“CASE 12: RUNNING THE NUMBERS AT THE STATE HEALTH DEPARTMENT” details the negative effects a number of employees gambling habits on work hours had on a company (Brett, Aguirre, & Kickham K, 2011, p. 35). The escalated gambling habits during work hours, decrease in productivity and effectivity rates, and lack of addressment by the leader is also depicted. The leader in this case appeared to be very passive and absent until the end of the case study or when the situation have become almost out of control. This leader also did not appear to be concerned with the presence or behavior of his employees, by his complete dismissal of the notification of their actions. His balance between daily commitments and responsibilities were not clearly stated, so it can only be assumed that they were not being affected, regardless of his employee’s behavior. To make decisions on how to resolve the situation and maintain balance in all other areas of my life I would first thoroughly assess my work and personal schedules. I would do this to ensure that my resolution strategies would not interfere with any other scheduled responsibilities. After I addressed my own schedules I would look into the notice of the situation from the concerned employee. I would not only consult with him, I would also have individual meetings with the main employees who began the gambling acts, while comparing their productivity and effectivity rates. Afterwards, I would assess all departments and employees involved to create an accurate summary of the effects the acts have had on the company. Yes, I would need to reprioritize due to the negative impacts the gambling appeared to have on the company. I would have to do this to prioritize the actions needed to increase the productivity and effectiveness rates as well as the behavior of the employees. I would also have to reprioritize my own personal schedule and responsibilities to insure that they are sufficiently maintained. I would most likely develop policies that only allowed employees to participate in company activities during work hours and prohibit activities that were not job related. To do this I would meet with department heads, and all employees to notify them of changes, which would require a change in leadership and collaboration techniques. And an increased use of time management techniques due to the time needed to inform the company, confirm awareness and approval, and assure compliance. To
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Structure workload for maximum performance.
• Identify red-flag activities that hinder productivity. Save time using technology.
• Reduce stress-producing time crunches. Work with, rather than against deadlines.
• Identify when extra help is needed, as well as how to delegate, outsource, and even partner with suppliers in crunch periods. (Ahmad, Yusuf, Shobri, & Wahab, 2012, p. 5).
Each of these time management techniques can be associated or applied to both personal and work schedules of a leader in this case study. They would allow the leader to maintain a productive and effective role as the leader of the company and complete other personal responsibilities. Utilizing these techniques would also prevent any issues with planning and scheduling, which was an area of improvement addressed in my Time Management Action Plan.
References
Ahmad, L. N., Yusuf, M. N. A., Shobri, M., D., N., & Wahab, S. (2012). The relationship between time management and job performance in event management. Procedia-Social and Behavioral Sciences, 65,
Structure workload for maximum performance.
• Identify red-flag activities that hinder productivity. Save time using technology.
• Reduce stress-producing time crunches. Work with, rather than against deadlines.
• Identify when extra help is needed, as well as how to delegate, outsource, and even partner with suppliers in crunch periods. (Ahmad, Yusuf, Shobri, & Wahab, 2012, p. 5).
Each of these time management techniques can be associated or applied to both personal and work schedules of a leader in this case study. They would allow the leader to maintain a productive and effective role as the leader of the company and complete other personal responsibilities. Utilizing these techniques would also prevent any issues with planning and scheduling, which was an area of improvement addressed in my Time Management Action Plan.
References
Ahmad, L. N., Yusuf, M. N. A., Shobri, M., D., N., & Wahab, S. (2012). The relationship between time management and job performance in event management. Procedia-Social and Behavioral Sciences, 65,