"Every group feels strong, once they have found a scapegoat." ~ Mignon McLaughlin
What motivates a person to want to take charge and lead? Is it from the heart, for greed, or are they voluntold? According to Blanchard & Hodges (2005), there are only two types of leaders, self-serving and servant. In my humble opinion, there is one more type, the scapegoat! From a human resource frame, application of the three assumptions would have yield a more favorable outcome in the University of Missouri case study.
According to Bolman, et al. (1986), of the three options offered by the Principal to devise a plan of reduction, the Faculty Council and Deans, overwhelming choose Bunn to be the "single point of failure." There decision, or should I …show more content…
10); Bunn started down the wrong path when he decided to develop his own interpretation and algorithm to quantify his choices. Although, he exercised due diligence by using program assessments performed by faculty committees, current accreditation studies, and reputation studies from the deans, as reference points, the rubric was subjective to his own personal biases since it was created "in a vacuum".
According to Jacobs (n.d.), there are three assumptions associated with the human resource frame, e.g. companies serve employees, they both need each other, and the right "fit" is crucial. As a result of the drastic cutbacks of over $7M, panic from those affected, lead to Bunn's proposal to be leaked out to the community before it could be reviewed by the ad hoc committee of administrators, faculty and students, or scrutinized for final approval by the Chancellor (Bolman, et al., …show more content…
I would recommend the University go back to the drawing board and hold their elected officials accountable to make the decisions that their positions dictate. Most important, they must use the following criteria when pondering solutions: 1.) Will it serve our people's needs, 2.) Does it address the needs of both sides, and 3.) Is it a reflection of our organization philosophy (Jacobs, n.d.). "I don’t know what your destiny will be, but one thing I do know: the only ones among you who will be really happy are those who have sought and found how to serve."
~Albert Schweitzer
Reference
Blanchard, K. H., & Hodges, P. (2005). Lead like Jesus: Lessons from the greatest leadership role model of all times. Nashville, TN: W Pub. Group.
Bolman, L., Harris, C., & Stefkovich, J. 1986. University of Missouri (A). Harvard University. Institute for Educational Management. Retrieved from https://tlc.trident.edu/content/enforced/91821-LED599-MAY2017FT-1/University%20of%20Missouri%20Case%20-%20A.pdf.
Jacobs, R. M. (n.d.). Theories of practice: The human resources frame. Villanova University. Retrieved on May 8, 2014 from
What motivates a person to want to take charge and lead? Is it from the heart, for greed, or are they voluntold? According to Blanchard & Hodges (2005), there are only two types of leaders, self-serving and servant. In my humble opinion, there is one more type, the scapegoat! From a human resource frame, application of the three assumptions would have yield a more favorable outcome in the University of Missouri case study.
According to Bolman, et al. (1986), of the three options offered by the Principal to devise a plan of reduction, the Faculty Council and Deans, overwhelming choose Bunn to be the "single point of failure." There decision, or should I …show more content…
10); Bunn started down the wrong path when he decided to develop his own interpretation and algorithm to quantify his choices. Although, he exercised due diligence by using program assessments performed by faculty committees, current accreditation studies, and reputation studies from the deans, as reference points, the rubric was subjective to his own personal biases since it was created "in a vacuum".
According to Jacobs (n.d.), there are three assumptions associated with the human resource frame, e.g. companies serve employees, they both need each other, and the right "fit" is crucial. As a result of the drastic cutbacks of over $7M, panic from those affected, lead to Bunn's proposal to be leaked out to the community before it could be reviewed by the ad hoc committee of administrators, faculty and students, or scrutinized for final approval by the Chancellor (Bolman, et al., …show more content…
I would recommend the University go back to the drawing board and hold their elected officials accountable to make the decisions that their positions dictate. Most important, they must use the following criteria when pondering solutions: 1.) Will it serve our people's needs, 2.) Does it address the needs of both sides, and 3.) Is it a reflection of our organization philosophy (Jacobs, n.d.). "I don’t know what your destiny will be, but one thing I do know: the only ones among you who will be really happy are those who have sought and found how to serve."
~Albert Schweitzer
Reference
Blanchard, K. H., & Hodges, P. (2005). Lead like Jesus: Lessons from the greatest leadership role model of all times. Nashville, TN: W Pub. Group.
Bolman, L., Harris, C., & Stefkovich, J. 1986. University of Missouri (A). Harvard University. Institute for Educational Management. Retrieved from https://tlc.trident.edu/content/enforced/91821-LED599-MAY2017FT-1/University%20of%20Missouri%20Case%20-%20A.pdf.
Jacobs, R. M. (n.d.). Theories of practice: The human resources frame. Villanova University. Retrieved on May 8, 2014 from