Colorteech Case Study Richardson Case

Without an effective and efficient team, Richardson won’t be able to reach her goals and may suffer from the consequences. After analyzing each member, I have recommendations for Richardson and what her plan of action should be with each member. Alex Hoffman is a vital asset for ColorTech with being their top salesman. His arrogance though needs to be put to an end and he needs to be fully committed to bringing in high numbers. Richardson should have a personal meeting with Hoffman (as well as the others) and discuss that his attitude in the workplace is holding him back from any possible raise and/or promotion, with not coming in to help with the emergency repotting on Saturday put him below any of his other colleagues for a chance of promotion
The idea of keeping strong ties with new and current customers by providing discounts, as compensation for the delayed deliveries is Richardson’s best approach. By letting her customers know that ColorTech cares for their them and is sorry for their poor performance shows that she is a responsible manager that is mindful in keeping strong ties with customers. Without these strong bonds, ColorTech could lose customers and thus lose sales in the future. Obviously, there is nothing that anyone can do about an unforeseeable event but now that the fungi have occurred, ColorTech should ensure that the fungi will not attack any other greenhouses. Demanding that all ColorTech’s greenhouses be sprayed with Fungi pesticides may be expensive but could save the company from devastating future fungi occurrences and the additional costs that followed. For problems that are caused by mistakes, such as the potting incident in the Phoenix greenhouse, actions can be taken to ensure that it won’t happen again. Richardson should immediately speak with the greenhouse supervisor and figure out how this happened and continued without being noticed. Warn the supervisor that such mistakes are foolish and unacceptable for ColorTech’s workforce. Richardson cannot afford more expenses and lowered sales due to someone else’s mistake and the repercussions made to help resolve the issue and keep ColorTech on track. Richardson should focus on a task-oriented style of leadership and make sure that her work force is working to its full potential and getting the best outcome possible; once that is settled she can start creating a relationship-oriented style of leadership and grow stronger bonds with her employees through rewards for high performance to continue their hard