Problem Scenario B: Deliverable Length 23 Pages

Deliverable Length23 Pagesdetailsviewproblem Scenario Bto Learn Mor

Deliverable Length: 2–3 pages. This scenario provides key information to help formulate answers for assignments in Phases 3 and 4. During preparation, it is discovered that UWEAR and PALEDENIM lack policies for whistleblower protection as outlined in the Sarbanes-Oxley (SOX) Act, Section 806. Since both companies are publicly traded, immediate implementation of such policies is recommended. A meeting is scheduled with HR managers Sharon Reese (UWEAR) and Marcia Henry (PALEDENIM).

You meet with Sharon and Marcia in a small conference room to discuss their management philosophies, potential challenges in policy formulation, and strategies for developing and implementing the necessary whistleblower policies within a short timeline. Sharon describes her intuitive, action-oriented management style focused on quick results but possibly lacking formal planning. Marcia emphasizes her structured, project-based approach, valuing planning and resource management, but perhaps being less engaged with direct leadership or broader strategic issues.

Paper For Above instruction

The management styles of Sharon Reese and Marcia Henry reflect distinct approaches to leadership and organizational functioning, each with inherent strengths and weaknesses that influence their capacity to swiftly formulate and enforce new policies such as whistleblower protections mandated by regulatory laws like SOX. Analyzing these approaches and tailoring guidance accordingly is crucial for ensuring effective policy implementation within the pressing timelines faced by their companies.

Strengths and Weaknesses of Sharon Reese’s Management Style

Sharon’s intuitive and action-oriented approach exemplifies a management style that is flexible, responsive, and able to adapt quickly to emergent needs. Her extensive experience, spanning over 17 years with UWEAR, equips her with deep organizational knowledge, allowing her to make swift decisions without extensive bureaucratic procedures. This trait can be advantageous when urgent policy implementation is necessary, especially in the context of regulatory compliance where timeliness is critical.

The primary strength of Sharon’s approach is her ability to mobilize resources rapidly and make decisive actions, which can accelerate policy development and rollout. Her focus on getting things done quickly aligns well with the demands of implementing new compliance policies mandated by regulation.

However, her weaknesses include potential neglect of detailed planning, formal documentation, and stakeholder engagement, which are vital for sustainable policy adoption. Absence of structured processes might result in gaps or inconsistencies, especially in sensitive areas like whistleblower protections, which require clear communication and legal compliance.

Strengths and Weaknesses of Marcia Henry’s Management Style

Marcia employs a structured, project-based management style that emphasizes careful planning, resource allocation, and measurable outcomes. Her approach fosters consistency, accountability, and thoroughness, which are advantageous in policy development where legal standards and internal controls must be meticulously addressed. Her experience with project management and budget oversight ensures that initiatives are delivered on time and within scope, providing stability during the policy implementation process.

The strengths of Marcia’s method include her strategic thinking, stakeholder engagement, and capacity to develop detailed policies aligned with organizational goals and compliance requirements. Her collaborative approach with team members promotes buy-in and clarity, reducing the risk of misunderstandings or resistance.

Nevertheless, her weaknesses may involve slower response times due to extensive planning phases, which can be problematic under tight deadlines. An over-reliance on pre-existing procedures might limit her flexibility in rapidly adapting to urgent regulatory needs, risking delays or inadequate policy coverage if not managed carefully.

Tailoring Management Approaches for Effective Policy Implementation

Given these management styles, a tailored approach is essential. To support Sharon, it is important to leverage her decisiveness by providing clear, succinct policy frameworks that require minimal additional planning, enabling her to act swiftly and confidently. Supplying her with concise summaries, key legal requirements, and streamlined procedural templates will align with her preference for action over extensive planning.

For Marcia, emphasizing the importance of rapid yet thorough policy development is crucial. Encouraging her to utilize existing project management tools but adapt timelines to allow for expedited review and approval processes can help balance structure with urgency. Providing her with legal templates, best practices for compliance, and checklists can facilitate faster drafting while maintaining accuracy and comprehensiveness.

Challenges Faced by Managers in Formulating and Implementing Policies

Both managers face distinct challenges in establishing the whistleblower protection policies within a short timeframe. Sharon’s challenge lies in ensuring legal compliance and stakeholder communication without extensive planning, risking oversight or inconsistent messaging. Her tendency to prioritize speed may inadvertently lead to gaps that could be exploited or cause future compliance issues.

Marcia’s primary challenge is balancing the need for thorough, compliant policy documents with the urgency required by regulatory deadlines. Her dependence on detailed planning may slow down decision-making and approval processes, delaying the rollout of the policy. Additionally, engaging all relevant departments quickly and ensuring they understand their roles can be difficult under tight constraints.

Advising Managers for Effective Policy Development and Implementation

Advising Sharon involves emphasizing the importance of legal accuracy and stakeholder buy-in even under time pressure. She should be guided to use established legal templates, incorporate brief stakeholder consultations, and prioritize critical policy elements such as reporting procedures and confidentiality protocols. Stressing the importance of documenting the process, even informally, can safeguard her against future compliance issues.

For Marcia, the focus should be on accelerating the planning process by utilizing existing resources, legal advisories, and compliance checklists. Her role as a trusted and experienced manager can be leveraged by empowering her to make rapid decisions while ensuring her team remains aligned through clear communication and quick approvals. Encouraging her to delegate certain tasks and utilize digital collaboration tools can expedite the process without sacrificing quality.

Conclusion

In conclusion, understanding the distinct management styles of Sharon and Marcia allows for tailored guidance that capitalizes on their strengths while mitigating weaknesses during the critical policy implementation phase. Both face challenges related to time constraints and compliance requirements, but with strategic advisement—focusing on streamlined processes for Sharon and accelerated planning frameworks for Marcia—they can effectively develop and deploy the necessary whistleblower protection policies. Ensuring clear communication, legal compliance, and stakeholder engagement remains paramount to achieving successful regulatory adherence within the short deadlines imposed by their publicly traded statuses.

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