Transcript u01d- Case Study Analysis

u01d- Case Study Analysis
Latrice Riley
EDD 8104: Leadership Through Personal and
Professional Development
Introduction
According to Srivastava, Bartol & Locke (2006)
empowering leadership is positively related to team
efficacy and knowledge sharing. Leadership and
management, although not the same are inescapably
interconnected and complement one another to provide
an invaluable service.
There are some principle differences and just because
one is a good manager does not mean he or she will be
a good or even great leader. It is imperative to first
understand these differences in order to successful
dissect the case studies and prepare an analysis and
recommendations.
Introduction Continued
• Characteristic differences between a
manager and a leader:
Manager
Leader
Administers
Innovates
Is a copy
Is the original
Focuses on systems
Focuses on people
Short term view
Long term perspective
Accepts status quo
Challenges status quo
Role is the position
Relishes in process
Problem Statement
Leaders inspire and are inspired by those they lead.
The case of Alex Sander (AS), the newest and youngest product manager at
Landon Product Care is centered on his attitude and behavior. He had been
very successful in the two product releases he has been in charge of. He is
an exceedingly talented individual as well as conscientious, dedicated, and
highly very efficient. AS is skilled at providing results however team
management is difficult for him to master. The ability to lead and manage his
team in completing assigned tasks is flawed. In addition his behavior
generates difficulties for those who work with and for him. He is highly
regarded by his supervisor Sam Glass (SG) who is genuinely interested him
continuing to work at Landon however at the same time he recognizes that
AS leadership skills nonexistent particularly when dealing with people. It has
destructive influence on the general work environment, specifically those
directly under his management. This case study provides sheds light on the
importance of how emotions, sensitivity or inadequacy can affect inspiration
and leadership competencies.
Problem Statement
Leaders are engaging and utilize self-reflection the manage
shortcoming and grow. His or her position does not define who they
are.
The case of “Thomas Green (TG): power, office politics, and a career
in Crisis”, illustrates the dilemma of TG, a Dynamic Display
employee. TG was recruited as an account executive, and within five
months, he was promoted to Senior Market Specialist by the
company president, Shannon McDonald (SD). Thomas supervisor
Frank Davis (FD) was very displeased with the quality of TG’s work
and performance shortly after the promotion and emailed SD
regarding his concerns. TG grew alarmed by the development and
contemplated how he would explain his position.
Problem Statement
• Managers can be terminated despite their production results. In
the case these two managers, their behaviors were undeniably
responsible for the negative feedback and impending dismissal.
• The question/problem is how can they be successful in
business and still fail?
• This PowerPoint presentation will analyze some details outlined
in both case studies in order to understand the consequences
of poor leadership.
Purpose of Presentation
Managers can be terminated despite their production results. In
the case these two managers, their behaviors were undeniably
responsible for the negative feedback and impending
dismissal. The question/problem is how can they be successful
in business and still fail? This presentation intends do the
following:
• To identify the behavior and problems that impeded the
mangers from reaching their potential of developing into
authentic long-standing and effective leaders. In addition to the
employees response to their shortcomings.
• Analyze and compare the different feedback instruments are
utilized.
• Create possible solutions to the identified problems.
Cases in Comparison
Alex Sander
Thomas Green
Product Manager
Senior Specialist
Landon Care Products
Dynamics Displays
Job is at risk
Job is at risk
Rebranded two national skin care products
Completed a contract for Journey Airlines, one of the
largest airline carries.
Feedback method: E-mails
Feedback Tool: 360
Leadership approach: Promotion was an ill fated failure questioned supervisor’s idealistic goals
Leadership approach: misguided confidence in workforce,
dissatisfied employees
Questioned himself: Where was the error? What
happened?
Questioned upon feedback results
Extremely responsible, pinpointed industry opportunities,
too conventional, too few leadership approaches
Effective manager, exceptional judgment, weak strategy
decisions
Engaged in life, has a girlfriend
Narcissistic, has work-life imbalance
Feedback: Not an innovator does not think outside of the
box and needs to create strategies for encapsulating
growth target
Feedback: Respectable short-term goals but needs to
develop far-sighted goals
Feedback: Absence of commitment, does not praise
others often enough
Feedback: Ignored office politics
Background
• Alex Sander received feedback results through the
administration of a tool called 360 which polls everyone
(supervisors, colleagues, and consumers).
• Thomas Green’s performance feedback was generated various
e-mails
• It was revealed that both Alex Sander and Thomas Green have
the potential to go from good to great and their business plans
was exceptional however their approach and treatment of their
colleagues and employees affected their potential as good
leaders
• The behavior of the managers unequivocally influenced the
feedback and employee’s attitude and perception of them.
Guiding Questions
• Is feedback or reporting tools essential to promote quality
leadership? What are appropriate forms of feedback tools are
most effecting for promoting quality leadership within an
organization? Are these tools effective?
• Is a manager’s attitude or displayed behavior related to their
inability to make the leap from good to great? What are the
proficiencies are stifled by the poor behavior?
• How can a manager determine where the fine line in over
managing and minimal supervision is? Is delegation and
leadership strategy for allowing employees to perform without
micromanaging?
Significance of Questions Analyzed
Professional Development:
• Professional development feedback forms were designed to
gain perspective on effectiveness and possible areas of
improvement. This information can prove invaluable for the
success of an individual or organization if regarded as a tool.
• Leaders welcome this unique form of insight from their peers,
colleagues, and consumers and use the information to improve
their practices or products.
• Leaders readily accept the opportunity to continually grow and
sharpen their skills.
• In order to evolve one must use self-reflection and take heed to
the suggestion of others.
Significance of Questions Analyzed
Regarding the problem: Managers generally ineffective leaders
because they lack the following characteristics necessary for
making the leap:
• Failure to acquire a leadership identity/style
• One way communication- poor listening skills, does not value
other’s viewpoints
• Resistance to change- big ego and may feel threatened by
employees.
• Unhappy employees/ low productivity- poor treatment and no
motivation to work hard
Systems-Thinking Concepts
Leadership and Management Relationship
• Consistency between the manager’s business plan, projected
results and their behavior.
Leader
Values People
Challenges
Norms
Consistent
Management
Behavior
Attitude
Accepts Norms
Task Oriented
Interrelated
Reflection on Personal Values
and Behaviors
Assessment and feedback tools are highly effective and service an important role in
personal and organizational performance. Feedback should not be viewed as a
personal attack but guide to enhancement. Professional Development training and
strategies should incorporate the following goals.
1.
Set clear achievement of goals and objectives
• Determine the timetable for reassessment or reevaluation for effectiveness
• Build leadership skills by becoming a great communicator both by listening
and allowing employees the opportunity to be heard.
• Encourage creativity and motivate
2.
Censor negative thoughts and behavior
•
Attend seminars for effective communication and leadership skills
•
Embrace challenges and learn from their resolution
•
Innovate and inspire
3.
Learn Leadership strategies
•
Supervisory Training
•
Innovate and inspire
•
Continue to evolve
Summary
Effective leadership relies on all aspects of the team working in
unison towards a common goal, realizing the leaders vision.
Nevertheless, there should be organization and respect through the
ranks Thomas Green’s promoting upset the order at Dynamic
Displays. His thirst for power and inability to perform caused angst
within the ranks. Although Alex Sander was a polished business
man his people skills were inefficient and he like Thomas were
brash and ill-equipped for the roles the assumed.
• Managers with faulty behavior and substandard leadership skills
is a recipe for low morale, production and impending failure.
Which can assuredly lead to their dismissal.
• Feedback reporting tools are indispensable and are vital to a
leader and organizations growth potential. Learning what your
consumers needs are or your staff’s concerns may be and along
with an assessment of ones professional performance is
empowering and can galvanizing leadership or an industry.
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