Case Study
- Created by: 1KingBrown
- Created on: 22-12-16 00:24
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- Bears in the Wood.
- Strategic decisions concerning long-term development opportunities at Bears in the Wood are still primarily the responsibility of Grey and Bo. However they generally ask Rufus and Maud, the other employees at all levels and at times key members of the local community for their opinions before agreeing any major future business plans.
- Grey & Bo are very much democratic in their operations.
- Rufus as an
Operations Manager for a large high-end Corporate Events Management company. Maud
worked from home managing the marketing activities for an on-line organic food
retailer.
- Maud has no managment experience. Rufus was most likely brought up under a classical management style
- All staff are offered one home-cooked meal whilst on duty (free of charge) and tea and coffee throughout the day in the staff room. Temporary seasonal staff are given bunk-house accommodation, again free of charge as well as opportunities to participate in one rural or craft activity and one natural therapy treatment per month.
- Employee Incentive
- Extrinsic Motivation
- Rufus and Maud had a rather ‘hard’ approach to managing the Bears in the Wood staff compared to Grey and Bo’s gentler ‘soft’ style.
- No evident form of motivation
- Rational style of decision making
- Power Organisational Culture
- Autocracy
- Transactional Leadership Style
- Classical Management Style
- Fayol's Administrative Theory
- Strategic decisions concerning long-term development opportunities at Bears in the Wood are still primarily the responsibility of Grey and Bo. However they generally ask Rufus and Maud, the other employees at all levels and at times key members of the local community for their opinions before agreeing any major future business plans.
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