CASE STUDY: DECISION MAKING

There is one decision-maker in an organization. That decision-maker is part of the

management team but has a difficult time deciding whether to side with the employee and
the managers. The management gives a particular task to the employees without even
consideration in any skillset of the employees. The staff is too afraid to speak their problems
to the managers until that decision-maker talks to its co-manager about that particular
problem; however, the managers are too idealistic; they still push the employees to do the
task without considering their knowledge about the given task. In the latter part, in the
process of doing the job, the employees face many problems when doing the task due to
not doing the task right; they are treated like robots, resulting in decreasing the production
and production rate and the quality of the product.

Questions:

1. What are the Problems of the case?

a. With the Managers:
i. The first problem that I saw would be in the management. If the
executives have excellent leadership to employees, they would not be
afraid to voice out their concerns. One of the essential skills of being a
leader is for you to have a good relationship with your employees, and if
you have a good relationship with your employees, they will not be afraid
to voice out their concerns to you. With that, you can complete the
project or task without any problems.

ii. Managers are inconsiderate when it comes to giving out the task. Just like
in other fields of work, before giving out projects, you should know the
pros and cons when that task is in the process resulting in not considering
the skill set of their employees. The managers should not just think about
the outcome, but also think about the process of how much work their
employees give in doing that particular task. Just like what Don Henley
said (a famous musician) “Let hope inspire you, but let not idealism blind
you. Don't look back, you can never look back.”

iii. In this circumstance, it is okay for the managers to push their employees
to their limit; however, they should know that their staff is also human,
not because they are in a higher position; they will make their employees
like a robot. The managers should also take care of their employees
mentally and physically.

b. With the Employees

i. The other one is in the staff. We know that many leaders would want to
push their members to their limits to do their best. In this situation,
 whether the project would make or break the company, the employees
should learn what skill they need for the given task, and they should not
limit themself in what they can and cannot do. There are various sources
in learning how to do a certain task right. In this circumstance, they have
no choice but to do the job even if that particular job is out of their reach.
The only thing they can do is ask for help from the higher levels, or
research about that particular task.

2. What are the Courses of actions should be taken?

a. Create a timeline: Having a timeline helps the employee to have a smooth

process at the same time, the management can also foresee the problem that
the organization will face. At the same time, employees can have enough shifts
and break throughout executing the task. One of the great examples of using a
timeline is the movie “You Change My Life” of John Lloyd. His character faced a
downfall in a business because of producing an idealistic task and making his
employees overworked. The result of creating the timeline helps them finish the
project without creating additional damage to the company.

b. Practice Proactive leadership: As an employer, be proactive in avoiding

overworked people in your organization. Remember, if you don't follow the
culture of overworking yourself at work, you encourage your employees to obey
their directions. We create an atmosphere of trust, transparency, and open
communication. Empathic and motivated leaders will encourage employees to
contact you if they feel pressured. Also, being more active with your employees
can make it easier to spot signs of burnout and take action before it becomes
unmanageable.

c. Offer Perks and benefits: Most companies with a culture of overworking offer
very few perks to their overworked employees apart from monthly salaries,
despite all their hard work. You can boost your employees’ morale by giving
them a host of special benefits and accommodations like financial reward
programs, Transportation allowances, paid time offs (PTOs), overtime pay, and
paid parental leaves, Health insurance (include dental and vision insurance), and
wellness programs, In-house daycare service or parent rooms for new parents in
the office, Free access to healthy snacks and great coffee

3. What would be your best Solution?

a. If I were to ask, for me the best solution is the timeline, because it is one the
needs of the organization in any business. Creating a timeline will change the
flow of the employees, they can increase the productivity since they have shifts,
and breaks. Having timeline can also foresee the problems while the task is in
process.
4. How will you implement it?
 a. I would implement it by creating a team meeting together with the co-managers.
Having to talk about the problems the staff faces while the task is in process.
Suggesting the shifting and break schedule of the employee; scheduling the
overtime of each employee. From having the employees understand the scope
of the task and break the task into smaller pieces, conceiving about the
dependencies of the assignment and the time needed for each task, and
identifying the resources required to complete the task. Having to discuss these
topics in a meeting, you can create a timeline for the employee and managers to
understand each perspective and concern; This enables organizations to reduce
the workload for all employees in a department and improve productivity and
product quality.

Putting yourself into the decision maker’s shoes, what would you do? Kindly elaborate
and discuss as if you are the person involved in the case. Which side would you pick, The
management side or the employees’ side?

If I were to be the decision-maker, I would choose to be the voice of my employees; I

would empathize with them, and I would put myself in their situation. I would think about
the solution to the problem they encounter because we are all in one organization, with
one vision and goal. The employees are one of the reasons why the organization will
succeed; that is why the organization should take care of its employees.

The solution I have come up with is to hold meetings between employees and
managers; with that, employees can speak up about the problems they are facing and
explain their position as to why the manager has passed on the task to them without any
consideration in the employee skills. Adding to that, managers and employees can also
create a timeline for performing a task. In that way, the employees can have a flexible
schedule. They can also divide the job equally, and by creating a timeline, they can foresee
any problems that the team will encounter. At the same time, the managers can explain
nicely to their employees how to do the task correctly; in that way, the employees can have
an idea of how to do the job. By having a timeline in the organization, the employees can
now foresee how much time they have to work and how much time they have to study in
doing the job. At the same time, the employees and managers will waste no time in creating
a task, and the employees can have the rest they need to perform the job.

In this kind of situation, it is tough to choose one because staff and management have
different views on enhancing the organization. The manager's job is also challenging since
managers need to think about the future of their company, plus the managers also know
that they have to invest time and money to create a project that they are not sure if it will
or will not destroy the organization. On the other hand, the staff is also understandable
since the managers did not explain adequately to them what will do to do the task right,
and they did not have enough knowledge of how to do that task. If I were to ask which side I
would choose; given my answer, it would be the employees' side even if both employees
and managers have shortcomings and mistakes; the employee has no power to voice out
their problem. The managers will hear them but might not listen to them. I decided to stand
by the staff because I could be the only opportunity to restore their morale and solve their
problems.