Chapter 7

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Case 7.1 Page 138

1) Based on the principles of path-goal theory, describe why Art and Bob appear to be less effective than Carol.

Path-Goal Leadership: Define Goals, Clarifies Path, Removes Obstacles, Provides Support.

Carol is the only one that removes the obstacles. Carol routinely has meetings, which she labels troubleshooting sessions, for the purpose of identifying problems workers are experiencing. Any time there is a glitch on the production line, Carol wants to know about it so she can help workers find a solution. This is something Bob and Art appear to be lacking.

2) How does the leadership of each of the three supervisors affect the motivation of their respective subordinates?

Art: Very hands on, gets involved. Art knows his stuff. Workers have few negative comments to make about Art, however, they are negative about many other aspects of their work. Employees aren't motivated because they don't feel like Art understands their situation.

Bob: People-oriented, very genuine and caring. Workers on his shift take a lot of heat from others for not doing a good job. His workers feel pressure because it is not always easy to figure out how to do their tasks. Workers complain to Bob and upper management about the difficulty of their jobs but nothing seems to happen. Employees aren't very motivated.

Carol: Carol routinely has meetings, which she labels troubleshooting sessions, for the purpose of identifying problems workers are experiencing. Any time there is a glitch on the production line, Carol wants to know about it so she can help workers find a solution. Carol gives reassurance and spends time with each worker. She motivates them greatly.

3) If you were consulting with Brako about leadership, what changes and recommendations would you make regarding the supervision of Art, Bob, and Carol?

Art: I would have Art work on the line for a bit so he can maybe understand how his workers feel. Would want to somehow find a way to make the job more interesting to make it seem like time is flying by while doing tedious tasks.

Bob: Find a way to fix the employees problems about the difficulty of their jobs. Reassure them that they know of the difficulty and they are working on a way to make it easier for everyone. Have Bob look into the problems and be able to fix them.

Carol: Carol is as good as they come. She is a great leader and I would not recommend a single things besides not rotating workers from her shift into other shifts.

Case 7.2 Page 140

1) According to path-goal theory, why is Daniel an effective leader?

Daniel defines goals, clarifies paths, removes obstacles, and provides support. He meets the needs of everyone.

2) How does his leadership style affect the motivation of employees at The Copy Center?

Daniel goes out of his way to help the staff make tedious jobs tolerable. He promotes a friendly work atmosphere by doing such things as letting the staff wear casual attire, letting them choose their own tapes for background music, and letting them be a bit wild on the job. Daniel spends a lot of time each day conversing informally with each employee, he also welcomes staff talking with each other. Daniel has a knack for making each worker feel significant even when the work is insignificant. He promotes camaraderie among his staff and is not afraid to become involved.

3) How do characteristics of the task and the subordinates influence Daniel's leadership?

Daniel has found that employees who work best in desktop publishing are a unique type of person, very different from those who work in duplicating. They are usually quite independent, self-assured, and self-motivated. In supervising them, Daniel gives them a lot of space, is available when they need help, but otherwise leaves them alone.

4) One of the principles of path-goal theory is to make the end goal valuable to workers....
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