management question2

LEADERSHIP CASE ASSIGNMENT Moktan 1

Moktan 2

LEADERSHIP CASE ASSIGNMENT

Ajay Moktan

MGT-305-02E

Professor Dr. Sonia Taneja

04/18/2020

1. How would you describe Chris Cox’s personal leadership style, and what sources of power does he possess?

Chris Cox is one of the most important subjects that has been discussed in the case study above. Yes through his leadership styles he has been able to bring some of the most important changes in the organization. According to both success and duds, stories shared in the case study depicts Cox as a charismatic and transformational leader. Through his quest for the change, he has been able to lead in introducing the concept of reactions on Facebook which is an addition on the like button which has been deemed not to give the Facebook users the best chance to express their emotions when responding to the news feeds. Through his transformational leadership skills, he has been able to influence the other executive employees in the organization to accept his idea of adding more ways through which one can react on the posts with the right emotion. As a go-getter, Cox is not afraid of the opposition that he faces when it introduced the idea of abolishing the like button. He does not give up and he is oriented to change the Facebook like button by creating a more flexible way of responding to the posts.

The main source of Cox’s power is referent power. As a chief human resource officer, Cox was able to influence a lot of employees through his charisma and good relationship that he created with the employees. This earned him a lot of respect in the organization as most of the employees portrayed him as a good leader in his field. Through a fluid communication that he created with the employees, he was able to earn this form of power that has been critical for him to drive and champion for change in the organization as a transformational leader. He is oriented to make Facebook better through a serious of changes although some have failed in the past, he goes on to admit that leaders ought to admit their past failures as this will enable them to work better in the future.

2. What traits do you think he is high on, and to what extent does he engage in consideration and initiating structure?

According to the case study, some important trains manifest about Cox at Facebook. One, of the most important traits that can be seen in his actions at the company, is the need for change. His presence at the company has majorly been seen thigh a series of proposed changes that he has been able to make in the company. At various posts he has held in the company, he has been able to change some aspects although not everything has turned to be a success, change is one trait that Cox is high on. Another important trait that can be seen in Cox is the intelligence, through high interactions with the employees at the company during his reign at the company’s human resource department, Cox was able to interact with the employees intelligently by showing his desires to understand their needs and what they think Facebook is about. Here, he is portrayed as an intelligent person who knows what it takes to build an excellent team of employees that will be able to drive organizational success into a success.

Tolerance to stress, honesty, and understanding is another important trait that can be seen clearly in Cox. All these traits can be seen when he worked as a human resource chief of the company. Through a series of meetings and interactions he had with employees, he was able to understand the needs to the employees, through his candid way of leadership and empathy on employee’s needs, he was able to earn respect from the employees and this propelled him to the position he is today thanks to these virtues he possessed.

3. Do you think Cox is a transfor­mational leader? Why or why not?

Yes, Cox is a great transformational leader in the company, and this can be seen in various changes he has sought to bring to the company. First, looking at these past experiences in the company, he has been involved in various change missions although some have failed for instance the application for reading a document that failed miserably. He also drove the need to change the like button and this gave birth to the introduction of the reaction emoji on Facebook and this can allude to him and his transformational leadership skills.

4. Do you think Cox is high on emotional intelligence? Why or why not?

Yes, Cox is high on emotional intelligence as depicted in the case study through a series of incidences. Emotional intelligence refers to the ability of one to control his or her emotions and establish a way of relating with other people by establishing a healthy relationship (Serrat, 2017). Through his position at the company’s Human resource, he was able to establish an excellent relationship with the employees of the organization and this led to enhanced communication between the employees and the organization. Through his proposed changes on like button and introduction on react button, he shows the emotional intelligence by allowing employees to show their emotions on posts shared on Facebook. This is deemed as one of the best ways to express one's emotions thanks to Cox’s emotional intelligence.

Reference

Serrat, O. (2017). Understanding and developing emotional intelligence. In Knowledge solutions (pp. 329-339). Springer, Singapore.