Changes in the Plastic Division

1. Case Introduction:

Russell (Rusty) Means is afraid he will be uprooted from his comfort zone as a by the books manager, and brought into a situation that is outside of his norms in the sense of creating a better working environment for the employees. He has had so much freedom to do whatever he likes in the management of two factories, he is afraid his new boss Wallace will be a micromanager in many aspects. Wallace Thomas shows democratic style leadership (Ghillyer, 2009), through his strong influence in the leader-member relations (Ghillyer, 2009).

2. Case Problems:

Warner Manufacturing company is about to undergo managerial changes. Long time employee Rusty has concerns over the changes that are soon to take place by the new manager. In his 11 years of employment in the plastics division, Rusty has become complacent with is position because he has been independent of being managed for the past eight years. He himself has been the manager of two of the factories. Rusty’s concerns with Wallace Thomas’ proposed changes are based on the if it is not broke do not fix it mentality.

3. Case Analysis and Evaluation:

Rusty’s main concern is that he is about to lose the freedom that his position has given him for the last eight years. Due to his supervisor or his manager Ed Sullivan’s Laissez-Faire style approach, Rusty has become accustomed to doing things his way, and is worried that the formation of the new leadership is going to ruin everything that he knew. Rusty by being a by the books manager does not always have the firmest grasp on the human resources side of the business, he understands the numbers part of the company, the need to get the quality product on time and the numbers quota, however when it comes to the employees, Rusty does not have the firmest grasp on their needs, in contrast Wallace is approaching the needs of the employees for their benefit and the sake of the company’s mission and respecting Rusty’s knowledge for numbers.

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