Custom Chips - Case Study Example

The Custom Chip’s case was intended to bring forth several opportunities that include change and the importance of cooperation among the employees and employers in the organization. With respect to change, the organization ought to apply several change initiatives, especially in the technical problems facing the firm, and that includes but is not limited to manufacturing documentation problems. Manufacturing procedures are not well laid out in the organization leading to repetitive conflicts with regard to who is responsible for what task. On the other hand, cooperation in the organization is wanting. Lack of cooperation resulted in poor production in the major departments that include manufacturing and engineering. If cooperation were present in the organization, relationships between employees and employers and among the employees would improve.

Question #2

There are several problems facing Frank Questin as the Product Engineering Manager of the organization. First, he does not believe in himself with respect to his job. He constantly doubts his capacity to deal with complex situations despite being his very first time holding a managerial position (Silverman 677). Second, he has managerial issues in that he does not complete most of his tasks on time. Additionally, his team management skills are lacking in spite of the fact that he has introduced teamwork in the organization. Third, the motivation of his employees is also deficient. This is because some of his employees are dissatisfied with their positions to the point that they would like to quit. Additionally, he receives and addresses many complaints in a day. Furthermore, at one time, he had some overdue performance appraisals. 

Question #3

Frank’s management style has certain pros and cons. The pros include that he facilitates and encourages teamwork and communication in the organization. Additionally, his management style facilitates good relations since he does not act defensively against arguing with employees. Instead, he manages to cool them down and engage in meaningful discussions ((Silverman 683). The cons include that it is time-consuming. For instance, it takes time to contribute ideas and then discuss the. This is in contrast to other forms of leadership where the leader dictates directions without welcoming questions or suggestions.

Question#4

The major cause of conflicts among the major departments is the lack of a clear definition of roles and those responsible for these roles. This is the reason behind some employees being unavailable to help their peers with common challenges. Additionally, this has resulted in the production of underperforming and faulty products. To resolve this issue, the manager must redefine all roles and ensure that all individuals are aware of their roles. This would improve the flow of work and thus reduce conflicts and complaints.   

Question #5

The organizational structure of Custom Chip has its pros and cons. The pros include that the employees are clearly aware of their immediate leaders. Additionally, the employees have a clear path through which they would get to a specific position when promoted. The cons include that although the employees know the immediate leader, they are not clear on a precise leader to whom they should turn for specific problems. Moreover, although the structure is clear, it does not fulfill its roles that include the provision of clear work processes and roles for individual positions. Furthermore, the organization does not appear to have a specified culture that the employees follow. An organization’s culture defines the values and behaviors of employees while performing their duties. In addition, the structure lacks innovation and flexibility. Here, self-regulating teams have not been established. Such teams are flexible and have the opportunity to test their ideas so as to facilitate innovation.

Question #6

To improve the current situation, Frank should take specific appropriate steps that include variations of leadership styles. First, he must improve on the capacity to shift from the democratic method of leadership to an autocratic one in the most appropriate situations. This includes when there is no time for considering suggestions or when he has a deadline to meet. This would ensure that he eliminates overdue tasks. Second, Frank should revise the roles of individual employees and ensure that they are aware of their duties. This would eliminate the constant conflicts and improve workflow. Third, he ought to establish a clear culture that employees should follow. This would define the direction of the organization with respect to behaviors and values. Forth, he must work on the coordination of activities in the organization by facilitating teamwork. This would not only improve the workflow but also enhance relationships between individuals in the organization. Fifth, he must also work on motivating his employees so as to improve their satisfaction with their job. Lastly, he has to work on his own self-esteem. If he believes in himself, the employees will believe in him.

Question #7

This case has allowed me to learn that coordination between all parties in the organization is monumental for the organization’s success and elimination of conflicts. I have also learned that unclear definitions of roles could lead to conflicts. Additionally, the motivation of employees improves their job satisfaction and prevents them from deciding to quit their positions.