Laura is the associate director of a non-profit agency that provides assistance to
children and families. She is the head of a department that focuses on evaluating
the skill-building programs the agency provides to families. She reports directly
to the agency leadership. The agency has been cautious in hiring this year
because of increased competition for federal grant funding. However, they have
also suffered high staff turnover. Two directors, three key research staff, and one
staff person from the finance department have left.
Laura has a demanding schedule that requires frequent travel; however, she
supervises two managers who in turn are responsible for five staff members
each. Both managers have been appointed within the last six months.
Manager 1: Kelly has a specific background in research. She manages staff who
provide research support to another department that delivers behavioural
health services to youth. Kelly supports her staff and is very organized; however,
she often takes a very black and white view of issues. Upper level leadership values Kelly’s latest research on the therapeutic division’s services. Kelly is very
motivated and driven and expects the same from her staff.
Manager 2: Linda has a strong background in social science research and
evaluation. She manages staff that work on different projects within the agency.
She is known as a problem solver and is extremely supportive of her staff. She is
very organized and has a wealth of experience in evaluation of family services.
Linda is very capable and can sometimes take on too much.
The managers are sensing that staff are becoming overworked as everyone takes
on increased responsibilities due to high staff turnover. Staff have also
mentioned that Laura’s "glass half-empty" conversation style leaves them feeling
dejected. In addition, Laura has not shared budgets with her managers, so they
are having difficulty appropriately allocating work to staff. Laura said she has not
received enough information from the finance department to complete the
budgets. The finance department said they have sent her all the information
they have available.
As staff become distressed, the managers are becoming frustrated. They feel like
they are unable to advocate for their staff or solve problems without key
information like the departmental budget
Case Study Question
In your case study analysis apply management theories and
concepts studied in this course to address the follow questions:
• Explain ways in which Laura can most effectively use both
management and leadership skills in her role as associate
director in this situation?
- Explain what combination of the two do you think would
work best in this setting?
• Define and explain the most appropriate leadership style for
a leader to be effective in this situation?
• Develop and explain strategies for; Laura to improve her
leadership skills; and for the managers to improve their
management skills?
• Develop steps that could be taken to build staff confidence?
Explain the steps you have included and why they are
important for building staff confidence in this situation.
You are required to include research to support your work. This
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