Management Style free essay sample

Frazer is also worried if he should escalate his issues with Mazey’s boss about the stories his coworkers had shared. Frazer has gathered all this information on Mazey which has almost been liberating, but he must decide on how to handle this situation without jeopardizing his career. Chip Mazey will have to change his management style. Currently his management style is known as competing shark forcing. Forcing indicates a desire to meet your needs and a lack of interest in the needs of the other person involved in the conflict.Mazey is using his power as vice president to coerce associates in doing what he says. This style of conflict management produces a win and lose situation where Mazey would win and the associates will lose. However, if Mazey changed his characteristics in ways such as not always having to get his ways and listen to the associates ideals, that would be beneficial for everyone. We will write a custom essay sample on Management Style or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Next Mazey should not ridicule associates for their lack of knowledge or background from where they live.He should help associates to expand their knowledge and give them positive feedback which can motivate associates to do their best and making associates feel good about their accomplishments. Next Mazey would have to change his way of thinking by making his self feel vindicated while making the associates feel defeated. He can do this by taking the blame for his mistakes if he know he is wrong and apologize to the associates he has humiliated for his mistakes. Chip Mazey had been with Hudson 10 years and followed the kiss up, kick down mantra. Mazey always had trouble interacting with his peers, but after his promotion to Vice President, he was more ruthless to his subordinates than his peers. His verbal lashings were sharp, unrelenting, and unprovoked. He had developed a nasty reputation among analysts and associates. It was common for Mazey to yell at a subordinate in a rage, only to discover that he had made an error and there was no problem for example he denied that there were multiple buyers on a particular deal and he created a hostile deal environment for man of the concerned parties, but he never openly acknowledged he had made a mistake.Mazey was known for making his subordinates feel uncomfortable by having an associate to stand in a space in his office and point to a spot on the floor in front of his desk just to humiliate the associates with his power. Mazey also withheld information he was privy to when he gave the associates an assignment that would have been easier for her to complete within the three day t ime frame. While all along the assignment was not due for two weeks just to make the associate work harder and show he was in control. Then Mazey had another associates to come to work an hour early to prepare for a conference call the next morning. When there was no such meeting was ever planned just to show the associate his lack of concern of his feelings. Then Mazey was also known for getting a kick out of embarrassing associates for the lack of knowledge for something as small as not knowing how to order wine. In addition he has also made fun of the secretary who came from a poorer part of the city and where everyone seemed to have the same last name.From reading the case study we clearly know that something has to change immediately as the employees’ begin to feel as though they aren’t wanted and that they are ultimately not working to accomplish anything. Moving forward, we need to focus on possible solutions to overcome this issue. First, and foremost, we need to recognize that Mazey ultimately needs to change his management style—this would correct the issues altogether. Mazey needs to loosen up a bit when working alongside of others and get his power issues under control—as all the employees are now becoming very aggravated and uncomfortable working with him.As mentioned before, Mazey is currently operating on the competing shark management style—at the up most extreme—which isn’t right for this particular situation. Mazey needs to get on the board with the collaborating owl management style—which is a win-win environment. The collaborating owl management style will introduce a variety of things that will help Mazey be liked and easier to work with—for example, he will have to focus on identifying goals for the company and the relationships that are present.This management style will also help find solutions to problems that will be agreeable to all sides, as said before, is a win-win solution—with all negative feelings eliminated. Most often this management style is used when building or maintaining relationships is of most importance along with peer conflict being present. The only drawback with this management style is that it is very time consuming which means that Mazey will have to stick with it—basically do a 180 from where he is at right now. Mazey also needs to work on his relationships throughout the company as many of the employee’s dread performing/working with him. Continuing on, Frazer has done all his homework that will ultimately be used to either get Mazey off his power trip or even dismissed from his position. So what should Frazer do with all the information he has collected? With this being an ongoing issue and with all the people it has affected, Frazer needs to go upstairs and present his information with confidence.