DALE EARNHARDT INC

Overview of the Case StudyTeresa, the inheritor of Dale Earnhardt Inc. (DEI) which is the property of her late husband, Dale Earnhardt, she went from a behind-the scenes negotiator for Dale Earnhardt merchandising to the CEO of a multimillion-dollar organization with four race teams and an assortment of other business ventures. And in so doing, she had to take on a leader’s role. Since Teresa took over the business, she has to make a lot of difficult decisions, negotiates business deals, read through contract and deals with employee issues. She approaches differently from her late husband, where her husband was more directive, spontaneous, and stubborn. She uses her quiet demeanor and strong determination and character to make DEI even more successful which make her an un-outgoing person. Teresa’s leadership styles had generated more demands on running a successful business in an industry which many male dominated. NASCAR (National Association for Stock Car Auto Racing) president, Mike Helton has talked to her about becoming more visible-something that he thinks is important for her team and for the sport in which there are few women in positions of power. So Teresa does what needs to be done. She’s using her skills and strengths and working on her weaknesses to be type of leader that will help her company survive and thrive in the rough-ad-tumble racing business.

1. Describe Teresa Earnhardt is leadership style. What do you think the advantages and drawbacks of her style?-In this case study, Teresa is lack of social skills. Due to her personality, she does not enjoy being the center of attention. Teresa Earnhardt leadership depends on the situation. She was more effective leader depends on the situation of the organization. These traits are belonging to the Contingency theory. She uses her quite demeanor and strong determination and characteristics to make her organization more successful (trait and behavior theory). Some instances that she has been an autocratic leader because she has the attitude that she is not comfortable with having engaged in small talks wherein she doesn’t it need the suggestions of others like her late husband Dale who died on an accident. Dale was an adamant, spontaneous and headstrong leader.- The advantages on this leadership style are that the company may achieve its goals in a shorter period of time or time constrains and

resource constrains. The drawback on this is that her employees and subordinates may tend to reveal against her because of her leadership style.

2. Do you think it is easy for a leader to change his or her preferred style? Explain. What are the implications for leadership training?- It is difficult to adapt on change for a leadership style because as a leader, you think that you are more effective if you prefer the said style. It is your trait or way to be a leader to achieve a goal for the benefit of the organization. It is yourself to know what is the best you to be a leader.- Your leadership style may more enhance. In training, you will be able to discover or you will know about or something that you think it is the right thing to do as a leader. Your characteristics and traits may change because you realize something about your leading style. In that way, its easy for a leader to adapt change on the style of leadership.

3. What challenges does a leader who¶s replacing a well known leader of any organization face? How did Teresa Earnhardt deal with these challenges?- The challenge for her is that gender may affect her as a leader. There are beliefs that men have the power to be a leader than women. So, as a women leader, she may think that her employees and also her co- executives may look down on her because of just a woman. One challenge on her also was how to adapt on change and how to be the same on with her late husband Dale Earnhardt on managing his company that made it as a well-known company.- In all challenges that he faced, replacing a well-known leader (Dale Earnhardt), she tried to adapt on change. A positive change that could benefit on her and also to the organization. She showed what is in her, the strong determination and characteristics. She continued working and negotiating to other business, used her skills and strengths as a leader on the company. But she continued working behind the scenes.

MMNA is a Japanese based company. Mitsubishi mission statement is “we are spirited, diverse workforce. We are a culture that look for, and reward, hard work and dedication. We are winners” Opened in 1985 on the flat rolling land of central Illinois, MMNA’s manufacturing facility was a technological marvel. When Rich Gilligan take the in charge of manager in 1998 at a time plant had 2 problems. It was one of the most automated yet least productive plants in the industry and it was known was place sued by US government for the harassment of its female workers. Almost beginning of the plant had a bad reputation regarding the employment of wome.Rich Gilligan take to step one is to settlement of the lawsuit for $34 million the largest harassment settlement in history & other place a zero tolerate policy unacceptable and detrimental behavior will not be tolerated under any circumstances. After adopting the policy during 1998 to 2001, 140 discrimination and harassment were reported .In 52 of the zero tolerance policy was violated, resulting 8 firings 14 suspensions without pay and 30 disciplinary actions. In 2003 company announce it expand the business 25 percent.

Question: What do you think Mitsubishi ¡s philosophy might be regarding the role of strategic human resource management? Explain.Strategic human resource management process is very important to any organization in the present day context because it contributes to the organizations performance to a greater extent even on a highly volatile environment.Any organization is existence and the survival in the short and long run will mainly depend on the right people being at the right positions in the right numbers.Looking at the Mitsubishi¡¦s mission statement the following could be viewed as their philosophy.¡s our employees are the main contributing factor to our success and we make all endeavors to identify and reward their inputs. We set very high standards on work ethics and discipline in our organization.

Question :-Do Rich Gilligan¡¦s actions at the normal plant fit the company¡¦s philosophy? Explain.Rich Gilligan took over the Mitsubishi Motors North America Inc. when it was in diastrates. It was known as the place sued by the U.S government for the abusive sexual harassment of its female workers. Its reputation was in very bad shape with regard to working conditions particularly on the employment of Female workers. How bad it was that there were few guys who had no bad marks asked to stop coaching girl¡¦s soft ball teams just because they worked at the Mitsubishi Motors.

LEADERSHIP A MANAGER ‘S DILEMMAOVER VIEW

United parcel service is the world largest package delivery service. Deliver packages more than 200 countries and territories. For the last five years UPS is the more admired company in the delivery industry .Jennifer shroger is the district manager of UPS distribution centre and responsible for 23000 workers 225million revenue and 45000 boxes in hour. Work in distribution centre is complex and stressful. Many employees on the night shift r part-timer. Before shoerger arrived at buffalo centre half of the worker leave. Since part timer accounted for half of the facility workforce the attrition was costly and disruptive.Shoreoger want to resolve the problem by effective communication and more empowered employee & it was also going to create a trustful relation between the employees and her.

Q: Put yourself in Jennifer shroeger’s position. What can she do to create a culture of trust with her employees?

Ans: When employees don’t trust their leaders, they don’t feel safe. And when they don’t feel safe, they don’t take risks—and where there is no risk taken, there is less innovation, less “going the extra mile,” and therefore, very little unexpected upside. Distribution is a complex and stressful work.

Give the incentive to the part time worker as the company gives incentive to permanent employees. Put the right person on the right place. Effective communication and empowered employees.

Telling: The leader defines roles and tells people what, how, when, and where to do various tasks.

Selling: The leader provides both directive and supportive behavior.

Participating: The leader and follower share in decision making; the main role of the leader is facilitating and communicating.

Delegating: The leader provides little direction or support. Leader presents the problem to group members individually, gets their suggestions,

and then makes the decision.

Project management CASE STUDIES

PRESENTED BY MUHAMMAD ZUBAIR BAIG Msc Accounting & Finance Semester 3rd

ROLL NO 549 PRESENTED TO IFFAT SANI