Leadership Cases

Running head: LEADERSHIP CASES
LEADERSHIP CASES
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1LEADERSHIP CASES
Case 1:
Situation description:
The first case is related to a regional company namely Wana Electricals that has been
working in the market of Australia for more than 80 years. This company has specialized on
the electrical products and has a huge and loyal customer base. However, the structure of the
organization is traditionally developed hence the globalization has affected the company in a
negative way. In order to cope up with the increasing competition in the market, Martin, the
CEO of the company has decided to empower the employees by changing the restructure of
the human resource, invest more on the technological advancement in the manufacturing
department and increase collaboration among the employees as well as the other stakeholders
by increasing the transparency. This will provide the company all including sustainability and
it will move forward.
However Martin has been challenged by the elder employees of the organization. As
most of the departmental heads are senior than Martin, they are not supporting this change.
The constant opposition for organizational change has been demotivating employees and
situation has become problematic. In this situation, the intervention of Martin with all his
leadership power needed to be started in the company.
Leadership challenge:
In changing the structure of the company starting from the human resource to the
manufacturing, changes are not welcomed by the senior employees. The HR department has
pointed out that new structure will affect the motivation of the employees and increase the
cost. The finance team was forbidding Martin to invest on the automation of the
manufacturing as this will increase the prices of the goods offered. These are the reason why
Martin as a leader have felt tremendous pressure to revive the organizations. The leadership
challenge also increased the pressing competition in the electrical market. There are issues

2LEADERSHIP CASES
with the suppliers who are manipulated by the other companies to leave Wana and work with
them. Hence communication process among the leader and the stakeholders have been
hampered increasingly creating challenge for the leader to make decisions. The
organizational change model by Kotter has been prescribed but the employees are not being
convinced the change the whole process in the company.
Approaches to challenge resolution:
In order to change the situation, the company had initiated to arrange an employee
meeting in which the employees of the organization will be learning about the actual situation
of the company and how it has been affected by the growing competition in the market. After
this meeting, the employees started to feel alarmed with the current situation o the firm and
how it may not survive in future. Thus they promised to support the leader in every possible
way and keep the organizational culture open for many type of positive change. The leader
Martin had recruited new technology members in the IT team, invested in purchasing more
efficient equipment, enhanced the resources of the employees, provided them training,
making the policies and strategies of the organizations more transparent, allowing employees
in the decision making process, allowing feedback and all the necessary information for this
growth.
Relevance of leadership theory to the leadership challenges:
In order to mitigate these type of problem, transactional, situational and
transformational leadership has been implemented. Transactional leadership is based on the
assumptions that the employees are motivated by the rewards of punishments. There is a clear
chain of command that forces of employees to abide by the ideas of the leader for the overall
growth.
Similarly, the transformational leadership has also been followed in this situation.
This type of leadership relates to the employing the subordinates in such a manner that they