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The Garden Depot

The document provides an analysis of The Garden Depot case study. It introduces the company's history and divisions. It then profiles the main people involved - Bowman, Sinclair, Murray King, and Sampson - analyzing their leadership styles and traits. Several problems are identified, including a lack of rules, performance monitoring, training, and conflict. Solutions proposed include using the WAC'em method to resolve conflict, establishing performance reviews, building a positive culture, providing training, and implementing rules/norms with guidance from top management.

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Pravin Singh
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776 views8 pages

The Garden Depot

The document provides an analysis of The Garden Depot case study. It introduces the company's history and divisions. It then profiles the main people involved - Bowman, Sinclair, Murray King, and Sampson - analyzing their leadership styles and traits. Several problems are identified, including a lack of rules, performance monitoring, training, and conflict. Solutions proposed include using the WAC'em method to resolve conflict, establishing performance reviews, building a positive culture, providing training, and implementing rules/norms with guidance from top management.

Uploaded by

Pravin Singh
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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The Garden Depot

Case Study analysis Presented by:-


Sushil Tripathi
Ayush Jain
Ashutosh Mishra
Ajay Kumar
Aditya Prakash
Garvit
Company Introduction
 In 1985 Garden Depot Opens
 In 1992 Lawn Maintenance Department
 1998 Landscaping Division Created
 2007 Successfully operating three Separate
Divisions
President

General Manager

Lawn Maintenance Landscaping Administration


Retail Division
Division Division Office
Main persons Involve in Case
Bowman Sinclair
• Employee oriented • Less experience
Leader • Avoiding personality
• Highly Committed for • Less emotional
work intelligence
• High Interpersonal • Wrong Perception
Skills about Job Profile
• High Agreeableness •Low agreeableness
• Collaborative • Low conscientiousness
•High Conscientiousness • Organization deviant
• Self Motivated behavior
• Emotional Stability • Less self esteem
•Organization •Less Committed towards
Citizenship behavior Organization
•Organization • Careless
Commitment
Cont…..
Murray King Sampson
• Poor leadership
• Less effective management
• do not give motivation • Laissez Faire
• do not Monitor employees • Good on interpersonal
performance skills
• Good on interpersonal skills • High Agreeableness
• High Agreeableness • External locus of control
• External locus of control
Problem

• There are no rules and norms


• No proper leadership
• No Performance monitoring and appraisal
• No proper recruitment and training Programs
• Lack of company vision and direction
• Perceived Conflict
• Dysfunctional Conflict
• Lack of job description
Solution
 By WAC’em Method conflict can be solved
 W stands for ‘What is Bothering you’
 A stands for ‘Asking the person to do what u want’
 C stands for ‘ Check in whether what u have asked could be done or not’
 Set up performance appraisal
 Should build a positive organization culture
 Should provide proper training programs
 Should make proper rules and norms
 Proper guidance and motivation should be given
by top management

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