Landon Care Products Incorporation

Résumé du document

Landon Care Products Incorporation is an American company that deals with cosmetics products, such as skin care products and it is based in Connecticut. Landon Care Products, Inc was acquired in January 2007 by a multibillion dollar beauty company from Europe called Avant-Garde and is now a part of that entity. As a product manager in the Toiletries Division, Alex Sander is a young and new employee who has succeeded in just over a year to rebrand two national skin care products. He is a successful manager in the company. Alex Sander's direct supervisor is Sam Glass.

Extraits

[...] In that case study, the training program would help Alex Sander realize those points and would make his colleagues feel more comfortable with him Delegated people have an opportunity to feel responsible and to prove their unexpected skills. This way, workers may feel more comfortable in the firm as they are trusted and as they can participate to some tasks that usually only managers work on. Delegating some work is a symbol of faith in each other that can be really stimulating for a team if the goals of the delegated job are clearly explained. Indeed managers have to explain the expected results and the way to do the work in order no to waste time. [...]

[...] The organization of corporate seminars is something very common in big companies such as Avant Garde, and it thus looks very appropriate in the case of Alex Sander, even if the best thing to solve the problems mentioned would be to combine a training program AND a two days seminar: It would first empower Alex Sander's skills as a manager before applying to his coworkers, his superiors and his peers 4. Conclusion and recommendation for the future. It has been highlighted thanks to the 360° Feedback method that Alex Sander is a intolerant person who does not like to wait, and who cannot understand when a deadline is not respected. [...]

[...] In being too demanding and by having a bad temper, Alex Sander creates conflicts in his own business team as he does not really let his colleagues handle some issues the way they would like to handle and as he is very demanding to them (Alex Sander does not understand that some employees are not always willing to work extra hours, or that sometimes they cannot always meet the deadlines he imposes to them. On the other hand, the problems linked to Alex Sander's pushy management practices affect not only his staff, but the whole company. [...]

[...] Indeed, it often implies that someone is reliable on as those training programs are very expensive. If a company decides to pay for such a tool, it does not imply that the person has problems but on the contrary that the company trusts that person, and thus that he is someone reliable the company can count on. It is more like a reward than a punishment, and it is often considered as a step before getting a promotion as the aim of a training program is to empower someone's strengths and making him a better manager than he is already, in making him realize about his weaknesses as a leader. [...]

[...] Suggest several potential solutions to the main problem in the case Even though it has been proven that Alex Sander was a good manager in terms of results and efficiency, it is clear that in terms of leader skills it is not the same It is of course possible for the direction not to take into account Alex Sander's problems, as he is an efficient manager. Indeed, what is the point of trying to change someone if you are pleased with the work he does for you, and if he is competent enough to deal with the work he has to manage? Moreover, Alex Sander may react badly to any recommendation made by his superiors. As his supervisors are satisfied with his results, they may not try to solve his problems. [...]