Do you believe that the diagnosis and resulting profile prepared by Management Analysis Corporation was a necessary step in the process of finding potentially successful general managers? Explain.
The profile prepared by Management Analysis Corporation is indeed a necessary step in the process of finding potentially successful general managers. However, it is important to note that it is not the only step. Once MAC has gained a clear understanding of Dancey Electronics’ needs, they can then create a picture of the ideal leader for the company.
Once this is done, it becomes clear which skills are innate and which can be learned to become a leader. MAC can then propose an additional interview to the candidates. For instance, candidates may be presented with a concrete leadership problem that they must solve quickly. MAC should analyze the candidates’ reactions and select the best one – meaning the person who has the greatest ability to adapt and change in a new situation. Therefore, I am uncertain whether Joe Morris would make a good candidate for leading Dancey Electronics.
Moreover, I believe that the analysis conducted by MAC is an effective way to identify potentially successful general managers. The analysis describes the ideal qualities of an effective general manager and provides insight into each candidate’s relationship and task orientation. Additionally, it analyzes important environmental factors that may impact their leadership style, including the company’s expectations and subordinates’ expectations for general manager behavior.
However, I believe that Management Analysis Corporation should conduct a thorough analysis of the followers’ behavior. This will enable MAC to determine the most suitable leadership style for the group. What options are available to enhance Joe Morris’s potential effectiveness in his new role as general manager? Although Joe Morris possesses a high task orientation, which allows him to apply an initiating structure focused on goals and results, it is insufficient for leading a team. To be effective, Joe Morris must also be more relationship-oriented. It is evident that he lacks skills in this area.
However, for a person to be a leader, effective communication with their team is crucial in order to influence the behavior of individuals. If Joe Morris does not make changes, he may only function as a manager and not fulfill the role of a leader. As we learned in class, leaders do the right things, managers do things right.” According to the Fielder theory, Joe Morris can become more relationship-oriented by spending informal time with his subordinates during lunch or leisure activities. He can also request specific individuals to work in his group and volunteer to manage difficult or troublesome subordinates.
Joe Morris has the ability to suggest or initiate transfers of specific subordinates into his unit. Additionally, he can boost morale by securing positive outcomes such as special bonuses, time off, and attractive job opportunities for his subordinates. To further improve his leadership skills, Joe Morris should attend a training session where he can analyze and discuss his current leadership situation. By doing so, he will gain a better understanding of his performance and how to enhance it. If Joe Morris were to increase his position of power, he could become an even better leader by addressing any shortcomings in relationship orientation.
Why will it be difficult for Joe Morris to modify his style of leadership?
Joe Morris knows how to organize and define relationships within a group. He establishes well-defined patterns and channels of communication, as well as ways of getting the job done. This is a good start. However, it will be difficult for him to modify his leadership style because he is resistant to change. Additionally, he lacks an overall insight into the company. In order for him to eventually change, he needs to fit in with the group.
Joe Morris has a poor relationship orientation, making it challenging for him to understand the necessary changes required to modify his leadership style. Additionally, the argument against the path-goal theory suggests that subordinates play a significant role in determining a manager’s leadership style, making it even harder for Joe Morris to change his approach. With a low score in relationship orientation, Joe Morris may struggle to establish effective and efficient relationships with his employees.
As a result, although Morris may want to change his leadership style, employees may not be as willing to change given his low relationship orientation. This makes it hard for him to change his leadership style. However, according to the Leader-Member Exchange Approach, there is no consistent leader behavior across subordinates. Joe Morris can behave in different ways with his future followers than he used to. So he may not have to change his style of leadership and still be appreciated by his followers. Therefore, he will become a good leader.
