Scribd Logo
Upload

Welcome to Scribd!

  • Laura (English)

    Uploaded by

    Dwi Prasetyo
    105 views2 pages
    Laura should focus on being a leader rather than a manager given that the two managers are capable of managing the staff directly. As a leader, Laura should delegate managerial responsibilities and focus on building staff commitment to the organization's mission and vision. To build staff confidence, steps could be taken such as giving managers more autonomy, communicating regularly about changes, encouraging professional development, addressing Laura's negative conversation style, and involving staff in the hiring process. Both Laura and the managers could take assessments to learn their strengths and work together effectively. Laura should also focus on communicating the organization's mission to provide clarity and improve morale. A transformational or path-goal leadership style may be most effective in building employee morale and motivating the staff.

    Original Description:

    Studi Kasus

    Copyright

    © © All Rights Reserved

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Report this Document
    Laura should focus on being a leader rather than a manager given that the two managers are capable of managing the staff directly. As a leader, Laura should delegate managerial responsibilities and focus on building staff commitment to the organization's mission and vision. To build staff confidence, steps could be taken such as giving managers more autonomy, communicating regularly about changes, encouraging professional development, addressing Laura's negative conversation style, and involving staff in the hiring process. Both Laura and the managers could take assessments to learn their strengths and work together effectively. Laura should also focus on communicating the organization's mission to provide clarity and improve morale. A transformational or path-goal leadership style may be most effective in building employee morale and motivating the staff.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as docx, pdf, or txt
    105 views2 pages

    Laura (English)

    Uploaded by

    Dwi Prasetyo
    Laura should focus on being a leader rather than a manager given that the two managers are capable of managing the staff directly. As a leader, Laura should delegate managerial responsibilities and focus on building staff commitment to the organization's mission and vision. To build staff confidence, steps could be taken such as giving managers more autonomy, communicating regularly about changes, encouraging professional development, addressing Laura's negative conversation style, and involving staff in the hiring process. Both Laura and the managers could take assessments to learn their strengths and work together effectively. Laura should also focus on communicating the organization's mission to provide clarity and improve morale. A transformational or path-goal leadership style may be most effective in building employee morale and motivating the staff.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as docx, pdf, or txt
    of 2

    1.

    How can Laura most effectively use both management and leadership skills in her
    role as associate director? What combination of the two do you think would work
    best in this setting?
    Click here to see our suggestions
    A director could be both a leader and manager. However, given that the two mangers are
    very capable and directly manage all the department staff, Laura should focus on being a
    leader. She should delegate managerial responsibilities to the two managers. This
    strategy will build the managers’ confidence, allowing them to problem-solve for their
    staff. It will also free Laura to focus on building a greater sense of staff commitment to
    mission and vision.

    2. What steps could be taken to build staff confidence?


    Click here to see our suggestions.
    Staff seems uncertain about the future due to high turnover and Laura’s negative
    conversation style. Building staff confidence could involve:
    o Giving managers more autonomy and the needed information to manage their
    staff
    o Communicating regularly with staff about changes
    o Encouraging staff to pursue professional development and learning opportunities
    and providing time for them to do so
    o Engaging in team building exercises and interactions
    o Incentivizing excellent performance
    o Addressing Laura’s conversation style directly, explaining to her how it impacts
    staff perceptions
    o Involving staff in the hiring process where possible as team vacancies are filled
    o Talking to staff directly and without retribution about the issues they think
    contribute to high-turnover

    3. What advice would you give Laura on improving her leadership skills and to the
    managers on improving their management skills?
    Click here to see our suggestions.
    It might help for both Laura and the managers to take a personality or
    leadership/management assessment. This way the mangers can ascertain their individual
    skills, learn how they can best support employees, and figure out how they can work
    together to use each other's strengths to run the department. Using a Style approach,
    Manager 1 appears to utilize a task oriented approach and Manager 2 demonstrates a
    relationship oriented style. These two orientations could be structured to support one
    another.
    Laura can focus on building leadership skills by building on her current strengths. In
    addition, Laura may want to revisit the roles and responsibilities of each position and
    how her division's work aligns with the overall organizational mission. Aligning with the
    overall mission and communicating it to staff may help improve morale and provide
    clarity on the department's role and direction.

    4. Which leadership style do you think a leader would need to be effective in this
    situation?
    Click here to see our suggestions.
    Several leadership approaches may be suited for the position described in the scenario:
    • Skills: Centers on the ability to solve complex problems. The non-profit is having
    several difficulties at the organizational level, including high-turnover.
    • Path Goal: Motivates employees by defining goals, clarifying paths, removing
    obstacles, and providing support. This type of leadership may work well in building
    employee morale.
    • Transformational: Treats employees as complete human beings, considers emotions
    and perspectives. Builds motivation by providing a clear vision, acting as a social
    architect, building trust, and positive self-regard.

    You might also like