Case Study:
Leadership & Motivation
Styles for
Mr. James Winthrope
By: Celestina Trujillo
HCM 2004 SO1
South University Online
January 14, 2013
Contents
Based on the different styles of leadership, which style would be most appropriate to address the issue with the ES employees?…………………………………………………………………….3
How should leaders and managers address workplace issues based on specific styles of leadership? …………………………………………………………………………………….....3
What intrinsic and extrinsic rewards could management provide to motivate and increase productivity in ES employees? …………………………………………………………………...4
How could perception, thinking, and behavioral characteristics influence the behavior of the ES…show more content… Information is normally lost in this process which then makes the information known the person incomplete or not accurate.
In the case of the ES employees, knowing that even after performing their jobs, they are not receiving any type of motivation whether it be a word of appreciation from director, or employee involvement plans (like choosing employees of the week). Their salary is not an expected outcome, as they will be getting it even if they are not doing their duties perfectly.
What alternative methods could Mr. Winthrope use to improve the communication between the director and the employees of the ES department?
Regardless of incentives, number one key to success is communication. If this is lacking between management and employees, critical issues could arise.
This is why I would strongly suggest an Open Door Policy. Allowing employees to speak of their thoughts, feelings, suggestions, and complaints will show them that they matter, emphasizing that the open door policy will not cause repercussions.
Support and encourage team spirit, this will hopefully make the employees feel more comfortable reaching out to their “boss”.
Team Spirit: Getting the director to feel that this is his team and to build this team is his prime job. Provide the resources needed.
Mr. Winthrope can suggest the director of ES to conduct weekly meetings, that way the director can listen to the issues employees have. This can help set the stage in building trust
