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HELP PLZ WILL MARK BRAINIEST
Brad was chosen for a management training program at the bank. As part of the training, he spent a month as temporary manager of a small branch of the bank. A supervisor observed and evaluated his performance.
Brad was determined to do well and show everyone he was a leader. He made sure he knew all the rules and regulations. He even added a few of his own. He decided, for one thing, that women could not wear pants suits. When they asked for his reason, he said he just felt that women's pants suits did not fit the bank's image.

He was at work early every morning. He made it a point to check everyone in. If anyone was even a few minutes late, Brad would criticize that person in front of the whole staff. He knew that this was embarrassing, but he felt it served as a good warning to the others.
Some of the tellers in the branch were older employees who had been there for many years. To prove he was boss and not afraid of them, Brad made these senior employees change the way they did several things.
"You do it like this because I say so," he replied when some of the tellers tried to question him about the reason for the changes.
To demonstrate that he was alert and on top of things, Brad kept an eye on the tellers and watched what they did. If he did not like something, he did not hesitate to say so and correct the teller, even if a customer was there.
Brad felt that he had to assert himself and let everyone know who was running things. When the training program ended, he was surprised that he was not promoted to permanent manager.

What is the real problem?
What are the important facts to consider in this problem?
What solutions to this problem can you think of? Describe a few.
What would happen if the solutions you suggested were followed? Explain the results of each solution you described.
Of the solutions you described, which would you recommend? Why?

Respuesta :

Driddles
The Real problem is that Brad likes to Micromanage and use his authority to flex on his subordinates without any real reason.

Brad would criticize employees in front of folks to set an example.

Tell Senior Employees how to do their job without any reason as for why this might help but instead told them because "I said so"

Don't micromanage and trust your employees to work efficiently without being watched. If corrections or adjustments need to be made have solid conversations with facts, tips, and tricks to keep your employees engaged as well as motivated. Synergize.

If these new tactics are being used productivity may increase. If productivity is increased and customer satisfaction is up then working an incentive program as bonuses may reward your staff for a job well done. As an additive to the solution always complimenting your workforce on the hard work they've been doing keeps morale up and their personal spirits high.

I would recommend all that I've stated before because I've may it very clear that if these steps are taken productivity, morale, and trust will work you for you and people with because they can see that a leader takes charge and inspires those that hear them and as they a leader leads by example and not fear and scrutiny.

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