Graduate Org Mgmt and Ld- Northouse Cases Week 2

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John Brown Univeristy *

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7033

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Business

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Nov 24, 2024

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Kai Thng 3-18-2023 BUS-7033 Northouse Cases Week 2 In this case study, Mark is in charge of the painting department at the hospital with 20 workers under him. At first, he had worked as an independent contractor, but the hospital decided that in order to be more efficient they would create a position at the hospital for him as their painter. The first things that he did was take an analysis that revealed that the current services that he provided were inefficient and costing too much. To rectify this problem, Mark reorganized several things, designed a schedule, and finally set standards for performance. In the beginning, Mark was very task oriented, strict, and did not really care for his employees’ opinion. Later, however, his style evolved into a more relaxed, easygoing style, where he divided tasks to two crew leaders , while staying in better contact with his employees. From there, he began to go on more social events with his employees, while also sliding more into more of a coaching role. Due to the actions that he took as manager, the department saw large improvement and was able to receive a 92% customer rating. In the beginning, it can be seen that Mark’s leadership is very task oriented, which can be evidenced by the schedule, reorganization, and the standards he set for performance. Also, this could be evidenced in the way he was focused more on the tasks and did not pay much attention to what his employees had to say. As time went on, his leadership behavior definitely shifted to become more relationship oriented approach where he showed more concern for his employees. This can be seen in the way he sought to spend more time with them and get to know them,

while also being more willing to help his employees achieve their goals and be a coach. In general, I think Mark is more relationship oriented, but he was worried that he would not be able to meet results if he started out with just the people approach itself. In regards to the score that he would receive from the leadership grid, in the beginning his score would be a (9,1) for authority- compliance management, which is a style of leadership that places heavy emphasis on task and job requirements, while at the end his leadership would be a team management score would be a (9.9), where there is a stronger emphasis on participation and teamwork, where the leader stimulates participation from their employees. Case Study 2 In this case study, Ann Caldera is the program director of a successful college campus radio station. Because the station is viewed well, many students try to apply to this position and are very eager when they do enter their role. However, the problem that she faces is training the students to diligently uphold the rules and producers that must be followed when the students are on air. Students have constantly been using their time on air to make an announcements which is a violation of the Federal Communications Commission’s rules. Caldera is frustrated because she spends a lot of time and effort trying to support these student employees. Part of her strategy to try to make sure that the students understand the responsibilities of being on air is to give the students a handout informing them of them of the policies and procedures. Additionally, she strives to get to know the students well and build a relational environment. Since she appreciates the quality of her students she, lets them get away with a lot at the station. The problem at this college station is that, Ann is not starting out and working though the phases of the SLII situational approach and is just giving the students a long leash and trust at the

start of their job, without them earning her trust first. Based on the SLII, I would advise Caldera to be a lot more directive in the beginning with her behaviors with new students hired. In this phase, she should be more focused on telling the students what to do, what needs to be done, and setting consequences for those that are responsible for what happens at the station. As time passes and the leaders show competence, while earning her trust, I think that she can shift to a more supportive behavior and allow the students to take a little more initiative and give them more freedom. Some schemes that Caldera could use based on the SLII would be to only allow the students to stick to a script that she wrote and direct them to be mentored by more experienced students, while utilizing a more directive role. As the students became more experienced and trustworthy, she could go into a more coaching role where she allowed them to write their own scripts, which she could then approve before they went on air. Finally, in the last stage when students had proven to be reliable and effective, she could finally position herself in a supporting approach where, she allowed the students to simply go on air and she would be on hand afterwards to give feedback or answer their questions on how to improve.

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Graduate Org Mgmt and Ld- Northouse Cases Week 2

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