Listo Systems: Cami Machado, Trainer

Listo Systems Cami Machado, Trainer Context Listo Systems is a graphic expediency agency and is one of the wind companies inwardly the sector. They belatedly implemented a new vitriolic box technology which resulted in a consequence on for trainings for the employees as wellhead as train-the trainer sessions. Cami Machado is answerable for conducting these sessions and she feels well vigilant. She is too the one who represents the community at an annual Computer Graphic good Trade Show. Key Issues and Problems Cami Machado has previous accepts and indeed feels confident and eager for the archetypal session of the trainings.However, the general evaluations of the naturally were poor and most of the trainers had no pool cue of what was expected from them. Although Cami is non worried, her director heartyizes that something involve to be done. The second go away is related to the Graphic Service Trade Show where Cami routinely represents Listo Systems. This year beca map of the occurring changes, Listo has scheduled a private presentation for key contacts. Cami is assigned to breach a flashy, multimedia overview of the clients benefits of the new black box frame.However, she is procrastinating and thinks that from sales or marketing would be better suited for this task. Applying concepts Cami knows that she could do a good romp making the glamour visualise, however she wants to necessitate the presentation reassigned. In this role Cami is able but un leave aloneing and then her performance readiness is R3 (at direct 3). She prefers to talk to the real populate with real questions. As for the trainings that she has been assigned to organize, Cami feels herself able, confident and willing (R4). In the past she has taughtInformation engineering courses at a local university and for that reason she feels well prep atomic number 18d. She has spent both weeks preparing detailed manuals however the professional trainers do non share he r fanaticism and confidence. From their perspective, Cami is an R2, because level though she is actu whollyy motivated and willing to implement this task, the some otherwise trainers are not satisfied with her melt. She is not very effective in giving precise directions of what should be done and what is expected, and the majority of the trainers are alienated and confused.It is important to notice that the concepts of ability and willingness are an interacting influence system. In other words, that they are interconnected and a signifi burn downt change in one will affect the whole. This is why the amount of knowledge, experience and skills a great corporation affect confidence and motivation. Cami feels that she knows what is required for the trainings to be successful because she has had experience at the University. However, it is weighty to say whether she has every the skills that are required to train-the-trainers.Comments from the trainers also include lots of s moke but no fire and talks fell to us. We can thitherfore conclude that the reason why the trainers where not satisfied was not necessarily because of Camis technical skills, but mayhap her family relationship with the employees. Her guiding behavior is very high but her relationship and supportive behavior not as much. Looking at the Situational hint model, Cam is using S4 leadership way of life, which includes low relationship and mostly delegating. resource Courses of put to deathIn order to be more than successful in leading the others, Cami should use the S2 leadership modality, which includes selling and most importantly explaining what she expects from the trainers. Cami considers herself well prepared and go through however the evaluation of the course was poor because of lack of explanations. some other reason why the employees were not satisfied was because Cami was talking down to them. To evacuate this, Cami should be more supportive and use participative le adership style that will allow her to interact with the other trainer and to improve her relationship with them.To tiller everything more certain, Cami should clarify the path by explaining the followers in this case trainers do role. Only then she should display her motivations and effort to accomplish the doing outcomes. The Chosen course of carry through The combination of all the above-named ascendents would black market best for Camis situation. However, I believe that the biggest upshot in this cause was that the trainers where unaware of what was expected from them. And therefore the best solution would be that Cami clarifies the goals of the trainings and besides then tries to motivate and encourage the trainers.Action externalize Although Cami is a very precious employee, I believe that her manager should be more directive towards her. For example, he shouldnt let her procrastinate and reassign her tasks. It is obvious that Cami loves her job and making her task s more certain and a bit stricter would make a positive change for everyone. The trainers and employees of the organization are already dedicated and hard-working, therefore no big changes are necessary. However, slight alterations could be beneficial as discussed above. Listo Systems The New Security System Buying In ContextListo Systems is a graphic service agency and is one of the leading companies within the sector. They recently implemented a new black box technology that caused different reactions from the employees. Key Issues and Problems One of Camis team phalluss, Steve, was unsatisfied because he notwithstanding got used to the old system and doesnt want to start all over again. He is thinking about transferring to another department within the fellowship that doesnt involve the use of the black box. The main issue in this case is that the death penalty of the new security system can be a potential risk for losing the employees.There might be other employees like S teve, who are not willing to adapt and who might take to decision to leave. In the long run this could negatively affect the company because the turnover ratio would increase. Applying concepts Even though Steve was having difficulty adapting to the new system, there are other employees who are willing to do whatever is necessary to keep the customers happy and them employed. The majority of the employees want to keep their flow rate jobs and this is what motivates them to learn and to ad undecomposed to the new security system.The company is doing everything that is necessary in order to train the employees, so the main factor that is required for an boilersuit success is the motivation of the employees. It is clear that Steves performance readiness was at the very bottom (R1) because he was unable, insecure and backward to learn how to work with the black box. He is displaying frustration and has a complaining behavior, which is typical to the level 1 employees. Angie, the secon d team member, is an R2, because even though the new black box is foreign to her, she is willing and is motivated to learn.The third member, Dorothy, has an extensive experience with the black box, and therefore she is at the highest performance readiness level (R4). She has the righteousness skills and at the same time we can see that she is willing to work with the new system, because shes encouraging all the other members to support it as well. According to Maslows hierarchy of needs, employees motivation and performance numerate on various factors that need be satisfied at the premiere place. In this case, we can assume that the physiological, social and safety needs are satisfied. However, as some of the employees dont feel confident, their esteem nd self-actualization factors are not fully satisfied. This demotivates the members of the company and negatively affects the productivity level. Alternative Courses of Action As stated in the case, in order to name the performanc e readiness level, the indicators of ability and willingness should be combined. You shake up to assess whether the undivided is able (presently performing) and whether he is willing or unwilling to perform a certain task. A good way to do that would be by running an emergency assess, right after the implementation of the black box.This would wait on to find out in which areas the employees need back up and guidance, as well to assess the overall satisfaction level. In order to avoid losing more employees, the counseling should have more individual approach towards its employees. Some good deal are quick-learner while the other dislike major changes. The results of the survey would learn who needs additional benefactor, and the trainers could focus more on this specific separate of employees. There is not an appropriate leadership style for this case, because every member needs to be approached in a different way.The S3 level would be the most appropriate because the manag er would be able to encourage and help its employees by participating more. The Chosen course of Action The best solution would start of all be to run a quick survey within the department. After determining the indicators of ability and willingness, it will be much easier to find out the employees performance readiness and to decide which leadership style is the most appropriate. Action Plan Different employees have different opinions and it is hard to keep every single member satisfied.The survey would allow to asses the vernacular weaknesses within the group and to fill the gap by organizing trainings. Listo Systems Cami Machado System converse Context Listo Systems is a graphic service agency and is one of the leading companies within the sector. They recently implemented a new black box. Cami, the responsible for the system has taken the black box through all the recommended travel tests and it performed perfectly. The system has also been tested by a former CIA computer s pecialist and its was declared to be flawless. Nevertheless, Cami insisted to keep the old system just in case.Key Issues and Problems Even though everything turned out to work perfectly, Cami confessed that she has never been so nervous in her life. She had asked to keep the old system as well, however she was still very anxious and was sleeping only a few hours at night. Applying concepts Camis performance level in this situation is R3, because even though she was able to make the switch, she was still not confident and very hesitant. However, she had asked to keep the parallel system, so in case if something went wrong, there was an alternative solution. There was no reason for Cami to feel nervous, even if the black box failed.The leadership style that Camis manager should use is S3. He should support her in risk-taking and compliment the work. Alternative Courses of Action The manager should not disempower Cami, because she has done a hard work and deserves appreciation. He sho uld be very supportive and help her to deal with her nervousness. As mentioned above, this would be a S3 leadership style, which would result in building confidence, actively listening and encouraging. The employees should smack to adapt to the new system, instead of leaving the department and creating more issues to deal with.They should also be supportive towards Cami, and care for her effort. The Chosen course of Action Camis manager should take more participation in the implementation of the black box. He should leave everything on Camis shoulders, even though shes the one responsible for the project. A supportive leadership style would be very effective in this situation and would help Cami to work more productively with less stress and anxiety. Action Plan With the help of her manager and her employees, Cami should be able to overcome the difficult period at her workplace and gain more confidence in the work that she is doing.The management should help her to increase her pe rformance readiness level to R4, by viewing more support and encouragement. Listo Systems ruttish Mack, Trainer, Listo Systems Context Randy Mack is an experienced trainer for Listo Systems and has worked with the company for a number of years. His evaluations have always been first rate and he has been able to develop a rapport with the people whom he trains. Key Issues and Problems Recently, Randy is not happy with his job and had accredited below-par evaluations for the first time. His main concern is the lack of career advancement at Listo Systems.Some of his training have ended in confrontations with the trainees. Applying concepts Maslows hierarchy of needs explains clearly why Randy is dissatisfied with his job. Even though he has performed perfectly for so many years, the lack of self-actualization and career advancement demotivates him. With all the new changes occurring with Listo Systems, the management is possibly more focused on net profit and the technology rather then promoting its employees. This lack of attention has resulted in demotivation because Randy feels that his work isnt much appreciated anymore.His performance readiness is at R3, considering that he knows his job very well and his has been number one for a long time. However the lack of career advancement made him unwilling and decreased his productivity. Alternative Courses of Action The management should use S3 leadership style, in order to improve Randys performance readiness level. Considering that he is a valuable employee, it would be a big loss for the company of Randy left. In order to avoid that, the management should try to show more encouragement and offer possible ways of growth within the company.For example, another solution would be motivating him with financial bonuses. The Chosen course of Action Its Randys experience that makes him a valuable employee, and he cannot be easily replaced. For that reason the managers should compromise by any promoting Randy or sug gesting other potentials ways of career advancement. Action Plan The managers should make a quick decision before it gets any worse. They have to motivate Randy to stay by offering bonuses and showing that they appreciate his work.