Introduction to leadership week 5 Discussion/Assignment

Case Study Outline

I’esha Johnson

NAU

Case Study Outline

I. Leadership is an essential component of success in any organization.

A. The case study highlights the importance of leadership behaviors and organizational climate in a non-profit company.

1. In non-profits, leadership theories mainly focus on task-oriented and relations-oriented processes to assess their influence.

2. The paper uses arguments on task-oriented and relations-oriented approaches to find out if these behaviors allow leaders to achieve their objectives in a non-profit firm (Holloway, 2012).

II. Non-profit organizations are influenced more by social rather than economic goals.

A. These organizations are usually underfunded, and they are required to satisfy high accountability standards compared to for-profits (Holloway, 2012).

1. Leaders of non-profits must be ready to account for various activities performed by their entities to multiple stakeholders and interest groups.

2. They must also have open interactions with various groups to understand methods they can use to achieve their goals in the long term.

B. Effective leaders need to build and sustain strong relationships with stakeholders.

1. The study highlights the extent to which task oriented leaders have the necessary behaviors needed to achieve the goals set as defined by the climate.

2. The study also assesses if a relations-oriented approach enables leaders to appeal to different groups in an organization leading to the realization of the set goals.

C. It is important to find out the value of employees in non-profit organizations.

1. Perceptions of employees are shaped by the predominant culture that exists in various firms where they work.

2. Leaders have to spend their time in activities that create value for their employees to help them become more familiar with roles they are expected to perform.

D. The main character and behaviors of task-oriented leaders in non-profits.

1. They are focused on achieving all goals they have set, and they work hard to ensure employees have knowledge of what is expected of them in their workstations.

2. They assess the individual performance of their subordinates while planning short-term targets that are to be achieved by various stakeholders in their duty stations.

3. They also understand specific requirements of various business units under their leadership to ensure they comply with overall standards that are set.

4. They can persuade their workers to conform to requirements that are stipulated by established structures to ensure positive results are realized.

E. The main behaviors and actions of relations-oriented leaders in non-profits.

1. They prefer building strong interpersonal relationships with their subordinates in their firms, which increases morale.

2. They encourage their staff to be proactive in dealing with various situations they might face in their workstations to improve results.

3. Ensures that any conflicting goals are addressed to prevent any disorder that is likely to affect overall performance.

4. All processes in the organization are integrated to ensure easy coordination and to reduce conflicts between different employees.

III. Non-profit organizations must choose their leadership models carefully.

A. Task –oriented characters allow these organizations to standardize their functions.

1. Managers can exercise more control over their subordinates leading to an impressive performance in the long-run.

B. Relations oriented leadership behaviors encourage managers to interact more openly with subordinates.

1. Managers can consult employees before major decisions are made, and this creates a positive culture leading to impressive results in the long run.

References

Holloway, J.B. (2012). Leadership behavior and organizational climate: An empirical study in a non-profit organization. Emerging Leadership Journeys, 5 (1) 9- 35.