网范文：“Chuck MacKinnon Assignment”本文讲的是对于查克在处理2个老板派遣的问题时所采访的措施与方法的范文。文章主要从多方面关于查克的措施进行略论，英语论文范文，同时对查克的做法给予否认并进一步引出作者的观点。 1.1Chuck’s mandates from Margaret and Eldon As long as Chuck stepped into his new job as a managing director, he have to face two completely mandates from two bosses: Eldon and Margaret. To handle with the people problems and the old-fashioned business tactics, Chuck believes that actions of changes must be taken to turn the tide. Nevertheless, his two leaders have different attitudes towards his ideas of changes.Eldon adamantly thinks that the current situation of the whole group is “great” and “wonderful”. In this case, Eldon considers the actions and changes are the meaningless thing. In other words, he chooses not to give up the traditional goods, which is the opposite view of Chuck’s standpoint. Driven by the ideas of satisfying everybody, Eldon decides to stay totally the same as now. On contrast, Margaret Mattson, the leader two levels above Chuck holds the opposing viewpoint. Since she thinks that the performance of financial institution group could be improved, she supports Chuck to make the changes for better performance. Faced with different attitudes from two leaders, Chuck chooses to notify both Eldon and Margaret about their dissension and his troubles. However, this seems to have very limited effect of improving the current situation. As far as I am concerned, it is not wise for Chuck to tell his two bosses about their differences in opinion as they two are just like “oil and water”. Actually, Chuck’s handling will intensify their contradictions and make himself in the dilemma. Anything decisions made by Chuck would be considered as the pandering to one of these two mandates and will stir up feelings of dissatisfaction of the other (R Kelly, 2017). 1.2The people problems in the group The biggest problem in the group is dispersed and geographically dispersed. As for Chuck, it would be very difficult to manage a team with such people problems. To be more specific, Chuck has to manage the people in two different places. It is not beneficial and healthy for development of whole company since the Montreal group desire the relocation to New York (D Francis, 1979). Chuck’s decision of letting Montreal group stay in Montreal and the previous example Patrick may have potentially damaging consequences for staff sentiment. Obviously, technologies and travel are two options for handling the current problems. Chuck choose to spend much time on travel due to some constrains of technologies. It is certainly not efficient for developing business for the bank. In addition, the communication channels are very inconvenient as the people in Montreal group cannot and would not use emails, smartphones and laptops. Instead of directly proving the electronic equipment for their staff, Chuck should communicate more with the Montreal group regarding the previous and current displeasure and dissatisfaction. As it is the first year for Chuck to be the managing director, he may not be very familiar with managing the whole team, especially those far away staff like Montreal group. As a consequence, it is wise for Chuck to take a course of build camaraderie and team spirit. 1.3The implementation of the new strategy The idea of implement new strategies is certainly essential due to the current operations is already out-of-date and cannot meet the needs of financial institutions sector (N Feghhi Farahmand, 2017). What is more, there are two main disadvantages of the current strategies. If the company maintain the status quo, the prices would decrease and the revenue line would be flat. To reverse the situation, the implementation of new tactics is inevitable. However, as for the implementation of the new strategy, power of execution is relatively weak for Chuck’s handling. The new strategy receive resistance from the group members. It is mainly because of the lack of familiarity. The corresponding new product is very unfamiliar for the group members. Training the members and related efforts of Chuck seem to be in vain since the resistance of new strategy do not decline and disappear. 1.4Team building The team-building work must be done to prepare and provide the solid foundation for the follow-up cooperation (SI Tannenbaum, 1992). Actually, the team building of Chuck’s team should be divided into two parts since his groups are also divided into two camps. On the one hand, Neil Forsyth, Glenn Wright, Deitr Poehlmann, Dale Cameron and Patrick Kinnard are the saboteurs to erode the team spirit. Although Chuck works so hard in building a harmonious team. These guys just ruined the Christmas Party organized by Chuck to bring the colleagues closer. On the other hand, Steve Salmon, Lynne Morris, Bill Russell and Bruce Wilson make the group a functional one. Nevertheless, the conflicts between team members cannot be reduced in the short term. 2.Action plan for a future leader On the one hand, the new managing director should avoid the mistakes of an ambiguous attitude like Chuck (WG Bennis, 1994). As for the two mandates from two bosses, it is a better choice for the new leader to stand in line rather than stay neutral. Based on the administrative structures of the Bank, My suggestion would be support Margaret. On the one hand, Margaret is two levels above Chuck and she is also the leader of Eldon. On the other hand, Chuck shares the same values with Margaret. They have find there are a lot of room for improvement. By supporting Margaret, Chuck can only focus on one mandate and become more efficient. In addition, He can realize his plan for better performances through new strategist and other changes. As a consequence, the new managing director should demonstrate his standpoint more obviously. On the other hand, the new managing director should establish strict rewards and punishments system for his subordinates. As for the handling of his team, it is relatively weak for Chuck to deal with those who do not cooperate and destroy the team spirit. It is an irrefutable fact that the tight management together with occasional moderate attitudes (if necessary) is the appropriate managing style for the leader, especially the new leader. The new managing director should punish those group members like Glenn who shows very bad working habits. Besides, the old office clerk like Neil who do not willing to make changes should be encouraged to accept the innovation. The people relationship is very subtle and should be handle technically to avoid the problems which can be harmful for the team building. 3.Conclusion In conclusion, a leader cannot achieve excellent performance without an effective and harmonious team. Obviously, the example of Chuck and his team indicate a fact that desperate team will reduce the efficiency of the company. In this case, only by enhancing the cohesion of whole team, the leader can guide the group members stepping forward towards the same direction.-M |
