The majority of businesses face enormous problems related to the managers’ mistakes in leading their employees. A similar situation occurred in Fameit Inc., a manufacturing company producing customized frames. At the results-review meeting, one of the production employees, Maria, raised an issue about the lowered quality of the products since the vendor acrylics decided to change the composition. However, the production manager James disregarded her statement and a week later received a response from clients and reports from the database system that the quality was indeed poor. James claimed that it was Maria’s fault at the department meeting and she was to face dismissal. Even though Maria stated the problem at their first gathering, the production manager neglected it; thus, it is vital to explore James’ leadership style and analyze how the communication steps were not addressed.
James has an autocratic style of leadership which is characterized by a high degree of centralization of the boss’s power. This style gives directives, which means greater leaders’ freedom in choosing the means of influence with weak control. Autocrat independently solves essential and relatively small issues of the collective’s life, imposes their will on the executors, and does not delegate any power to them (Robbins & Judge, 2019). At the same time, they intentionally appeal to a lower level of needs of his subordinates. Such a manager is dogmatic and craves submission to their will without tolerating any objections and listening to other people’s opinions (Robbins & Judge, 2019). If meetings are held, it is only for formality because all the head decisions are ready before the meeting. This leadership style was chosen because James did not consider Maria’s opinion and threatened to fire her, neglecting the most critical aspect of leadership – people. Moreover, the production manager was held accountable for the results – another crucial element of being a leader.
The exchange of information begins with the formulation of an idea or the selection of data. Before transmitting a statement, the sender must encode it using symbols and semantic signs, words, intonations, gestures. In the third stage, the dispatcher uses a channel to deliver a message to the recipient. After the sender transmits the message, the recipient decodes it (Robbins & Judge, 2019). Feedback is considered an additional step in the communication process because it is essential that the hearer processes the information and responds. Analyzing the case, it is evident that the recipient, who is James, neglected two last steps. First, he did not decode the message, merely disregarding it. Additionally, he did not provide any feedback, which contributed to the failure.
Managers can simply start listening to their workers and conduct team-building events to improve the relationship. Communication must be two-way, which presumes that managers must talk and listen carefully. One of the methods to boost productivity is let workers do their tasks so they could manage their time and assess the results. In addition, it is crucial to provide them with the maximum number of tools necessary both for work and its control.
In summary, if managers neglect their employees’ requests, offers, and worries, they face the unpredictability of results. In addition, a true leader should be responsible for building reliable communication and provide feedback since they employees value when their statements are taken into account. Double-side cooperation is a key to organizational success and the betterment of workers’ performance. The main thing is to consider that improving efficiency and taking care of staff should become the company’s philosophy.
References
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.7