Frank's Leadership Style

This assignment examines Frank's leadership approach by applying the behavioral and transformational leadership theories. It discusses how Frank could have utilized authoritative and democratic styles to achieve organizational goals effectively. The analysis also explores how transformational leadership qualities like intellectual stimulation, consideration, inspirational motivation, and idealized influence could have positively influenced Tom's performance and aligned him with the company's vision.

Running head: MANAGEMENT
Management
Name of Student:
Name of University:
Author’s Note:

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Table of Contents
Answer 1:......................................................................................................................... 2
Answer 2:......................................................................................................................... 3
Answer 3:......................................................................................................................... 3
Answer 4:......................................................................................................................... 4
Answer 5:......................................................................................................................... 5
References:......................................................................................................................7

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Answer 1:
There are several management issues which have come to the fore in the
particular case study which has been provided. The marketing director Frank Davis had
several management issues in managing the matters of the company and in dealing
with Tom who was appointed as a new member who was in charge of marketing
section. Tom took up the offer of senior marketing specialist and established as rapport
with the divisional vice president, Shannon Mc Donald. Shannon took up the
responsibility of appointing Tom despite the knowledge that he would not appeal to the
marketing director Frank Davis.
The first issue is that of employee performance and its confrontation. In case a
managing director engages in the constructive feedback there should be sufficient
speed in the confrontation of the employee. In this connection it can be said that Frank
did not deal with the matter of Tom’s performance in a proper manner.
The second significant issue is that of employee termination. The way in which a
mail was made to the vice president highlighting the performance issues of Tom was
rather insensitive. It was needed for Frank to tackle the decision of the performance of
Tom subtly.
The third issue is that of making the right hiring decision. In this case it can be
said that Mc Donald needed to consult her hiring decision of choosing Tom with Frank.
This could have avoided any sort of clashes within themselves.
The fourth issue is the risk of looking a high potential employee. This is due to
the reason that, the behaviour and the negative attitude of the boss Frank and his
inclination towards removing Tom would bound to lead to the loss of a potential
employee which the organisation might not afford.
The fifth issue is that of being unethical or wrong. The boss Frank was not
entirely correct in his approach towards Tom, His decision of subtly threatening him by
mails and confrontations was wrong as it was putting undue pressure on Tom ( Avey et
al. 2012).

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Answer 2:
There are several impacts of the management issues and problems in an
organisation. In case the managers wrongly challenge employees and do not allow
them to deal with situations correctly it is bound to have detrimental effects on the
employees and lower their morale.
It is necessary for the managers to be representative of all that they wish their
employees to be. The employees are bound to mimic the amount of dedication which
the Managers exhibit. The work ethics of the managers are subconsciously imbibed into
the work patterns of the employees. In case the employees find that the head Frank is
being unethical towards Tom, they are bound to assume that bad ethics work in the
organisation. It also is bound to negatively impact the work of Tom and his vision for the
organisation (Manzoor 2012).
The morale of the employees are also affected by the way the managers deal
with them. In case the managers treat the employees badly they are bound to be de-
motivated and might not achieve the goals which the managers have thought and the
objectives which they have set for themselves. In case of Frank, the way he publicly
dealt with Tom at the meeting, did not leave a positive impact on the people working
under him. They would be bound to feel that their performances would also not be
properly evaluated by the boss. They would lose the zeal of performing for the
organisation.
The attitude of the employees is also bound to reflect the attitude of the
superiors. In case the managers have negative attitude, the employees might become
cynical about their work and it also leads to carelessness. The managers should be
such that their employees feel motivated towards their work of their organisation. Frank
needed to understand the importance of the communication to Tom in the context of the
organisation (Swaminathan and Rajkumar 2013).
Answer 3:
Tom was an extremely valuable employee for the organisation. There is no doubt
that his absence would impact the organisation. It would be desirable for Frank to tackle

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the issue related to Tom effectively. Instead of threatening him or mailing him to
schedule his work plans properly, ideally Frank could have motivate him to perform
better. Frank needs to make Tom understand that the company has far more important
tasks to look into in comparison to the Kiosk project. The difference between the work
which was urgent and which was important needed was to be explained clearly to Tom.
It needed to be explained clearly to Tom that he needed to take care of the
airline, hotel and car rental projects in the total international market. The first theory that
could be used was the Mc Gregor’s Theory. The Mc Gregor’s Theory needed to be
applied to the situation where it needed to be explained that Tom should not be averse
to working, instead should focus on the projects which are crucial for the organisation
(Pinder 2014).
Another way in which Frank could motivate Tom was by linking the job
compensation with the performance goals or objectives. It needed to be made clear
what percentage of compensation would be added to Tom’s salary in case he achieved
the goals which had been set for him.
The third theory of motivation which could be considered in this scenario is the
Maslow’s Hierarchy of needs. According to the theory, the motivation stems from
several sets of needs of an individual. The physiological, safety, social and esteem and
self-actualization needs to be kept in mind. Frank needs to explain clearly to Tom that
his aims of getting to the top, the esteem issues, social issues with respect to the social
recognition all would be actualised soon enough in case he concentrated on performing
tasks which were more important for the company (Miner 2015).
Answer 4:
The concept of Job satisfaction needs to be implemented in the concept of
human resource management. It should be the responsibility of the managers, to
ensure that all the workers need to be satisfied in their work. It is obvious that when
employees have proper amount of control and self direction they are freely able to use
their creativity, experience and the insight. They also are bound to be more productive.
It is necessary for all the employees to remain motivated in their job to give high level of

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productivity. In this connection the worker theories need to be implemented (Bratton and
Gold 2012).
The Harvard model needs to be implemented in order to increase the overall
performance of the company. The different dimensions which are inclusive in the model
are the stakeholders, interests, situational factors, HRM policy choices the outcomes of
the HR, the long term consequences and also a feedback loop. The outputs flow directly
from the organisation and the stakeholders. The situations which Tom has been facing
in the department needs to be looked into by the management (Jiang et al. 2012).
The Guest Model, also can be applied in order to improve the performance of the
management. This model claims that the HR manager has certain strategies to begin
with which demand that certain practices will result in outcomes. The six possible
outcomes are the HR strategy, the HR practices, outcomes, behavioural outcomes,
performance results and the employee behaviours. These outcomes also include the
behavioural, performance related and the rewards of financial rewards. This model also
captures the people management comprehensively. These models can be utilized to
help in improving the overall performance of the organisation. The management should
keep in mind both the issues of Frank and Tom and take suitable decisions for the
benefit of the organisation (Daley 2012).
Answer 5:
The two theories of leadership which can be applied in case of Frank to help him
become a better leader are that of behavioural and transformational leadership.
According to the concept of behavioural leadership Frank should establish a behaviour
which lead to the success of their goals in connection to the organisation. The leaders
need to take decisions using authoritative styles or even democratic styles. In this case
is was necessary for Frank to ensure that the job and vision which he had for his
company and for Tom to fulfil would be done suitably. He needed to behave tactfully in
the situation (Northouse 2015).
Another theory that could have been applied by Frank was that of
transformational leadership. The leaders need to utilize the concept of intellectual

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stimulation, consideration for the individuals, inspirational motivation as well as idealized
influence. In accordance with this concept, Frank should embody the characteristics of
motivational leaders. Rather than threatening Tom, he needed to motivate him to work
better (Goleman 2017). In case Frank embodied the characteristics of a
transformational leader, he could effectively influence Tom to work according to his
vision and more so in a way that would enable him to fulfil the goals for the benefit of
the organisation (Avolio and Yammarino 2013).

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References:
Avey, J.B., Luthans, F., Hannah, S.T., Sweetman, D. and Peterson, C., 2012. Impact of
employees' character strengths of wisdom on stress and creative performance. Human
Resource Management Journal, 22(2), pp.165-181.
Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of,
transformational and charismatic leadership. In Transformational and Charismatic
Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group
Publishing Limited.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice.
Palgrave Macmillan.
Braun, S., Peus, C., Weisweiler, S. and Frey, D., 2013. Transformational leadership, job
satisfaction, and team performance: A multilevel mediation model of trust. The
Leadership Quarterly, 24(1), pp.270-283.
Daley, D.M., 2012. Strategic human resources management. Public Personnel
Management, pp.120-125.
Goleman, D., 2017. Leadership That Gets Results (Harvard Business Review Classics).
Harvard Business Press.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource
management influence organizational outcomes? A meta-analytic investigation of
mediating mechanisms. Academy of management Journal, 55(6), pp.1264-1294.
Manzoor, Q.A., 2012. Impact of employees motivation on organizational
effectiveness. Business management and strategy, 3(1), p.1.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and
leadership. Routledge.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.

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Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Swaminathan, P.S. and Rajkumar, S., 2013. Stress Levels in Organizations and their
Impact on Employees' Behaviour. BVIMR Management Edge, 6(1).