad behaviors towards him(Lipman,2014). By inspiring Willis, he will tap into his motivations andpassions deeply. This will show Willis that he is appreciated in theworkplace. Additionally, Glen should ask the vice president to speakand motivate Willis. It seems that Willis one day he would like to bea manager. He has taken management courses, and by motivating him, hemight change his behaviors towards Glen and believe that he is a goodleader. It will also build Willis self-esteem and maybe he mightconsider leaving the organization and target better position in otherorganizational (Lipman,2014).

Part3 – Glen may have issues of his own. Discuss some of the possiblereasons Glen may have become increasingly aggravated with Willis`sbehavior and steps Glen might take to address his aggravation. Inother words, is Glen partially to blame for the situation?

Thereis no doubt that Willis has a problem, but the way Glens handles theproblem from the start can be considered to have aggravated thesituation. First, Glen is not providing any feedback. As a directorof the physical therapy department it is expected that he providefeedback to his workmates. The first problem that is brought out tohim by Willis Glen considers it a good. However, Glen does not doanything about it. This would make Willis feel ignored and create aresistant behavior trying to prove he has better ideas than Glen.According to research done in The Ken Blanchard Company, most commonmistakes senior leaders make is by not providing feedback to theirpeople (Mascia,2014). If Glen thought that Willis idea was not good enough, heshould have called Willis and explain the reasons why the ideascannot be approved by the department. They should discuss theadvantages and disadvantages and Willis as an employee would feelincluded in the decisions made by Glen. Another problem is that Glenseems to be too friendly to Willis. It is good to be friendly as aleader so that employees can see the leader as approachable. When theemployees approach the leader, they are likely to explain theirissues. However, when a leader is too friendly, some employees maytake advantage of their relationship (Mascia,2014). This is depicted between the relationship of Glen and Willis.This does not mean Willis and Glen should not socialize it means thatthere should be some respect between the two individuals. This wouldmake Willis have better behaviors towards Glen. Glen has anotherproblem where he does not seem to delegate Willis some of hisresponsibilities. After Willis explained that he had done somemanagement courses, Glen should have congratulated Willis andconsidered delegating him with some responsibilities. This willcreate trust between the two individuals.


Liebler,J. &amp McConnell, C. (2011).&nbspManagementPrinciples for Health Professionals&nbsp(1sted.). Jones &amp Bartlett.

Lipman,V. (2014).&nbspForbesWelcome.&nbspForbes.com.Retrieved 15 November 2016, fromhttp://www.forbes.com/sites/victorlipman/2014/04/15/3-very-common-management-problems-and-how-to-avoid-them/#3ce8278564ec

Mascia,A. (2014). Project Manager: leader, influencer e-conflictmanager.&nbspPROJECTMANAGER (IL),(20), 19-23.