1. Situation#11
You have been promoted to a new position. The previous supervisor was
uninvolved in the affairs of the group. The group has adequately handled
its task and direction. The group inter-relation is good.
Identify Problem:
Supervisor is the most articulate in the work place. Since there is deficiency of leader,
the potential of group may be vitiated as well as the decision making process. The
problems with such situations are credibility and supervisory antagonism. Employees
tending toward mistrust and suspicion easily find supervisory conspiracy. There is lack
of motivation in the group, the organization’s goals and objectives may severely be
demoted and obfuscated if no immediate consideration is given to the affairs of The
Group.
Generating alternatives solution:
Alternatives must be reasonable, capable of implementation, and should represent a
range of different approaches within the statutory and operational requirements of a
plan. Alternatives are usually made up of two or more components or options that can
work together to solve a complex problem.
Alternative action:
A. Take steps to direct subordinates toward working in a well-defined manner.
B. Involve subordinates in decision making and reinforce good contributions.
C. Discuss past performance with the group and then examine the need for new
practices.
D. Continue to leave the group alone.
Evaluating Al ternatives:
 Take steps to direct subordinates toward working in a well-
defined manner
The supervisor may use the alternative that could possibly yield best stimulation by the
group; the supervisor shall give fair consideration to take appropriate action on
complaints and suggestions. This may turn out to be an efficacious and attractive
alternative in the end.
 Involve subordinates in decision making and reinforce good
contributions
The alternative apparently suggests that with involvement of subordinate in decision
making process, the motivation will considerably raise and yet the chances are slim that

2. they would come to any unanimous decisions since it could cause internal conflict and
disagreement among subordinates as well.
 Discuss past performance with the group and then examine the need for
new practices.
The alternative accentuates the performance appraisal technique of standards and new
patterns, many issues and affairs would come under discussion that will ultimately
determine how to proceed.
 Continue to leave the group alone
The group has handled its tasks and directions fairly even without active supervision,
however, if continued to leave the group alone, it would turn out to be fatal subsequently.
As a result many conflicts and disciplinary issues will rise.
******MAKING A CHOICE *******
 Take steps to direct subordinates toward working in
a well-defined manner.
The above alternative yields incredible results and influence the group remarkably well.
It will maximize the competence and caliber and eliminate all bungling of internal affairs.
The group will be systemized by vigorous supervision which for quite some time was
neglected by the previous supervisor. This alternative is resourceful to address the
defined problem.
IMPLEMENTING THE ALTERNATIVE:
The supervisor understood his choice of alternative and mode of its implementation and
strategy to deal with its possible implications. He set tasks and assigned responsibilities
to each specific individual capitalized their potential and achieved organizational goals
and objectives.
EVALUATING THE DECISIONS:
The supervisor must keep a close look at the operations until decision is operational; the
supervisor received a positive feedback from his subordinates. Successful change and
innovation came through lots of supervisor’s contact and interaction with the group.