However, his colleagues, such as Harold Singer from the engineering department were puzzled by the assembly room’s success. Even the President of ARC, Frank Halbert thought the assembly room was not a tough place to handle after all. In my opinion, although Langley still needed to improve his external focus and enhance controls, he was able to bond a group of “oddballs” together and turned them into productive and cost-saving workers and made the business profitable. It was his emphasis on human relations style and internal focus that lead him and the assembly room to success. In this analysis, I’ll use Quinn’s competing values model and eight managerial leadership roles as the framework to evaluate Ralph Langley’s strength and weakness, and his approach to organization effectiveness.
However, he scores low in engagement. He tends to alienate his co-workers which can build distrust between them. It is recommended that he take the Communications Skills survey so that the company can help him develop his interpersonal skills to build a more cohesive team. Tim Scott also has high job satisfaction, but tends to act first and think later. It would be beneficial to have him take the What Time of Day am I Most Productive survey to see if his poor decision making is based on his ability to focus.
A contribution the social approach gives through agency theory is the understanding and explanation to conformity and of blind obedience and how tragedies such as the Mai Lai massacre and The Holocaust can occur. Agency theory was theorised by Milgram, it states and explains how individuals will blindly follow an authoritry figure. Agency theory states that there is an agentic state and an autonomous state, in the agentic state an individual is under the control of someone else and obey their orders even if it causes them moral stress. The autonomous state is when an individual is under their own control and have power over their own decisions. During the agentic state an individual may feel moral strain, moral strain is when a person may be aware that the order they're following is immoral or goes against their moral views but they feel unable to disobey and continue the behaviour anyway.
Tanglewood: Case One Dear Mr. Perrone, after reviewing your company history, values and philosophy I feel confident that I can help you design a better functioning staffing department. Acquire vs. develop talent I believe that since two middle class everyday individuals founded Tanglewood, it is within their philosophy to develop talent within to promote ideas from their own employees and make them feel empowered. As part of my research of your company I found that it is company culture to allow all employees to give their input and suggestions, therefore in order to promote participation employees need to feel that their efforts will result in promotions. Hire yourself vs. outsource When I first began researching your company and
Carver is lacking in interpersonal effectiveness. He needs to address his ability to communicate and build interpersonal relationships. He needs to build a rapport with his employees to be successful. A successful leader “can help people contain and recover from their emotional stressors on the job” (Newman, Guy & Mastracci, 2007, p. 13). Carver was actually the stressor in many situations.
If we study our history, we can learn to recognize when treachery hangs in the balance. Without a desire to know truth, and to blindly acquiesce to the will of our overseers, we risk
True. The chapter is titled “ Leadership: IT’S NOT ALL ABOUT YOU” (Welch, p.61). 2. True. “Leaders relentlessly upgrade their team, using every encounter as an opportunity to evaluate, coach, and build self-confidence” (Welch, p. 63).
Despite Paul seeing his teen years as a mistake, he fails to realise his achievements through his hard work. Paul’s loyalty to Rosie is one of these key examples. Although his musical career seemed to fail, his love life was of his true successes. He was continually loyal even through the temptations of Megan Murray and ended up marrying and having two children with Rosie. Another example is of Paul’s honour towards Herr Keller.
The lack of information leads me to ask the questions “Who is in charge?” “How does each group function?” and “What is the culture in place?” In any successful group, there is an established hierarchy. I think that if the foundation and the NCPIE could form a positive chain of command, understand who is leading the pack, and believe in the common goal of the groups, then they will find themselves more successful. Right now, it seems that,“every man is for himself,” and that sort of mentality can be very cancerous to a group trying to push forward. Given the information provided, I understand that the purpose and direction of the Woodson Foundation and NCPIE is to assist in improving student outcomes, therefor it has surpassed stage one of group development. However, nowhere in the case study does it state that employees or volunteers from the respective groups are forming cohesive relationships with each other for the greater good of the team.
Yet there is clear evidence that agreeableness is something employers value. Several recent books argue in favor of the "power of nice" (Thaler & Koval, 2006) and "the kindness revolution" (Horrell, 2006). Other articles in the business press have argued that the sensitive, agreeable CEO-as manifested in CEOs such as GE's Jeffrey Immelt and Boeing's James McNerney-signals a shift in business culture (Brady, 2OO7l. In many circles, individuals desiring success in their careers are exhorted to be "complimentary," "kind," and "good" (for example, Schillinger,2OO7). Take the example of S0O-employee Lindblad Expeditions.