Custom Chip, Inc.
Situation:
Frank Questin is a product manager in custom chip, Inc a semi conductor manufacturer in custom chips. He is doing his role as Product Manager from last 14 months and it is his first managerial position. The sales of the company exceeded $ 25 millions in 1986 but due to higher competition the growth had come to standstill.
Problem / Issue:
Following are the problems, which I am enlisting on priority level, while others are the symptoms due these causes.
a) Frank Questin Product Manager is ineffective in some areas.
b) Lack of Top Management Commitment.
c) There is a problem with the organizational structure.
A) Frank Questin, Production Manager is not effective in some areas, why?
He is not effective because he often could not complete his tasks on time e.g. a) On Monday he stated to prepare his to do list and did not complete it till the evening, b) The over due appraisal, he still forgot to return etc.
He is not a good conflict manager; the example is that when he is dealing with Mr. Rod over some conflict he like to not talk as defensive way and frank is not a good negotiator e.g. when he was negotiating with Mr. Rod and asking him to support him by allowing him to use the senior operators in training to other junior operators on product plans the was unable in negotiating with him.
The entrepreneur role, manager should play but frank's was unable to turn the problems and opportunities into new plans for improvement e.g. in the meeting when one of his subordinate engineer in the meeting recommended for the new testing equipment which would lead savings in labor and improved, the frank denied immediately without having discussion on that even the machine is able to pay back its value w...
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...; Managing conflicts: 10%
Staffing: 5%
Socializing: 8%
Controlling: 4%
The above inference I have made from the Fred Luthans, Richard Hodgetts studies and above mentioned assumption that the prime objective of the frank is to increase the performance of the product department so he has to concentrate more on human resource development.
Adopting the above time table may not be very helpful in moving up the ranks quickly, for which he should concentrate on networking rather than on human resource development.
b) Lack of Top Management Commitment?
The top management should show the management commitment by seriously knowing that if there is any slack in manufacturing or product departments then the result will be the same in losing the customers trust and increase in production cost. I am recommending following suggestions:
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had no ideas of fair play in regards to his employees. He is comparable to a
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