A mini- Case Study in Financial and Organizational Management

Submitted by:

Kate Marianne M. Denolo

MM 2-2

Submitted to:

Dr. Alfredo E. Daquila

Financial Management Teacher

Monday and Thursday

6:00-7:30 PM

July 29, 2019

1.) For me, the company should not sacrifice its policies for promoting a Finance Expert because

first, a company’s policies and procedures are an essential component of any organization or

company. They address pertinent issues, such as what constitutes acceptable behavior within the

organization by its people or employees. This also helps reinforce and clarify the standards

expected of employees and help the employers manage staff more effectively as it defines what

is acceptable and unacceptable in the workplace. And yes, it will be hard to look for someone

like Mr. Edward but the company has already well-known name and I think it will give impact to

some better or also unique financial experts.

2.) If the management will favor Mr. Edwards demand it would probably cause ignoble to other

employees based on the fact that one, they will neglect the policy of the company, and maybe it

will cause pressure and provocation in the work place and its employees based on what was

described as his attitude and lastly, it can cause some employees of the organization or the

company to leave or resign and look for another job that is not too stressful for them to handle

and get along with.

3.) If the management will decide not to grant Mr. Edwards demand and would hire someone

new, I would suggest that they should give seminars, and trainings, and discussions and or

workshop to the newly hired Financial Expert for I believe that being better or an expert in a

field is more than just understanding how a system is supposed to work but expertise is gained

by investigating why a system doesn’t work. It is all about wanting to learn and learn until you

will become greater than great. For me, there is nothing that cannot be learned and nothing is

impossible.
4.) For me, Mr. Edward has an Autocratic Management Style. Autocratic leaders typically make

all major decisions on their own, with little or no input from others. Extreme authoritarian

leaders often insist on making even minor decisions. The autocratic leadership style has many

variations. It can range from strict authoritarian military leaders, as exemplified by Napoleon and

Patton, to modern manufacturing department directors. At its worst, autocratic leadership can be

stifling, overbearing and demoralizing. At its best, the autocratic style is liberating for people

who work well with clear directives under leaders who understand exactly what people do and

why their roles are important. For anyone placed in a position that requires an autocratic

leadership style, it’s helpful to identify pitfalls that can cause staff to question whether it is the

right approach.

Autocratic leadership pros

●Effective when decisions must come quickly, without time to consult others
●Prevents businesses or projects from becoming stagnant because of poor organization or lack of
leadership
●Keeps individuals, groups or teams from missing important deadlines
●During stressful periods, autocratic leaders can be more effective, and their teams appreciate
their leadership
Autocratic leadership cons
●Invites potential abuse by overly powerful personalities
●Can stifle staff and discourage team creativity
●Modern employees may not react well to authoritarian leadership
●Can discourage open communication between leaders and subordinates

5.)