1. Ann Wood faced many problems during the day as she is current director of marketing. She handle the market research department whose current manager is Joe Jackson, handles administration and marketing strategy department where manager is Brooke and lastly she handles public relation and advertising department. Some of the human issues that Ann Wood faced were related to intranet issues, resistance to change, changing behavior of employees towards pay structure and increasing employee turnover (Cameron, 2015). A few moments later another issue was faced related to employee complaints about pay structure and their skill development. She handled all these problems effectively firstly she fixed intranet problem and promised Joe that she will looked after it further she conducted a meeting with employees and assure them that all the issues will be solved. So, from the case analysis it can be said that Ann Wood solved all the issues of human and employees effectively.
2. Ann Wood as head of marketing performed very well and handled issues found solution of all the problems that department was facing related to human resource. It is identified that Ann is high involvement manager as she solved employee complaints by conducting a meeting and listen all their issues and assured them that she will solve their problems relating to training and skill development and also told them that she will look after to the pay structure (Denisi, 2011). She is considered as high involvement manager because she handled all the on time and didn’t affect her productivity level. She managed all three departments and his work effectively as per her role in the organization as director of marketing. According to Osland, Devine & Turner (2015) a manager who manages all the things and people in an effective manner can prove to be an asset for the company and contribute majorly in the success of the organization. Further a manager or head who listens and take feedback from the employees can act accordance to policies and procedures of the company in order to keep the employees satisfied.
3. Ann Wood wants her managers Joe and Brooke to become the competitive advantage for the company and for her department. With the help of framework of human capital and competitive advantage the managers and associates can be grouped as valuable, rare and difficult to imitate (Hitt, Miller & Colella, 2006). In order to make their managers and associates a competitive advantage, it is essential for Ann Wood to develop skills in them that are valuable and are not acquired by others. For the human capital to become competitive advantage for the company and department these three elements are to be presented that are rareness, value and low imitability of skills. Ann Wood got high skilled managers and associates in his departments and in order to ensure that these skills and talent can retain in the organization the director has to give proper support and resources to them so that they can contribute more and sustain in the organization and turns to be competitive advantage for department and the company (Wagner & Hollenbeck, 2014).
Cameron, K. (2015). Organizational effectiveness. Wiley Encyclopedia of Management, 1-4.
DeNisi, A. S. (2011). Managing performance to change behavior. Journal of Organizational Behavior Management, 31(4), 262-276.
Hitt, M. A., Miller, C. C., & Colella, A. (2006). Organizational behavior a strategic approach. John Wiley & Sons.
Osland, J., Devine, K., & Turner, M. (2015). Organizational behavior. Wiley Encyclopedia of Management, 1-5.
Wagner III, J. A., & Hollenbeck, J. R. (2014). Organizational behavior: Securing competitive advantage. Routledge.