Case Study 2.1: Which boss would you rather work for?

1. Compare the experiences of the two employees (Ting and Lisa). Which boss would you rather work for? Why?

We all agreed that we would rather work for Ting’s boss. Ting’s boss is more supportive, empathetic and helped to set her up for personal and professional success. Ting’s is viewed as more than just an employee, but is appreciated as a contributing member and an asset to the company. As a whole, people will be more receptive and willing to work for bosses who are willing to take time to make sure you are acknowledged, heard and appreciated and are willing to help you with both professional and personal problems.

2. Think about the leadership theories that were covered in this chapter, and determine which leadership styles are exemplified in the two scenarios.  Which ones should have been used?

These two scenarios demonstrate individualized consideration and nonleadership/laissez-faire leadership. Ting was treated as an individual and with respect and concern for her as an individual and a contributing member of the organization. Lisa’s boss did not provide Lisa with interaction, feedback or concern for her as a person or an individual. As a result, Lisa became dissatisfied with the organization and eventually left her job. Individualized consideration is the ideal leadership theory, but in Lisa’s situation, a managerial or situational leadership style would have been more beneficial and provided the feedback and recognition she so vehemently wanted.

3. What steps could Lisa have taken to develop a higher-quality LMX relationship or “manager her boss” more effectively?  Do you think this would work in this case?
Our group discussed and agreed that Lisa should have been more open with her boss. She should have met with her boss at the start employment in order to set role standards, what to expect from her boss, and what her boss can expect from her. The initial meeting should have been followed up with pre-scheduled consistent meetings in order to receive constant feedback and any support that Lisa may need. Being open and honest with Lisa’s expectations to her boss will gain her a more effective working relationship.
 

4. What were the outcomes for each of the employees and companies in these two scenarios? Thinking about these outcomes, why is it important for organizations to have effective leaders?
Ting became an active employee and a strong advocate of the company. Ting was forward with her situation and the owner followed individualized consideration through the 4 Is as  a transformational leader to produce an everlasting productive employee. Lisa’s manager used a laissez-faire approach which was not individualized to Lisa’s learning style. This cause Lisa to become negatively influenced, which later produced turnover. Having effective leaders are a vital component to company success. Having a leader that will not individualize styles to their employees leads to a negative outlook and future for the company. It leads to higher turnover of quality employees. This directly affects company profit and long term sustainability.