National Products and Metro Bank Case Study Project 1

National Products and Metro Bank Case Study Project

Instructions:

National Products and Metro Bank Case Study Project

Introduction

Making decisions within an organizational context require a strong assessment of the possible effect the decision is likely to have. Different leaders employ different leadership strategies which they presume to be essential in meeting their organizational success.

Thus, it is imperative to understand key needs and traits that are likely to have an influence on organizational development. The behaviour that a leader exhibit has a direct influence on the level of commitment among their followers.

Dominant motives

As assessed in this case, each candidate maintains a positive basis within which it is possible to build change while shaping the underlying relationship that develops with their colleagues. Charley’s dominant needs and motives involve being liked and supported by co-workers. Everyone wants to work in a friendly environment where they are loved and appreciated (Umpstead et al., 2015).

A strong relationship within a given context involves building change while seeking to maintain a solid basis for improved performance. Charley believes that building positive relationships within the workplace is integral to his success and improving organizational performance. Leaders are expected to be shining light in their organizations as well as their employees. Leaders are expected to foster a relationship where employees strive to replicate the attributes and values maintained by their respective leaders.

Bill is a loner and maintains a different basis which offers a more enhanced basis where it is easier to improve efficiency and change. His key motives and needs include that he likes to work alone rather than focus on building relationships. He wants to save the most complex work for himself, which is a unique trait he does not enjoy.

He is ambitious and loves challenges (Weber, 2013). Further, he dislikes authority in politics. It is imperative to effectively create an enhanced environment where it is possible to ensure that he remains highly motivated and builds a robust working environment.

Ray Johnson’s dominant motive is narcissism. His motivation has created a strong basis where he maintains a strong foundation for improved change and performance, which has influenced his commitment to acquiring power that offers a vital context for change and enhanced level performance.

He loves luxurious life, and he maintains a focus on solid self-esteem and a low level of integrity, which are characteristics of narcist leaders.

The influence of these traits on the success of each candidate

The candidates that have been identified in this case maintain a vital context where it is possible to help shape organizational development and their ability to improve efficiency and level of commitment. Personal values define individual needs and wellbeing, which offers a more strategic and specific understanding of common concepts while also representing a solid operational context.

Personal values and principles are embedded in emotional awareness, providing a pervasive commitment to individual character. Charley’s traits have positively influenced his promise to meet organizational success while maintaining an improved basis for change and development.

Despite being a loner, Bill’s commitment to success and putting in place measures that promote his success level maintain a broader basis for change and improved level commitment.

Personal awareness and the need to maintain a solid, productive focus on the environment have been vital in helping improve change and allow focus on values that can help advance personal morality and wellbeing. Achieving a higher level of personal development is influenced by the interaction and changes that occur and build emotional wellbeing and self-efficacy (Klus & Müller, 2021).

It is fundamental to maintain a broader context that can be adopted in redefining change while also helping build a strong structure that improves efficiency and transformation.

Ray maintains an authoritarian personality that will negatively influence his followers since the work environment requires a high level of diversity and flexibility to help keep a more enhanced basis for improved performance and success. It is essential to achieve a high level of success and maintain a positive foundation for change and performance level.

Should Thomas recommend any of these candidates?

I believe that Charley embodies what they are looking for and is likely to create a highly dynamic workforce that works together to achieve the intended level of success. It is crucial to maintain a strong basis where it would be easier to attain quality outcomes. It is integral to create a unique context where diverse processes improve efficiency, help outline change, and improve performance.

Metro Bank Case

What leadership behaviors did Brown use to change the branch office and motivate employees?

Employees want to work in an environment where they are appreciated rather than under constant pressure. Brown came in when the branch was experiencing low productivity and morale, which are essential components in boosting organizational performance. Brown cultivated a friendly environment where all employees felt a necessary and critical part of the organization.

This was essential in boosting their morale and performance (Brinkmann et al., 2021). Brown created development opportunities for all, which was fundamental in meeting the needs of employees who had remained stagnant with no progress. Further, a unique organization vision.

Brown’s Vision of the Bank

Brown was very strategic and specific regarding the processes and vision she sought to develop within her mandate. She focused on ensuring that vision revolved around the needs of her employees with the objectives of the executive development program to ensure that there is an improved service delivery platform (Aguilar, 2017).

This was essential in creating a robust operational basis where it was possible to improve change and maintain a high level of specificity regarding employee performance and needs. The vision involved focus on needs and quality service delivery which is integral to change and organizational success.

Brown leadership style

I believe that Brown meets the criteria for both transformational and charismatic leaders. The basis for performance, in this case, involves maintaining a high level of success while building change that seeks to improve the needs of her followers.

She maintains close interaction with her employees while striving to strengthen their commitment to organizational requirements. It is vital to shaping organizational change while maintaining a proper level of success that offers an improved performance level. She empowers her followers and ensures that they have the essential nature of expertise.

Conclusion

Therefore, it is essential to effectively understand the underlying business decisions which promote change and level of organization operation. Maintaining a focus on the traits and behaviour of a leader illustrate the commitment for improved performance and focus on organizational success.

It is imperative to help create a solid basis for enhanced adaptation and performance. Forming relationships ensure that there is a high-level commitment within an organization.

References

Aguilar, A. (2017). Showing empathy, building leaders. Modern Healthcare.

Brinkmann, J. L., Cash, C., & Price, T. (2021). Crisis leadership and coaching: a tool for building school leaders’ self-efficacy through self-awareness and reflection. International Journal of Mentoring and Coaching in Education. https://doi.org/10.1108/IJMCE-01-2021-0009

Klus, M. F., & Müller, J. (2021). The digital leader: what one needs to master today’s organisational challenges. Journal of Business Economics. https://doi.org/10.1007/s11573-021-01040-1

Umpstead, R., Hoffman, H., & Pehrsson, D.-E. (2015). Building Leadership from Within the Ranks: Leadership Fellow Initiative. Advancing Women in Leadership.

Weber, D. K. (2013). You Can Do It! A Practical Approach to Building a Strong Perinatal Leadership Team. JOGNN – Journal of Obstetric, Gynecologic, and Neonatal Nursing. https://doi.org/10.1111/1552-6909.12140

National Products and Metro Bank Case Study Project

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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