Leadership Organization Case Study Project
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Leadership Organization Case Study Project
Final Exam.
Question 1
Bass 1990, describes a transformational leader as one who has reasonable expectations for the followers with the hope of leading them towards performing above their boundaries. His assumptions were that people are motivated when they are aware of the task at hand, and better results are produced with a focus on the team. The leaders transform followers to think less of self-interest but the organization, gain awareness of the importance of the task and pushes them to achieve greater heights than they would normally do. He explained that a truly transformational leader must be founded on high morals that imbibe the “idealized influence, intellectual stimulation, inspirational motivation and individualized consideration” as components. The moral issues here relate to that the leader’s morality, his vision viz a viz his ethical values and the morality of the entire process – leader-follower relationship including the choices they make and the actions they engage in continuously. A leader that fits into the Bass model above is Martin Luther King Jr. Although he is renowned as a charismatic leader, he goes beyond just being charismatic. During his life, he possessed a powerful influencing oratory and was devoted to the transformation of the lives of his followers. His supporters trusted, admired and respected him for the moral standard he lived by. His moral foundation encompasses the four components described by Bass. Adolf Hitler who Bass initially accepted as transformational was restricted to being a charismatic leader and not necessarily a transformational leader after Burns showed results to negate Bass’ line of thinking. Bass further said that Charisma is necessary but not sufficient. Hitler had charisma with which he compelled attraction to stir up inspiration in others towards total devotion to him. Charisma does not always reflect a positive meaning. Laurence Rees, an Oxford-trained historian, suggested that the word “charisma” is value-neutral. While Martin Luther King Jr. led his followers to high ethical standards, Adolf Hitler exerted excessive control over his followers with a weak character that lacked the required ethics. Eventually, Hitler brought harms on his followers and created a problem for the world. He violated the trust his followers had for him while acting with a high degree of immorality. Therefore, I see Adolf Hitler as charismatic but not necessarily transformation as a leader, but Martin Luther King Jr. is an authentic transformational leader.
Question 2
Change is one thing that is inevitable in life, and most times there are difficulties when one tries to embrace it, being a leader is one thing and change another but good and well-structured leader can merge both I as a career hospital administrator for having experts in all department do not expect difficulty in this scenario. Being a leader is also being a follower or a servant that is leading by examples and not being an authoritarian and through this, the followers will be more obliged to follow your lead. Though it is not every to do it, with time things will have a turnaround. This case is also in the case of being a Dean and leading other departments which are most times not easy but gets better with time. The obstacle to leadership will arise from the characteristics of the task, characteristics of the organization – cohesive work groups, task with clearly written down goals and appraisals of results and self-managed-teams (John, 2014)
To be very reliable with this there may be an uprising of issues. However, some strategies would suit issues that are associated with events like this, and some of these strategies include self-management, autonomous work groups, etc. but before implementing and policy would have to verify the challenges these involved and the kind of threat they serve as.
If I’m faced with the situation where there are neutralizers or substitutes which would not allow my influence as a leader to reflect any change among my subordinates or make my influence very unimportant or trivial. Then I would introduce the autonomous, work groups because I’m surrounded by experts in a hospital with me just leading them through an organizational transformation. This would make them focus on helping the transformation become successful because it would now divide their concentration on not accepting the leader and for the change at hand. Sharing them into sectors to focus on their various tasks, organizing training and recruitment programs. With all the issues that may arise there are or are solutions to every challenge, and I believe with the right strategy the change will be successful
Question 3
A leader’s dark side could be referred to as a precise possibility of incurring loss or misfortune and other disadvantages from a leader’s behavior which could result in catastrophe in the organizational product. Twelve O’clock high is a movie with an example of a leader’s dark side in General Frank Savage who turned up in the movie his dark side was made known by his nom – influential communicating abilities, administration and thematic visualizations. The leader’s behavior was overstated to the limit he had been so insensitive and careless that every single member of the team was hurt.
Colonel Daveport failed in his strategies vision inclusively because of his targets which were out of alignment with that of the command. Davenport had become too close to his men to instill adequate disciple. He acted fervently and vigorously that he failed in his application at success bringing strategies, because he became excessively tearful and sympathetic, that he wasn’t mindful of the mistakes and lack of will power from his home. He became intolerant, had poor managerial influence, and failed as an administrator. He was incompetent, too rigid wasn’t willing to change, lacked self-control and lacked the impact of building a real desire of the command to establish a positive desire for the authority. Research experience had shown that the quality which assists the vision filled leader, successful, as well comprise the possibilities for failure.
The Kellerman’s kind of bad leaders’ suits Davenport in many ways. He ended as one with narcissistic tendencies as he got himself amid those full at his promise. He ended as one who could not produce an intended effect and fall short regarding ethics
Question 4
Loomis is the character I have chosen from the movie titled ‘Flight of the Phoenix” who displayed the character of a follower. It is seen from the film that when Captain Harris, Sergeant Watson, and Loomis were looking for help to a more safe and civilized area, they spotted some nomadic tribesmen. However, Captain Harris wanted all of them to ask help from the Nomadic, but Sergeant Watson negated the idea, but Captain Harris still insisted which made Loomis follow him despite the warnings of Sergeant Watson.
Kelly recommended that followers, in general, can properly fit into four different typologies. His typology proposed that member’s behavior that can be passive or active when considering an activity or critical thinking. He succeeded in developing a quadrant to clarify this theory. The alienated and active follower were categorized to be at higher part (independent/critical thinking) of the quadrant the passive and conformist member were classified below (dependent/uncritical thinking), and the pragmatic survivor was categorized to be at the core part.
From the above description above, Loomis exemplified himself and decided to follow Sergeant Watson. Using Kelly’s typology to describe Loomis I would say that he falls into the higher part of followership (independent/critical thinking).
Question 5
Some countries have lots of cultural that contrast in several dimensions while some have similar. I have chosen China and the United States of American because they differ in some cultural dimensions thus requiring different leadership approaches in leading in these communities. China has high scores individualism, power distance, masculinity, uncertainty, avoidance, indulgence and long-term orientation. The United States also records a high score in individualism, masculinity, and tolerance but low in power distance, uncertainty avoidance and long-term orientation
The character I choose is Pilot Frank Towns which is from the movie titled Flight of the Phoenix. I would analyze how he “would be assessed distinctively or be more or less useful in both countries.”
Frank Towns exemplifiers transactional leadership in this movie. A transactional leader is one who pays attention to work of his or her subordinates to bring out their faults and deviation which Pilot Frank Towns showed in most of the movie. “Transactional leaderships are useful in crisis and emergency situations as well as for projects that need to be carried out in a specific way” (A). They do not readily accept change and prefer getting things done in the old way. (Transactional leadership, 2017)
Towns rejected the idea Heinrich Dorfman proposed about rebuilding the plane because of mistrust and not believing in the ability of Heinrich to build machines that can be trusted by him or can even perform better than his old type. Here, Towns was not accepting Heinrich’s idea and preferring it being done the traditional way because he thinks his idea is a dead end that cannot be actualized and didn’t believe in Heinrich’s generation because it was younger than his own.
A leader like Towns will flourish more in China because they have a high score in a Long-term orientation where the old traditions are treated with respect, and new ideas are treated with caution. This action of everyone had not supported the idea of Towns then maybe they may never be able to get off that desert, but he was wrong when he tried it. Also, for him to become a better leader in China, he should get adopt a stronger attitude on individualism and power distance.
While, in the U.S, Towns may not do well because he wasn’t giving Heinrich’s idea a chance and was waiting for the plan to fail but was wrong. He should stop or reduce the effect of long-term orientation, power distance, and masculinity. Transactional leadership flourishes well in the U.S because of its reward and punishment system towards its followers which is more of managerial leadership.
Question 6
“Trust is the trait of believing in the harvesting and reliability of others.” When it comes to leadership, trust is of high importance. It is challenging but significant and necessary to be built. Trust is a quality that when acquired should be maintained. It is like respect; it is not forced, it is being earned. Leadership theories had brought home the beacon of viewing leadership from the perspective of a distinguishing feature of one’s personal nature and leader’s way. (An Exploratory Study of Trust Dynamics in Work-Oriented Virtual Teams, 2009)
Trust and leadership have theories that have evolved independently. Trust in leadership matters more than we perceive. The Harvard Business Review, “cultivating a high – trust culture is not a soft’ skill – it’s a hard necessity.” (How best leaders build trust, 2009)
Experiences from research had shown that between two or more individuals, confidence is brought about by how trustworthy one individual acts and how convincing the other party is on the capability and the force that binds to the course of action demanded at that individual. LMX theory should fit into various leadership theories”. Trustworthiness in leaders demands who skillful a leader is, his/her competence, behavioral influence, and reliability. Research had it shown that trust between employees and management is the “primary defining characteristic” of a productive organization.
The importance if trust in a leader cannot be overstated. Trust is significant in success enhancement when it is found in a head. Leaders, who cannot keep to their words or what they say to their employees, will eventually create a distrust which will lead a company or an organization to jeopardy. Every leader’s word is important and weighty. A dishonest leader will not be productive. Honesty is the basis of every leader’s respect, and as such leaders should be honest and followers loyal. A leader, who aims at achieving a goal target, should also respect his understrapper. A leader’s excellence in his or her role is demanding of trust. A genuine relationship between leaders and employees should be maintained. Concern about employees’ welfare should be considered as leaders care also builds confidence and improve productivity.
Trust has an extensive impact on all the things and people around you. The effect of trust in leadership will boost organizational growth, increase profit, better worker’s performances and brings about uniqueness. There is room for clear ideas that may increase success strategies and company’s productivity. From my experience, you always want to give your best to someone you trust. A trustworthy leader will have the best from his employees.