*Typo Error alert*

Its "two years after he joined sunshine industries limited". NOT "two years ago after he joined sunshine industries limited"




Thank you

swagoon: *Typo Error alert*

Its "two years after he joined sunshine industries limited". NOT "two years ago after he joined sunshine industries limited"




Thank you

click modify on the original post to correct this error bro.

MarvellousGod: Paroman, please do you have any questions on case studies you can send to me?

ma'am you can find a lotta them on this site.

http://www.consultingcase101.com/

swagoon: Case study:
The Engineering supervisor.
Background:
Teddy Eze was made the Engineering Supervisor in 1999, two years ago after he joined Sunshine Industries Limited. Teddy had 12 engineering aides and drafts persons who drop or codify schematic diagrams based on instructions from engineers.

FRANK WILSON JOINS TEDDY'S TEAM:
Frank had worked in sunshine Industries Ltd for 3 years. He was well accepted on Teddy's team. Three months after joining the team, Frank's assertiveness led him to speak out about situations that made it difficult for the team to achieve remarkable performance. Three weeks after Frank's complaints, the absence log book started to register Frank's absence from work. The trend became consistent for subsequent months. The teastarted to decline. Tasks began to fall behind schedule. There was great pressure to use overtime to catch up.



THE RESPONSE OF ENGINEERING MANAGER:
The manager yelled out in anger. No question of overtime. Things can not just continue like this! Our productivity is falling. All the K.P.Is show it! Teddy do something. Take action swiftly to provide solutions. We can count on you Teddy.


Questions:
A. Identify the reason for Frank's absence from work.
B. What is the main problem of the case?

C. What type of manager-leader is Teddy?
D. Suggest recommendations to solve Frank's problem.

A) He may have been fired as a result of his suggestion because not every supervisor/manager likes corrections/suggestions from a subordinate because of pride OR Frank decided to quit because he wasn't getting what he wanted from the job.

B) The main problem of this case is finding ways to make sunshine industry more productive.

C)He's the stubborn type that doesn't take corrections and allows his ego to overwhelm him.what stopped him from trying out suggestions made by Frank? Afterall they were supposed to be group, hence everymember's opinion counts. It's quite obvious Frank was major part of the team cos after he left, things started going bad.

D) By finding solutions to the situations which he said made them not to achieve remarkable goals. Frank seems to be goal-oriented hence if those situations are taken care of and the team starts progressing, Frank will be happy. OR
He can still find ways to make the team achieve some remarkable goals without tampering with the status quo, sometimes you can overturn a situation without having to bring in something new..THANK YOU!!


Paroman, thanks for the link..

swagoon: Case study:
The Engineering supervisor.
Background:
Teddy Eze was made the Engineering Supervisor in 1999, two years ago after he joined Sunshine Industries Limited. Teddy had 12 engineering aides and drafts persons who drop or codify schematic diagrams based on instructions from engineers.

FRANK WILSON JOINS TEDDY'S TEAM:
Frank had worked in sunshine Industries Ltd for 3 years. He was well accepted on Teddy's team. Three months after joining the team, Frank's assertiveness led him to speak out about situations that made it difficult for the team to achieve remarkable performance. Three weeks after Frank's complaints, the absence log book started to register Frank's absence from work. The trend became consistent for subsequent months. The teastarted to decline. Tasks began to fall behind schedule. There was great pressure to use overtime to catch up.



THE RESPONSE OF ENGINEERING MANAGER:
The manager yelled out in anger. No question of overtime. Things can not just continue like this! Our productivity is falling. All the K.P.Is show it! Teddy do something. Take action swiftly to provide solutions. We can count on you Teddy.


Questions:
A. Identify the reason for Frank's absence from work.
B. What is the main problem of the case?

C. What type of manager-leader is Teddy?
D. Suggest recommendations to solve Frank's problem.

A) Identify the reason for Frank's absence from work: Frank wasn't satisfied with certain issues/situations hindering the success of the team.

B) Main problem of the case:
Teddy Eze's lack of appropriate management skills required to help the achieve its stated goals and causing an up-turn in his team declining fortunes.

C) what type of manager-leader is Teddy? Teddy is an autocratic leader who doesn't listen to suggestions or complaints from his subordinates.

D) RECOMMENDATION:

The absence of Frank is clearly hampering the team's performance and his constant presence at work will go a long way in bringing the team back on track. The following are my recommendation.

1) First and foremost, Teddy Eze needs to do away with his less productive autocratic management style if he wants to carry along all member of his team. I suggest he adopts a more employee-oriented democratic management style.

B) He needs to meet with Frank, listen to his suggestions and complaints and assure him he will look into them. This will help rescucitate Frank's confidence in the team and the manager which will go a long way on putting everyone on the same page.

C) Teddy needs to consider Frank's complaints and suggestions, and evaluate his team previous and present performance to ascertain what issues need to be solved, problems that need to be weeded out and changes that need to be effected.

topelouis:


They can't increase the price its been sold to foreign countries because there are policies governing the prices of drugs in those countries

True......I feel the best the govt can do in this regard is to try educate the public of the ills of reimporting drugs e.g. The possibility of buying counterfeit drugs from Ghana which could be detrimental to their health. The Nigerian govt can also bring in more favourable policies that would positively affect the price fo these drugs hereby making them more affordable to the public. This is what the US govt is doing to curtail the excess re-importation of drugs by Americans from Canada.
.
.
.
.
Abeg who help me see Olucheye? That guy still dey this planet?

swagoon: Case study:

Questions:
A. Identify the reason for Frank's absence from work.
B. What is the main problem of the case?

C. What type of manager-leader is Teddy?
D. Suggest recommendations to solve Frank's problem.

The choice of Teddy over Frank going by the years of experience made clear the fact that, Teddy has been a goal getter and had clearly delivered in terms of performance & meeting up with the company's target. However, Franks absence from work may have been culled from the conversation that ensued between him and his supervisor. He might have felt his work & ideas have not been clearly appreciated by his supervisor which in turn might indirectly infringe on his career growth. Frank also, might have wrongly posited his ideas to Teddy based on his 'assertiveness" which might not have gone down well with his manager, Inardvertently leading to a hostile relationship between them.

The problem however, is the dwindling productivity of Teddy's team. His management style trails a now weakened, but autocratic laced, goal-oriented leadership path. Evidence of his goal oriented style can be affirmed by his rise under 2years of joining the coy. Resolution of Frank's problems could be treated under trio suggestions as follows:

1. The manager should have them both(Teddy&Frank) called to his office seperately, Having both parties state reasons for being at loggerheads, what they feel needs to be changed about themselves and ask about the feasibility of having them both work together. From the above, the manager should conclusively ascertain from his interrogation if they can work together. Should Frank be deemed sound by the manager, he should be brought back on board.

2. Have the remaining team of 11, undergo evaluatory tests and trainings suitable enough to ascertain if they're suitable enough to harness the needed productivity without Frank. If yeah, trainings be included to boost up their performs prance skills. If No, the manager should consult HR to either have do an internal or external recruitment of candidate who's performance drive is good enough for the job.

3. Teddy should submit in formal writing, what Frank's suggestions were. The manager thereafter, should evaluate if they could perfectly fit in to the team's style, and make decision to either have Teddy do away with his supervisory role/management style while Frank on the hand learns more about communication etiquettes or have Frank back in the coy, but in another department where he could perfectly fit in, while Teddy drills the rest of the team on how best to peak their performances.

My First Submission.... 2nd in a bit
@Paroman, I still dey this planet o! Congratulations in order for the new gig yeah?
Been following the thread closely.

EDITED; I dey think, she e no possible make Frank die ni?? As to why he just comot work without any notice and Teddy or other team members no find am go house. *just thinking out loud*

Olucheye:

@Paroman, I still dey this planet o! Congratulations in order for the new gig yeah?

which gig?

.

Olucheye: Oil coy?

Oh thanks bro ........I no know say you know na.

.

I like the spirit in this house... Keep it up guys... Hope we get to meet at the training school....

[quote author=MarvellousGod]

A) He may have been fired as a result of his suggestion because not every supervisor/manager likes corrections/suggestions from a subordinate because of pride OR Frank decided to quit because he wasn't getting what he wanted from the job.

B) The main problem of this case is finding ways to make sunshine industry more productive.

C)He's the stubborn type that doesn't take corrections and allows his ego to overwhelm him.what stopped him from trying out suggestions made by Frank? Afterall they were supposed to be group, hence everymember's opinion counts. It's quite obvious Frank was major part of the team cos after he left, things started going bad.

D) By finding solutions to the situations which he said made them not to achieve remarkable goals. Frank seems to be goal-oriented hence if those situations are taken care of and the team starts progressing, Frank will be happy. OR
He can still find ways to make the team achieve some remarkable goals without tampering with the status quo, sometimes you can overturn a situation without having to bring in something new..THANK YOU!!


Its all about having the balls to tackle the question, nice one but you need to look more indepth to the case study when profering solutions.

Paroman:

A) Identify the reason for Frank's absence from work: Frank wasn't satisfied with certain issues/situations hindering the success of the team.

B) Main problem of the case:
Teddy Eze's lack of appropriate management skills required to help the achieve its stated goals and causing an up-turn in his team declining fortunes.

C) what type of manager-leader is Teddy? Teddy is an autocratic leader who doesn't listen to suggestions or complaints from his subordinates.

D) RECOMMENDATION:

The absence of Frank is clearly hampering the team's performance and his constant presence at work will go a long way in bringing the team back on track. The following are my recommendation.

1) First and foremost, Teddy Eze needs to do away with his less productive autocratic management style if he wants to carry along all member of his team. I suggest he adopts a more employee-oriented democratic management style.

B) He needs to meet with Frank, listen to his suggestions and complaints and assure him he will look into them. This will help rescucitate Frank's confidence in the team and the manager which will go a long way on putting everyone on the same page.

C) Teddy needs to consider Frank's complaints and suggestions, and evaluate his team previous and present performance to ascertain what issues that need to be solved, problems weeded out and changes effected.

Nice take paroman.

Olucheye:

The choice of Teddy over Frank going by the years of experience made clear the fact that, Teddy has been a goal getter and had clearly delivered in terms of performance & meeting up with the company's target. However, Franks absence from work may have been culled from the conversation that ensued between him and his supervisor. He might have felt his work & ideas have not been clearly appreciated by his supervisor which in turn might indirectly infringe on his career growth. Frank also, might have wrongly posited his ideas to Teddy based on his 'assertiveness" which might not have gone down well with his manager, Inardvertently leading to a hostile relationship between them.

The problem however, is the dwindling productivity of Teddy's team. His management style trails a now weakened, but autocratic laced, goal-oriented leadership path. Evidence of his goal oriented style can be affirmed by his rise under 2years of joining the coy. Resolution of Frank's problems could be treated under trio suggestions as follows:

1. The manager should have them both(Teddy&Frank) called to his office seperately, Having both parties state reasons for being at loggerheads, what they feel needs to be changed about themselves and ask about the feasibility of having them both work together. From the above, the manager should conclusively ascertain from his interrogation if they can work together. Should Frank be deemed sound by the manager, he should be brought back on board.

2. Have the remaining team of 11, undergo evaluatory tests and trainings suitable enough to ascertain if they're suitable enough to harness the needed productivity without Frank. If yeah, trainings be included to boost up their performs prance skills. If No, the manager should consult HR to either have do an internal or external recruitment of candidate who's performance drive is good enough for the job.

3. Teddy should submit in formal writing, what Frank's suggestions were. The manager thereafter, should evaluate if they could perfectly fit in to the team's style, and make decision to either have Teddy do away with his supervisory role/management style while Frank on the hand learns more about communication etiquettes or have Frank back in the coy, but in another department where he could perfectly fit in, while Teddy drills the rest of the team on how best to peak their performances.

My First Submission.... 2nd in a bit
@Paroman, I still dey this planet o! Congratulations in order for the new gig yeah?
Been following the thread closely.

EDITED; I dey think, she e no possible make Frank die ni?? As to why he just comot work without any notice and Teddy or other team members no find am go house. *just thinking out loud*

I duff my hat Olucheye, yur take couldn't be more sleek.

LOL @the Frank's death.

Olucheye:

Yeah! Came by it.
So you don leave us with UB abi??

Most likely, but if I'm opportuned to attend the interview, I will. 8am-6pm no be small thing o

We go dey wait your congrat message as from August o.

how you take know say na August? Person don tell you?

.

JAGZZ:

The ones you are seeing here are even too short. Union Bank case studies would be like 6-7 pages.

*****Faints*****

JAGZZ:

The ones you are seeing here are even too short. Union Bank case studies would be like 6-7 pages.

6-7 pages ke? wetyn happen oga? shouldn't be more than 2-3 pages max.

TOYNEX:
*****Faints*****

**..Checks her neck for a pulse then pours a pot of hot water on her head....**

**checks again frantically for a pulse, can't find one............gets ready for mouth-to-mouth resuscitation...**

eldega:
6-7 pages ke? wetyn happen oga? shouldn't be more than 2-3 pages max.

Those who did theirs last year said it was up to 7 pages. So you better join us in brainstorming here to prepare for the tough task ahead.

Paroman: **..Checks her neck for a pulse then pours a pot of hot water on her neck....**

**checks again frantically for a pulse, can't find one............gets ready for mouth-to-mouth resuscitation...**Those who did theirs last year said it was up to 7 pages. So you better join us in brainstorming here to prepare for the tough task ahead.

says who? I did last year and was just 3pages sir

eldega:


says who? I did last year and was just 3pages sir

Did u pass it?

topelouis:


Did u pass it?

Dunno oooooo

eldega:



Dunno oooooo

I understand

eldega:



Dunno oooooo

Dunno, as in result not out or no reply from them yet... Sorry to ask, but how is it like... Is it some what close to what we are doing here...

topelouis:


I understand

buihahahhahahahahahahha, cmon, give the homie a break, he's got to keep it moving jawe

Paroman: **..Checks her neck for a pulse then pours a pot of hot water on her head...

bros na to die be dis na... chai... deris God o.
.
.

despite ur success its Gd of u 2 be wt us still... envy ur godly @. Tx 4 d case

topelouis:


Did u pass it?

na wa o... see Cambridge question.

Paroman: Most likely, but if I'm opportuned to attend the interview, I will. 8am-6pm no be small thing o ;Dhow you take know say na August? Person don tell you?

wait which firm did u get a job with? share the testimony Na,I feel like we're family!!!

TOYNEX: na wa o... see Cambridge question.

Ha! I've not been able to post here until now though I've been following suit. I'm new here anywaiz

eldega:


says who? I did last year and was just 3pages sir

abeg tell dem
all these initial gragra don too much