The paper “ A Matter of Life and De’ Ath - Organizational Crisis and Changes in the Insurance Company” is a delightful variant of case study on management. After two centuries of operations, the net profits at De’ Ath Insurance Company Ltd became stagnant and the industry’ s competition increased tremendously was intense. The need for change was attracted to the internet as well as price comparison websites, which had changed how insurance companies operated. Change is imperative and managing it effectively can enable the companies to improve their capability for overall transformation.
More importantly, effective change management can accelerate the implementation process as well as enhance the success probability. For De’ Ath to achieve lasting organizational change, the process of change management process should be rooted in the organization’ s strength. Most of the call attenders at De’ Ath were demotivated because their work was not only demanding but also stressful. The employees were working under intense pressure and in a noisy environment under high time pressure while being monitored by their team leaders. This has further been exacerbated by poor pay and lack of career advancement opportunities. DiscussionThe new Chief Operating Officer, Krys exhibited a ‘ no-nonsense’ attribute and had an achievement-driven mentality.
Leaders, according to ‘ Great Man Theories’ , are unique individuals, destined to lead because they are born with innate qualities. This theory resulted in the Trait Approach, which identifies successful leaders’ key characteristics (Bolden, Gosling, Marturano, & Dennison, 2003). Through a trait approach, critical traits of leadership can be isolated and individuals having these traits can be hired and placed into leadership positions. Trait theory had some shortcomings since a number of leaders could have certain traits but failure to see them did not essentially connote that the individual was not a leader.
Some of the traits exhibited by Krys include dominance, decisive, persistent, achievement-orientated, ambitious, energetic, and self-confident. Krys had a Type ‘ A’ personality since she was a go-getter, very competitive, ambitious, determined, focused and achievement-driven. As mentioned by Darshani (2014), Type As normally watches their employees and they are inclined to react with hostility towards others. More importantly, they like controlling everything and pleasing them is very challenging. People with Type A personalities are inflexible and rigid risk-takers.
Darshani (2014) posits that the irritability and hostility components attributed to Type behavior can result in employees’ dissatisfaction. Krys’ s Type A demonstrates his autocratic style of leadership since she had total control and authority over decisions made at De’ Ath. She controlled the efforts of the employees and monitored them closely. This leadership style was suitable for the company because the conditions were becoming dangerous; therefore, she had to assert rigid rules to make sure employees are focussed. This style of leadership style allows only for one-sided conversation; thus, making employees restrictive while engaging in repetitive work of day-to-day activities.
Given that Krys had the authority, she exploited and distorted her employees. Krys dictatorial form of leadership resulted in bad surprises, which consequently led to dissatisfaction amongst the employees. As mentioned by Talukder, Talukder, and Alam (2014) inter-role conflict can result in job dissatisfaction due to heavy obligations at the job, which drain attention, energy, and time far from non-work roles. At De’ Ath, the working environment, especially for call attendees was pitiable to the extent that employees could not do their job adequately.
Due to lack of sufficient conditions, the level of employee motivation amongst the call attenders reduced leading to job dissatisfaction and poor performance.