Rob's Behavior and Childcare Leadership

This assignment examines the leadership behavior of Rob, an effective leader who heads a childcare organization. While Rob has achieved significant growth for the company, his rude and unprofessional conduct towards a PR representative raises concerns for the board of directors. Students must analyze the situation, considering both Rob's contributions and his problematic behavior. The assignment explores whether he should be fired or given behavioral counseling to improve his conduct.

Running head: LEADERSHIP IN CHILD CARE SECTOR
Leadership in Child care sector
Name of the Student:
Name of the University:
Author note:

1LEADERSHIP IN CHILD CARE SECTOR
Introduction
Growing place is an organization that provides childcare to the small kids. The founder of
the organization is Evan Brever. Currently he is the Chairman of the organization. The company
is operational from past seven years. The Chairman of the organization is looking for sponsors
for their new program. The boards of directors of Growing places have decided that they will be
providing scholarships to those children that belong to unprivileged families. They will be
providing scholarships for some of the day care facilities. Thriyand is one such firm that the
organization has approached for sponsorship of its new program. The head of PR of Thriyand
Delores Dayton is being invited for a meeting as well (Trahms, Ndofor & Sirmon, 2013).
The CEO of the organization is Rob Miranda who is well known for his rude behavior, he
is quite outspoken and does not think twice before speaking. His rude behavior has caused lot of
discomfort for the staffs as well as the board of directors. The problem here is that the board of
directors are threatened that the sponsors might not like his rude behavior and they might not
want to invest in Growing places. His behavior towards Delores was also rude, the board of
directors are worried that his rude behavior might ruin staff morale, clients might not choose
their services and their share prices will also fall. Under the leadership of Rob, the organization
has grown at a fast rate, despite the fact that child care industry is not much of a profitable
industry (Trahms, Ndofor & Sirmon, 2013).
Scope of Essay-
The Board of directors of Growing places are worried about the rude behavior of the CEO Rob
Miranda. He impolite behavior and blunt nature according to them is affecting the organization.

2LEADERSHIP IN CHILD CARE SECTOR
Analyzing the leadership theories, comparing and suggesting Evan Brevers for helping Rob
correct his behavior serves as the scope of the essay.
Objectives
 To study the leadership theories
 To compare the characteristics of Emotional Intelligent leaders with Rob
 To provide solution for correction of the behavior of Rob
 To Provide solution to the dilemma of Evan Brevers, whether Rob should be fired or not
 To provide solution so that Rob’s behavior can be changed.
1. Types of leadership style
Autocratic leadership- This kind of leadership is focused on the boss of the
organization, the leader takes all the decisions and the employees are not involved in the process
of decision-making neither their consultation is taken. In this type of leadership style, the
decisions are communicated to the subordinates once it is being taken. This kind of leadership is
generally practiced in very rare situations where the involvement of staffs in the decision-making
is not necessary.
Democratic leadership- The next type of leadership style is democratic leadership style,
this type of leadership is employee oriented as they are considered in the decision making
process of the organization. The ultimate responsibility lies with the democratic leader but the
authority can be delegated among the other staff members. One of the positive features about the
democratic leadership style is that the communication is both upward and downward. It is one of
the most preferred leadership styles (Arnold et al., 2015).

3LEADERSHIP IN CHILD CARE SECTOR
Transformational leadership- The motive behind this type of leadership is to bring
change in the organization, in teams or departments. This type of leadership has comparatively
more followers and the reason behind this is that this type of leadership empowers the followers.
Transactional leadership- In this leadership style, exchange process is involved in
which the leaders give their followers immediate rewards for fulfilling their orders or
expectations. The important elements of this leadership are performance, expectations, feedback
and rewards.
Turnaround leadership- Turn around leadership is defined as a leadership in which the
leaders turn an adverse situation in to a favorable situation. Leaders with their skill and wisdom
strategically take the crisis situations as a challenge and change it into favorable opportunity
(Herrmann & Felfe, 2014).
Situational leadership- This leadership changes with the situations, the leaders apply the
style which best suits any particular situation, it could be Autocratic or Lassez faire depending
upon the situation (Herrmann & Felfe, 2014).
Coaching leadership-This style of leadership involves teaching and supervision of
followers. It is required when the staffs need some assistance for the work from their leaders.
Lassez-faire- This type of leadership is when the authority is given to the employees.
Employees take their own decisions and are not required to consult with their superiors, all
power is give to them, and there is decentralization of authority (Coley, Lombardi & Sims,
2015).

4LEADERSHIP IN CHILD CARE SECTOR
The leadership style followed by Rob is autocratic leadership; he does not consult his
subordinates in the process of decision-making. He is very outspoken and does not care about the
impact his speech on the listeners. Rob is also a turnaround leader because because of his
leadership, the organization has seen rapid growth. This style of leadership used by Rob is not
appropriate for Childcare industry, he should used democratic type of leadership or
transformational and transactional leadership so that his subordinates can be motivated (Trahms,
Ndofor & Sirmon, 2013).
2. Emotional intelligence
Emotional intelligence is defined as the ability of individuals tom understand the
emotions of other people, be emphatic rather being sympathetic. It helps the employees to
understand the problems of the employees and help in finding the appropriate solutions to their
grievances. It is not always necessary that the problems of the employees require any immediate
solutions, sometimes mere listening to the employees is sufficient, because they are satisfied that
they are being heard. In conflicts of employees or conflicts with the management, it is very
important for the leaders to be emotionally intelligent and restrain from furnishing any biased
decisions. In such cases, the leaders are required to listen to both the parties. A manager or a
leader whose emotional intelligence quotient is very high will only be capable for handling this
situation. Managers should follow diplomacy it helps to a great extent to give fair judgments,
their personal views or opinions might be different at times and might even be against the
interest of any particular employee. Listening to other people patiently is one of the key
attributes of a good leader whose is emotionally intelligent (Padilla, 2013).

5LEADERSHIP IN CHILD CARE SECTOR
Short temper and being outspoken are not the attributes of a good leader, they need to
have balance in their emotions as well so that they misbehave and lose temper and misbehave
with the employees. It can be said that an emotionally intelligent manager is one who knows to
control his own emotions, shows the right kind of emotions and respects the emotions of his or
her staff members. Rob can develop his emotional intelligence by inculcating a habit to listen to
other people as well; he should listen more and talk less while he talks to his employees, he
should try to understand the problems of the employees. He can take some classes of personality
development and develop his managerial skills. Learning to manage stress will help in becoming
emotional intelligence (McCleskey, 2014).
3. Values of Childcare Industry
Child care sector is one such industry where it is very important that the professionals
show care towards their clients, health sector have values that are different from other industries,
professionals here needs to pay attention to the needs and requirements of their clients, their
health and concern are given priority rather than profit. Profit making should not compromise the
concerns and problems of the clients (Corr & Carey, 2017).
The culture, values and rules of an organization determines the leadership style that is to
be followed by the management. The leaders in the initial stage of the business shape the culture
of the organization, later as the business grows the culture of the organization shapes the features
of the leadership style that should be followed. It can be said that leadership and organizational
culture has a bilateral relationship (Saeed et al., 2014).
Rob’s rude behavior is in conflict with the values of the industry, he is rude and
outspoken (Corr & Carey, 2017). The leaders of Childcare sector are required train their staffs to

6LEADERSHIP IN CHILD CARE SECTOR
be polite, caring and humble. They should set an example for their staffs by being kind and
humble. If the leaders themselves are not following the values of the organization and the
industry, it is obvious of that the employees will do the same. Rob is holding a very important
position in the organization, his behaviors are in conflict with the values of the industry. If he is
not being confronted or stopped from continuing the same behavior then there are chances that
the organization will very soon lose its trusted clients, the business in this particular field
depends upon the trust clients have on the organization, but rude behavior can make the clients
unhappy. The clients will not rely on the caretakers, because care and good behavior are the
services that are provided in the childcare industry (Herrmann & Felfe, 2014).
4. Persuading the Board of Directors for not firing Rob
Evan should persuade the board of director to keep Rob and not to fire him, Rob’s
behavior might be not appropriate for the childcare industry but he provides good ideas for the
organization. His ideas are very beneficial for the organization; he is an intelligent man, and
appropriate for the post he is holding, it is just the industry, which needs more emotionally
intelligent leaders. Rather than firing Rob, who is an old and valuable part of the organization,
the board of directors can give Rob training so that he can improve his interpersonal skills (Corr
& Carey, 2017).
Evan should confront Rob and tell him to be polite and talk less, it has been observed that
Evan does not confront or stop Rob from being rude and outspoken, although he has the
authority to do that but still he chooses remain silent. If Rob is treated exactly in the same way,

7LEADERSHIP IN CHILD CARE SECTOR
by immediately confronting him, that he was wrong then it might help. Evan needs to exercise
his authority and command by showing Rob his flaws (Arnold et al., 2014).
The other option could be to give Rob some other roles where he does not have to deal
with the staffs and the clients. His designation could be changed, if he is demoted to a lower
position then it could be beneficial for him, he might put some effort himself to improve his
behavior and attitude. It is possible that Rob is not aware about his behavior because he had not
been told or confronted, so if he is given a chance surely it could beneficial for both. Under his
leadership the organization has grown rapidly, the industry is not much of a profitable industry
yet the managerial skills of Rob have ensured growth. He is an asset for the organization; his
presence is required in the organization. Instead of firing him, he should be provided some
counseling sessions that will help him to improve his behavior. He should be taught to be
sensitive towards the feelings of other people and think about the consequences that would
follow by his behavior (Min, 2014).
Conclusion
` Childcare is one such industry where right behavior is very much essential, to win the
trust of the customers that their babies are safe and are getting the childcare services. Rob’s
behavior is contradictory to the values of the industry and the organization. He is a very
intelligent and effective leader, because under his leadership the organization has grown rapidly.
The concern of board of directors cannot be ignored, his behavior towards PR of Thriyand was
rude ad very unprofessional, but considering his inputs to the organization Evan should persuade
the Board of directors not to fire Rob, they can demote him or provide him behavioral counseling
sessions for improvement of his behavior because he is valuable for the organization.

8LEADERSHIP IN CHILD CARE SECTOR
References
Arnold, K. A., Connelly, C. E., Walsh, M. M., & Martin Ginis, K. A. (2015). Leadership styles,
emotion regulation, and burnout. Journal of occupational health psychology, 20(4), 481-
490.
Coley, R. L., Lombardi, C. M., & Sims, J. (2015). Long-term implications of early education and
care programs for Australian children. Journal of Educational Psychology, 107(1), 284.
Corr, L., & Carey, G. (2017). Investigating the institutional norms and values of the Productivity
Commission: The 2011 and 2015 childcare inquiries. Australian Journal of Public
Administration, 76(2), 147-159.
Herrmann, D., & Felfe, J. (2014). Effects of leadership style, creativity technique and personal
initiative on employee creativity. British Journal of Management, 25(2), 209-227.
McCleskey, J. (2014). Emotional intelligence and leadership: A review of the progress,
controversy, and criticism. International Journal of Organizational Analysis, 22(1), 76-
93.
Min, H. Y. (2014). The verification of path model on director's servant leadership and childcare
center teacher's organizational citizenship behavior: Focused on teacher's organizational
committment and cynicism. Korean Journal Of Human Ecology, 23(4), 587-598.
Padilla, A. (2013). Leadership: Leaders, Followers. Environments. Wiley.

9LEADERSHIP IN CHILD CARE SECTOR
Saeed, T., Almas, S., Anis-ul-Haq, M., & Niazi, G. S. K. (2014). Leadership styles: relationship
with conflict management styles. International Journal of Conflict Management, 25(3),
214-225.
Trahms, C. A., Ndofor, H. A., & Sirmon, D. G. (2013). Organizational decline and turnaround:
A review and agenda for future research. Journal of Management, 39(5), 1277-1307.