Tough Guy case analysis

Introduction Emotions are an integral part of human beings. Scholars propose that emotions form part of emotional intelligence (EI). Although the issue of classifying emotions as a form of intelligence is controversial, irrefutably, feelings affect behavioral patterns in the workplace and thus they should be regulated for the overall benefit of an organization.Advertising We will write a custom case study sample on Tough Guy: case analysis specifically for you for only $16.05 $11/page Learn More This paper contains an analysis of the case, Tough Guy, by providing an analysis of the underlying problems as well as possible strategic solutions. Analysis of presenting and underlying problems Although the issue of whether or not emotions form a type of intelligence is debatable, the argument that they affect behavior in the work environment is factual. The case of Tough Guy creates an example of a workplace set up with different individuals. It describes thei r roles in the company and their behavior coupled with how such behavior affects these roles. The case brings out aspects of effective management and behavior that forms the basis of discussion for most proponents of the EI theory, whose core principle lays basis in the presumption that emotions are largely responsible for most social behavior and some decision-making patterns in the work environment. One of the presenting problems in the case is the difficult behavior of the managing vice president, Chip Mazey, which makes it hard for other employees at Hudson Smith Gordon Investment Bank (Hudson) to concentrate on their tasks and enjoy the work experience. Mazey is very irritable and he continually lashes out at his subordinates while acting much more presentably in the presence of his superiors and peers. The second presenting problem in the case is the feeling of helplessness that the employees experience with regard to remedial action towards Mazey’s behavior. The employ ees perceive a dilemma in which they lack the ability to approach their manager regarding his behavior and view the solution of approaching upper management as posing a greater risk. In their view, approaching upper management is likely to intensify the problem instead of solving it. Thirdly, the lack of involvement of the human resources (HR) department is evident and so is the lack of oversight by upper management on the running of the company, particularly with regard to issues relating to employees.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These three problems culminate in the problem of creation of a hostile work environment in which the quality of work is likely to drop to the detriment of the entire company. The underlying problem and the cause of most of the presenting problems is Hudson’s choice to put financial gain above employees’ morale. The case indic ates that the management was aware of Mazey’s behavior and for that reason held back his promotion for a year. The fact that the vice presidents knew about this issue, but still promoted him without further investigations indicates their preference for financial gain as opposed to employee morale. Mazey is very good at his job and his ability to execute great deals and make profits for the company makes him a great asset for the company. However, Mazey actions portray his inability to put employees first with his subordinates, which causes a lot of discomfort and the preference by employees to work on deals with other managers. For instance, Payton Edwards narrates that Mazey would have his administrative assistant and two analysts do the same task without their knowledge. They later found out about it and were not very pleased with the behavior. Rich Patten also recalls Mazey assigning him overnight preparation of a presentation for a meeting scheduled for the next morning. He spent the entire night preparing for the meeting and had to be at the office very early the next morning. However, upon arrival at the office, he had to wait for Mazey five hours after the scheduled meeting time. When Mazey arrived, he told Rich that the clients had canceled the meeting. However, upon consultation with a colleague, he learnt that the meeting was non-existent. Rich contemplated reporting the matter to management, but decided not to when Mazey apologized. The exhibition of surprise by the employees at Frazer’s willingness to talk about their supervisor’s questionable conduct is a clear indication of how uncomfortable they are at the work place and how intimidated Mazey makes them feel. Several factors are evident in the case, which exhibit the willingness of management to forego the morale of its employees in order to maintain a high profit margin. The absence of oversight by upper management is one such factor that leads to lack of knowledge by the m anagement of what issues the employees face.Advertising We will write a custom case study sample on Tough Guy: case analysis specifically for you for only $16.05 $11/page Learn More It is evident in the case that the vice-presidents of the company had encountered complaints regarding Mazey’s behavior prior to his promotion, which caused them to withhold the promotion for a year. However, the vice-presidents did not follow up on the complaints or supervise the work environment discretely for the prevention of such complaints in the future. The management also denies the employee a link through which to voice their frustrations with Mazey’s leadership. However, the company’s management is not entirely to blame. The employees make no effort to ask the HR department and the upper management to formulate solutions for their problems. The employees’ lack of initiative in the past allowed for the elevation of Mazey to vice-presidenc y, further escalating their problems. Rich’s decision not to report what Mazey had done to him is evident of the lack of initiative. Possible strategic solutions One of the possible strategic solutions to the underlying problem of putting financial gain over the welfare of the employees is the creation of incentive programs such as bonuses and allowances. The effect of this is that it boosts the motivation of the employees so that they focus on their individual productivity instead of matters such as the behavior of their bosses or other colleagues. The higher the motivation of employees, the higher the output of the company is likely to be therefore benefiting the company without compromising on the satisfaction of employees. Another possible strategic solution is the revision of the company code of conduct to include more penalties that are serious and cover a wider scope of including people in management. The penalties would serve as deterrents for uncomely behavior at the work place, protecting the habitability of the work environment for the employees and protecting the right of the employees to work in a friendly work environment. This solution also has benefits for the company as it reduces the likelihood of suits against the management and the destruction of the company’s reputation in addition to reducing the amount of time spent solving office disputes. The result is increased productivity and the mutual satisfaction of the company and its employees.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The company should also consider undertaking periodic employee evaluations to ensure that every individual gets credit for his or her good work as well as providing remedial measures for employees who do not perform as well as the company expects them to. Noticing employees with problems in their work would act as a troubleshooting mechanism for preventing an escalation of problems that would lead to reduction in out put. For instance, analysts whom Mazey bullies are likely to perform at sub-standard levels creating a deficiency in output for the company. Frequent periodic evaluations would enable management to get to the root of the problem by resolving the problem on time. Lastly, the company ought to enhance its protocols for the human resources (HR) department so that the employees get an avenue to voice their concerns to the management in an orderly manner. The protocols would enhance the oversight authority of the HR department ensuring that the management only gets involved o n issues of serious breaches of the code of conduct while allowing the HR department to tackle petty issues. This would ensure that the chain of command remains intact, the productivity levels remain at par and the employees receive the necessary attention. Conclusion Emotions are unpredictable, they dictate behavior, and are part of every individual. However, in order to ensure that they do not interfere with a person’s productivity at work or that of others, it is important to control them. Nurturing the capacity to perceive emotions and understand them would allow an individual to regulate them. Employees’ morale plays a big part in the process of workplace productivity. Therefore, it would be in the best interest of every company to create strategic solutions that cater for the boosting of employees’ morale for the creation of a productive and enjoyable work environment. This case study on Tough Guy: case analysis was written and submitted by user Gerardo Q. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.