Create A 350-Word Management Plan For Two Employees

create a 350-word management plan for two employees with different backgrounds and needs

The following employee profiles: Employee #1 Jimmy Brown is a manager with Solomon Industries, Inc., (SII) a supply company in South Carolina. SII serves as a warehouse for other companies that deliver and store their goods using SII's facility as temporary storage. Jimmy was born in 1955 and spent 20 years in the military. Upon retiring, he was hired as a production supervisor for SII. Originally from SC, he is the night shift supervisor working 12-hour shifts from 7:00 pm to 7:00 am Monday through Thursday supervising 12 employees.

Jimmy is a traditional Baby Boomer. He grew up in the 60s, with a father who worked and a stay-at-home mother, and he is the oldest of three siblings. He earned a bachelor’s degree while in the military, studying chemical engineering. Turnover at SII is high, requiring frequent training of new employees. Jimmy prefers night shifts, having worked nights throughout his military career. His current staff includes one employee over age 50 and the rest aged 20-40.

Employee #2 Michael Johnson was born in 1976 in Ohio. He has a background in computer science and moved to SC in 2010 with his wife. His parents divorced early, and his mother worked two jobs until her remarriage at age 10. His mother passed away three years before he married. Michael applied for an IT position, but when it closed, he took the day shift supervisor role. He works from 7:00 am to 7:00 pm Monday through Thursday. Michael manages 15 employees, with a mix of over-50, under-21, and middle-aged workers.

Paper For Above instruction

To effectively manage Jimmy Brown and Michael Johnson, management approaches must be tailored to their unique backgrounds, experiences, and workplace needs. For Jimmy, a Baby Boomer with military discipline and a preference for night shifts, leadership should emphasize respect for his experience and autonomy. Recognizing his service background, providing opportunities for mentorship, and respecting his night shift preference foster motivation and retention. Regular, structured communication—such as weekly check-ins—helps monitor his team's behavior and address high turnover, while respecting his autonomy enhances productivity.

For Michael, a Millennial with a technical background, a participative management style can be effective. Engaging him in decision-making fosters ownership, especially given his leadership of a diverse age group. Monitoring his team's behavior requires flexibility, including digital performance tracking and regular team meetings, which align with his tech-savvy nature. Legally, managers must ensure that anti-discrimination policies are in place and avoid age-related biases, promoting a diverse, inclusive work environment.

To evaluate the effectiveness of these approaches, key performance indicators—such as employee retention rates, productivity levels, and team feedback—should be tracked regularly. For Jimmy, improved morale and reduced turnover indicate success in respecting his experience and shift preference. For Michael, engagement scores and team cohesion reflect the success of participative management and technological oversight. Regular training, open communication, and compliance with labor laws remain essential to ensure ongoing legal and operational effectiveness.

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