Table of Contents
Determination and analysis of the case.
Choosing leadership style.
The report aims to analyze the case ‘Problematic Accountant’ by Waldman & O’Reilly, (2020). The report will discuss and analyze the leadership style that is required to be used as per the case. It will analyze the case using Vroom/Jago models along with discussing the style in two fashions namely time-driven model and development-driven model.
It is evident that the accountant is facing some difficulties and may even be in need of professional help. To retain the employee to his previous performance and attitude, it is required that the employee will be consulted with phycologists to find what has happened certainly in his life resulting in such a change of personality and attitude as well as dissatisfaction from his job (Waldman & O'Reilly, 2020). After that, the leader should mentor him and guide him how to proceed with the job to retain the client, and a better working environment should be provided to him so that he doesn’t get frustrated and out of control during work.
Democratic and coaching leadership style should be considered while handling this case. These leadership styles will help to understand the leader what the employee wants to do, and how he can be guided throughout his way to get into his previous position (Xie, Xue, Li, Wang, Chen, Zheng & Li, 2018).
Vroom/Jago models is a situational leadership model. Using this model, the leadership style that is required as per the case is coaching leadership style (Behrendt, Matz & Göritz, 2017). As per the model, the situation is critical, both the employee and client are needed to be retained. Coaching leadership will help in guiding both, the employee as well as the client for better results as per the situation to retain both the client and employee. It has three components namely;
Time constraint: Short time constraint will be chosen for better results.
Decision quality: Impact will be high of coaching leadership style.
Involvement and collaboration: It will require the involvement of employee, client and leader.
The leadership that will best suit the case is coaching leadership style.
Time-Driven Model: The model will be implemented by shifting away facilitative and autocratic situation.
Development Drive Model: The model will be implemented to build the user interface and to empower users of business to deliver applications (Maurer, Hartnell & Lippstreu, 2017).
It can be concluded that the case is analyzed and the coaching leadership style is selected for retaining the employee as well as the client. Coaching leadership is selected for the case because employee is required to be guided to get out from the situation he/she is going through.
Behrendt, P., Matz, S. & Göritz, A. S. (2017). An integrative model of leadership behaviour. The Leadership Quarterly, 28(1), 229-244. https://psycnet.apa.org/doi/10.1016/j.leaqua.2016.08.002
Maurer, T. J., Hartnell, C. A. & Lippstreu, M. (2017). A model of leadership motivations, error management culture, leadership capacity, and career success. Journal of Occupational and Organizational Psychology, 90(4), 481-507. https://doi.org/10.1111/joop.12181
Waldman, D. A. & O'Reilly, C. (2020). Leadership for organizations. United States: SAGE Publications.
Xie, Y., Xue, W., Li, L., Wang, A., Chen, Y., Zheng, Q. & Li, X. (2018). Leadership style and innovation atmosphere in enterprises: An empirical study. Technological Forecasting and Social Change, 135, 257-265. https://doi.org/10.1016/j.techfore.2018.05.017
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