Donor Services
Donor Services Department Case
Discussion Questions
1) Joanna’s diagnosis of the situation is that the department was fairly inefficient. The workload was not spread equally and fairly. Magdalena and the new workers had tons of paperwork, while the clique had time to socialize and not to do work. Moreover, Sam and Jose never reviewed the work done by the department; they were only focused on case histories. The employees knew very little about the department and couldn’t really explain the purpose of their job. Therefore, the morale was also low and this resulted in inefficiency.
2) I think she should recommend that the workload should be more evenly distributed throughout all of the employees so that everyone has the same amount of work to do. Also, Elena should leave of her position of management for two reasons. Firstly, she did not like her job in that position and the clique never really listened to her. In addition, Sam and Jose should review the work done by their department, and the employees should receive more information about their department so they can know the purpose of their job.
3) Sam and Jose have a more delegated style of management than Elena. At first, both of them did not like being in the Donor Service department, but then liked working in the field later on. They relied on Elena for the management, and sometimes showed up just to greet her. However, Elena’s management style is quite different from Sam and Jose; she is a nervous person, who does the work but is not a great leader. A person in her position must have management and leadership skills. She is also disrespected by her employees, and is ignored when she tells them to do things.
4) Motivation can be improved if the workers did the clerical work, and translated the messages instead of letting Sam’s executive secretary translate the messages. This would improve the person-job fit relationship as the employees’ needs are met. They will then feel that there is a
Discussion Questions
1) Joanna’s diagnosis of the situation is that the department was fairly inefficient. The workload was not spread equally and fairly. Magdalena and the new workers had tons of paperwork, while the clique had time to socialize and not to do work. Moreover, Sam and Jose never reviewed the work done by the department; they were only focused on case histories. The employees knew very little about the department and couldn’t really explain the purpose of their job. Therefore, the morale was also low and this resulted in inefficiency.
2) I think she should recommend that the workload should be more evenly distributed throughout all of the employees so that everyone has the same amount of work to do. Also, Elena should leave of her position of management for two reasons. Firstly, she did not like her job in that position and the clique never really listened to her. In addition, Sam and Jose should review the work done by their department, and the employees should receive more information about their department so they can know the purpose of their job.
3) Sam and Jose have a more delegated style of management than Elena. At first, both of them did not like being in the Donor Service department, but then liked working in the field later on. They relied on Elena for the management, and sometimes showed up just to greet her. However, Elena’s management style is quite different from Sam and Jose; she is a nervous person, who does the work but is not a great leader. A person in her position must have management and leadership skills. She is also disrespected by her employees, and is ignored when she tells them to do things.
4) Motivation can be improved if the workers did the clerical work, and translated the messages instead of letting Sam’s executive secretary translate the messages. This would improve the person-job fit relationship as the employees’ needs are met. They will then feel that there is a