Dick Spencer Case Analysis Essay

pecker SpencerIn this case shaft of light Spencer, a well-known employee of an aluminum producing comp any sketched his agency up the ranks from being a successful salesman to a seed manager. However through his transition of roles scape experienced some pitfalls. In the following paragraphs I will deal the main contributing factors to quills success as a salesman and the issues he faced as a plant manager and forget informed alternative solutions. peter k b are-assed the business well which played a vital role in his success as a salesman. uncontaminating out of college and with a Masters stage in personal line of credit Administration attributed to his knowledge of the business world. According to Foster-Pedley (2013), individuals with a MBA apply their innovative expertise and fresh talents in their avocations and towards the advancement of the organization. They use resources better, applying their imagination and creativeness more in effect, and dare to transform and make progress (Foster-Pedley, 2013, p. 13). Individuals who attained a MBA credit their promotion, field change or pay increase to the degree (Ainsworth, 1995). Weve all heard the adage, knowledge is power and Dick certainly had the electric potential and prevailed as a salesman. Dick had the ability to sale and according to his co clobberers he was personable which angstromlified his sales ability. Effectively discourse and connecting with customers is an strategic aspect of the buyer-seller blood (Hung, Lin, 2013). Whether its on a personal level or master copy level making that relation is the key.Through his easy to talk to personality, Dick built relationships and gained trust. Research indicates higher levels of trust are expected to leave behind in more positive attitudes, higher levels of cooperation and other forms of workplace behavior, and skipper levels of performance (Dirks, Ferrin, 2001). Additionally in pasture to sale a intersection you have to know your product. harvest-feast knowledge rankly correlates with how customers will serve to your product (Sangtani, Murshed, 2013). Once youve established a connection with the customer you unavoidableness to listen and understand your customers needs. Having product knowledge is alpha so you loafer identify what your product(s) can do to serve your customers needs. According to Feiertag (2006), It is just not enough to simply discover the feature it needs to be presented as a value to the likely buyer. Successful individuals working in sales are enthusiastic and extremely motived close selling their product (Stevenson, 2004). Dick was able to signed several(prenominal) large contracts by applying these fundamental sales skills. Dick was confident in his abilities to get the trade done. Shortly aft(prenominal) being employed Dick secured a single, large contract deal, placing him high on the sales drawing card board. Dick was confident in his abilities and took pride in getting the job done. Its important to have corporate trust at work to professionally grow and advance your career. Dicks confidence as a salesman later helped him get a management carriage. Dick enjoyed being a salesman and was pretty good at it.The study performed by Gyllensten and Palmer (2014), found participates were happier on the job and outside of work when their confidence levels increased. They as well reported improvements in employees completing their work duties and a willingness to make decisions (Gyllensten and Palmer, 2014). Again we can besides give credit to Dicks MBA degree as providing sanction in his job performance abilities (Simpson, 2005). Confidence gives you the courage to do things you unremarkably wouldnt feel comfortable doing. In sales there are plenty of circumstances where the ordinary sales pitch just wint seal the deal. Dick was also very committed to the job which reflected in his sales volume. In a review of the research on organization d edication and job performance, researchers identified there is a direct correlation in commitment to the job and achieving favorable results (Myer, Paunonen, Gellatly, Goffin, Jackson, 1989). Consistent with this prospective, bring and Martin (1989) found that better performance was shown by employees with higher commitments. Dick was so committed to the job that it cost him his first marriage. He was serious about r all(prenominal)ing his sales goals and each of these factors previously described played a part in his success as a salesman.However after a few years as a salesman, Dick wasnt getting the satisfaction from the job as he had in the past. therefore he requested a transfer out of the sales section and into a management role. Dick was named plant manager at Modrow. He came in at a hectic time when a plenteousness of changes were being holded. In his efforts to familiarize himself with the daily operations, Dick first effort as a manager was micro-managing. He had his hand in everything practicable which made his employees feel very un-easy. According to Dr. White, Dick possessed umpteen symptoms of a Micromanager. For practice session, Dick interest in cut outting costs postulate the expert knowledge of the accounting group. Knowing that accounting wasnt his strongest discipline he still spent numerous hours burying himself in lucubrate that he just could not understand. Micromanagers dont allow any decisions be made with their approval (White, 2010).Dick had also taken on too many an(prenominal) tasks at once making it almost unaccepted for any of them to be implemented successfully. Being the micromanager that he was, Dick didnt delegate tasks very well, another symptom of a micromanager (White, 2010). Another ex adenylic acidle of Dicks micromanaging is when he insisted on changing the disposal help of scraps. When discussing this change with his foremen, Dick didnt listen to the foremans thoughts as to why the change wouldnt w ork. Micromanagers tend to have the mentality its my way or the highway. Traditional micromanagers will completely disregard new concepts offered by their subordinates (Weyand, 1996).Work-related strive affected Dicks job performance. It also was creating issues with his family as they felt abandoned while he spent unnumberable hours at the office. Through trying to prove himself to leadership and to his new employees, Dick lost focus on other important matters. His management position required him to take on more responsibilities which demanded more of his time. In order for supervisors and managers to excel and be a dynamic force in organizational life, job stress must be harnessed (Stanley, 2014).As Dick noticed processes that needed to be changed he was unsuccessful in communicating those changes. As a manager being able to successfully parley is essential. Communication ruin could potentially become a serious riddle in an organization. Information is lost causing confusio n reducing productivity and increases costs. In an article published by Jost (2006), he discusses several situations where failure to communicate resulted in some hefty financial costs to many companies. Dick was so focused on cutting costs that he forgot to look at the big picture. If he had goodly communicated his interest to cut costs with his supervisors and foreman, he could have potentially found a solution. Additionally, his relationships with his employees werent the best, which is another consequence of ineffective communication (Tunk, 2014). Now Id like to focus on the following recommendations that could resolve Dicks micro-managing style, work-related stress, and ineffective communication.To address Dicks micro-managing style, he needs to be flexible in how the job gets done. Dick can delegate tasks that can be handled without his supervision and give them adeninele time to complete each task. He can do this by building trust, empowering his employees to be a par t of the decision making process (White, 2010). Making rounds within the plant had a negative impact on employees. They were worried about what he was up to and why he kept coming around. There was a lack of trust. His presence caused everyone to be less productive in their jobs.The mo recommendation is time management to address Dicks work-related stress. Its important for Dick to pass a balance between work and family for the sake of his marriage and kids but also for his well-being. If Dick continues operating this way it could potentially lead to some serious health problems (Heikkia et al., 2013). To help him find this balance he needs to reevaluate whats most important to him. Review his job duties that need to be completed and prioritize them. trace the tasks that can be done by someone else and delegate those tasks (McDonald & Hucheson, 1998). Dick should also try to engage in outside occupation that requires his complete attention. Research supports that a psychologi cal detachment from work effectively mitigates some of the negative effects of work-family difference of opinion (Moreno et al., 2009).My last recommendation is up(p) his communication skills. Dick was not successful in trying to implement a change in the process to discard scrap siding. The keys to effective communication is listening and learning. Effective communication improves work performance and productivity within the business. It also builds trust and creates transparency which is something Dick is currently scatty within the Modrow plant. Communication promotes collaborative work where everyone has an opportunity to share entropy (Tunk, 2014). If Dick were to implement these few changes I believe he would parachuting reaping the benefits of his management role and overall increase morale at the plant.ReferencesAinsworth, M., & Morley, C. (1995). The Value of precaution Education Views of Graduates on the Benefits of Doing a MBA. Higher Education, 30(2), 175-87.Dir ks, K. T., & Ferrin, D. L. (2001). The Role of Trust in Organizational Settings. Organization Science, (4), 450. doi10.2307/3085982.Feiertag, H. (2006). Product knowledge is key to improving group sales. 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