Organization and Leadership Question Answer 2022

LEADERSHIP 1
ORGANIZATION AND LEADERSHIP
By: Name
Course
Instructor
Institution
Location
Date

LEADERSHIP 2
QUESTION 1 – Team Leadership
You have been shortlisted for the position as a trainee consultant. The HR Manager wants to find
out more about your team leadership skills. Using Hill’s model for team leadership, write a
cover letter explaining what actions in the team leadership model you would be good at. Provide
specific examples ofhow you demonstrated/will demonstrate these leadership actions. Use only
THREE team leadership actions in your answer.
ANSWER:
Name
E-Mail:
Phone Number:
Location:
TO: Name:
Human Resources Manager
Company Name
Location
16th April 16, 2020
Dear Sir/Madam,
As a highly trained consultant, I read on your short-listing with interest and appreciation. My
interest aligns well with the qualifications you are looking for in particular my role as a trainee
consultant in your reputable organization and I am sure that I will make a great value-addition to
all I interact with.

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With more than four years of experience, I am equipped with knowledge and skills that will be of
great use in the development process of your organization like my ability to develop a results-
driven structure. This involves developing a clear roadmap to achieve the set organizational
goals. I can outline clearly the role of each team member,communicate with them effectively,
develop methods to assess the performance of each individual and motivate them towards
achieving the desired results.
My excellent problem-solving skills will enable me to do the job well and deliver on time. I have
the technical and educational training, sufficient information plus my teamwork and
interpersonal skills enable me to work with all types of people while maintaining openness,
supportiveness, and a positive attitude.
As a professional, I will maintain high standards of excellence to achieve and exceed the set
results. I will coordinate the actions of my team and facilitate task completion on time. I will also
motivate the employees to perform at the highest levels by setting clear expectations from them,
reviewing the results from time to time and rewarding their achievements. In addition to my
strengths and experience, I have a good foundation in Human Resources.
Kindly review my attached CV for more details about my abilities and experience. I look
forward to an appointment with you to discuss my interests further. Thank you for your time and
consideration.
Sincerely,
Name:

LEADERSHIP 4
QUESTION 2 – Transformational Leadership
One of your team members is disruptive during meetings and often leaves early from work. What
strategies would you use to change his behavior if you were a transformational leader?
Use only TWO of the four “I’s” and for each, I, provide TWO examples.
ANSWER:
The best thing to do would be to first idealize and influence charisma in the team member
so that change would come from him willingly. Involving a team of leaders, we would call the
member to a private office to seek explanations from them as to why he/she is always disruptive
and the reasons for leaving early for home. I would look them in the eyes as they talk to discern
if they are telling the truth, nodding our heads to show that we are listening and ask questions to
clarify for purposes of understanding him well (Northouse 2018). We would listen to them
keenly and maintain our professionalism at all times. After that, the team would explain to
him/her the consequences of their actions to other employees and what the regulations provides
as disciplinary actions against them. The team would make sure that we agree on the need for the
member to improve with immediate effect (Cooper and Milan 2019). The disruptive member
would then be closely monitored and document the progress of the member in the future. In the
consecutive days, we would develop meetings’ etiquette like setting our devices in silent mode
and putting them out of sight. The team would also be made to understand why nobody should
leave for home early before the regulation time.
As a team, we would also inspire motivation to the other team members. As the leader, I
would achieve this by choosing to lead, living in the values I believe in and that will make me be
the person others choose to follow. We would make the team members feel important and

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appreciated and also provide inspiration and maintain positivity all the time. This will, in turn,
inspire others including the disruptive member to always do the right things.
QUESTION 3 – Difference and Leadership
Discuss “leadership labyrinth” and propose specific recommendations that organizations can
take to bridge this “leadership labyrinth gap”.
Use only TWO recommendations in your answer.
ANSWER:
A labyrinth is a maze and a passage through a maze is not easy or direct. It is complex
and requires a careful analysis of what lies ahead to reach the center. The metaphor “leadership
labyrinth” is used to describe the many problems women have to go through in their lives as they
climb higher in their careers. For women who aspire to get to top leadership, the routes exist but
are full of turns, twists and barriers some of which are expected but because all mazes have a
defined route to the center, we also understand that goals are attainable. Despite many years of
progress in the workforce, they rarely occupy the topmost offices in many organizations (Alice
2017). Very few women occupy Positions with titles like chairman, president, chief executive
officer, and chief operating officer. Those positions are supposedly reserved for men. In many
societies, women are considered to be emotional and hence weak in leadership. In cultures where
such beliefs are still held, women have no chance of attaining influential leadership positions.
Times have changed and the belief has been put to test and proven to be wrong because
there have been female chief executives, institutional presidents, members of parliament and
even presidents of nations. Among the recommendations to organizations in bridging this gap
involves preparing women employees for management positions by subjecting them to

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demanding and rewarding tasks just like male employees (Humphrey 2014). Another way is to
try to dispel negative perceptions and prejudice toward female leaders.
QUESTION 4 – Path-Goal Theory, Norman, a small business owner, manages six part-time
staff members; most of them are students, who constantly need to organize their work hours
around their class schedules. First, Norman is always willing to fit in work rotas to meet the staff
needs and is helpful with working out schedule conflicts. Second, whenever Norman gives a new
project, he shares a draft outline of what the final project should look like. What TWO leader
behaviors are Norman adopting? Explain using arguments from the above scenario.
ANSWER:
Norman is exhibiting several leadership behaviors including being directive and
supportive. He has clear instructions to his employees about how to do the work and he makes
the rules in his small business and also sets performance standards. This is clearly shown in his
ability to control and direct six staff members and mostly putting up with the fact that they are
students and thus they lack experience and professionalism (Tina 2018). It also means that he has
to train them on various issues in the day to day running of his business. Most likely, all the
students are not available at the same time, some may come early in the morning and some may
come late in the evening, this means that Norman, as their leader, works for long hours and is
flexible to fit them in and still be able to achieve the best out of everyone.
Another trait he has is being supportive of his employees. He is also approachable,
friendly, and supportive and he treats them with respect. This is proven by him always willing to
fit in work schedules to meet the staff needs and work out the schedule conflicts. He also
supports them whenever he has a new project by giving a draft outline of what the final project

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should look like (Johnson 2013). This enables the employees to work towards achieving that set
target.
QUESTION 5 – Leadership in the 21st century
The CEO of a supermarket chain would like to know your opinion about the trends in the 21st
century that are most likely to affect customer loyalty.
1. In your view, what is the most important trend in the 21st century affecting customer
loyalty, and explain why? Use only ONE of the six trends.
ANSWER
In my opinion, the most important trend affecting customer loyalty in the 21st century is the
technological revolution. Today, technology affects both human life and business life. To build
and maintain customer loyalty through technology, businesses must interact with their customers
and be efficient in any assistance they offer the customers. The most common ways of how the
business interacts with customers are by live chat features; this is a chat window on the website
that customers can use to speak to representatives of the company that the website belongs to,
social media customer service where companies reply to posts and tweets by customers on both
Facebook and Tweeter plus customer support software where customer data is stored (Karen
2020). This way, customers get the help they need from companies thus building customer
loyalty over time.
2. Recommend only TWO key strategic leadership capabilities that the CEO can adopt to
better prepare the company for the chosen trend. Use an example from a real organization
to support your answer.

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ANSWER:
The CEO needs to engage more with his workforce, this will help in recognizing the new
habits people need to adopt when dealing with technology issues. The employees then get trained
were necessary and given information that will help them give their online customers a pleasant
and timely service (Hodges and Gill 2014). The CEO also should put customer value first in
implementing the technology available. Any step taken to improve or adopt new technology
should be based on giving the online customer an excellent service whenever they need it. The
investment in technology should be geared towards the benefit of end customers by offering
better experiences and high product quality.

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References
Alice, E.,2017, Harvard Business Review, Women and the Labyrinth of leadership. Available
from: https://hbr.org/2007/09/women-and-the-labyrinth-of-leadership[Accessed 16th April 2020]
Brian CK and James SC, Building a Climate for Innovation Through Transformational
Leadership and Organizational Culture. Journal of leadership & organizational studies vol 15,
number2.Availablefrom:
https://pdfs.semanticscholar.org/75d8/2853b9f4e4192f062775c9d0e60ccd125daa.pdf (Accessed
16th April 2020)
Cooper, L., and Milan, V., 2019, Strategy And Business. 10 Principles for Modernizing your
Company’s Technology.Available from: https://www.strategy-business.com/article/10-
Principles-for-Modernizing-Your-Companys-Technology?gko=6ff05[Accessed 16th April 2020].
Hodges, J. and Gill, R., 2014, Sustaining Change in Organizations. London: Sage Publications.
Humphrey, R. H., 2014, Effective Leadership: Theory, Cases and Applications. London: Sage
Johnson, C. E., 2013, Meeting the Ethical Challenges of Leadership: Casting Light or Shadow.
Karen, K., 2020,4 ways to develop charisma and your influence potential. Available from:
https://www.kellerinstitute.com/blog/4-ways-develop-charisma-and-your-influence-
potential[Accessed 16th April 2020]
London: Sage Publications.
Northouse, P., 2018, Leadership: Theory and Practice. 8th edn London: Sage Publications.
Publications.

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Tina, M., 2018, Penn State. The Hill Model for Team Leadership. Available
from:https://sites.psu.edu/leadership/2018/03/15/the-hill-model-for-team-leadership/[Accessed 16th
April 2020]