I feel that Ann did not handle these issues effectively. She could have set committees to discuss these issues and give her a response about what needs to be done as soon as possible.
Ann is a highly involving manager. This is can be seen through the number of tasks that awaits her to accomplish just in a single day. From the case, it is clear that Ann is directly responsible for employee’s salaries, technologies applied to accomplish work in the company as well as training and development of the employees. She also has various meetings with the executive and other meetings with the lower level employees. She likes accomplishing tasks on the order of priority and ensures she delivers on her duties. Ann usually has busy days at work and still creates time to attend meetings and even respond to emails sent by employees. She, therefore, meets almost all employees’ requirement. The only problem with her management system is that Ann tends to react more to issues instead of applying the proactive measures to curb them.
It can be seen from the case that theirs is a high employee turnover in the company. This should be the first evidence that the employees are a source of competitive advantage. There should be a higher employee motivation though high starting salaries and other benefits to retain them (Roy, Donald, Bowen, & Hall, 1988). This way, the company will have best workers and spend less on training new employees. Secondly, there is a requirement for training and developing the employees. This is another source of competitive advantage that the company can exploit. The issue will make the company have employees who are knowledgeable about the new technological advancement so that increase efficiency and effectiveness while accomplishing their tasks.