Dory Demolition has three leadership weaknesses that can be identified in the trait theory. These three leadership weaknesses include drive, the desire to lead, honesty/integrity. (Kirkpatrick, Locke, & Maryland, 1991) The first leadership weakness is drive for Dory Demolition. While she has the energy to manage Company A, she lacks the leader skills to motivate the staff to be high producers which would require employees to be engaged. Per Strategies for Success, employee engagement is important to the success of an organization. It produces higher producing employees and high profits. (Connolly, Pico, Henderson, & Blankenship, 2012)When the employee survey is conducted, the results are giving to Dory Demolition that show the results from
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Per the “Leadership: do traits matter, honesty and integrity are virtues in all individuals, but have special significance for leaders.” (Kirkpatrick, Locke, & Maryland, 1991) Dory had a great need in building in this area. It is very common in the bi-weekly billing and collection meeting for supervisors to discuss staff opportunities as well as successes. Dory on numerous occasions has told confidential information to the entire management and supervisor staff inappropriately. However, Dory is the vice president and has been successful at intimidating managers and supervisor to do what she instructs. When a staff member has applied for a supervisory position, Dory did not hesitate to tell the entire management staff that this person would never be a supervisor at Company A while she was in charge. The person opened a EEOI compliant regarding the situation; however, it did not go in the favor of the staff member due to incorrect information provided during the investigation. Due to fear of retaliation and loss of their jobs, no one in management reported the situation to human resources. The result of this has been great leaders leaving Company A to go work for the competitor down the
Per the “Leadership: do traits matter, honesty and integrity are virtues in all individuals, but have special significance for leaders.” (Kirkpatrick, Locke, & Maryland, 1991) Dory had a great need in building in this area. It is very common in the bi-weekly billing and collection meeting for supervisors to discuss staff opportunities as well as successes. Dory on numerous occasions has told confidential information to the entire management and supervisor staff inappropriately. However, Dory is the vice president and has been successful at intimidating managers and supervisor to do what she instructs. When a staff member has applied for a supervisory position, Dory did not hesitate to tell the entire management staff that this person would never be a supervisor at Company A while she was in charge. The person opened a EEOI compliant regarding the situation; however, it did not go in the favor of the staff member due to incorrect information provided during the investigation. Due to fear of retaliation and loss of their jobs, no one in management reported the situation to human resources. The result of this has been great leaders leaving Company A to go work for the competitor down the