Chapter 6 Case Study Paper: Three Shifts, Three Supervisors
Avemaoe Galea’i
Chaminade University of Honolulu Case Overview Brako produces about 3 millions car parts for nearly all domestic and foreign cars and ships them to assembly plants throughout the world. To accomplish this task, Brako requires three shifts with 40 workers on each shift. Art, Bob and Carol are supervisors for these three shifts and have worked for the company for over 20 years. Each shift requires a different set of skills. Art is the supervisor for the first shift, which is straightforward and repetitive with no decision making skills needed. Workers on this shift have expressed that they are bored on shift and believe that Art does not understand …show more content…
Through different leadership styles such as being directive, supportive, participative, and achievement leadership, leaders are able to motivate followers. Based on the Path-Goal theory, Art and Bob are less effective than Carol because they are not using the best applicable leadership style for their followers. During Carol’s shift, she is very involved. She likes to help her workers find solutions for glitches on the production line, hosts routinely meetings to find any problems workers are facing, and rewards workers who make the part (Northouse, 2016). Carol is very connected with her followers and this matches their …show more content…
How does the leadership of each of the three supervisors affect the motivation of their respective followers? Leadership has a great influence on motivation (Polston-Murdoch, 2013). Motivation is a part of the expectancy theory, the underlying theory to path goal theory, which suggests that “subordinates will be motivated if they believe they are capable of their work, believe their efforts will result in a certain outcome, and if they believe that the payoffs for doing their work are worthwhile” (Polston-Murdoch, 2013). Carol helps followers believe in all three of these aspects while at the same time balances the four styles of leadership using each style when necessary. Participative leadership is seen when she shows workers how to do a particular job that they are not able to do. Achievement leadership is shown when she is rewarding those workers that “make the grade”. As a result, people enjoy working for her and say that “she has a wonderful knack of making everything fall into place” (Northouse,
Avemaoe Galea’i
Chaminade University of Honolulu Case Overview Brako produces about 3 millions car parts for nearly all domestic and foreign cars and ships them to assembly plants throughout the world. To accomplish this task, Brako requires three shifts with 40 workers on each shift. Art, Bob and Carol are supervisors for these three shifts and have worked for the company for over 20 years. Each shift requires a different set of skills. Art is the supervisor for the first shift, which is straightforward and repetitive with no decision making skills needed. Workers on this shift have expressed that they are bored on shift and believe that Art does not understand …show more content…
Through different leadership styles such as being directive, supportive, participative, and achievement leadership, leaders are able to motivate followers. Based on the Path-Goal theory, Art and Bob are less effective than Carol because they are not using the best applicable leadership style for their followers. During Carol’s shift, she is very involved. She likes to help her workers find solutions for glitches on the production line, hosts routinely meetings to find any problems workers are facing, and rewards workers who make the part (Northouse, 2016). Carol is very connected with her followers and this matches their …show more content…
How does the leadership of each of the three supervisors affect the motivation of their respective followers? Leadership has a great influence on motivation (Polston-Murdoch, 2013). Motivation is a part of the expectancy theory, the underlying theory to path goal theory, which suggests that “subordinates will be motivated if they believe they are capable of their work, believe their efforts will result in a certain outcome, and if they believe that the payoffs for doing their work are worthwhile” (Polston-Murdoch, 2013). Carol helps followers believe in all three of these aspects while at the same time balances the four styles of leadership using each style when necessary. Participative leadership is seen when she shows workers how to do a particular job that they are not able to do. Achievement leadership is shown when she is rewarding those workers that “make the grade”. As a result, people enjoy working for her and say that “she has a wonderful knack of making everything fall into place” (Northouse,