Consolidated Life Case-Business Ethics Essay

Consolidated life is a prestigious damages company however, due to the nature of the establishment the duties required by the worker neither required marginal k outrightledge nor did you have to have a high level education in order to drive a repose at the company. Mr. mike Wilson however, obtained a business degree in administration. He was employ by Consolidated Life as simply as you push aside dictate a clerical worker. He worked in the policy issue department which main duties included processing or in taking clients orders for insurance, customer service, and client services.One would say that working for them your performance required little to no creativity. It was the same day-to-day work load. Because it required so little creativity, daily routines were repetitive and wad be foole basically, with your hands tied to you back. mike Wilson demonstrated how an effective a leader can be in the workforce or else than just a manager by title. He envisioned in existenc e of high fidelity which is the best experience you can have in a workplace.In the book Trade Off, by Author Kevin Maney, the word fidelity deals with the total experience of something (Maney, 2009). The antecedent also says that aura can also provides an advantage to fidelity. With that creation said Mr. Wilson influenced his co-workers with providing them with incentives and final payments in which they can piss a reward at the end of the task but most importantly he provided the adept tools and motivations in order for his employees to work in a positive mind frame.This created a system of shared bipartisanship between supervisory program and employee. Model based on the Organizational Model Behavior mikes drive and motivation can be comparable to a someone with possible action y attributes. The theory Y concept displays how an employees work is as natural as play. too a person with this characteristic has a huge sense of self-direction and self-control. Mr. Wilson show ed this by cultivating a advanced(a) way technique that motivated its workers rather than coerced them which a person who you can place in this.Whereas, a person with the characteristics of theory x carries the opposite attractions. The individual is not seen as enthusiastic about their job. They are principally threatened or told do it or else and as stated before, lack the ability and drive to overachieve. They unremarkably follow the motto, overpromise-under deliver. Mikes performance ultimately won him a promotion working in the supervisory naming area. He won this promotion just six weeks after promise. Mike brought a sense of modern culture although it was seen as unorthodox or non-traditional.When comparing the delegation of permit in the levels of management the face organize cl early(a) shows that the establishment followed an authority oriented program in which Presidents are first to relieve oneself decisions for the overall vision for the company in which it t hen trickles down to the VP who implements the Presidents strategy by orchestrating a staff of supervisors to oversee the execution. Situation There seems to be a drastic change to the divergence in which Mike supervised some time ago.When Mike realized his unhappiness at his pertly variableness he sought a remedy for disaster by returning to his old office forcing him under young terms and most importantly, a new boss. The performance value of his once over exceeding staff was now dwindled and unmotivated. The new way in which they worked became stricter and more inflexible. It was stale and there was no aura of high fidelity being promoted. Problems The problem of this case has to do with mis-delegation of roles and mis-clarification for all parties. Not withdraw that, the fact is the company as a whole has not identified its mission statement for their employees.With that being said the transition from the time Mike odd became a tragedy. As stated before, the culture of t he environs was slated after Mike left. It became from being a collegial environment to an commanding environment once new vice president jacklight Greely took over. Not only did he change the environment of the company, he basically dismantled the structure and rebuilt it based on his power. Until Mike was promoted the managerial style approach was not identified and supervisors, at this early time wanted a change and thats why Mike was chosen to become supervisor.However, when dirt took Mikes former supervisors place, the organization became, autocratic. An autocratic person can be defined as an employee that is dependent tot tally on a supervisor. This person has no other desire than to do what is only required out of the task and only the minimum. Usually in an autocratic pose the boss expects pure obedience from their employees and rely straight on authority from higher ups with no regard to any self-drive for themselves and lacks the qualities and abilities to take on ini tiatives and providing an entrepreneurial attitude about themselves.This can be explained by using the Abraham Maslows Theory found in an essay article written by Janet Simmons, Donald Irvin, and Beverly Drinnien which it states he says accordingly that the only reason that people would not move well in direction of self-actualization is because of hindrances placed in their way by society (Janet A. Simons, 1987). Also saying We must see that the persons basic of necessity are satisfied. This includes safety, belongingness, and esteem needs (Janet A. Simons, 1987)A person in the Consolidated Life organization that can be also skewed towards the autocratic style is Mr.Rick Belkner. Mikes former boss. This, for lack of a better term, lazy supervisor (whom he was Mikes supervisor initially) illustrated as a person who rather do crossword puzzles during his work shift then to lead by example, what a competent Vice President of their division shy 40,000 of a six-figure salary. The point was clearly made by Mr. Greely when he assumed that Mikes management style would still be undermined no matter how good of his performance. He even went to the consequence of assuring that Mr. Wilson will fail no matter how high you move up in the establishment. It is or so agreeable to say that Mr.Speelys choose of words were not only rude but shows a poor and ineffective leader. Mr. Greely does not seem to be results-driven but ego-driven as his defense for Mikes work style was inarguable and measured his own assumption to Mikes performance rather than just judging an employee on what he does best, his/her performance. Reading how Mike handled it amazingly enough. In the chart feature on page-You can see simple comparing of the two different types of behavioral patterns by identifying the qualities, organisational and environmental forces that are represented by the 2 behavior patterns.You will see the differences between a workers operating in an autocratic setting versus a pe rson who operates under the collegial or validating setting(s). By identifying the contrast you are able to see what kind of modifications or structures that would have to be put in place based on a employees attitude. The attitude in which comes from probably stems from in-person goal, motivations, or self desires a person may have in their work space. Some individuals dont possess the willingness to achieve and be a leader.Some individual are quite knowing with just being an average worker and moving up in the corporate latter is something that does not motivate them. Autocratic Environment Vs. Collegial /System Environment Base Questions for Case 1. Describe completely the factors that contributed to Mikes lack of promotion at the end. Was his lack of promotion fair? When Mike left the division, he left the process in which he created, to be altered by the new president upon his departure. The flexible leadership that led to the team success came to a halt when divisional vic e president, Jack Greely whos reputation was described as tough but fair.Mike accepted the position at the old division again without really investigating the provisions in which he was now to work under. He loss total control when he noticed that co-workers were actually more be given to follow Mr. Greelys direction because the employees knew the order of hierarchy and knew the consequences of action should one follow anyones demands except for Mr. Greelys. 2. Using your knowledge of culture, explain in detail Consolidated Lifes culture when Mike was first hired and then when he returned.There was a transition in the organization which turn out to have opportunities due to the position void. Such example shows that Mike (when he was first hired by Consolidated Life) he was promoted to his position because of the opportunities of change. Mikes style was not really favored by his higher-ups but because he manages to increase workflow and reduce errors, which created more performanc e his flexible style was absolve which sends a sign of inconsistency. If you are going to allow a manager to take over the project then let them take over.As long as they dont via media the integrity of the company or do anything illegal. 3. What actions could Consolidated Life have taken to prevent Mikes problems? There should have been more flexibility granted for Mike to effectively coordinate his team. Mr. Wilsons track record clearly shows that as a supervisor he is competent to make educate decisions and lead a staff with ease. An employee is always happy when they are not pressured nor stressed. Most important of all, when a leader shows reciprocity, more than likely there would be a win-win.For Example, Mikes strategy to reward his co-workers in exchange for hard work showed the worker was not working out of vain and in fact he/she was being acknowledged and rewarded for the hard efforts being put forth. 4. Who do you think was at fault for Mikes problems, Mike or his sup ervisors (e. g. , Jack) or others? Completely justify your opinion. The fault of Mike problems was his free spirited style which usually offends conservatives. Jack implemented a corporate style setting upon Mikes return.