Management Case Study Example | Topics and Well Written Essays - 6000 words

concern - Case Study ExampleThese issues include, reed instruments feeble attempts at teach, Motivating older workers The authorization influence of the performance evaluation system Freds resistance to change Freds unethical receipt to pressure Lack of trust or violation of the psychological contract Equity and procedural justice. wholeness major issue in the case is Reeds inability to lead Fred. Reeds demonstrated a transactional leaders style behavior which is used by many salespersons. Dubinsky, Yammarino, Jolson, and Spanger (2001) argue that gross sales managers generally employ transactional leadership behavior which can induce adequate attitudinal and behavioral responses in employees, transformational leadership has found to engender even higher results (Dubinsky et al., 2001, p. 17). Reeds leadership style is evident from the incident that he finds out the job tasks for Fred s and then tells him how to execute his job and being more no-hit (Buller & Schuler, 2003 Dub insky et al., 2001). An incident to confirm this point from the case is when Reed wanted to determine the volume to drug prescriber and he went through Freds computer files and then through a memo told Fred how to go about accomplishing the task. Reed was setting Freds goals for him without his input and totally negating the fact that Fred had been working in sales with success for oer 30 years before Reed became his supervisor.According to Bassett-jones and Lloyd, a study conducted to determine motivation influenced by the leader-member relationship, the study confirmed that about 80 percent of the respondents who had a positive attitude towards their manager dropped to 53 percent when they felt they were being monitored to close by their supervisor. Tight supervision correlated with a waver to contribute (Bassett-Jones & Lloyd, 2005, p. 938).Coaching with continuous feedback is a form of performance management (Lee, 2005, p. 60). According to Allenbaugh (1983), the principal of c oaching include, First coaching emphasis should be on the job and not on the person.