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1.
Perhaps instead of telling her things, I should encourage her to listen more.
When you pay attention to your coworkers, you can pick up a new skill or
develop an original thought. The individuals you supervise often have more to
teach you than you do. It's important to have good listening skills.
Brenda Galway is a demanding, erratic, and self-assured employer who

anticipates independent completion of the tasks assigned to her staff. Everyone
on her team, in her opinion, is qualified to do so. She has grown proud of her
squad, the "mod squad," due to the unusual and difficult duties that they are
tasked with doing. Brenda failed to notice that Bill Stanley required assistance
and that not every team member is as competent as the others.
After reading the case analysis, we think that situational theory is the appropriate
leadership theory for this situation. This is due to the fact that, in our perspective,
being a situational leader requires having a leader who will direct and clarify
matters if you are unsure of the task at hand—something Brenda failed to do with
Bill. Every leader needs to be flexible and situational in their reactions to
whatever occurs inside their team and place of business. A situational leader
must take into account a variety of factors when leading a team because each
member has a unique personality, working style, and level of expertise.
Situational leadership shows how we alter our approach in reaction to these
elements. This requires adapting your management approach to each
circumstance, inspiring and bringing out the most in their performance.
Perhaps instead of telling her things, I should encourage her to listen more.
When you pay attention to your coworkers, you can pick up a new skill or
develop an original thought. The individuals you supervise often have more to
teach you than you do. It's important to have good listening skills.
Brenda Galway is a demanding, erratic, and self-assured employer who

anticipates independent completion of the tasks assigned to her staff. Everyone
on her team, in her opinion, is qualified to do so. She has grown proud of her
squad, the "mod squad," due to the unusual and difficult duties that they are
tasked with doing. Brenda failed to notice that Bill Stanley required assistance
and that not every team member is as competent as the others.
According to the case study, Bill, the new employee, has limited expertise in
auditing. Brenda should have responded by guiding and addressing Bill’s
concerns instead of getting frustrated about the incorrect output that was
submitted by Bill. This means that, as a leader, she should guide people in a way
that will increase their sense of comfort and confidence. She should have spent
her time guiding Bill and showing him how to complete the tasks rather than just
giving him the tasks.
2. What control measures can be adopted to implement the changes that are
needed to improve the work conditions in this company?
With the world shifting the way they work, companies are evaluating
what’s the most effective way to build their workforce. I think these are the
measures they need to implement to improve their company’s working
conditions.
Match tasks to skills.
Knowing your employees' abilities and behavioral styles is critical for

increasing efficiency. An extroverted, creative, out-of-the-box thinker, for
example, is likely to be a great person to pitch ideas to clients. They may
struggle, however, if given a more rule-intensive, detail-oriented task.
Asking your employees to be great at everything is inefficient—rather,

before assigning a task to an employee, ask yourself, "Is this the person best
suited to perform this task?" If not, look for someone else whose skills and
personality match yours.
Because a situational leader likes to constantly monitor their subordinates

to ensure they are on the right track, this type of management style can improve
the company's success and career growth. It will improve as they gain
experience.
Communicate effectively.
Every manager knows that communication is the key to a productive
workforce. Technology has allowed us to contact each other with the mere click
of a button (or should we say, tap of a touch screen). This naturally means that
current communication methods are as efficient as possible, right? Not
necessarily. Instead of relying solely on email, try social networking tools
designed for even quicker team communication. You can also encourage your
employees to occasionally adopt a more antiquated form of contact
voice-to-voice communication. Having a quick meeting or phone call can settle a
matter that might have taken hours of back-and-forth emails.
Keep goals clear and focused
You can’t expect employees to be efficient if they don’t have a focused

goal to aim for. If a goal is not clearly defined and actually achievable, employees
will be less productive. So, try to make sure employees’ assignments are as clear
and narrow as possible. Let them know exactly what you expect of them, and tell
them specifically what impact this assignment will have.
One way to do this is to make sure your goals are “SMART” – specific,
measurable, attainable, realistic, and timely. Before assigning an employee a
task, ask yourself if it fits each of these requirements. If not, ask yourself how the
task can be tweaked to help your workers stay focused and efficient.
Train and develop employees.
Reducing training, or cutting it all together, might seem like a good way to
save company time and money (learning on the job is said to be an effective way
to train, after all). However, this could ultimately backfire. Forcing employees to
learn their jobs on the fly can be extremely inefficient.
So, instead of having workers haphazardly trying to accomplish a task with

zero guidance, take the extra day to teach them the necessary skills to do their
job. This way, they can set about accomplishing their tasks on their own, and
your time won’t be wasted down the road answering simple questions or
correcting errors.
Helping them expand their skill sets will build a much more advanced
workforce, which will benefit your company in the long run. There are a number
of ways you can support employee development: individual coaching,
workshops, courses, seminars, shadowing or mentoring, or even just increasing
their responsibilities. Offering these opportunities will give employees additional
skills that allow them to improve their efficiency and productivity.
In the case of Bill, his manager and the company itself needed to take
these measures in order to ensure an excellent output.
Group members:
Shania Quisha Bitac
Lee Dongkeun
John James Dumadag
Christine Mae Pamongcales

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1.

Brenda Galway is a demanding, erratic, and self-assured employer who

Brenda Galway is a demanding, erratic, and self-assured employer who

Match tasks to skills.

Knowing your employees' abilities and behavioral styles is critical for

Asking your employees to be great at everything is inefficient—rather,

Because a situational leader likes to constantly monitor their subordinates

Keep goals clear and focused

You can’t expect employees to be efficient if they don’t have a focused

Train and develop employees.

So, instead of having workers haphazardly trying to accomplish a task with

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