Would Change In Leadership Style Improve Efficiency Of Workers In Everythingy-Line Case Study
Research question
Would change in leadership style improve efficiency of workers in ITALY-LINE?
Rational
ITALY-LINE is private company founded in 1994, with head office in Belgrade. The company’s core business is the wholesale of dioptric frames, sunglasses and optical equipment. Over the years, company changed all the employees due to lack of the motivation and poor relationships. With new workers general manager faced many different problems such as miscommunication with customers, missed phone calls, lack of experience and knowledge with merchandise. This leads to very unfriendly working environment between the staff and it is affecting on the customer service quality. I will investigate weather alternative management techniques could improve …show more content…
Procedure and Methodology
The main aim for this investigation was to gather all the information in order to evaluate leadership style. There were two direct sources who provided me with all necessary information about company’s corporate culture. The GM was interviewed first to provide his insight to the whole situations and give his opinion about the issue.
Then the survey was send to staff members. The anonymity was guaranteed to protect the workers and to get valid information. The survey was successful and I got the response from all workers. The survey provided the views of the workers, which made the results very useful. Secondary research was also conducted on the different theories which could be applied to ITALY-LINE.
General manager said that he uses an autocratic leadership style and power culture, he takes all decisions without discussion. At present, all workers have assigned responsibilities that don’t change much. GM has wide span of control and usually use one-way communication. He also said the company is hierarchical because there are many different levels and everyone have their own place with different …show more content…
However, when workers were asked how motivated they are on a scale on 1-10 there was high discrepancy in the answers. The average answer was 6, but there were some very high numbers and some very low. This could be the result of the nature of the work or the time they started working in the company.
Forces for change
Should
ITALY-LINE change leadership style and corporate culture? Forces against Staff gain more freedom Staff members happy with current situation
Higher motivation Preference for set rules
Improved communication Could encourage risky and inappropriate decisions
New ideas and higher interest of the workers Higher salary may be needed for more responsibilities
The Force Field Analysis is one of the most used ways of big companies to provide an accurate framework of driving and restraining forces that most possibly influence the company, when they it is planning a change within their company. The importance of these forces will be pointed on both sides with grades from one to five. Analysis such as these will provide us with an improved insight of eventual restraining and driving forces when it comes to a change within a business or a
Would change in leadership style improve efficiency of workers in ITALY-LINE?
Rational
ITALY-LINE is private company founded in 1994, with head office in Belgrade. The company’s core business is the wholesale of dioptric frames, sunglasses and optical equipment. Over the years, company changed all the employees due to lack of the motivation and poor relationships. With new workers general manager faced many different problems such as miscommunication with customers, missed phone calls, lack of experience and knowledge with merchandise. This leads to very unfriendly working environment between the staff and it is affecting on the customer service quality. I will investigate weather alternative management techniques could improve …show more content…
Procedure and Methodology
The main aim for this investigation was to gather all the information in order to evaluate leadership style. There were two direct sources who provided me with all necessary information about company’s corporate culture. The GM was interviewed first to provide his insight to the whole situations and give his opinion about the issue.
Then the survey was send to staff members. The anonymity was guaranteed to protect the workers and to get valid information. The survey was successful and I got the response from all workers. The survey provided the views of the workers, which made the results very useful. Secondary research was also conducted on the different theories which could be applied to ITALY-LINE.
General manager said that he uses an autocratic leadership style and power culture, he takes all decisions without discussion. At present, all workers have assigned responsibilities that don’t change much. GM has wide span of control and usually use one-way communication. He also said the company is hierarchical because there are many different levels and everyone have their own place with different …show more content…
However, when workers were asked how motivated they are on a scale on 1-10 there was high discrepancy in the answers. The average answer was 6, but there were some very high numbers and some very low. This could be the result of the nature of the work or the time they started working in the company.
Forces for change
Should
ITALY-LINE change leadership style and corporate culture? Forces against Staff gain more freedom Staff members happy with current situation
Higher motivation Preference for set rules
Improved communication Could encourage risky and inappropriate decisions
New ideas and higher interest of the workers Higher salary may be needed for more responsibilities
The Force Field Analysis is one of the most used ways of big companies to provide an accurate framework of driving and restraining forces that most possibly influence the company, when they it is planning a change within their company. The importance of these forces will be pointed on both sides with grades from one to five. Analysis such as these will provide us with an improved insight of eventual restraining and driving forces when it comes to a change within a business or a