Chapter 8 Incident
Chapter 8
Incident #2
Questions
Recommend a course of action for Adams. First, Adams must create time for his employees to be involved in participation. He has to let them know that he is not an autocratic boss/manager, and only a meeting will bring that observation to the forefront. He must have enough confidence in himself and his employees that everyone will agree to meet at a specific time, whether overtime with pay or a “shut down” day. Second, once a meeting time has been established, whether it is paid overtime or a “close down” for a day, Adams needs to help his employees weigh the benefits over the costs. Third, he has to make sure that he does not bore his employees and make the subject of participation relevant and interesting so they don't feel like they are wasting their time. Fourth, Adams needs to be mindful that his employees don't have a college education. And, he must be sensitive to the fact they all of them may not have the intelligence and technical knowledge for participation, but work with them accordingly. Would any ideas from the following be helpful in this case: McGregor, Herzberg, McClelland, Fiedler, models of organizational behavior, prerequisites for participation, area of job freedom, and programs for participation? Yes, the prerequisites for participation would definitely be helpful with this case. As a matter of fact, I used the prerequisites for my answer to the previous question.
If all else fails, and the employees don't want to participate due to lack of education, Adams can always send them home with surveys to fill out and bring in to give them a chance to voice their opinions. Sometimes, in this case, time is not always available, so sending home surveys or booklets can be useful in getting participation when employees are not eager to stay overtime. At any rate, Adams needs to redefine himself as a steward of resources and seek to fulfill a servant leadership role that helps him and his
Incident #2
Questions
Recommend a course of action for Adams. First, Adams must create time for his employees to be involved in participation. He has to let them know that he is not an autocratic boss/manager, and only a meeting will bring that observation to the forefront. He must have enough confidence in himself and his employees that everyone will agree to meet at a specific time, whether overtime with pay or a “shut down” day. Second, once a meeting time has been established, whether it is paid overtime or a “close down” for a day, Adams needs to help his employees weigh the benefits over the costs. Third, he has to make sure that he does not bore his employees and make the subject of participation relevant and interesting so they don't feel like they are wasting their time. Fourth, Adams needs to be mindful that his employees don't have a college education. And, he must be sensitive to the fact they all of them may not have the intelligence and technical knowledge for participation, but work with them accordingly. Would any ideas from the following be helpful in this case: McGregor, Herzberg, McClelland, Fiedler, models of organizational behavior, prerequisites for participation, area of job freedom, and programs for participation? Yes, the prerequisites for participation would definitely be helpful with this case. As a matter of fact, I used the prerequisites for my answer to the previous question.
If all else fails, and the employees don't want to participate due to lack of education, Adams can always send them home with surveys to fill out and bring in to give them a chance to voice their opinions. Sometimes, in this case, time is not always available, so sending home surveys or booklets can be useful in getting participation when employees are not eager to stay overtime. At any rate, Adams needs to redefine himself as a steward of resources and seek to fulfill a servant leadership role that helps him and his