The Andrew Ryan at VC Brakes Individual Case Study
Lionell C. Henderson
MBA 614: Leadership II
Evening Program
Summer 2015
Richard DeVos Graduate School of Management
Professor Tara Peters, Ph.D.
Introduction
VC Brakes, at Middleton, Ohio manufacturer of aftermarket brake parts, produce calipers, rotors, drums, brake pads, and discs used in commercial and passenger cars, for customers such as Pep Boys, Advance Auto Parts, and Autozone, was acquired in 1998 by Lantana Industrial. Lantana Industries, is a supplier of automotive parts for both the aftermarket and original equipment sections of the industry, is focusing its attention on creating new business through the efforts of building stronger connections with the auto retailers …show more content…
Baynard, in my opinion exhibits a Coercive leadership style in which he demands quick acceptance, has a “do what I say” persona, is self control, self reliant, with a push to achieve mentality, that he uses as a form of motivation for turning around difficult situations and problem employees. I think at some point he may have had some success with this style, but in my opinion it is ineffective for the changing organizations. Leaders sometimes overlook the fact the as the organizations change, employee’s level of understanding, education, and skill set change. This may be due to the amount of information readily available to them through social media and other methods of technology. Therefore, your leadership style and ability must be versatile enough to communicate with these individuals. Many laws and statues have been put in place to protect the employee and they know this, thus a style of management used 10 years ago may not be applicable today.
Medved, exhibits an Affiliative style of leadership that creates teamwork and builds relationships. In this style people are important, it provides for open communication, compassion, and is essential in motivating employees during stressful situations. This is a recommended approach I would consider. It fits my natural tendency so there would be a large amount of effort needed to accomplish this style. I think others would perceive my intentions …show more content…
Management concerns adjusting to complexity. In the absence of good management, complex businesses tend to become disorganized in ways that provide uncertainty for their future. “Good management brings a degree of order and consistency to key dimensions like the quality and profitability of products” (Kotter, 1990). This may be what Baynard was attempting to accomplish or his vision, but with his coercive style everything becomes top down decision making management. There is no flexibility, creativity, and employees feel disrespected. They lose their sense of ownership, responsibility, and accountability for their job assignments. This is the least effective style for organizational businesses.
Leadership, in contrast, concerns adaptability. Its importance in recent years is due partly to the competitiveness and changeable business world. Leaders recognize the need for flexibility and adapt to the changing environments, both internally and externally. This may be why Medved has greater success within his department, his Affiliative approach allowed for employee involvement, feedback, creativity, and was widely accepted. “Leadership, by contrast, is about coping with change”(Kotter,
Lionell C. Henderson
MBA 614: Leadership II
Evening Program
Summer 2015
Richard DeVos Graduate School of Management
Professor Tara Peters, Ph.D.
Introduction
VC Brakes, at Middleton, Ohio manufacturer of aftermarket brake parts, produce calipers, rotors, drums, brake pads, and discs used in commercial and passenger cars, for customers such as Pep Boys, Advance Auto Parts, and Autozone, was acquired in 1998 by Lantana Industrial. Lantana Industries, is a supplier of automotive parts for both the aftermarket and original equipment sections of the industry, is focusing its attention on creating new business through the efforts of building stronger connections with the auto retailers …show more content…
Baynard, in my opinion exhibits a Coercive leadership style in which he demands quick acceptance, has a “do what I say” persona, is self control, self reliant, with a push to achieve mentality, that he uses as a form of motivation for turning around difficult situations and problem employees. I think at some point he may have had some success with this style, but in my opinion it is ineffective for the changing organizations. Leaders sometimes overlook the fact the as the organizations change, employee’s level of understanding, education, and skill set change. This may be due to the amount of information readily available to them through social media and other methods of technology. Therefore, your leadership style and ability must be versatile enough to communicate with these individuals. Many laws and statues have been put in place to protect the employee and they know this, thus a style of management used 10 years ago may not be applicable today.
Medved, exhibits an Affiliative style of leadership that creates teamwork and builds relationships. In this style people are important, it provides for open communication, compassion, and is essential in motivating employees during stressful situations. This is a recommended approach I would consider. It fits my natural tendency so there would be a large amount of effort needed to accomplish this style. I think others would perceive my intentions …show more content…
Management concerns adjusting to complexity. In the absence of good management, complex businesses tend to become disorganized in ways that provide uncertainty for their future. “Good management brings a degree of order and consistency to key dimensions like the quality and profitability of products” (Kotter, 1990). This may be what Baynard was attempting to accomplish or his vision, but with his coercive style everything becomes top down decision making management. There is no flexibility, creativity, and employees feel disrespected. They lose their sense of ownership, responsibility, and accountability for their job assignments. This is the least effective style for organizational businesses.
Leadership, in contrast, concerns adaptability. Its importance in recent years is due partly to the competitiveness and changeable business world. Leaders recognize the need for flexibility and adapt to the changing environments, both internally and externally. This may be why Medved has greater success within his department, his Affiliative approach allowed for employee involvement, feedback, creativity, and was widely accepted. “Leadership, by contrast, is about coping with change”(Kotter,