When a new manager Stumbles

GROUP – 9

Abhishek Singh 12PGP004

Arnab Roy 12PGP011

Vijay Krishnan G 12PGP016

Sujitha Tikka 12PGP048

Vivek Kerketta 12PGP053

Venkata Achyuth Kumar 12PGP054

WHO’s at Fault?

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AGENDA

ISSUES

ALTERNATIVE APPROACHES

SW ANALYSIS

BEST ALTERNATIVE

BACKGROUND

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• Rafferty “Goldstone” has been promoted to manager at Bulwark Securities.

• MBA from Kellogg, 8 years work experience as a sales representative.

• Competitor: Spinnacker. • Paul Mackinley: Ex-Manager• Christopher Woodbone: Bulwark’s CEO• Jim Slake: Head of Human Resources• Gloria Ludlow: Regional Director• Juba Puckett: Youngest Sales Representative• Bill Durkee: Sales Representative• Tony Skrow: Top performer

BACKGROUND

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• Management expects to launch Assurance Funds and Plus Service Account.

• Ludlow asks Goldstone to sell Woodbone’s policy to ‘hit quota’, and not to wait until there’s a crisis.

• Goldstone is unable to meet his quota and his under huge work load, even thinks about calling Ludlow for help.

• Is facing attrition as his reps are quitting.• Goldstone is under pressure from Ludlow, she even warns

him and even suggests him to join an employee development program.

• Feels sorry about Durkee as he’s working hard but is unable to meet targets due to family issues.

BACKGROUND

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• Thinks about talking to Slake as Ludlow is all about organizational agenda and customer satisfaction and is least concerned about employee problems.

• Employees started talking about overtime and no bonuses.• Able to meet his quota for the 2nd quarter but Puckett

terminates her contract.• Performance keeps dipping, Ludlow gives him one week to

get his things right.• Calls Mackinley for help, who suggests to get his policies

right and use his work experince.• Thinks about quitting and going back.

BACKGROUND

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No idea how to handle workers’ personal problems

Little knowledge about how to improve buy-in at organization

Lack of relationship between management and sales reps

Mindset not fit for being a manager Not able to manage time

ISSUES

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• Option 1: - Quit job• Option 2: - Return to Sales Rep position• Option 3: - Stay in the current position, take

some corrective action• Option 4: - Keep him as an understudy before

promoting him to manager post

ALTERNATIVE APPROACHES

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Needn’t change his mindset

Take Sales rep job outside, with the help of his good experience

Won’t lose respect with peers at Bulwark

Happy Family

OPTION 1: Quit Job

Settle with lesser packageSense of incompletenessNot a long term managerial prospectInability to adapt to latest financial instruments will make it difficult to find a new jobCan’t fulfill his ambition

STRENGTHS WEAKNESSES

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Familiar territory to work He will get back his

confidence He can shape his own

performance independent of others

Stay in the pink of his health

His vulnerable emotions will not be tested

OPTION 2: Return to Sales Rep Position

His peers might look down upon himReduction in status and salary His dream of becoming a manager may not be fulfilled in near future

STRENGTHS WEAKNESSES

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He will not lose respect among his team members

He proves himself as an efficient manager

Scope to improve his emotional intelligence

His ambition of working as a manager will not be lost

OPTION 3: Stay in Current Position, Act Accordingly

Tougher learning curve.Stress and other health issuesMay not convince his family to continueDifficult to implement changes due to his emotional vulnerability

STRENGTHS WEAKNESSES

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Can still nurture his ambition of working as a manager

He won’t be underprepared and can learn the managerial tricks from the superior

Not too much stress, can give time to family

Fear of failure is reduced Cordial relations with

superiors and peers No need to switch company

OPTION 4: Understudy Management

Difficulty in Adapting to the role of understudy, from managerHis decision making abilities might be affectedGrowth rate in organization will be slowed

STRENGTHS WEAKNESSES

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Keep him as an understudy for sometime and then promote him as Manager

BEST ALTERNATIVE

• It’s a win-win situation for both the parties• Rafferty does not have to look for a new job and

still reduce the work pressure• Company does not have to fire a good employee• Rafferty can fulfil his dream of serving the

company as manager in the future

REASONS

THANK YOU