This case describes the managerial behavior and behavior effectiveness of Ben Samuel and Phil Jones, each manager apply actions on common scenarios showing the difference on each personality and leadership style. Ben Samuels is a people (relations)-oriented boss, he shows more empathy when approaching his employees. This type of leader tends to have more tact when it comes to the needs of the people they manage by simply giving them support and motivational encouragement. Phil Jones is a job- oriented leader that is more concerned with productivity and task performance. This type of leader tends to criticize poor work, focus the actions towards efficiency and emphasize on meeting deadlines. Taking the Ohio State leadership study as a reference it could be said that Ben is a “consideration” type of leader, while Phil is an “Initiating Structure” one. (Yukl, G, 2006, p.51). Each Manager’s weakness is described by the author allowing the profiling of their specific leadership behavior. CONSOLIDATED PRODUCTS
Answer to Question N# 1.
Ben is a (relations)-oriented boss who provides lots of sympathy to his employees by taking the time to listen to them, support them, and try to help them with their problems. He tried to develop their skills by using his employee’s loyalty as a motivator to make them more eager them to do a better job. He constantly kept a communicative link with them. Under his management, all of his employees were treated with tact and humanly. Phil definitely does not have traits of relation-oriented leadership. He is more concerned with productivity and task performance, rather than being supportive on how his employees feel. Phil would give underperformance employees two weeks to “get their act together” and once completed the dead line, if they have not improved, the employee would be fired. If an employee made a mistake, he would basically humiliate him in front of everyone just to set an example. Ben is not a task-oriented...
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