Leadership Theory and Practice Case Study

Leadership Theory and Practice Case Study

Issues Faced as the Leader in the Case Study

One of the issues I am facing as a leader is having a hard time deciding whether to meet the company’s interests or the interests of the company. Currently, the company needs to raise funds for the renovations hence the need to set a high admission fee to increase the chances of raising the required funds within the shortest time possible. There is, however, a need to consider the ability of community members to pay this admission fee because the organization relies on them to raise the required funds. The second issue is the conflict between board members because some board members are in support of the proposed $75 admission fee while others are arguing that the plan for the new green buildings was fancy and that renovation was becoming a special interest project and a pet project of a few ambitious visionaries. Failure to address such an issue could result in a lack of collaboration, which could then make the renovations take longer.

Leadership Approach That Will Be Most Useful in Addressing the Issues

The main leadership approach that will be most useful in addressing the issues is the situational approach. This approach includes assessing employees through the evaluation of their commitment to accomplish specific tasks. This implies that leaders have to change the level of directness and supportiveness of their employees based on a given situation of subordinates and their motivation level. It demands that leaders vary their leadership style and behaviour based on the commitment of their subordinates. The situational leadership approach is also a blend of relation behaviour, work commitment, and task behaviour. It promotes openness between members and leaders in addition to ensuring competence and interdependence in the decisions of employees. I would apply this approach by first identifying the characteristics of my followers so that I understand why they may be in support of or in disagreement with the proposed admission fee of $75.I would then call a meeting to negotiate with all the followers on a favourable admission fee that will not strain the small donors and will also provide enough money to complete the renovations. I would also use critical thinking skills to make the best decision and ensure that the interests of the small donors and those of the company are met.

Leadership Theory/Model That Will Be Most Effective in Achieving a Favorable Outcome

The integrated leadership model will be most effective in achieving a favourable outcome in this situation because it incorporates applying leadership skills at the personal, private, and public levels. Public leadership includes the behaviours included in influencing two or more people, while private leadership includes the behaviours involved in influencing on a personal basis (Scott & Freeman, 2021). This model would also be effective because it incorporates collective unity or team spirit, which is required in the current situation to ensure that the renovations are completed without straining the small donors. The model also includes action, progress, and results, which are vital in this situation. Both the small donors and board members need to take appropriate action toward getting the funds needed to complete the renovations. The model additionally promotes individual selection and motivation and a shared vision and purpose. These two are essential in the current situation because the small donors may be motivated to increase their minimum admission fee from $20 to a higher amount, which would help raise enough funds for the project. Individual selection could be used to find small donors who may be willing to contribute an admission fee of more than $20 to facilitate the completion of the project. Another important dimension of the model is a shared purpose and vision, which is vital in handling the current situation. Having a shared vision may help in convincing the small donors to increase their admission fee from $20.

Dimensions of Culture That Warrant the Strongest Consideration in the Case

Power distance is the dimension of culture that warrants the strongest consideration in the case. This dimension refers to the extent to which less powerful members of organizations and institutions within a country accept and expect that power is not distributed equally. According to Mootz (2013) and Dellner (2014), power distance influences the levels of centralization, participative decision-making, and formal hierarchy within organizations. Individuals with power and high power distance cultures are seen as inaccessible, superior, and paternalistic and are expected to lead using the autocratic leadership style (Hofstede, 2011). Power distance is evident in how the small donors feel that the board members are being fancy and should lower the admission fee from $75 to $20.Board members also have more authority in making decisions which is why they have already set the admission fee at $75 without consulting the small donors who have suggested a lower amount.

How the Principles for Leadership and Contextualization Presented in Dr. Leslie’s Pollard’s Publication Can Be Applied to This Situation to Help Ensure a Favorable Outcome

One of the principles that can be applied to this situation to create a favorable outcome is the principle of universality. This principle focuses on ensuring that everyone remains united despite their differences (Pollard, 2017). It can be applied in bringing the board members and small donors together to reason together without putting each of their interests first. The second principle is the principle of disparity, which posits that the world has a unique way of thinking about leadership, which is why leaders ought to lead in a way that exceeds the expectations of the world (Pollard, 2017). This principle can be applied in making a unique decision that meets the needs of the board members and the small donors, such as introducing a group of large donors with the capacity to pay more than the required $75 admission fee. The third principle is the principle of utility, which focuses on developing a positive desire for something that is worth longing for and reasonable (Pollard, 2017). It can be applied by sharing the organization’s vision with the small donors to convince them that the proposed idea is not fancy but is aimed at improving the organization and securing a better future for it and the community around it.

Challenges Experienced With Contextualizing My Leadership for This Situation

The main challenge I experienced in contextualizing my leadership for this situation was handling my different perspectives on leadership. One of my perspectives is that the role of leaders is to create the direction that needs to be followed. I also believe that leaders should provide a vision that followers should pursue, inspire, and motivate followers to achieve it. In the current scenario, it is hard to determine whether the leader should be strict on ensuring that the vision of completing renovations is met by sticking to the $75 admission fee or lowering the admission fee to motivate and inspire small donors to contribute to the project. My integrity and influence are aligned with the principles presented by Dr. Pollard because I can efficiently influence the board members and small donors to come together and settle on a favorable solution on the issue of admission fee charges. I can also use my integrity to come up with a reasonable solution to the issues in the organization without compromising the company’s interests. There are, however, some areas that require growth to optimize my cultural competency as a servant leader. One of the areas is regulating my emotions. I need to develop empathy to ensure that I appropriately understand and recognize the emotions and feelings experienced by my followers. The other area is conceptualization, which is important in imagining the possibilities in every situation and reconciling them with current realities. The third area is critical thinking. I currently have poor critical thinking skills hence preventing me from making the right decision and exploring all possible options without getting to a conclusion.

Strategies That Will Best Complement My Continued Growth and Development as a Culturally-Competent and Culturally Relevant Servant Leader

The modern leadership environment requires leaders to be culturally competent due to the increase in multicultural work and organizational environments (Wilson, 2015). One of the strategies that I will be applicable in complementing my continued growth and development as a culturally relevant and competent servant leader is interacting with people from different cultures to get a perspective of different cultural dimensions. The second strategy is engaging in culturally relevant professional development. I can achieve this by taking an online short course on cultural competence and leadership in a multicultural organization. I can also attend conferences discussing servant leadership in multicultural environments. The third strategy is reading different books and articles on the development of cultural competence and reviewing case studies on situations that have been addressed by combining cultural competence with servant leadership. Case studies could also offer recommendations on what leaders working with multicultural teams should do to effectively apply servant leadership without interfering with an organization’s interest.

References

Dellner, A. (2014). Cultural dimensions: The five-dimensions-Model according to Geert Hofstede.

Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede model in context. Online Readings in Psychology and Culture, 2(1). https://doi.org/10.9707/2307-0919.1014

Mootz, J. (2013). Dimensions of culture (Geert H. Hofstede) – Power distance. The Encyclopedia of Cross-Cultural Psychology, 405-407. https://doi.org/10.1002/9781118339893.wbeccp585

Pollard, L. (2017). Servants and Friends: A Biblical Theology of Leadership.

Scott, D., & Freeman, R. E. (2021). Plato and modern leadership models. Models of Leadership in Plato and Beyond, 164-183. https://doi.org/10.1093/oso/9780198837350.003.0012

Wilson. (2015). Examining the role of multicultural competence in leadership program design. Journal of Leadership Education, 13(3). https://doi.org/10.12806/v14/i1/

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Assuming the role of the leader in case study 16.2 (“Whose Latino Center Is It?”) in chapter 16 of the Northouse text, consider all required readings through week 7, as well as your “Dimensions of Culture” questionnaire results to address the following areas for this assignment:

Analyze the issue(s) you are facing as the leader in the 16.2 case study, (“Whose Latino Center Is It?”).

Describe the leadership approach or combination thereof, i.e., trait, skills, behavioural, situational that will be most useful in addressing the issue(s).

Describe the leadership theory/model that will be most effective in achieving a favourable outcome in the situation.

Identify the dimensions of culture that warrant the strongest consideration in the case, i.e., institutional collectivism, in-group collectivism, Power Distance, etc…, and your rationale for the selections.

Show how the principles for leadership and contextualization presented in Dr Leslie Pollard’s chapter publication, Paul: Principles of Leadership and Contextualization, can be applied to this situation to help ensure a favourable outcome.

Reflect on any challenges experienced with contextualizing your leadership for this situation. What aspects of your leadership naturally aligned with the principles presented by Dr. Pollard? What areas require further growth in order to optimize your cultural competency as a servant leader?

Describe 3 strategies that will best complement your continued growth and development as a culturally competent and culturally relevant servant leader.