1. The leader chooses to go against stated practices or procedures.
This particular factor stood out as the most intentional and the one factor that the leader is fully aware of his methods. In this case, the leader is choosing to make a decision that he or she is fully aware of going against the organization’s practices and that why I selected it as number one.
2. The leader lacks the experience/knowledge to deal with the task at hand.
This is a factor that I feel I am currently experiencing in my library system with some of the recent changes and shuffling around of staff in different departments; there are just simply people who cannot perform the expected tasks and they should not be in those positions that expect them to do so. This is …show more content…
Prentice (2013) describes Stumpf’s situation well in the sense he was spending “too much time dealing with issues of importance to them rather than assessing the situation and dealing with what is truly important to the organization” (p. 136). As the CEO and Chairman of the company, his focus should be the company, but he chose to focus on his own financial status. Additionally, by enforcing a compensation structure of the employees, Stumpf was compromising the integrity of Wells Fargo and allowed a huge lapse in moral and ethical stance due to the inviting charm of more money. Lastly, Stumpf made an attempt to apologize and take the blame for the scandal, but he initially refused to step down or fire Carrie Tolstedt (the former head of Wells Fargo’s retail banking branch unit where the fake accounts were made), which showed that he was not truly taking responsibility for his actions. This was a situation that called for a Moral purpose of an apology (Prentice, 2013, p. 145), but Stumpf chose to take an Institutional route and it was not …show more content…
Libraries are in a constant need to continue to adapt and evolve with the changes in the community, technology, people, and everything else that falls into their plate. While methods may seem stable, there are always ways to improve it to better fit the needs of the patrons. One example I can think of is at my library system, we launched a new online catalog about three years ago; there is nothing wrong or broken with the older catalog, but the new one shows a lot of new features, more user-friendly, possess stronger appeal, and it’s easier to understand. Another example can be put into programming and services: the current program for book discussion groups is fine and flows smoothly, but implementing new ideas into the book discussion group (e.g., meet at another venue, change the book genres read, invite authors, etc.) can make it into an even bigger success. I strongly believe a library leader should develop their line of thinking as Gino & Pisano (2011) state: “The right questions for leaders of learning organizations to ask is not ‘What are we doing well?’ but rather ‘What experiments are we running?’” (p.
This particular factor stood out as the most intentional and the one factor that the leader is fully aware of his methods. In this case, the leader is choosing to make a decision that he or she is fully aware of going against the organization’s practices and that why I selected it as number one.
2. The leader lacks the experience/knowledge to deal with the task at hand.
This is a factor that I feel I am currently experiencing in my library system with some of the recent changes and shuffling around of staff in different departments; there are just simply people who cannot perform the expected tasks and they should not be in those positions that expect them to do so. This is …show more content…
Prentice (2013) describes Stumpf’s situation well in the sense he was spending “too much time dealing with issues of importance to them rather than assessing the situation and dealing with what is truly important to the organization” (p. 136). As the CEO and Chairman of the company, his focus should be the company, but he chose to focus on his own financial status. Additionally, by enforcing a compensation structure of the employees, Stumpf was compromising the integrity of Wells Fargo and allowed a huge lapse in moral and ethical stance due to the inviting charm of more money. Lastly, Stumpf made an attempt to apologize and take the blame for the scandal, but he initially refused to step down or fire Carrie Tolstedt (the former head of Wells Fargo’s retail banking branch unit where the fake accounts were made), which showed that he was not truly taking responsibility for his actions. This was a situation that called for a Moral purpose of an apology (Prentice, 2013, p. 145), but Stumpf chose to take an Institutional route and it was not …show more content…
Libraries are in a constant need to continue to adapt and evolve with the changes in the community, technology, people, and everything else that falls into their plate. While methods may seem stable, there are always ways to improve it to better fit the needs of the patrons. One example I can think of is at my library system, we launched a new online catalog about three years ago; there is nothing wrong or broken with the older catalog, but the new one shows a lot of new features, more user-friendly, possess stronger appeal, and it’s easier to understand. Another example can be put into programming and services: the current program for book discussion groups is fine and flows smoothly, but implementing new ideas into the book discussion group (e.g., meet at another venue, change the book genres read, invite authors, etc.) can make it into an even bigger success. I strongly believe a library leader should develop their line of thinking as Gino & Pisano (2011) state: “The right questions for leaders of learning organizations to ask is not ‘What are we doing well?’ but rather ‘What experiments are we running?’” (p.