Leadershhp and Management: RST Carports

Solution Preview

1. The experience level is different between the 1980-2017 management group and the 2018-2020 group because the management group at RST was required to work 60 hours per week with no extra remuneration for overtime. Before 2018 the management group had received overtime. Moreover, there was dissatisfaction in the management because there was a declining quality level of assembled units. The experience level of the management group after 2018 was poor because indifferent quality led to declining profit margins. Also, there was pressure on the purchase manager to change vendors to get lower prices from new vendors (1). This led to quality problems related to rust, holes, cracks, and mismatches. The management pressure to change led to a further decline in performance because the previous managers who were Six Sigma quality experts left RST.

2. The leadership style of the 1980-2017 groups was democratic. The dominant leadership style of the 2018-20 group is autocratic. One manager has a democratic style and two managers have a laissez-faire style. In the 1980-2017 group, six managers used the transformational leadership style whereas, in the 2018-20 group, there is only one leader with the transformational leadership style. In the 1980-2017 group, four leaders used the servant leadership style whereas, in the 2018-20 group, only one leader used the servant leadership style. In the 1980-2017 group, there was only one manager who used the transactional leadership style. Whereas, in the 2018-20 groups five leaders used the transactional leadership style in their interactions. Finally, in the old group, there was one leader who used the situational leadership style but in the current group, there is none that uses this style (2).

3. Management decision style in the 1980-2017 group was democratic decision-making. This style was used by all managers. Whereas, in the 2018-20 group the decision-making process was autocratic by four managers, laissez-faire by two managers, and democratic by one manager. When a manager uses democratic decision making he gets more viewpoints, enables more efficient problem-solving, and increases the commitment of employees. For example, if a manager asks his team members for a decision and accepts one of their suggestions based on the support the decision gets, every team member strives to ensure that the outcome is successful. Moreover, the democratic style of leadership helps build team relationships, gives importance to priority, and increases the morale of the workers. For example, ...