Table of contents

Executive Summary 1
Introduction 2
Case Study Analysis Based on Managerial Theories 3 Motivation 3 Emotional Intelligence (EI) 5 Team 7 Conflict 9 Leadership 10
Recommendations & Possible Solutions 13
Conclusion 19
References 20
Appendix A 24
Appendix B 25
Appendix C 27

Executive Summary

Kate Hall-Merenda, in her case study, ‘Chuck Mackinnon’s Leadership Effectiveness: Whose Problems’, questioning whether Chuck Mackinnon leadership style was really effective. The author explains Chuck leadership characters and behaviors by illustrating relationship between Chuck and his coordinators. This explanation shows that there are many problems with his management style which has led to unsatisfied
However, motivators should take into consideration that different individuals have different expectations on reward, such as promotion, good wages, challenge work, help in personal problems, fair discipline, respect and feel as part of business. Similarity, Gold-setting theory is using priorities, purpose and goals as significant sources to motivate people. It is often used for reducing stress and conflict at the workplace (Nelson & Quick, 2006; Katsva & Condrey, 2005). In addition, MBO concept is a part of goal-setting theory which focuses on employees and managers interaction and negotiation in goal-setting process. The major benefit from MBO program is to eliminate individual, behavior, attitude, gender and also culture differences. These differences are significant causes of barrier in motivation process (Nelson & Quick, 2006; Katsva & Condrey, 2005).

Issues
According to Case study, Chuck failed to motivate his subordinates who lazy for work and do not support his new strategy. There are two main issues in case that illustrates Chuck improper or ineffective motivation styles. He is poor in self- motivation and poor in motivate subordinates to perform proper work attitude. For example, Chuck failed to motivate Glenn (Associate) to provide higher effort on his work although Chuck knew his only need was to be promoted as a director. Furthermore, Chuck seems to overlook in order to motivate Dale, one of his directors, in improving his performance which