Home Depot Case - Leadership

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Donovan's description of the behavior of leaders is not very accurate. I think his ideas that leaders inspire achievement, have integrity, and build good relationships are good descriptions of an ideal leader. However, I think some of the traits that he mentions are not good descriptions of a leader, including delivering results, acting strategically, driving excellence, and excelling in customer service. I think these traits are more ideal for a manager to possess.

Home Depot is in the business of customer service, so I think the leadership style Home Depot is looking for revolves around a participative leadership style. The military is in the business of defending the nation, so the leadership style that the military is training for requires and revolves around a directive leadership style (delivering results under pressure or threat). Differences between these two leadership styles include how the manager communicates with and motivates employees, and Home Depot will encounter problems with their ex-military leaders in these aspects. Military leaders are used to making decisions independently and giving orders, but the Home Depot needs leaders who are good at listening to customers and subordinates and taking them into account with decisions. Military leaders also typically motivate a subordinate using threat of punishment, but the Home Depot needs leaders who are good at motivating subordinates using rewards. I think both communication style and motivation techniques are teachable, but Home Depot is taking on extra work by training leaders with an ex-military background.

Home Depot will realize several benefits by hiring ex-military offices. First, it is good public relations for their company. The Home Depot will look good to Americans because they the company is helping veterans, which might encourage them to shop there more frequently. Also, Home Depot will have managers that are generally hard-working, smart, and used to responsibility, which are...
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