Mursila Murtaza-MGMT 463-Reneta Tarasievich
Individual Assignment 3
As a manager of the company, I would like to demonstrate my subordinates that besides being
task orientated, I also prefer to be a relationship-oriented manager as well. Throughout the
process, I would gain their trust through my behavior and make relationship goals, as “these
goals describe the nature and value you desire for the particular relationship” (Corvette 112).
My main goal is not to lose any employee further, as I want to take advantage of the best they
First, I would organize a meeting for all the employees with free lunch. I would try to be clear
about what my vision is and what the company demands from them, as “sharing any
information generally creates a bond between the two parties” (Corvette 139). Also, I would
avoid exaggeration, as “lying is unethical and risky.” (Corvette 147). Additionally, I will establish
integrity in my conversation, as “credibility is important in negotiation” (Corvette 147). As a
leader, I would try to enhance their self-esteem by acknowledging the previous
accomplishments of my subordinates. I will let them know that we should ignore the “fear that
we will not be as good as we think we are or want to be” (Corvette 158). By using my reward
power, I would explain that how their productivity will benefit the company and them. I will
announce bonus offers for hard working employees. In the end, I would outline the tasks of the
previous employees required to be done and ask my subordinates to get back to me in within a
week on what they think would be feasible for them.
Secondly, I would ask every employee to come and meet me separately and let me know about
their preferences of work. “Preparing in identifying the needs of both sides is the key step to
manage reward power” (Corvette 139). To increase their productivity, I would make them do
what they think they’ll be best at as “Perception affects all that we do” and suggest some work
equally to all employees with great provocation and appreciation (Corvette 123).
Also, I would give them freedom to do the work as they want, but will arrange weekly progress
meetings and daily 15-minute warm-up sessions to keep track of what they are doing, to get
feedback from them, and to boost their morale. “When you convey understanding, empathy,
cooperation, and respect, as well as a willingness to create a mutual solution, you create the
power of identification,” which is “one of the primary forces in persuasion” (Corvette 141).
On the other hand, I would also try to recruit some more employees to fill the vacant positions
and reduce work load. Lastly, to cope up with such situation in less time, I would take
advantage of replacement chart, which is “a list of key personnel and their replacement within
the firm,” and skills inventory, which is “a computerized data bank containing information on
the skills and information of all present employees” (Pride, Hughes, Kapoor).
Part 2: Mursila Murtaza-MGMT 463-Reneta Tarasievich
It is true that human beings are more dissatisfied with an unfair process than with an
undesirable outcome, because an unfair process makes most of the individuals depress and
undesirable outcome saddens individuals but with a hope to do better next time.
• My father is a Vice President of an overseas bank. He always worked with honesty and
worked on some projects that didn’t work out very well. Yet, I always noticed him
putting more effort on next projects. He was supposed to get promoted to the position
of Senior Vice President in 2012. Yet, his promotion orders weren’t bein