Effective Workplace Discipline and Grievance Management

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How We Lead

Week 011 - How We Lead

Short Quiz 009
Yvette Marie Solina-Salih
April 6, 2022
Type of Test: Case Studies

Leadership vs. Discipline

1. Who do you think is primarily to blame for failure to work on the right project?

Sara and Jim are both to blame for failure to work on the right project.

2. What could Sara have done better?

Sara should have discussed with Jim if he had any project ideas instead of the GPS project.
When she met with Jim, she just told him to keep on working on the GPS project. As a leader,
she should be open to other employees’ ideas, not only hers. Then she could decide which ones
are the best for the company and go with those ideas.

3. What could Jim have done better?

Jim should have the initiative to talk to Sara about his ideas and not be afraid of giving his
thoughts. However, it was understandable when Sara approached him and told him what to do.
If Sara allowed him to speak his mind, it would motivate Jim to do so.

Passion for Winning vs. Cooperation

1. What do you think about Lisa’s style of leadership?

Lisa's autocratic leadership style can promote productivity through delegation, provide clear
and direct communication, and reduce employee stress by making decisions quickly on their
own. However, Lisa lacks flexibility and does not listen to others' ideas, making her team resent
her. Being the leader, Lisa greatly influences her team, which is why her team members feel
competitive and do not get along well.

a. How does it fit with your company’s values?

Lisa is results-oriented and concentrates on achieving the company’s goals. Being competitive,
she strives to deliver the best product/service in the industry. She would fit our company’s
Assessments
 values concerning quality and integrity. Quality and integrity mean providing outstanding
products and services and delivering premium value to our customers.
2. What do you think about Raj’s style of leadership?

Raj's coaching leadership style promotes the development of new skills, free-thinking,
empowerment, reviewing company goals, and fostering confident company culture. However,
Raj rarely gave the team any sense of urgency or competitive spirit. His main objective is for
everyone to work well together, regardless of the outcome.

a. How does it fit with your company’s values?

Raj is a team playing leader who values teamwork over results. His leadership style fits in our
company value of teamwork. In our company, effective teamwork is an important factor in
establishing employee engagement, loyalty, and wellbeing. Teamwork is also the foundation of
a productive workplace. The most effective and cohesive teams are ones in which each
member is driven by a shared goal and shared values.

3. Would you promote Raj or Lisa, or neither, and why?

Raj and Lisa have both strengths and weaknesses in their leadership styles. With Raj, he has
the ability to make the team work well, but he doesn’t put emphasis on achieving the
company’s goals.
Lisa is highly competitive and gets the job done. However, she misses being personable and
empathetic, which are critical in developing team spirit.
The vice-president should be a combination of both. Therefore, neither would be suitable for
the vice-presidency unless both change their ways. Raj to be results-oriented, while Lisa to be
people-oriented.

Discipline vs. Fun

1. Which of the following would you make Jeff get rid of and why?

a. Ping-pong table
Nowadays, spending a lot of time in front of the computer, eye strain, and back problems are
increasingly common. Having a ping pong table can immediately reduce the health problems
associated with sitting at a desk all day. Playing a match can also be played quickly, which
would only be a short break from their screens, but not so much time to waste and still have
time to get their daily tasks done on time. It is ok to have a ping-pong table in the office.
b. Free pizza Friday

Pizza Fridays does not promote a healthy workplace. To keep everyone in the office energized
and healthy, make an effort to promote exercise and healthy habits. Introduce a wellness
program, have healthy food options in meetings and snacks and provide exercise time for
them. I would make Jeff get rid of Free pizza Friday.
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c. Funny email pictures and puns

Having funny email pictures and puns at the office can be good for lifting the mood and
boosting morale, especially when the stress of work gets too much to handle. I would suggest
to continue sending them, as long as it is not offensive to anyone.
d. Improve training

Training has many benefits. From enhancing employee performance to improving culture, it is
evident that training pays dividends. Furthermore, it strengthens employees' skills and builds
up knowledge where they still need to learn. Therefore, I say keep improving training, Jeff.

e. Office pranks and prizes

Encoding the same data, replying to the same e-mails, and answering the same calls can
become tedious, repetitive, and boring. Therefore, sometimes some good old office pranks can
perk up the spirits of office workers. But before executing the best office pranks, remember to
make sure the prank or joke will not hurt anybody. I would say to Jeff, it's ok to have some
office pranks, but good harmless ones.

f. Mandatory nicknames

Mandatory nicknames in the workplace can constitute harassment for the Equality Act 2010.
Employers must be aware of the risk of discrimination relating to nicknames. Therefore, to
avoid being offensive, I would say to Jeff to get rid of mandatory nicknames.

3. What fun activities might you suggest instead?

Office fun activities allow employees to build trust, rapport, and keen communication with one
another, which are all attributes that can benefit any business. The following are some of the
fun activities to try in the office:
1. Decorating contest

Hold an office, desk, or cubicle decorating contest for any holiday, event, or theme of your
choice. Have your employees work in teams and encourage them to get creative. Then, have
snacks, and let everyone vote on the best display.

2. Escape room

You don’t have to create your own puzzles and traps if you have an activity budget. Your team
could visit your local escape room as a group to band together and make sense of the clues
provided.

Assessments
3. Group volunteer outing

Having a day of service for your employees gives them a chance to feel good about themselves
as well as the company.

4. Local exploration

Try traveling as a group to a museum, historic site, zoo, or another place of interest near your
office location. It can either be physical or virtual, especially during a pandemic.

5. Meet and greet

Make place cards so each person sits with coworkers they don’t normally encounter. Give them
time to chat, then ask each attendee to share something new they learned about a colleague.
Employees will learn more about what makes the company tick while forging new friendships.

6. Memory wall

Shared experiences and fond memories can strengthen the company culture. Bring the spirit of
fun nostalgia to your team with a memory wall where you attach markers and encourage
everyone to write their fondest memories of the company.

7. Outdoor adventure

Enjoying nature with your group can have a bonding effect. You can tailor this team activity to
the available facilities in your area and the fitness capabilities of your group.

8. Personality test

With this activity, have teams take a personality test such as the Myers Briggs, and share
results as a group. Together, discuss the common traits of each personality type, and explore
how they contribute to the success of the workplace as well as the happiness and well-being of
the employees.

9. Problem-solving pile

Another problem-solving activity, this game gets personal as each individual writes down two
or three job problems he or she struggles with and places them in the pile. Then, each person
takes a turn picking from the pile and reading the issue at hand.

10. Project day

Also called a “hack day” in software development, a project day describes a bonding experience
in which everyone on the team forgoes their normal duties for the day to work on one big
project that benefits the entire company.

11. Puzzle play

Break your team into small groups, and have them work together to solve a tricky puzzle, such
as a complex jigsaw to a quick brain teaser, depending on the time and space you have.
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12. Scavenger hunt

A good-old scavenger hunt is a classic for a reason. Give each person or small team a list of
items to find in and around the office.

13. Show and tell

Give each department, group, individual, or team a chance to show off their accomplishments.

14. Skillshare sessions

Some offices call these short sessions “lunch-and-learns.” Staff members take turns sharing
their unique knowledge, talents, and skills. For instance, one person might discuss his
experience volunteering with the Peace Corps while another shows off her photo editing
prowess. The idea is everyone learns something new while getting to know their coworkers,
too.

15. Trivia contests

Brainstorm creative themes for each weekly quiz, or have departments take turns creating the
questions. Quizzes remain open for a specified amount of time so everyone can complete them
at their own pace. Prizes for the winners can make it more interesting and fun.

16. Two truths and a lie

This slumber-party tradition becomes workplace-appropriate when you use the game to help
your team members get to know one another. The instructions are right in the name: Each
employee shares two true facts about themselves and one tall tale. It’s up to the other group
members to figure out which facts are legitimate and which one doesn’t quite fit.

17. Two-headed monster

To take advantage of this fun improv game, divide your team into pairs and have them face one
another. Then, give each team a prompt, and have them form a sentence by each speaking one
word at a time like a two-headed monster. Bonus points for using prompts that allow for silly
answers yet have relevance to your business or industry.

18. Weekly wellness

Start a yoga, meditation, or general wellness group, and offer free sessions each week for the
staff. Let the team vote on the activities they want to try, and spend 30 to 60 minutes with a
feel-good focus.

Assessments
Innovation vs. Quality

1. What would you say to Maki on her annual performance review?

I would say that Maki on her annual performance review has high points in innovation, but low
points in quality.

2. Would you let Maki keep doing what she’s doing? Or do you think she needs to make some
changes?

I would not let Maki keep on doing what she is doing because it is costly for the company.
However, she needs to learn about how to manage her quality of work to continue innovating.

3. If changes are needed, what would you suggest she do differently?

Since changes are needed, Maki should take training workshops with the quality department
to understand more about quality controls. It would also greatly reduce costly errors.

4. Can you think of a way to maintain Maki’s level of creativity and innovation and improve her
quality at the same time?

It possible to maintain Maki’s level of creativity and innovation and improve her quality at the
same time by undergoing quality training. Quality training enhances the skills of employees,
which can efficiently and effectively improve teamwork, reduce errors and improve job
satisfaction which can impact product innovation.