(PDF) Managing Under Uncertainty
Added on 2021-06-16
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Running head: MANAGING UNDER UNCERTAINTYManaging Under UncertaintyName of the StudentName of the UniversityAuthor Note
1MANAGING UNDER UNCERTAINTYCritical analysis and critical evaluationThe provided case study deals with the various issues regarding the leadership. Theleadership of Robert Jefferson had been integral to lead the group in the photon lab. He hadinfluenced many of the members in the group and this had been a serious impact (Jefferson,2018). The arrival of jack Remington had changed the entire scenario. He had been a prolificleader and his leadership qualities were immense for the enhancement of the organization. Thevarious issues and problems the photon lab had been facing needed some immediate resolutions(Van Wart, 2013). Jefferson was not being able to mitigate all the problems. Jefferson himself was verymuch satisfied with the kind of brilliance Remington had been showing. However, Remingtonslowly began to show his brilliance over the matters. This led him to set up a strong hold amongthe group members of the photon laboratory (Jefferson, 2018) The leadership abilities of JackRemington had been so inspiring that he could solve almost all the issues benefitting theorganization. Jefferson began to think that his abilities were being outsmarted by Remington andhis position in the group was further strengthened (McCleskey, 2014).Jack Remington had been much calculative and he used to be very much affirmative inhis approach to find out the solutions to all the problems (García-Morales, Jiménez-Barrionuevo& Gutiérrez-Gutiérrez, 2012). The leadership theories are very much important. He was verymuch into the problem solving for the organization. In this context the situational leadership thefollowers had been developed by Remington at first by his understanding of the work (Jefferson,2018) Jefferson, himself had been inspired by his line of research about the work. The followerdevelopment has been a very important trait for this theory. This case study is completely aboutthe development of the leadership styles on the followers in an organization. Jefferson had
2MANAGING UNDER UNCERTAINTYagreed to take him in their group because of his sheer brilliance but he had never thought of thefact that with time, Remington will take up his leadership over the group. Another effectivemember in the team Singh had been very weak in taking the decisions. Jefferson was only aboutproducing the new ideas for the organization (McCleskey, 2014).Another kind of leadership that had been practiced in this context is the transactionalleadership style (Almansour, 2012). This style stresses on the coherence in work between theleaders and the members. The leaders always put a strong and positive effect on the followers.This also led the group to arrange for more meetings (Jefferson, 2018) Remington himself wasnot averse to these meetings. This is why he had stressed on the fact that the group should beable to co-ordinate with each other (Sethuraman & Suresh, 2014). If the leaders and memberscould exchange their ideas and opinions about certain problems within the organization, it wouldbenefit the organizations. However, the final decision of Jefferson to leave the organization andjoin the Air Force project for the German organization cannot be supported (McCleskey, 2014).It is because he was responsible for leading the team but he should have enhanced his leadershipskills to a large level. This could be very much effective for the group if Jefferson andRemington could lead the team with joint efforts (Hersey, 2014). This would produce muchbetter results indeed. Jerrold has been a very interesting character in this case study as well. The presentationon the progress of the organization was claimed to be a great success indeed. The financialbackers of the organization were very much pleased. This had led to the irritation of Jefferson inan increasing manner (Giltinane, 2013). This produced to be the most important turn forRemington to be inducted into the group.
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