To all employees, our company is going to be going though a major expanding and restructuring process. This restructuring is going to bring about changes with positions held within the company. One of the major changes will be Christine Alward will be taking a position as Department Manager of the Customer Service Department. Christine Alward has a lot of strengths to bring to the table that will help our company grow. Christine also has a great leadership style that will be a great asset to the Customer Service Department. Leadership Style
Christine’s leadership style is focused on customer service along with employee satisfaction. Christine is very relationship oriented and believes in participative leadership which involves group supervision (Robbins & Judge, 2007, p. 54 ). Participative leadership involves having participation from the group in decision making which will help improve communication and promote cooperation from the entire group (Robbins & Judge, 2007, p. 54).Christine will help improve our customer base along with helping to improve employee moral. One of the first objectives will be to sit down with each employee to find out what their goals are along with letting them know what the company objectives are for all employees.
The department will run as a team working together to come up with new ideas on how to improve customer service and customer satisfaction for the company. Christine trusts that employees will make up for her defaults. Christine is not very task orientated so it will be up to the team to keep everyone on task in order to meet our objectives. Christine will give you the flexibility that is needed in order to get the tasks at hand done. Christine will be there for all of the employees if they have any concerns they need to address. The intentions are to keep moral high by giving each other praise and having fun while we work. In order for all the employees to understand Christine’s leadership approach and how it will affect the company we will need to go over different leadership theories. Leadership Theories
There are six contingency theories of leadership, path goal theory, situational leadership theory, leader substitute’s theory, multiple-linkage model and LPC (least preferred coworker) (Yuki, 2006, p. 215). There are similarities and minor differences between each contingency theory. LPC Contingency Model
LPC Contingency Model id s model of how a situation moderates the relationship between how effective leaders are and how traits are measured through a least preferred coworker score (Yuki, 2006, p. 215). The LPC Contingency Model works well for the leader when relations with employees are good; when the situation is good the leader has more of a position of power and the task is highly structured. (Yuki, 2006, p. 216). When leaders and employees have a good relationship, employees are more likely to comply with leader requests and directions instead of just ignoring or subverting them (Yuki, 2006, p. 216). When the leader has a higher position of power it is easier to influence employees, also when the task is structured it is easier for the leader to monitor the employee’s performance (Yuki, 2006, p. 216). It is harder for the leader when they have poor relationships with their employees and when the tasks are unstructured and the position of power is low (Yuki, 2006, p. 216).
Path-Goal Theory was developed in order to explain how the behavior of a leader can influence the satisfaction and performance of employees (Yuki, 2006, p. 218). The difference between path-goal theory and the LPC model is that path-goal theory increased the personal payoffs for employees by making the path easier by clarifying tasks, reducing roadblocks, and increasing the opportunities for personal satisfaction (Yuki, 2006, p. 218). Leaders that use the path-goal theory approach use a motivation theory called expectancy theory. This...