Jeffersonian Leadership Theory

The attitudes and leadership skills in Bones cause organizational problems, that negatively affect the Jeffersonian and the criminal cases that they work to solve with the FBI. The counterproductive attitudes and the inadequate leadership that occurs in the Jeffersonian, prevents the organization from reaching a conclusion about the causes of the problems in cases and leads to a lack of cohesion amongst the team. This paper recommends the implementation of the survey feedback program, in improving the organizations lack of agreement on the causes of problems that arise and lack of team unity. The positive impact of the survey feedback method on the Jeffersonian depends on the perception on the information. A positive impact on the organization …show more content…
Camille Saroyan, Jack Hodgins, Lance Sweets, Angela Montenegro in the pursuit of justice (Hanson, 2005). The dynamic of the Jeffersonian involves a work team, in which each individual in the group works on a different, specified aspect of the case, in order to find answers regarding the victim’s murder (Spector, 2012). Brennan’s and her intern’s role in solving case involves the anthropological analyzation of bones, Angela’s role is forensic facial reconstructions, Camille’s role includes the analyzation of forensic pathology, and Hodgins role involves the analyzation of entomology, botany, and mineralogy in the cases. This paper recommends a survey feedback program in order to resolve the organizational problems that negatively impact the progress of finding facts necessary to solve …show more content…
A survey feedback program involves an individual (Dr. Saroyan) working toward improving the organization, by first creating and having employees fill out questionnaires and then by compiling the data from the questionnaires for feedback (Spector, 2012). Gathering a multifaceted feedback survey, which includes assessing statements about positive views of the organization/supervisory actions, positive views of coworkers, and the positive views of the individual themselves in relation to their coworkers on a five-point scale, is the preferred measure due to individuals’ reluctance to communicate accurately with negative information (Herold & Parsons, 1985). In analyzing the results, the low scores will indicate negative performance, negating the need for negative questions. This organizational development technique allows Brennan and others to realize and discuss their issues as it relates to how the organization functions. High score on coworker feelings toward each other in comparison to Brennan’s low scores, as well as the employees’ feedback on the scores inhibit constructive communication regarding problem areas in the organization. The survey feedback method allows Brennan, an individual whose main focus is solving the cases, to understand that her leadership methods and views are counterproductive in certain