Ldr 531 Leadership Strategy to Regain Confidence

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Consumers trust that the products they buy will meet their satisfaction and perform safely. When trust is lost by an injury, it affects an organizations reputation and profits. Employees of the organization are also affected but their reaction to the situation affects the organization in different ways. The challenge the leader of these employees face can become difficult. For example, a company is facing a crisis of confidence based on a faulty product that injured several consumers. This information is publicly known and the national news will highlight the incident. The situation has become a crisis and a section leader Katrina Le’Vere, must develop a leadership strategy to address all facets of it. This crisis will challenge her leadership experience and training. As a leader Katrina has a responsibility to account, supervise, motivate, counsel, and ensure employees are productive at the workplace. There are many theories of leadership she can employ to assist with developing a strategy to address this crisis. Before the situation occurred the organization required its leaders to perform self-evaluations of their leadership characteristics to help them identify their leadership strengths and weaknesses. Katrina’s leadership style is a balance between people-oriented and task-orientation (Pfeiffer & Jones, 1974). The best leaders can balance people orientation and task to various situations. Katrina establishes goals and makes plans to help achieve those goals (Pfeiffer & Jones, 1974). She is very proactive and most productive during the mid-day. She takes action to influence her environment and perseveres until she sees a change. Katina job satisfaction is high and she likes the company. Her manners are proper and a happy person but she does not like open-minded people who constantly has new ideas on how thing should run. Katrina’s social skills are very good she has demonstrated the skills and competencies necessary to influence her personnel’s abilities to cope with the situational pressures and demands at the job (Pfeiffer & Jones, 1974). Her emotional abilities include evaluating, perceiving, expressing, and regulating her emotions and feelings. As a diverse optimist she occasionally has problems trusting some of her coworkers and personnel even though she is the type others can trust. An area she could improve is her disciplining skills but her team building and leading skills are in the top quartile. She is exceptionally strong at encouraging and gaining team trust. Organizations hire and promote personnel to the position of leadership to supervise personnel performing tasks for organizations. There are people who naturally possess the attributes required to perform as leaders but a person can receive training on how to become a leader. Leader characteristics are different from manager characteristics. Leaders are innovators who focus on the mission and people. Leaders inspire trust and ask questions like what and why. They are originators, developers, challengers, and have a long-range perspective about their responsibilities. Leaders are their own persons and they inspire to do the right things. Organizations look to their leaders for many decisions. Neutralizers like inflexibility and low position power make it impossible for leader behavior to make any difference to follower outcomes. Unfortunately, most organizations use gender as the basis for most decisions. (Hale, 1996). The injury consumers received from products sold by the company has affected the organization employees as well as the management. Employees of the company are feeling the pressure and disappointment from the consumers and the public. The pride and confidence they have in their organization is in a critical moment. They are in need of leadership to the extent that they would desire leaders to guide them toward individual, group, and or organizational goals that would remedy this situation. A follower characteristic is the need for...
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