Wolfgang Keller at Konigsbrau TAK – (A) Case Study Solution
Underlying causes of Brodsky’s performance problems:
The major problem associated with performance of Brodsky included conflicts in personality traits, styles of management, outlook and ethnicity. The causes related to performance of Brodsky are highlighted in the heading analysis of situation which involved time for process completion, lack of interaction with subordinates and management style which seems difficult to change. For instance, Brodsky was not successful in taking pending lawsuit drop of one distributor which was due to lack of personality traits. While, Keller successfully dropped lawsuit which might be due to his outgoing personality and his reputation with his customers. Therefore, the root cause related to the performance of Brodsky was his introvert personality.
Keller’s contribution to issues:
Undoubtedly, Keller had great personality traits such as ability to overcome problems, innovation promotion, achievement of desired results and decision making ability. The issue raised from his style of domination and inability to accept the chance of coaching, mentoring and recognition of his team’s contributions were quite visible. With the fact, initiation to build inverted structure indicated that Keller had become funnel and a point of restriction for the decision making process.
The incident concerning the distributor and demand for payment to whom Brodsky had written off a bad debt. According to Keller, there was a need to take quick action as they were expected to go bankrupt which had been cleared by the distributor to Brodsky. Therefore, Keller urged him to meet the customer but he called rather meeting him. Keller was annoyed by the response of Brodsky and had a discussion with the distributor and returned with payment to which Brodsky was surprised and felt angry on his interference.
Actions required by Keller:
Keller came up with three options to consider while taking action. These three actions include either to fire Brodsky or not providing him with the increase in annual salary. Secondly, provide him with assistance and give him a try to bring improvement in his performance. Lastly, it was to reorganize round him compensating for his inadequacies, possibly through splitting of sales and marketing.
To avoid problems, Keller should implement second option which needs to clearly establish due dates for different tasks to be completed with Brodsky as he took quite a long period for completion process. Keller should explain him etiquettes of business, what the organization promotes, provide methods, goals and expectations in a well-defined manner.Keller needs to understand that every person has its own style of working in order to function individually, management and accomplishment of tasks.
Development of a friendly relation with Brodsky, it would be easy for Keller in sharing his feelings and hopefully give opinion more than a review of performance.
Conclusion:
Being a Managing Director of Ukrainian subsidy of the Konigsbrau Brewery, Haussler sent Keller to head up the Konigsbrau and a Brazilian brewer joint venture in Brazil. According to Keller, the thoroughness of Brodsky was offset and simply denied to take action when the target appeared difficult. These inabilities of Brodsky had been in direct distinction with the attitude of organization. The major problem associated with performance of Brodsky included time for process completion, lack of interaction with subordinates and management style.
Another issue raised from Keller style of domination and inability to accept the chance of coaching, mentoring and recognition of his team’s contributions were quite visibleand Brodsky felt angry on his interference each time.Keller came up with three options to solve the problem, out of which, providing him with assistance and give him a try to bring an improvement in his performance was considered.
Exhibits
Exhibit – Options to take action
Exhibit – Causes of Brodsky’s performance
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