By applying authoritative leadership in a firm, that did not need this style of leadership, Will became an ineffective leader. As a leader, Will’s role was to influence the employees under him to meet high quality standards or perfection and make new records for best production as he was able to do. This requires two things, one is the imposition of the level of quality standard set-up by the company and the other is room for the employees to innovate on best production strategies to make new records. Will failed because he was able to achieve the first requirement but stifled the fulfilment of the second requirement.Will was able to comply with his management role of enforcing organisation and control but even so, he failed because of ineffective leadership by applying a leadership style that did not match the contemporary ma
...nagement roles developed in the firm and meet the needs and objectives of the firm that affected his effectiveness as a manager. Scott Davis may have also failed in his management decision to delegate Will Taylor as the supervisor.
While it is true that Will has set the best production record of the company so far, this does not necessarily mean that Will’s leadership style meets the requirements of production.It is possible that Scott considered the traditional management roles of organisation and control in selecting Will as the manager since Will exercised these traits in his work and successfully created a best record without recognising that the style of leadership is also important in effective management. 3. 3 Solution to the Leadership Dilemma The solution to the complaints of the employees under Will is to change hi
leadership style.
This is so because it is clear that authoritative leadership cannot support the production goals of the company.The appropriate style of leadership could be combination of democratic and delegative leadership. Democratic leadership works in decision-making processes involving the group since the leader is able to influence the employees through discussions with the leader having the last say, especially in case of conflict. Will and the employees can have a insightful discussion because they are all highly trained and experienced so each can contribute to the decision- making process.
Implementation also becomes easier since the employees have reached a consensus about this and they know exactly what is expected of them in implementation.Participation also boosts the belongingness of the employees much like belonging to an in-group that develops in them a sense of recognition of their value and contribution to the firm. This then translates to job satisfaction and commitment. In the area of innovating on best practices, delegative leadership best applies since this provides the employees with the widest room for innovation.
By combining these styles, there remains a stable leadership structure but there is also a wide allowance for innovation and creativity.As such, after the meeting with the employees, Scott Davis has to assume a leadership role because he needs to inform, constructively, Will about the complaints in order to influence a change in leadership style as part of human resource management. This is difficult to do since Will is an excellent and expert employee and he obviously takes pride in his way of doing things. However, through participative leadership, Will can even end up suggesting the change in leadership style. Participative leadership enables Scott to
make Will to become part of the in-group to prevent any feelings of antagonism that could lead to resistance to change.
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