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Essay / Research Paper Abstract
This 5 page paper. This essay addresses specific questions regarding the new GM-Operations hired for a law firm. The first question deals with what the partners should do about the new person and the negative impact he has had on the firm. It also discusses leadership style that is needed for that position. Finally, the writer discusses his/her own leadership style. Bibliography lists 3 sources.
Page Count:
5 pages (~225 words per page)
File: MM12_PGjetre.rtf
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Unformatted sample text from the term paper:
new person and the negative impact he has had on the firm. It also discusses leadership style that is needed for that position. Finally, the writer discusses his/her own leadership
style. Introduction The issues presented in this case study are probably not uncommon. It is clear from the text that the partners in this law firm believed in collaboration
and in meeting the needs of their employees. However, their growth left them needing someone to take over the more mundane but important roles of organization, human resources, and even
marketing. They decided to create the position of General Manager-Operations. The partners hired someone who seemed competent but the person was an autocrat. This placed the firm in jeopardy of
losing excellent employees and clients. In fact, they did lose clients. When the partners learned of the problems, the new GM-Operations told them it was basically normal and they should
just wait it out. The suggestion being that more customers would come to the law firm and the employees morale would not remain so low. Questions and
Answers 1. What should partners do? The partners should certainly not sit and wait as Brad has told them to do. If they sit and wait, they will certainly lose
more clients and are very likely to lose loyal employees. They should develop a plan to deal with Brad. a. The first step is to meet with Brad and express
their disappointment with losing clients and with sinking morale among their loyal employees. This will require explaining to Brad their desired organizational culture, which is caring and compassionate and respectful.
The partners need to make it clear that Brads autocratic leadership style is a mismatch for this firm. b. Offer Brad the choice to change or leave, just as
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