Organisational Behaviour Case Study Assignment- Friendly’s Bank In this essay I am going to address the problems at Friendly’s Bank that I found after shadowing Keith Elliot, customer service manager at Friendly’s for the week. The two topics I have decided to use from the module material are leadership and individual differences. The reason for choosing leadership was because I saw Sheila’s lack of leadership as a problem to her team. And I choose individual differences as many members of staff at Friendly’s want different things from their job and so this restricts team work and motivation.
Leadership- Sheila
Leader-member exchange theory
The leader-member exchange theory refers to how social relationships are formed with …show more content…
A (2014), ‘Leadership’. Sheila has not taken a contemporary transactional approach to leadership. There are 4 dimensions of transactional leadership. One of the dimensions of this approach is the laissez-faire approach. Sheila’s approach to leadership may be seen as an emergent, laissez-faire approach which is a non-leadership style. Laissez-faire means “the policy of leaving things to take their own course, without interfering” Oxford Dictionaries (2014). “An emergent leader does not care about the group and opts out or abdicates responsibility”, Davies. A (2014) ‘Leadership’. This is not wholly true about Sheila as she calls her team a family, however Sheila does not care about meeting weekly SATs, which could result in bonuses for her whole team. This makes Sheila a selfish leader as she is aware that her comfortable salary is higher than others in her team, who may need the extra bonuses. For example Carl is currently saving money to furnish a new house with his wife to be, and so meeting weekly SATs and gaining bonuses would be a great deal of help to him. However according to Carl “Sheila is not bothered about cash” Davies. A (2014), ‘Friendly Bank’. Sheila seems happy to help other team leaders in the office and chat to ‘Long Stays’ but not as keen to help her own team and says “if necessary they can always ask Paul” Davies. A (2014), ‘Friendly Bank’, to me this shows Sheila abdicating responsibilities to her team, in order to be perceived well by other staff members, however according to Paul “her ‘help’ invariably made things worse, so now they try and ignore her” Davies. A (2014) ‘Friendly Bank’, this should cause Keith to question Sheila’s team work and leadership abilities. According to French. R et al (2013), a laissez-faire approach “has been
Leadership- Sheila
Leader-member exchange theory
The leader-member exchange theory refers to how social relationships are formed with …show more content…
A (2014), ‘Leadership’. Sheila has not taken a contemporary transactional approach to leadership. There are 4 dimensions of transactional leadership. One of the dimensions of this approach is the laissez-faire approach. Sheila’s approach to leadership may be seen as an emergent, laissez-faire approach which is a non-leadership style. Laissez-faire means “the policy of leaving things to take their own course, without interfering” Oxford Dictionaries (2014). “An emergent leader does not care about the group and opts out or abdicates responsibility”, Davies. A (2014) ‘Leadership’. This is not wholly true about Sheila as she calls her team a family, however Sheila does not care about meeting weekly SATs, which could result in bonuses for her whole team. This makes Sheila a selfish leader as she is aware that her comfortable salary is higher than others in her team, who may need the extra bonuses. For example Carl is currently saving money to furnish a new house with his wife to be, and so meeting weekly SATs and gaining bonuses would be a great deal of help to him. However according to Carl “Sheila is not bothered about cash” Davies. A (2014), ‘Friendly Bank’. Sheila seems happy to help other team leaders in the office and chat to ‘Long Stays’ but not as keen to help her own team and says “if necessary they can always ask Paul” Davies. A (2014), ‘Friendly Bank’, to me this shows Sheila abdicating responsibilities to her team, in order to be perceived well by other staff members, however according to Paul “her ‘help’ invariably made things worse, so now they try and ignore her” Davies. A (2014) ‘Friendly Bank’, this should cause Keith to question Sheila’s team work and leadership abilities. According to French. R et al (2013), a laissez-faire approach “has been