...CASE 13- ISSUES IN LEADERSHIP 4TH DECEMBER, 2014 Right Boss, Wrong Company Betty Kesmer was continuously on top of things. In school, she had always been at the top of her class. When she went to work for her uncle’s shoe business, Fancy Footwear, she had been singled out as the most productive employee and the one with the best attendance. The company was so impressed with her that it sent her to get an M.B.A. to groom her for a top management position. In school again, and with three years of practical experience to draw on, Kesmer had gobbled up every idea put in front of her, relating many of them to her work at Fancy Footwear. When Kesmer graduated at the top of her class, she returned to Fancy Footwear. To no one’s surprise, when the head of the company’s largest division took advantage of the firm’s early retirement plan, Kesmer was given his position. Kesmer knew the pitfalls of being suddenly catapulted to a leadership position, and she was determined to avoid them. In business school, she had read cases about family businesses that fell apart when a young family member took over with an iron fist, barking out orders, cutting personnel, and destroying morale. Kesmer knew a lot about participative management, and she was not going to be labeled an arrogant know-it-all. Kesmer’s predecessor, Max Worthy, had run the division from an office at the top of the building, far above the factory floor. Two or three times a day, Worthy would summon a messenger or...
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...Week 5 Case Assignment Read Ch. 7's Leadership Case Problem A - "Ray, The Empowered Athletic Club Director" pp. 242-243. Analyze Questions 1-3. 1. How effective is Larry’s approach to empowering Ray to boost enrollment? I would say that Larry’s approach to empowering Ray to boost enrollment wasn’t effect at all. Larry told Ray, “Ray you are empowered as the manager to boost enrollment working within your advertising budget. Boosting enrollment is your responsibility, not mine….” With that being said I would say that isn’t much of an empowerment speech or boost. He should have given him some ideas of how to get more people in because it was clear that Ray was doing everything to try. There isn’t much Larry can do to empower him to boost enrollment, with Ray already putting out flyers, advertising on social media, as well as advertising word-of-mouth. Like Ray said they are competing with all of the other fitness clubs around the town so will be hard to get more people to join Modern Fitness. 2. Which political tactic or tactics do you recommend Ray to use to deal effectively with his empowering boss? I would recommend a few political tactics for Ray to use to deal effectively with his empowering boss. One would be changing the sales pitch, this is what draws in the gym members. His boss wants the number of gym enrollment to increase and this could help. With a great sales pitch it could have people come in to see what the gym has to offer. Secondly, get the...
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...GROUP 6 You Decide| Case Study Prepared by: Administrative Office Management P4112 Ang Cabuena Cristobal Serrano 1. Would your leadership style be the same for working with your staff and the sales associates? 2. If you answer yes, explain what the style you would use and why. If you answer no, explain what style you would use with each party and why? Yes, we chose situational leadership style. Situational leadership is based upon combining levels of directive behavior and supportive behavior. You can think of directive behavior as an order and supportive behavior as providing support or guidance. It focuses on four major different leadership behaviors based on the levels of directive and supportive behavior: * Telling is where the leader demonstrates high directive behavior and low supportive behavior * Selling is where the leader demonstrates high directive behavior and high supportive behavior * Participating is where the leader demonstrates low directive behavior and high supportive behavior * Delegating is where the leader demonstrates low directive behavior and low supportive behavior We will first arrange the role of each staff and further instruction regarding from the work, resulting for more effective and organized work. Making the sales agents handle the signs instalment, coordinating open house showing and dealing with clients with the leader’s support. Assisting by rental property manager for client’s...
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...Benjamin Genous DeVry University Week 6 Assignments –Case Study Management 303 1. Brief describe the five kinds of power available to leaders and/or managers. I. Reward power, means an employee believes they are going to get some type of reward for doing their job. The reward could be pay, days off, etc. The employee believes the reward will be coming from the supervisor. II. Coercive power is a supervisor intimidating an employee to do the work or they can be fired or demoted. This can be compared to someone having a power trip complex. III. Legitimate Power, does an officer believe that the orders being given are true even if they may be coming from a higher power that does not normally give out orders to the police. An example used is an officer receiving powers from the Chief of Police and the commanding officer follows through to make sure their officers are conducting the instructions. The officer believes in his commander as he works with them all of the time and although the Chief is the highest manager, the officer knows that the commander is the one who will be making sure follow through takes place. IV. Referent power is when one person has an attraction somehow to the person giving the power. The individual will basically do anything the person with power says because the attraction is so strong. An example could be a group of teens with one teen just trying to become one of the members and they tell him to jump off a bridge. The outsider...
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...Case study 6.1 Chapter 6 In the Contingency Theory of leadership, the success of the leader is a function of a range of factors in the form of subordinate, task, and group variables. The effectiveness of a given pattern of leader behavior is contingent upon the demands imposed by the situation. Leaders with such a high LPC score are often more concerned with personal relations, more sensitive to the feelings of others, and better off at heading off conflict. They use their good relations with the group to get the job done. They are better able to deal with the complex issues in making decisions. In high control situations, they tend to become no longer challenged. They may seek approval from their superiors ignoring their subordinates. They may try to reorganize the task. As a result, they can become insensitive toward their subordinates, more concerned with performance of the task. In moderate control situations, they focus on group relations. They reduce the anxiety and tension of group members, and thus reduce conflict. They handle creative decision making groups well. They see this situation as challenging and interesting and perform well in it. In low control situations, they become absorbed in obtaining group support often at the expense of the task. Under extremely stressful situations, they may also withdraw from the leadership role. The book also states that some situations cannot be changed and still are effective for the group. I would give Tamara a 6 with a score...
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...Question 2 [Xilinx] The variables that indicate charismatic leadership are described below, with an analysis of Wim Roelandts’ performance in each category. The case describes other instances of the Xilinx executives exhibiting some of the characteristics of charismatic leadership below but none of the examples mentioned incorporate as many of the variables as Wim Roelandts. The circumstances surrounding Wim Roelandts’ transition to Xilinx reflect many of the external factors generally perceived as characteristics of a charismatic leader. He came in from another successful firm, HP, with the goal of instituting visionary changes at Xilinx. He brought with him the idea that Xilinx could be both a firm which valued employees and treated them well while maintaining competitiveness in the market. Wim shares his vision of the company with the other managers as well as with the employees and motivates the members of the organization to work together to make the company a success and the workplace employee friendly. He maintains avenues of communication with employees even though it has become too difficult to speak with them in person. The employees make it clear that the emphasis on the value of their input and respect for their ideas is a key factor in their satisfaction despite other difficulties that might have engendered employee dissatisfaction. Charismatic leadership is an attribution based on follower perceptions of their leader’s behavior. Charismatic leaders… ...
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...This document contains the policies and action taken in response to the recent rioting of various student groups on campus after a recent decision made for the allocation of funds for the King-Chavez lecture series. This document contains immediate and future plans for the University. At Pilgreen University, we understand that the issue at hand may cause problems no matter what the decision, because ultimately not everyone can be satisfied. However, PU does strive to make the University a place where as much equality exists as possible, and therefore will try to make the best decision possible. Issues At Hand There are several possible issues involved with the problem of the rioters upset over the decision made by the faculty/student committee and their allocation of funds. The issue at hand is that four different groups(a predominantly white religious group, LGBT group, African American group, and Hispanic group- no other groups are mentioned) that represent students on campus are vying for funds to be allocated to them for their specific speaker. Because the LGBT group seemingly presented a better platform for their speaker, they received the majority of the money. The African American and Hispanic groups received less money. The predominantly white religious group was not mentioned as receiving money; however, a white group was mentioned as being at the riot and looking for a reason to loot and vandalize. The issue seems to have the following possibilities as to why...
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...Healthcare is experiencing significant and rapid change and dramatic change is still to come. Healthcare organizations must ensure high levels of technical and professional expertise during these challenging times. Nursing leadership that promotes creativity and innovation will succeed in change that is growth-producing, renewing, and invigorating for nurses and healthcare organizations, improving patient care and outcomes (Huber, 2014). An essential leadership competency to achieve this trend is, highly developed collaborative and team building skills. Relationship age leadership focuses on the relationship between the leader and his/hers followers, on discerning a common purpose and working together cooperatively to achieve a desired outcome...
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...Notably, ASI programming groups are groups whose goals are to create programming for students to enjoy their time at Cal State Fullerton. From Thursday Film Series to Wednesday Concerts, the programming groups create several events for fellow Titans to enjoy. Without these programs, student life on campus would be mundane and nearly non-existent. Furthermore, ASI does what they do to create a community in Cal State Fullerton. Moreover, being a part of ASI leadership is both a privilege and a job worth having. If chosen for a leadership role, I hope to take strides towards becoming a better leader, a notable advocate, a memorable friend, and an exceptional person. While this leadership role would entail learning how to be a leader in the University...
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...The type of leadership practiced at NCF is transactional. Transactional leaders focuses more on a series of transactions. This person is interested in looking out for oneself, having exchange benefits with their subordinates and they clarify a sense of duty with rewards and punishments to reach goals. At NCF the leader sends out a memo to all employees stating that dual relationships could be grounds for termination. She also encourages employees to report any non-sanctioned interaction between the social workers and clients. This leader is trying to reach her goals on a system with rewards and punishments. This makes it clear that this type of leadership is transactional. Transformational leadership is practiced at SSS. Transformational leadership is defined as an approach to cause change in individuals and social systems. This type of leadership is to form followers into leaders. The leader is getting everyone motivated to work as a whole in getting their goals reached. At SSS the leader holds a meeting to explain what they have learned about dual relationships. The leader here is encouraging the employees to give their input on this subject. These individuals have a right to speak their mind, which is helping them to become leaders rather than followers. This is how you know this type of leadership is transformational. The type of leadership I would recommend for a human service organization is transformational. The reason is because when assisting clients I...
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...Case Study: Ken Osborne stared out the window, wondering what he could do to get things back on track. When he became head of the finance department of a state government agency, Osborne inherited a group of highly trained professionals who pursued their jobs with energy and enthusiasm. Everyone seemed to genuinely love coming to work every day. The tasks were sometimes mundane, but most employees liked the structured, routine nature of the work. In addition, the lively camaraderie of the group provided an element of fun and excitement that the work itself sometimes lacked. Ken knew he'd had an easy time of things over the last couple of years - he had been able to focus his energies on maintaining relationships with other departments and agencies and completing the complex reports he had to turn in each month. The department had practically run itself. Until now. The problem was Larry Gibson, one of the department's best employees. Well-liked by everyone in the department, Gibson had been a key contributor to developing a new online accounting system, and Ken was counting on him to help with the implementation. But everything had changed after Gibson attended a professional development seminar at a prestigious university. Ken had expected him to come back even more fired up about work, but lately Larry was spending more time on his outside professional activities than he was on his job. "If only I'd paid more attention when all this began," Ken thought, as he recalled the day...
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...he hires? The traits Pat is looking for are not that bad, but are not what is needed to find people for higher-level leadership positions, being the reason that some people can consider to be good leaders persons that have certain traits, however, the same traits might be not that important for someone else. Also, the traits were defined 50 years ago, they are outdated, currently there are other stream of thoughts, like emotional qualities such as those of Zaccaro, Kemp and Bader of 2004. Also the traits doesn’t take into account the situational effects, persons with certain traits can react correctly in one situation but not be a good leader in another one. Finally, having certainty traits don’t predict how the relationship between the group and the leader will be, and this relationship is key for leadership. 2. Could it be that the retention problem raised by upper management is unrelated to Pat’s recruitment criteria? There could be other reasons not mentioned in the case, like low salaries, longer working hours compared to other Banks, etc., so it is possible it is unrelated to Pat’s recruitment criteria, however since we noticed there are opportunities of improvement on his criteria, it is very possible it is related. 3. If you were Pat, would you change your approach to recruiting? Yes, I would change my approach, I would try to see Leadership as a process and would modify the criteria based on...
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...Pepsi and Google Leadership Case Study 1. Culture is an essential element of organizing in the P-O-L-C framework. Do you think Google has a strong culture? What would it take to make changes in that culture, for better or for worse? Undoubtedly Google has one of strongest cultures in today’s corporate World. The strong work culture has paid off for Google as it is ranked consistently as the best place to work. If Google were to remain in the best position in the future, It has to change continuously and evolve accordingly to face the competitors. Google’s cultural innovations might be imitated in other companies as well. It is easy to have a good corporate life style when the company the company is doing very well on the economic front. When company’s resources become more constrained with the maturing of its industry and its business model, these kind of investments will be harder to make. When Google slows down financially it will be difficult to retain great employees. 2. Do you think Google’s unique culture will help or hurt Google in the long run? Google’s unique culture might not help Google as it is helping today. I think so because the corporate life style, more benefits to employees are very much imitable by other companies. Any company that is doing very good financially can adopt these measures. There comes a point...
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...Case Study 2 Leadership Case Problem A: Is Margo too Macro? Thomas Edison State College 1. To what extent has Margo Santelli chosen the right approach to leading the managers in her unit of the financial services firm? The interviews conducted by Laura reveal mixed results about Margo’s leadership style and perception. Three of the four managers felt that Margo was too “macro”, leaning almost, if not completely, to a laissez-faire leadership style. As Dubrin, 2010, argues “…employees managed by a laissez-faire leader experience ambiguity.” Dubrin goes further to explain that studies have concluded that these employees who face ambiguity face difficulties when prioritizing work, due to lack of direction. (p. 114) Margo’s style is so laissez-faire and macro, in fact, that one of the managers did not even recall who she was specifically. Furthermore, this particular manager is leaving the company and joining the workforce of a competitor, which leads us to believe that he is not happy working with Margo and/or her leadership style. 2. What advice can you offer Margo to be a more effective leader? Margo should approach her leadership style to each manager that she supervises, on a case by case basis. Although a general leadership style can be adopted, Margo should understand that each person faces different needs of how much guidance and support they need. Leadership can be tailored to the industry and individually towards specific people. No two people are the...
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...1. Culture is an essential element of organizing in the P-O-L-C framework. Do you think Google has a strong culture? What would it take to make changes in that culture, for better or for worse? Undoubtedly Google has one of strongest cultures in today’s corporate World. The strong work culture has paid off for Google as it is ranked consistently as the best place to work. If Google were to remain in the best position in the future, It has to change continuously and evolve accordingly to face the competitors. Google’s cultural innovations might be imitated in other companies as well. It is easy to have a good corporate life style when the company the company is doing very well on the economic front. When company’s resources become more constrained with the maturing of its industry and its business model, these kind of investments will be harder to make. When Google slows down financially it will be difficult to retain great employees. 2. Do you think Google’s unique culture will help or hurt Google in the long run? Google’s unique culture might not help Google as it is helping today. I think so because the corporate life style, more benefits to employees are very much imitable by other companies. Any company that is doing very good financially can adopt these measures. There comes a point in future where the core competencies...
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