CASE STUDY

BAD NEWS

2022
IN BUDGETS
Dr. Heptulla Mohsen

Prepared By .. Salwa Suwailem Albalawi 441000292 Khulud Mohmmed Alrwiliy 441000156

Reema Ali Aljuhani 441000254 Alaa Mohmmed Alhujairy 441000517
Malak Saud Albalawi 441000344 Amal Almuhanna 441000343
 CASE QUESTIONS

1. Describe how Nancy's assumption about employee problems affected her

management practices?

Nancy her assumption about employees that can act autonomy because she assumes

that all employees, regardless of their position, would provide her with information.

She is not caring in finding out about what employees under her charge are thinking or

doing. Her assumption that writing reports as great training exercises, and no need to

write feedback. These assumptions generally cause her to manage employees in

impersonal and unprofessional way .

2. Her job required her to wear two different hats: that of producer and that

of trainer. Describe her methods for managing both responsibilities?

Her methods for managing both duties, that she used the work of the trainees to

produce the department work (department goals). Although management overlook this

act and had been noticed and understood her way. Also, she did not implement

appropriate controls for production quality control "budget reports" in the department

either did not carry out training to raise performance standards of her employees

specially the trainees .

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3. How adequately did she have controls in place for managing both the

production and training of her staff?

First: It did not have any controls in place to manage the production and training of its

staff because there was no clear plan for staff to follow in that the controls represented

a set of principles Rules and directives. that Nancy did not put and did not create to be

followed by her staff and followed their performance based on.

Second: The basis for working between task forces is to document controls in a clear

and accurate manner so that the organization can achieve its objectives.

Performance appraisal is the basis of this process. Nancy ignored draft work report

sent to her by her staff, who needed instructions on their performance, evaluation,

guidance, and assistance in correcting mistakes. Instead, I followed the policy of those

with a problem who come and inform me instead of setting controls and following up

on the work, productivity, and evaluation of its employees. Nancy must therefore re-

establish the specific controls and directives to manage its employees' production and

apply these standards and evaluate them accordingly.

4. Given the communication patterns between her, her staff, and other

department heads, how should her communication and management

situation be de- scribed?

John Quincy Adams says, "If your actions inspire others to dream more, learn more,

and accomplish more, then you are a leader." Although Nancy was in a managerial

position in the company, she was isolated from the flow of information around her,

she did not share information with her employees or other managers, a good leader

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 needs high communication skills so that he can communicate with the team effectively

and lead his team towards accomplishing what is required through their inspiration

and not by being a bad example of leadership.

5. Design the controls she needs to put in place to manage more effectively both the

production and the training functions?

It needs to adjust its approach to managing the budget store process control through

three separate and distinct steps to ensure that things are going as it should they must

monitor the performance of the organization, the actual performance with standard

monitoring and comparison with pre-set goals and correction to produce more

efficient operational performance, where a training plan must be developed from

During the appointment of a supervisor who gives specific instructions on how to

accomplish tasks, shares them with all members, makes suggestions, sets challenging

goals, and guides them toward completion easily by taking corrective action for

problems simultaneously and brings performance back on track or takes primary

corrective action how and why performance has deviated and then proceeds to

Correcting the source of the deviation, it is not usual to justify that it does not have

time to take basic corrective actions, as by following the levels in the organization to

audit reports before handing them over to senior management will reduce errors and

improve the way the organization is managed.

6. What steps should she take to improve her training responsibilities?

The Section Commander is the Chief Officer of the Training Department within the

Department and the Supervisor of Trainees, but Nancy ignored her role and did not

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 care about the trainees. So, she must pay more attention to her role as head of

department and supervisor of trainees, It must provide trainees with the opportunity to

gain practical experience through it and through its experience in the preparation of

budget reports training in discipline, work sincerity, punctuality and respect for

regulations, Preparing trainees in professional, technical and behavioral settings,

preparing developmental meetings for trainees periodically and ensuring their

education and development; To ensure that they review their work and criticize its

construction that helps them to develop and also to ensure the quality of their work

before it is delivered .

7. What should she do now, after her boss' lecture, about dealing with the

situation at hand?

In my opinion, Nancy made a big mistake because she relied entirely on the trainees

and forgot her role as a leader and mentor for them. Nancy was deal with them as a

manager when she should have dealt with them as a leader because the leadership will

be more accurate and quality, and she also did not set plans with clear goals that are

available for the work team, and she didn’t organize the work of the team or chick up

their work to guide them and correct their mistakes or motivate them to achieve the

goals of the organization because she was lacking in leadership experience and

believes that making the door of her office open will be enough for her employees to

come to talk about what is going on inside with them, and she doesn’t control or check

the plans that it set to achieve the goals of the organization . Step by step, also I think

that Nancy wears the production hat and forgot to wear the training hat, Nancy must

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 correct what happened to gain the confidence of her manager and all employees again

through several important points:

Firstly: Nancy should stay alone and thinking about the problem to know how she can

correct the problem, by doing a short-term plan to correct the current situation and a

long-term plan to achieve the goals of the company also to improve its image again in

front of the manager and other department managers.

Secondly: She must take quick and immediate measures to solve the problem, such as

having an urgent meeting with the employees to discuss what happened as a leader, to

be closer to them to discuss everything that happened and know more about their

opinion and point of view on the matter and listen to their suggestions, because they

are very enthusiastic to work, they must have many wonderful and impressive ideas

and she can improve the current situation, and discuss all previous mistakes and

correct it with them so that they can avoid them later.

Third: I suggest that Nancy must request an assistant with her to help her with the hard

work and devote herself to training beside her main work because she was so busy and

couldn’t deal with them, to gain the confidence of her manager again

Fourthly: Nancy must explain to the trainer how accurate budget reports work, assure

them of the importance of their accuracy, and make provisions for them to apply and

ensure the accuracy of the reports, and provide them with external training courses as

well to develop their skills and develop their knowledge capabilities because their

development will benefit the organization. In addition to allocating part of time to

look and give feedback to their reports, because this will improve the confidence of

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 the employees (the trainees) in them and strengthen the relationship with the

employees in the department.

Fifth: Nancy should do a weekly meeting with her trainees to discuss all their

questions and be closer to them.

Sixthly: She should organize a team of auditors to review and scrutinize all reports

before sending them to the rest of the departments to make sure that no problem

occurs again.

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 Index

Question Page Number

Describe how Nancy's assumption about employee problems affected her

1
management practices?

Her job required her to wear two different hats: that of producer and that
1
of trainer. Describe her methods for managing both responsibilities?

How adequately did she have controls in place for managing both the
2
production and training of her staff?

Given the communication patterns between her, her staff, and other

department heads, how should her communication and management 2

situation be de- scribed?

Design the controls she needs to put in place to manage more effectively
3
both the production and the training functions?

What steps should she take to improve her training responsibilities? 3

What should she do now, after her boss' lecture, about dealing with the
4
situation at hand?

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