BUS 5411 - Written Assignment 3
Written Assignment 3
BUS 5411: Leading in today’s Dynamic Context
University of the People
Dr. Chris Lorenz Marcelo (Instructor)
SEP/27/2023
BUS 5411 - Written Assignment 3
Introduction
In the provided case study, Wanda Vaughn, recently promoted to a supervisory role at Winston
County Savings Bank, grapples with difficulties in her dynamic with subordinate Beverly Beutell.
While their prior working relationship was positive, a shift occurred with Wanda's promotion.
Beverly's behavior turns confrontational, particularly directed at Wanda. This becomes evident
when Wanda alters account-processing procedures, prompting immediate scrutiny from Beverly.
Acknowledging Beverly's valid concerns, Wanda revises the procedures. The strained dynamic
persists, with Beverly consistently challenging Wanda during staff meetings, including criticism of
proposed changes to the bank's new computer system. Wanda recognizes the value in Beverly's
input and plans to give it further consideration. As Wanda reflects on these challenges, she hopes
for resolution and a more harmonious work environment (Case 45, n.d.).
Supervisory Issues
Wanda faces a supervisory challenge with Beverly, evident in various ways. While they previously
had a positive working rapport, it deteriorated after Wanda's promotion. Beverly becomes
increasingly confrontational and specifically targets Wanda with her arguments. She expresses
discontent over Wanda's choice of another employee as assistant manager, believing she should
have been selected instead. Beverly's persistent questioning and challenges to Wanda's decisions
create ongoing tension. This dynamic is further exemplified in staff meetings where Beverly
consistently contests Wanda's proposed changes. These instances underscore a supervisory issue
between Wanda and Beverly, marked by a lack of collaboration, trust, and effective
communication.
Possible Preventative Measures
To mitigate or prevent the issue between Wanda and Beverly following Wanda's promotion to
supervisor, there were several steps Wanda could have taken. Firstly, Wanda ought to have
communicated her expectations to Beverly and the entire team, outlining their roles,
responsibilities, and performance standards. This would have established a shared understanding of
the department's objectives and the behavior anticipated from all members.
BUS 5411 - Written Assignment 3
Secondly, Wanda could have actively engaged Beverly in the decision-making process, seeking her
input and ideas on departmental matters. This would have demonstrated that Beverly's opinions
were valued, fostering a sense of ownership and collaboration.
Thirdly, Wanda should have provided Beverly with regular and constructive feedback on her
performance, emphasizing both areas of strength and areas for improvement. This feedback should
have been specific, actionable, and focused on behaviors rather than personal criticisms,
encouraging a professional growth mindset.
Fourthly, Wanda should have acted as a mediator in times of conflict, facilitating constructive
dialogue between Beverly and herself. Encouraging open discussions and finding common ground
could have bridged the gap and resolved conflicts more effectively.
Fifthly, Wanda should have set and communicated clear boundaries regarding acceptable behavior
and communication within the team. This would have helped prevent excessive argumentativeness
or unprofessional conduct.
By implementing these measures, Wanda could have proactively managed the supervisory issue,
fostering improved communication, understanding, and collaboration between herself and Beverly,
ultimately leading to a healthier working relationship.
To take proactive steps in addressing the current issues and enhancing the working rapport with
Beverly, Wanda can schedule a private meeting with her. The purpose of this meeting should be to
calmly and non-confrontationally discuss the ongoing challenges and conflicts, providing a secure
space for candid communication. Throughout the meeting, it's important for Wanda to actively
listen to Beverly's concerns, allowing her to freely express her thoughts and emotions without
interruption. Wanda should demonstrate empathy and make an effort to grasp Beverly's point of
view.
Initiate the meeting by acknowledging Beverly's contributions, expertise, and the value she brings
to the team. Highlight her strengths and cite specific instances where her input and ideas have
proven beneficial. Next, delve into the observed challenges in their working relationship and
illuminate how they impact team dynamics, productivity, and the overall work environment.
Provide concrete examples of incidents where conflicts have led to disruptions or affected team
morale.
BUS 5411 - Written Assignment 3
Foster an atmosphere of open dialogue, enabling Wanda and Beverly to openly share their
perspectives and concerns. Invite Beverly to share her perception of the issues, and actively listen
to her viewpoint. This will lay the foundation for a mutual understanding of each other's
experiences.
Establish clear expectations for both Wanda and Beverly concerning professional conduct,
communication, and teamwork. Emphasize the significance of mutual respect, providing
constructive feedback, and cultivating a positive work atmosphere. If conflicts persist or escalate
despite attempts to address them, Wanda should seek guidance and support from human resources
or her supervisor for effective resolution. Following these measures, Wanda can initiate a
productive conversation, tackle the underlying issues, and strive towards reestablishing a positive
and collaborative working dynamic with Beverly (Holt, n.d.).
Considering Beverly's behavior and communication approach, a coaching leadership style may be
more effective. This style centers on harnessing individual strengths, enhancing performance, and
nurturing personal growth (The National Society of Leadership and Success, 2022).
Wanda can implement this leadership style with Beverly through the establishment of rapport,
active listening, feedback provision, collaborative goal setting, guidance, and resource allocation,
as well as effective communication. By nurturing a positive and supportive relationship built on
trust and mutual respect, and by creating a safe space for Beverly to freely express her opinions
and concerns, Wanda can effectively foster rapport. It's crucial to attentively heed Beverly's
thoughts, suggestions, and worries. Additionally, offering constructive feedback regarding
Beverly's strengths and areas for growth, and pinpointing specific behaviors or actions that can be
improved, will further enhance their relationship.
Engaging Beverly in the process of setting performance objectives and goals, delving into her
aspirations and professional development, and aligning them with the department's overall
objectives will instill a sense of ownership and dedication within Beverly. Furthermore, Wanda can
extend guidance, allocate resources, and provide tools to support Beverly in enhancing her skills
and knowledge. This may encompass suggesting pertinent training programs, facilitating
mentorship opportunities, or assigning challenging projects that foster her growth.
Primarily, the predominant issue between Wanda and Beverly revolves around communication. By
explicitly communicating expectations, goals, and performance standards, and by actively
BUS 5411 - Written Assignment 3
promoting an environment of open and honest dialogue, Wanda and Beverly can freely exchange
their thoughts and ideas without the fear of judgment.
Conclusion
Resolving the supervisory issue necessitates open dialogue, empathy, and a commitment to
professional growth. Through a joint effort to identify underlying issues and generate potential
solutions, communication can be enhanced, and expectations can be clearly defined. Opting for a
coaching leadership approach might prove more effective with Beverly. This approach entails
building a strong connection, actively listening, delivering constructive feedback, establishing
mutual objectives, promoting independence, and offering support for professional advancement.
By applying this method, Wanda can foster a positive and development-oriented atmosphere,
thereby nurturing a healthier working rapport with Beverly. By putting these tactics into practice,
Wanda can effectively navigate the hurdles, enhance cooperation, and cultivate a more harmonious
and productive work setting for herself, Beverly, and the entire team.
BUS 5411 - Written Assignment 3
REFERENCE:
Case 45. The worst part was that she was often right. (n.d.). In Fifty Case Studies for Management
& Supervisory Training, 45.1 - 45.3. https://www.oreilly.com/library/view/50-casestudies/9780874259773/chapter-113.html
Holt, M. (n.d.). How Managers Can Handle Conflict in the Workplace. Smallbusiness.chron.com.
https://smallbusiness.chron.com/managers-can-handle-conflict-workplace-740.html
The National Society of Leadership and Success. (2022, July 28). What Is the Coaching
Leadership Style? Www.nsls.org. https://www.nsls.org/blog/what-is-the-coaching-leadership-style