The's Pet Land Case Study

For centuries leaders have been analyzed in order to determine what the traits and characteristics of a successful leader are. Leadership, as defined by Koontz and Weihrich (2008) is “the art or a process of influencing people so that they will strive willingly and enthusiastically toward the achievement of group goals” (p. 311). Leadership plays an important role in employee’s participation, creativity, recruitment to an organization, their commitment to the organization, and productivity levels. Over the years, there have been a number of theories surrounding leadership such as the “Great Man” theory, which, according to Riaz and Haider (2010), “assumes that leaders are born and have innate qualities, therefore, leaders

Adam and Phillip had a good leader-member exchange (LMX) relationship. It appeared that Phillip had established an in-group exchange relationship with his employees, which resulted in them having similar characteristics, one of which was a dedication to customer satisfaction. The benefits of having a good LMX relationship for the follower include more interesting assignments, greater authority, and tangible rewards such as pay increases. For the leader, benefits include increased effort and initiative of followers to carry out assignments and tasks successfully (Daft, 2015, pg. 54).

Leaders are the central figures in a team, and they are attributed to the largest share of blame or praise depending on the performance. New leaders in an organization are faced with many challenges on how to start making an impact and successfully lead the subordinates on the set mission. According to Kangas (2013), the key element for a new leader is to establish interpersonal links and relationships that are necessary for learning about the organization. The success of the leader and the organization as a team depends on the quality of interpersonal relationships that develop to help the leader in implementing their mission. Additionally, the influence of leaders over their followers is largely founded on the interpersonal relationship as members of a team (Kangas, 2013). Another major source of challenge for leaders in organizations is the implementation of changes that affect the existing relationships and roles in major operations. BBBSA demonstrates the challenges that can arise for new leaders in organizations in implementing changes and the effectiveness of the Leader-Member Exchange (LMX) theory in addressing leadership issues.

Throughout this case study, Gary, an employee at Brewster-Seaview Landscaping, goes into depth in explaining this business’ work dynamic. In the process of analyzing Gary’s description, we are able to extract various leadership styles which are exhibited by management. As we will see, Joe and the new supervisors’ leadership styles differ and definitely impact work outcomes.

Business leaders can get caught up in the overwhelming pressures of preparing their companies to grow and meet the challenges in a global economy. These leaders understand the need for organizational changes and adaptations but fall short of achieving their goals when their leadership styles do not inspire or motivate their followers. It is critical that leaders understand their particular style of leadership and the impact it has on employees, peers, and company success. The need for effective leadership is just as critical in the public sector as it is in business.

Leaders have a profound effect on employee performance because they shape workers’ perceptions of the working environment. Consequently, some leadership styles are more effective with meeting particular objectives. Although personal attributes dictate a leader’s natural leadership style, effective leaders recognize the benefits and limitations of each style, understand the impact a style will have on the organization’s environment, and are capable of developing and incorporating a variety of styles to ensure the desired outcome is achieved.

Leaders are required to engage, support and collaborate with followers who share a vision and a passion to implement needed change in the HCS (Abdel Malak, 2016; Grossman & Valiga, 2013). Both leaders and followers invest a lot of time, energy, and commitment into forming relationships and building trust that is needed for effective teamwork (Abdel Malak, 2016; Grossman & Valiga, 2013). A leader must be able to identify and recognize the dynamics between them and the followers, what the followers expect and want from their leader, and how to engage them to achieve change without demonstrating power and authority (Abdel Malak, 2016).

The contents and assignment in this course has helped me understand the various theories of leadership and how different leadership styles can have a negative or positive effect on followers and organizations. The leadership theories helped me understand the concept of leadership better because it educates me on the different leadership options that are available. Leadership and followership is not based on specific characteristics. Leaders must draw from things and approaches to find the right style. A follower’s attitude determines the way a leader leads. According to Johnson (2011) “Being a good follower means ensuring your boss is supported, but only if he is making optimum decisions”.

The level of loyalty inspired by companies like Patagonia is only achieved by positive leadership and the need to include employees of the true vision of a company. In today’s society leaders must not only have the capacity to lead complex organizations with global scope and scale, they must demonstrate visionary thinking and an ability to execute, uphold the highest ethical standards, and develop others at all levels (Leadership & CSR,2008).

Leader-member exchange (LMX) theory, and distributive leadership theory are new leadership theories. LMX focuses on the relationship of the leader and the follower and how this impacts individual and organizational performance (Duncan & Herrera, 2014). Distributive leadership theory promoted sharing leadership across teams and locations by driving cross-functional alignment to common organizational strategy and goals (Jones, Lefoe, Harvey, & Ryland, 2012). This paper compares and contrasts distributive leadership and leader-member exchange methods, reviews both in relation to large multinational corporations as well as small businesses, and implications for diverse organizations to consider when adopting LMX and distributed leadership.

Leader-Member Exchange or LMX theory is unlike other forms of management theory’s like skills approach and situational approach as example of two which are emphasis is based on the leader point of perception (Northouse, 2016). LMX theory is focused on interactions between leader and follower, this dyadic or sociologically significant relationship between two individuals exists in a dynamic exchange based on communication. This communication is exchanged in many forms and is not limited to verbal, written, and body language. Communication exchange between a leader and subordinate resulting in a flow of information, performance, job climate, innovation, organizational citizenship behavior, empowerment and so on, forming many aspects of an organization (Northhouse, 2016). LMX theory is a contemporary make-up of

Although Leader-member exchange (LMX) has its limitations, when applied to the role of the Student Centre Manager it is extremely useful. LMX is a relationship based theory of leadership based on the interactions between a supervisor and an employee. It recognizes the ability of high quality relationships to create job satisfaction, commitment and innovation. In the case of the Student Centre Manager, the role requires that staff are

The Leader- Member Exchange (formerly known as Vertical Dyad Linkage Theory) began to form in the 1970’s, it has submit to many changes over 46 years and still continues to develop. “What began as an alternative to average leadership style (Vertical Dyad Linkage) has progressed to a prescription for generating more effective leadership through the development and maintenance of mature leadership relationships” (Graen 220). This theory analyzes the relationship between its leaders and the followers (Hyacinth 2). Management leaders separate their followers by the perception of their followers. Leaders have the important role of examining their competence, skills and trustworthiness and their motivation to continue to achieve set goals (Hyacinth 2). The Leader-Member Exchange Theory has three separate phases in building the relationship between leaders and team members, these phases are designed to build trust and respect between the leaders and their team members within the work place. The Leader- Member Exchange Theory support the formation of in groups and out groups in the office, this divides employees based on work ethic and performance. There are many benefits of the Leader- Member Exchange theory. Some of these benefits include: higher performance ratings in employees, there are significantly less turnovers, and overall a higher job satisfaction in employees. However this is usually only typical in the in group members in the office. (LMX Theory)

There are a number of fundamental elements that construct a smooth flowing, harmonious, and successful organization. The problems and questions this research will explore are based on leadership, decision-making, and structure as well as its effects on organizational well-being in terms of effectiveness, efficiency, and equity. This research paper will examine and explore a number of leadership styles, including autocratic, bureaucratic, democratic, charismatic, situational, transactional, and transformational in regards to organizational success. A leader’s approach has the ability to influence the productivity and efficiency, ultimately affecting the organization as a whole: therefore, it is important for the leader to be able to make decisions, communicate, and quickly diminish problems. It is also beneficial for leaders to display ambitions, motivation, build relationships, and evolve. Additionally, partners (or employees) are also an essential component of organizational goals and mission. Selecting the right individuals for a job or team is another crucial element to organizational success: so long as measures and incentives are aligned accordingly. Partners of an organization need to feel involved and driven so that they are inspired to communicate their opinion. Alternatively, partners who are committed are highly productive, ultimately leading to goals being met and profitability. In addition to suitable partners (employees), it is also essential to

The business world is full of all sizes of businesses that compete with each other, from the industry giants, all the way to the small mom and pop shops. All types of companies need to have leaders to help lead their company on the cutting edge to remain competitive. Throughout history leadership styles have changed to help keep companies strong in competitive markets. In the textbook titled Leadership, author Richard L. Daft discussed what leadership is, “Leadership involves influence; it occurs among people; those people intentionally desire significant change; and the changes reflect purposes shared by leaders and followers” (Daft 2015, p. 5). What Daft is saying is that people who can lead other people to success in a changing environment is leadership. Each company would most likely have total different leadership styles depending on what that company does and the size of the organization. In this research paper, I look deeper into the leadership styles of a small business that I currently work for, The Barrier Reef aquarium store located in Boca Raton Florida. The Barrier Reef has been in business for over 40 years and have upgraded along the way to a larger storefront. Although a lot has changed regarding the leadership style of the store over the years, The Barrier reef small business has a strong leader base that has