MANAGEMENT: Case Study
Does John Terrill’s leadership style fit the definition of leadership in Exhibit 1.1? Is it part if leader’s job to manage upward? Explain
Terrill’s leadership does not fit the ideal manner management at top hierarchies. As a top leader, mocking the sales engineering division in the company, he is supposed to encourage other company departments to embrace the same practices to make it to high levels.
Terrill’s leadership is a form of leadership that appears to be very biased and based on superiority. With such kind of leadership practises, this seems to be based on the “old leadership era”. He does not seem to appreciate the divisions at his workplace despite doing so much to fit in the top management.
What approach would you have taken in this situation? What do you think the response of the senior executive will be to Terrill’s action
My approach to Terrill’s situation would be training him to appreciate the different divisions we have at the workplace. As a senior executive, I would encourage him to respect his colleagues at lower levels in the management hierarchy to ensure that they improve to their best capabilities.
If you were a top leader, how would you respond to the ultimatum? Be specific. Explain why.
As a top leader, I would respond positively to the ultimatum that concerns the Marshall case. It is through such kind of creativity that management can be embraced to its top-level. Having a look at Marshall, he believes that culture can be an influential factor to how things are done in a specific company.
What is Marshall missing with respect to his leadership abilities? How do you explain his poor leadership behaviour?
Marshall is missing some level of appreciation in his leadership behaviour. For example by tearing chairs to condemn creativity this portrays his level of mocking poor creativity and mentoring to make it improve. By doing so, people would feel encouraged and embrace high creativity levels.
If you were Marshall’s manager, how might you increase Marshall’s awareness of the negative impact he is having on his team? How would you guide him toward better team leadership, sharing his knowledge with others, and mentoring his team members?
As a manager, I would create awareness by training him the proper behaviour that is needed at workplaces. It is through such understanding that you would help him understand the how to appreciate his colleagues. Moreover, it is through training that you would help him appreciate his members at work and know to appreciate situations whether good or bad.
