A’s style of leadership is most closely related to that of a level 5 leader. Level 5 leaders blend the paradoxical combination of deep personal humility with intense personal will (Collins, 2001).
In the situation given for this scenario it seems apparent that executive A has many of the traits that would be used to describe a level 5 leader. Executive A is described as driven, highly ambitious and solely focused on the success of the company; these are all traits of a level 5 leader.
These types of leaders are routinely described as showing great humility; this trait is evident in executive A’s reluctance to take recognition for the company’s achievements while routinely crediting other management in the organization. Playing into the idea of humility, this also seems apparent in the way that executive A is quick to accept accountability for errors. The fact that executive A was able to take this companies and its stock from mediocrity to greatness and actually keep it there is one of the most recognizable trademarks of a level 5 leader. 2.
Leader B appears to be more closely aligned with the traits of a transactional leader. Transactional leaders guide or motivate their followers in the direction of established goals by clarifying role and task requirements (Robbins & Judge, 2007).
These traits are apparent in the description of leader B clearly explaining established goals to direct employees to the desired outcome. Another characteristic of a transactional leader, and is also described in the actions of leader B, is to watch for an opportunity to take corrective action and ultimately placing fault with the employee and issuing a reprimand.
The Essay on Executive Shirt Company
Mr. Collier, per your request, I have analyzed Executive Shirt Company’s current production process in addition to evaluating both Mike and Ike’s recommended processes for custom shirt production. Elements considered during this analysis included: Process types, cycle time for the processes, process efficiencies, and costs. Each element is key to identifying the best course of action for Executive ...
The contingent reward system that is being utilized by leader B whereas he is identifying and rewarding good performance in subordinates is also a quality of a transactional leader. 3. And finally leader C, as described in the scenario, is exhibiting the traits of a transformational leader. Transformational leaders inspire followers to transcend their own self-interests for the good of the organization and are capable of having a profound and extraordinary effect on their followers (Robbins & Judge, 2007).
Leader C is using inspirational motivation when he continually sets extraordinary expectations for employees but does so by instituting a coherent method to problem-solving, thus enabling subordinates to feel as if they have tools and ability to “reach for the stars. ” When leader C communicates to subordinates, through a dynamic vision for the organization, that he believes all employees are able to realize great success when they are inspired and passionate about it; he is, in effect, exhibiting the idealized influence characteristic of a transformational leader.
By remembering employee’s birthdays and preferring that they view their leader as a mentor rather than a manager, leader C is exhibiting individualized consideration. Leader B’s effect on employees and corporation performance I believe that if leader B were chosen as the successor to executive A and appointed as CEO the corporation would slowly lose its tradition of excellence. While leader B would be diligent in guiding the employees to attain established goals, he would be lacking in the ability to motivate beyond the minimum effort required to attain said goals.
This corporation is described as priding itself of the use of creative methods to fulfill the customers’ wants and desires. It seems to me that leader B’s management style is not one borne out of creativity and thus would not tend to foster a creative atmosphere. I feel that leader B would be so focused on meeting existing goals and monitoring for deviations from the rules that it would stifle any sense of creativity or thinking “outside the box. ” Employees most likely would not feel that they had an outlet for bringing new ideas or thoughts for improvement into the workplace.
The Essay on Employee Turnover and Its Effect on Performance of a Hospitality Industry
Hospitality industry is an industry that provide the servives of food, drink and lodging facilities. The hospitality industry comprise of commercial and welfare sector. The commercial sector includes the hotel, restaurant, inn, guest house, vending services etc and the welfare sector are the hospitals, aged and welfare homes, etc. in the cause of this research, we will be looking in the commercial ...
While leader B rewards employees for their achievements, he does not encourage them as individuals or make them feel empowered to reach above and beyond the minimum expectations. I feel that this would slowly erode the success that was realized in the form of stock prices, profits and the desire to work as a team while the corporation was under the direction of executive A. Leader C’s effect on employees and corporation performance Considering the choices of either leader B or C in regards to being appointed CEO, I believe that leader C would be the better choice.
Transformational leadership builds on top of transactional leadership and produces levels of follower effort and performance that go beyond what would occur with a transactional approach alone (Robbins & Judge, 2007).
The additional ways in which the transformational leader builds upon the transactional leaders approach is through idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. These extra building blocks are just exactly the piece of the puzzle that I feel would be missing from the corporation if leader B were to become CEO.
A truly effective leader should be able to create the framework for a successful company through a clear and strong vision for the future. Through this vision all employees should feel empowered to fulfill the company mission with a sense of pride and a feeling of trust. Leader C is described as encouraging followers to see beyond their own desires for the benefit of the organization and also believing that people achieve great outcomes when they are enthused and passionate about a idea; this way of thinking is directly in line with those characteristics of a leader that I feel would be lacking with leader B.
The Term Paper on Tichy 1997 Leaders People Employees
The Function of Leaders: Techniques and Tactics At the top of the corporate hierarchy of today, decisions are constantly being made. In turn, these decisions affect all employees further down the pecking order. To be successful, these high-ranking members must know how to accomplish tasks by leading the people with lower accountability. These elite individuals share the distinct quality known as ...
I also think the fact that leader C continually sets high expectations meanwhile infusing a feeling of pride in the business will keep all employed individuals striving to perform their best not only for themselves but for the organization as well. When a more personal approach is taken with subordinates it instills a sense of approachability and humility to management that is really refreshing. Leader C exhibits this level of approachability by remembering the birthdays of his employees and maintaining the preference that he be viewed as a teacher or a mentor rather than just an authority figure.
