The Purpose Of Goldenstate Manufacturers And How It Differs

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Explain the purpose of Goldenstate Manufacturers and comment on how it might differ from other types of organization.

Answer: Goldenstate Manufacturers (Pvt) Ltd is a private Limited Company with a long history in textile business more than 30years in Australia. Goldenstate Manufacturers is a large organization which has its purpose to be existed. By following paragraphs I would like to show you its purpose by three aspects: Economic, Social and Personal aspect.

Economic aspect: To be a private enterprise oriented organization, to pursuit as much commercial benefits for the organization as possible by offering satisfied quality of service and products to the public. A continuous benefits pursuits is the basic reason for any enterprise's exists, this is because any benefits they gain from business is a strong power to stimulate an organization to work harder to make progress in every aspect within a company which finally can lead a much more smooth way to achieve their goals.

Social Aspect: Socially, Goldenstate Manufacturers is with a big scale organization which offers a variety of job opportunity to the public. In the mean time, Goldenstate Manufacturers is the top five manufacturing organization in Australia which means the service and quality of products they supply to the public is well satisfied by public. A good performance of an organization will also make good contribution to the government. For example, it will stimulate the local economic force to the whole society, or offer their assistance to some charity organizations.

Personal Aspect: In Goldenstate Manufacturers, personally to every individual who can work in a stable and big organization which will build more confidence to them. A mature organization like Goldenstate Manufacturers, which always offer much more opportunities for their staffs' creativity and innovation to make their self-progress. This personal progress will be a big motivation to keep workers to stay with an organization for long time with a good work performance.

Draw a detailed organization chart for Goldenstate Manufacturers showing the various roles and functions in place.

Answer: Goldenstate Manufactures is a big organization with many departments to run the company's process. Please see the structure chart in flowing page

The meaning of some abbreviation below in the chart:

TW: Technical Worker

NTW: Non Technical Worker

DMK: Deputy Manager of Knitting

DMD: Deputy Manager of Dyeing

DMF: Deputy Manager of Finishing

DMC: Deputy Manager of Cutting

DMS: Deputy Manager of Stitching

DMP: Deputy Manager of Purchasing

CE0

NTW

TW

MM

MM

FM

MMMM

HR

DMS

DMC

TEAM LEADER

MIDDLELINE MANAGER

GENERAL MANAGER

FIRSTLINE MANAGER

SUEPERVISOR

NTW

TW

NTW

TW

NTW

TW

NTW

TW

NTW

NTW

DMP

DMF

DMDD

DMK

NTW

TW

NTW

TW

NTW

TW

NTW

TW

NTW

TL

TL

TL

TL

SPVSOR

SPVSOR

SPVSOR

SPVSOR

SPVSOR

SPVSOR

SPVSOR

FM

FM

FM

FM

FM

FM

MM

MM

MM

MM

OPERATION

QC

ICT

S&M

A&F

ACCOUN

R&D

TW

TW

TL

TL

TW

TL

ERTW

Explain how effective you feel the organization is and list the main skills and competencies needed for it to be competitive.

Answer:

Reading from this case, I found that the there are leadership skills problem in some departments, especially obviously in operation departments. The variety problems such as, a big drop of 20% in sales, increase of customer complaints, quality problems in products, over staff and high turn-over of workers in different sections are caused by ineffective leadership skills. In addition, lack of communication between people in this department both horizontally and vertically is the basic reason which leads a disorganized work. Unaccountability and irresponsibility of team leader and supervisor which also indicates operation manager's leadership skill is lack of controlling and evaluating. Here I will show you some main skills and competencies which need to be competitive and improve:

It is very important to emphasize the importance of communication skills horizontally and vertically to every staff. Ineffective communication skill will finally lead many mistakes or discrepancy in their work.

The manager must learn to be capable to know clear about the role of a good leader, not always firm and strict. Keep workers informed about all the job details and develop a sense of responsibility and accountability to all the workers, especially the team leader and supervisor.

Manager should be also train all the sections to work as a team, build team spirit to all staffs and to achieve all the goals smoothly.

Making every goal clear to each section, and set an efficient time frame to each work section and make frequent evaluation to each work section.

Set mission to each section with reward to motivate all the staffs work passion. Motivation is very important to keep staffs work for you and stay for long with the company.

The manager who is with autocratic leadership skill must try to be a good listener and communicator. It is very important for them to set a good example to be a good communicator to all their subordinates. A bossy manager will only interfere the progress of general work and make staff to quit.

In short, leadership skill is very important to such big organization's management, if you want to lead your staffs to work together to achieve your final goals, a good leader must provide clear purpose, direction and inspiring while operating to accomplish the mission and improving the organization.

2.1 Explain the leadership styles of Adam, the Knitting Manager, and James, the Dyeing Manager, and comment on how appropriate you feel these are in the current situation.

Answer:

Knitting Manager, Adam: His leadership skill is "my way or no way" which is an autocratic leadership skill. A person who believes in this style of leadership requires his subordinates to do the job according to his way only. Every staff under him must do the job and accomplish it via his direction. However, in Goldenstate Manufacturers, knitting section is under a very high pressure of workers' turn-over. In my opinion, this autocratic leadership style is not appropriate currently in knitting department. This is because this style only allows the workers do the job under their manager's direction without any negotiation. This which will lead workers feel a very big stress while they are working, they will be afraid of mistakes caused if they do not follow the way; and in addition, this leadership skill style will restraint staff's work creation and innovation. For example, sometimes the workers might find some better or more efficient way to accomplish the job, but due to an autocratic leadership skill of their boss, their creativity cannot be experimented and worse it makes staffs feel no self-progress while they are working. All this factors can be the reason for them to quit the job, as they do not feel motivated and they do not feel they are valuable in their work environment or to their manager.

In short, currently in knitting department, such way of leadership skill will only discourage staff's working passion. To improve it, the manager should try to be more communicative and give their staff's more space about their job, to be a good listener to listen to more of ideas and suggestions from their staff which will encourage their staff to stay with company for longer time.

Dyeing Department, James:

James' leadership skill is delegative which means free reign management to his staffs. Under this leadership style, leaders allow the staffs to make the decision, but the leaders will be still responsible for the decision making and general controlling. In dyeing department, generally, there is no big problem about the quality, however, fabric dyeing usually late for production and overstaffed which means current leadership style is too loose to every staff. For the staffs in dyeing section, workers get the space to create their work ability which is good for staffs and also the whole section. However, James is lack of setting a time frame to his staffs for each task. He is lack of taking action to control the work performance of his workers which is not good for whole section and work. Every staff can do whatever they want without controlled by their manager of course will finally lead a loose working environment to lead over staff in this section, no matter these staffs are competent in work or not.

To improve his leadership skill, James must take action to control the work performance of staffs and evaluate if they are capable to analyze the situation and determine what needs to be done in every task, dismiss the staffs that is not competent and set time frame for each task. Proper rewards and punishment to stimulate their worker's passion is also very essential.

2.2 Use any motivational theory, or theories, to advise Adam, the Knitting Manager, how he might motivate his staff so they will remain with the company. Make sure you explain what he must do and how he might do it.

Answer:

Apart of the changes of leadership style to Adam to motivate and encourage his staffs in knitting section, he can also keep them to remain with the company by meeting their needs with Maslow Hierarchy of needs

(Chart strive from: http://www.adam-mcfarland.net )

Seeing from above chart, to the staffs in knitting section, Adam can firstly make sure his staffs are satisfied in physiological needs, to meet this needs, he should make sure that all his staff's salary must be paid on time without any discrepancy. Salary to staff is the vital part of their life, without money they cannot live well about their daily life, without money they cannot buy food and so on.

Secondly, when the physiological needs are satisfied, he should do something to meet their staff's safety needs, for example, it is his and company's responsibility to ensure the absolutely safe working environment for all the staffs. He can also encourage all the staffs to work hard to meet the goals on time with good quality with the rewards to have yearly health check on company's cost.

The next step will go to meet love and belonging needs for their staffs, in within an organization, Adam can discuss with other department's manager to have monthly or quarterly party if they get 25% less of complaint for example. The CEO must take involve in this as well to check and control their work performance. Parties between different departments will improve the relationship not only in the same section or departments, but also it will good for people between departments. Communication between departments is also very important for them to accomplish a final goal for an organization.

Fourthly, to meet esteem needs, free technical training to staffs will build self confidence to every staffs in knitting section. Adam can discuss with his manager or CEO that if they meet their goals on time without quality problem, company should give them some bonus for technical training to stimulate his staffs' work passion. As to be more professional in their work area will make big progress to his staff and they will feel more confidence and they are respected.

Finally, Adam can change his leadership skill to be more open to his staffs, giving more space for their work performance to meet staffs' self-actualization needs. Encourage their staffs to be creative in their work, as long as the changes are more efficient and good for the total task, he will be open to negotiate and accept it.

By doing this, the staff's work initiative and their sense of responsibility and accountability will be stimulated completely, they will feel they are important to this company and they are still making progress during their work. And it will keep them to stay with company for longer time instead of quit easily.

2.3 Mark the CEO has told Ron, the Finishing Manager that he should delegate more. Explain to Ron the steps he must take to delegate effectively making sure you clearly explain what he has to do at each step and how he might be able to do kit.

Answer:

The steps that Ron must take to delegate effectively are as following:

Before Ron delegate the job, he should be able to identify the best person to do the job. This is basically base on his daily evaluation on his subordinates. As the evaluation will show if the person has the ability to analyze some situation and determine what needs to be done and how to do the job well.

Instruct the delegated person how to perform the task by giving feedback. For example, a work report can be essential for Ron to know about how is the job to be done and if it is good or not. Sometimes, it might also take time for him to train the delegated person to be more professional.

Monitoring the person's progress during his work. Evaluate and train his sense of responsibility and accountability to the whole section and job. Whether this person is accountable and responsible is very important to the general work.

Grant progressively more authority to accomplish the goals Grant progressively more authority to accomplish the goals as they furnish the results. Build them to be more confident to be authorities in managing job.

Check and control with them often to ensure they are proceeding the right way and let them know that future assignments depend on their not making mistakes, to stimulate their incentive. A general control on delegated person is very important to see not only the work status but also to check if he or she is the right person to be delegated. His performance can make big influence to the whole section and even the whole production status of this organization.

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