MGMT 2384 Case Study
Based on the case, there were a few problems related to the organization (Edward’s new
company). The problems were: the company was not quite adapted to the new change, the
communication was not very effective in the company, and the leadership had not been firmly
built because Edward was the new head for the department. But the main problem to me was the
leadership was not empowered enough in the company. In other words, there was still too much
hierarchy internally (326).
To me, the company only eliminated a lower hierarchical level of management for the sake of
budget cut. It was only a response to an external change, which meant they were forced to do so.
However, the problem lied in the company itself. The managers and the supervisors had to
reported their work level by level, which was time consuming and ineffective. Once one of the
level was eliminated, the whole system was not that functional as it used to be. One of the
location was taken offline, the inspection was not effective, and most importantly, employees
were significantly impacted in regard of their tasks and view of the organization.
The leadership empower needs the power to be shared with employees (326). The fact that the
lack of inspection and the elimination of one of the managers causing a huge impact on the
whole department indicated that the employees did not have enough autonomy and freedom
regarding their work in the organization. Besides, the whole consequences became some
responsibility (or burden) to Edward, the head of the sports department was another drawback of
the lack of the empowerment of the company. Having said that, there are still some reasons that
the hierarchy should exist. It is the backbone of the administration; meanwhile, it is critical to the
production line. The company should change the strict hierarchy system by cutting some low
hierarchy level, giving the employees more autonomy and freedom in their work.
My advice in regard to change the strict hierarchy system are: Encouraging employees in the
research and development line to be more creative, because they are the brain if the company.
Eliminating some heavy inspection by lowering the frequency of inspection, and giving back
employees the trust. In addition, the company should reward the employees based on the great