Question

Mrs. Varma was an outstanding sales person in the Ajax Discount Store. She knew the products well, kept up to date with her recordkeeping and was willing to work overtime whenever necessary. None of her co-workers came near her level of overall sales performance. Because of this effective record Mrs. Varma was promoted to manager of the children's[7'wear department. Almost from her first day in the new position trouble began to occur. Mrs.Varma complained about her subordinates' lack of motivation and dedication, feeling that they were overpaid and that many should be fired. Naturally, this caused difficulty in the department, and two of the better sales people quit abruptly. Mrs. Varma's superior discussed these problems with her, but after several such discussions Mrs. Varma still couldn't understand why she should approach her job differently. Finally, her superior offered Mrs.Varma her old job back as a salesperson with no cut in pay. At first Mrs. Varma was happy about this switch back to her old job. No more problems with those lazy employees. But then she became worried about her lack of success as a manager, and this caused her sales to fall. Even though her boss reinforced her on several occasions, telling her that not everyone can succeed as a manager and that excellent sales people are very valuable to the store, nothing seemed to give assurance to Mrs.Varma

Q: If Mrs Varma had been in her new role, what strategy could she adopt to increase performance of her subordinates?

Answer 1

In her new managerial role, Mrs. Varma could adopt a leadership approach that emphasizes motivation and mentorship. By understanding and addressing the unique needs and motivations of her subordinates, fostering a positive work environment, and providing constructive feedback, she can enhance team morale and drive improved performance.

Step-by-step explanation:

To effectively increase the performance of her subordinates, Mrs. Varma should transition from a punitive approach to one focused on motivation and mentorship. Understanding the individual strengths and motivations of each team member is crucial. Mrs. Varma can engage in one-on-one discussions to identify their professional goals, strengths, and areas for development. Tailoring her leadership style to accommodate diverse needs can foster a sense of value and dedication among her subordinates.

Fostering a positive work environment is equally important. Encouraging open communication, recognizing and appreciating achievements, and creating a supportive atmosphere can contribute to increased motivation. Mrs. Varma should lead by example, demonstrating the work ethic and dedication she expects from her team. By actively engaging with her subordinates, she can build a sense of camaraderie and shared purpose, positively impacting their motivation and dedication.

Providing constructive feedback is a key aspect of effective leadership. Mrs. Varma should offer regular feedback on performance, highlighting both strengths and areas for improvement. This approach helps employees understand their contributions, fosters continuous improvement, and builds a sense of accountability. By adopting these strategies, Mrs. Varma can positively influence her team's performance and create a more harmonious and productive work environment.