Case Study Analysis: Leadership Approaches at Listo Systems, 2019

This case study analyzes two scenarios at Listo Systems, focusing on the leadership styles of Suki Andrews and Cami. The first case examines Suki's task-oriented approach to address customer complaints, evaluating her high task behavior and low relationship behavior, and identifying her S1 leadership style, which is deemed unsuitable for the situation. The second case explores Cami's implementation of a black box system, highlighting her expert power but potentially neglecting employee concerns. The analysis suggests that Cami should adopt an S2 style, emphasizing participative leadership to influence trainers and the workforce, and that management should offer support and guidance rather than delegating all responsibility. The case studies emphasize the importance of adapting leadership styles based on situational factors and fostering employee engagement.

RUNNING HEAD: CASE STUDIES 0
listo systems
Suki Andrews, Sales Supervisor, Listo Systems
Student name
7/29/2019

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Contents
Introduction:...............................................................................................................................2
Analysis of case:........................................................................................................................2
1. Which actions of her indicate task behavior has been adopted?.........................................2
2. Is this behavior is high or low, and specify the reason for it..............................................3
3. Which relationship behavior pattern existent in her?.........................................................3
4. Is it is high or low and specify its reason clearly?..............................................................4
5. Which style of leadership is adopted by her whether it is S1, S2, S3 or S4?.....................4
6. Style is according to the situation or not. Explain the reason.............................................4
Conclusion and Recommendations:...........................................................................................4
Introduction:...............................................................................................................................5
1. Power of Cami:...................................................................................................................5
2. Which power to be adopted so to influence trainers as well as the workforce of the
organization?..............................................................................................................................6
Conclusion and Recommendations:...........................................................................................7
Bibliography...............................................................................................................................9

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Case Study: Chapter-7(Suki Andrews)
Introduction:
Leadership is the skill to influence all the members in the group so that they work
towards a common objective in order to satisfy both the individual as well as organizational
goals together (Aaker, 2012). It also explains how a leader behaves in a particular situation,
and it can be analysed by considering the priorities of him and through testing the ability and
willingness of team members in the group.
It can be in the form of a relationship or task-oriented (Graham, 2012). In a
relationship, the focus is on building the bonding with the members, with the use of
communication tool. In the task, the focus is on doing the job specifically.
Analysis of case:
In this, Suki, sales supervisor, faced a problem as customers of Listo systems,
complained to her that invoices are not made on time and due to this practice, sales of the
company fall down. In order to solve this obstacle, she arranges a meeting so to identify the
possible drawbacks which are occurring. She also noticed that some workers are not
performing their job seriously.
Therefore, it is required that task must be given by asking the concerned individual that
he wants to do it or not and on the basis of capability of the person assigned. But, she doesn’t
care about it and adopts authoritative leadership style as it can be seen from the evidence that
in the meeting held, she tells the workers to work properly, as I will be here to check each
and every activity of yours so perform efficiently.
1. Which actions of her indicate task behavior has been adopted?
Task is an activity which assigns the role and responsibility to each person in the goal so
that duty is achieved effectively as well as efficiently (Webster, 2017). Job role answers the
questions of what to do, how to do when to do and who will going to perform it. It is for
giving guidance to the workers. Actions which specify this are stated as follows:
a. That she is the one who makes the decision, and others have to follow what has been
said, without any form of alterations.

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b. Job roles are clearly specified.
c. Meeting has been done for defining the hindrances which come, in the productivity of
the company.
d. Controlling principle is applied, for improving the efficiency of the workforce.
Hence, these are the above points, which showcase that application of task behaviour
principle in the mentioned case.
2. Is this behavior is high or low, and specify the reason for it.
Task behaviour is high, as she is much dominating type of person, and wants to
everything at its own wishes and don’t want to consider the interests of other persons present
in the group. As she defines authority and responsibility to each one so that, daily targets are
meet on time.
She also spent time in finding out the reason through which its customers are dissatisfied
as it is treated as a risk for the business because there are chances that they might shift to
other brands exiting the market so to fulfil their needs and wants satisfactorily.
Therefore, it can be said, that she possesses the high task behaviour attitude in order to,
improving or maintaining the reputation or goodwill of the enterprise.
3. Which relationship behavior pattern existent in her?
Interpersonal relation is a method in which communication flows in between leader as
well as subordinates in the two-way form (Carrillo, 2019). Relations required for making
leadership more effective. Here, listening and supporting skills are also required.
In this scenario, when a complaint arises from customers regarding the orders, she called
up all sales officers, as they are the one who facilitates sales in the organization. She listen
their point of view, by encouraging them to give their opinions relating to the problem. It is
implemented for keeping the interest of the company in mind.
Indications which show this are:
 She goes through two-way communication when it is required.
 Discussion is done in a brief although views of staff are listened out.
 In order to reduce the complaints held, more duties to be allotted to the concerned
persons.

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4. Is it high or low and specify its reason clearly?
It is below than average means low because she is more task-oriented than relationship-
oriented. She does not perform her duty effectively as it is required in the case of sales jobs.
As a result, the workforce also adopts the same routine in the job possibly.
It is due to the fact, that they have the ability to do but they are not interested. So, in this
scenario, there is a need to motivate and provide appropriate guidance to the workers and it is
done with the use of this only.
It is also mentioned in the theory of situational leadership that, the effectiveness of
leadership depends upon the ability to change her conduct, according to the level of
subordinates (Thomson, 2015).
5. Which style of leadership is adopted by her whether it is S1, S2, S3 or S4?
Suki adopts S1 style as it is that which is more focused on task and less on a relationship
and it is perfectly applied to her. It is also known as telling style in which, what to do and
how to do is predefined.
6. Style is according to the situation or not. Explain the reason.
It is not because in this there is a requirement of S2 style, in which focus is given on both
tasks as well as on relationship.
Conclusion and Recommendations:
Leadership style is not treated as fixed, as in this variations are needed according to
the circumstances occur. Here, it is not followed correctly by Suki.
So, according to me, she has to adopt relationship behaviour while dealing with the
workers and she needs to be proactive more, so to identify the obstacles on the time it is
aroused, in order to solve it quickly. This can lead to improving the productivity of the firm.

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Case Study: Chapter-8 (Cami)
Introduction:
From the case, it can be said that Cami wants to install a black box system in order to
control the information which flows in the systems of enterprise. With this tool, information
becomes visible to everyone present. She accepts the proposal in order to make this project as
it will going to help in her career prospects. However, employees put their resistance as they
think that their privacy is leaked.
For successful implementation of technology, proper training is to be given to trainers
so that they can give training to the employees.
Therefore, it is needed to guide the employees, by telling the benefits of the new
system, so that they become ready to accept the change, without any disapproval.
1. Power of Cami:
Cami has expert power. Expert power is the power, which came into force with the
knowledge and experience of the individual. As, she has been working for the last 8 years in
the company that’s why she possesses that power (Schein, Organizational Culture and
Leadership, 2010).
However, by analysing her situation, it can be found that she is able to do, but not
willing to perform for the interest of employees, which also happens in the case of S3. In
order to train the trainers, she feels confident as because she knows how to teach people
related to matters of information technology, so here S4 applied.
According to trainers’ point of view, she is an S2 as, she is having an ability and
willingness but, she is not able to set guidelines, just like what kind of work they have to
perform. It is also noted down that although she is experienced, she does not have that much
of skills which are required to train the trainers possibly.
So, in short, it can be said that by analysing all the points together that her behaviour is
most delegating one and where the relationship is given less privilege in this regard.

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2. Which power is to be adopted for influence the trainers as well as the
workforce of the organization?
In this regard, she has to adopt the S2 style according to the situational factors (Thomson,
2015). It is for the purpose to explain the trainers’ concept and moreover adoption of
participative leadership is required, so that employees feel that they are important for the
organization, which in turn leads to development of trust and loyalty towards enterprise and
they be willing to work for enhancing the productivity of firm (N, 2015).
Thus, firstly, she has to define the roles of each individual surrounding and then after,
motivates the workers to learn the new trend and if they face any query, and then sort it out
by giving proper guidance.
It happens due to the fact that, every individual is different and that’s why there is a need
to recognize their needs and wants so that, employees are encouraged to do work. In order to
find out this, study of Maslow needs hierarchy theory required (Jerome, 2013).
Before the adoption of the system in the enterprise fully, it is tested to measure whether
outcomes are favourable or not and if not, then remove the idea. It can be done with the
assistance of the survey tool, so to check the opinions of workers (Schein, Humble
Leadership: The Power of Relationships, Openness, and Trust, 2018).
By this, it is easy to get discovery of which group of workers requires the extra guidance
and learning and in this consideration is given to, individuality principle rather than the
collaboration (Batool, 2013). Trainers have to teach the identified people.
It is also required to make up a back-up plan so that, if things are not worked out that is
being planned then automatically, alternative takes up its place So, here the situation
demands Camie to be on S3.
The actions of manager towards her:
From the case stated, it has been assumed that he supports her efforts as because, for
every activity, his permission is required to perform and it will not happen in any case. As it
is a major change in the organization so it is all done with his guidance only.

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He should not take actions against her (reducing the power assigned) as she is
working for the benefit of the company especially. He has to encourage her, so that
nervousness does not take place in Cami, and she will work freely without any pressure.
But instead of this, he gives all responsibility to her, by delegating his tasks and
becomes himself free from burden. He should not have to do this, because she is the newer
one to perform the duty and it is also possible that she might face various challenges while
fulfilling this.
So, he should not give full powers to her, especially the major ones in order to relieve
her from stress.
In respect to management’s role, regarding this topic:
Management also have to support the employees in the future prospects so that they
work with motivation and meet the organizational as well as their personal motives
efficiently.
In order to implement this successfully, Company give promotions to them so that
they can be positioned into top positions and it should be on the basis of capability as well as
on the experience of the concerned person (Zweig, 2014). It is the common issue through
which mostly staff people leave their job in every enterprise, as they don’t see the
opportunities of career development.
Conclusion and Recommendations:
Listo system is a popular company which conducts its operations on graphic
designing. It understands the importance of organisational change that it is very much
necessary and if not adopted then it will lose its customers as because they likely to shift to
other brands exist in the market.
Therefore, while proposing solution to the problem, consideration is given to both
management as well as employees, so to achieve the overall goals.
Hence, by going through all this case, I would like to give recommendations to the
company:
 Participative environment implemented, in which interaction is done on both sides
whether it is at communicator as well as communicate.

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 She has not to form any opinion that employees leave, as they are many factors which
are behind this result.
 Company also have to understand the responsibility of Cami.
Bibliography
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Batool, B. F. (2013). Emotional Intelligence and Effective Leadership. Journal of Business
Studies Quaterly, 4(3), 85-94.
Carrillo, R. A. (2019). The Relationship Factor in Safety Leadership: Achieving Success
Through Employee Engagement. Routledge.
Graham, S. (2012). Leading Teams with Integrity: Advice from Leadership Experts
(Collection). FT Press.
Jerome, D. N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and
implications on organizational culture, human resource and. International Journal of
Business and Management Invention, 2(3), 39-45.
N, I. (2015). Effect of Leadership Style on Employee Performance. Arabian Journal of
Business and Management Review, 5(5), 1-6.
Schein, E. H. (2010). Organizational Culture and Leadership. John Wiley & Sons.
Schein, E. H. (2018). Humble Leadership: The Power of Relationships, Openness, and Trust.
Berrett-Koehler Publishers.
Thomson, G. (2015). Situational leadership theory: a test from three perspectives. Leadership
& Organisational Development Journal, 36(5), 527-544.
Webster, G. (2017). Managing Projects at Work. Taylor & Francis.
Zweig, D. (2014). Invisibles: The Power of Anonymous Work in an Age of Relentless Self-
Promotion. Penguin.

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