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Leadership is Action and Not Position Case Study


Summary of the pertinent facts of the case

From the case study provided, it is evident that an individual can be given executive duties depending on his/her actions but not managerial position. For instance, Charles Turner was doubtful about the position he was given since he was not sure whether he could perform the tasks that characterized his new job.

He was given a huge responsibility of improving the sales of the organization; nonetheless, he had not established the certainty of the market. Normally, it is arguable that leadership is not a subject of an individual’s position but rather his actions in the duties he/she has been given.

In addition, it is all about how an individual treats other people, works hard towards achieving his goals, as well as doing the right things. This is a crucial provision in the context of leadership and execution of critical organizational duties.

Leadership also concerns how an individual is able to take institutional responsibilities. Charles needed to work with some other senior people like Ferris, who had worked in his position before, to ensure that he could perform his duties as stipulated by the rules and regulations of their organization.

Additionally, he was able to give Charles some new ideas through making some excellent reports which enlightened him (Charles). After the orientation, he was able to fill the vacant managerial positions in different regions with ease. Consequently, this showed that he was a good leader by actions and not position.

This is because he was ready to learn from others and respected the fact that not every individual is perfect.

Regardless of his position, Charles could consult Ferris whenever he had any problem. On the other hand, Ferris was also able to understand that consultation was the only way out for an individual to find solutions to his or her problems.

Besides, Ferris was able to realize that egotism and voracity, which could result into distrust within the organization or even failure of the company in this context. That is the reason why he was ready to help Charles whenever he needed some assistance.

After the introduction of the new plant, the two principals were able to work together towards improving the sales of the product. Moreover, they were able to employ some working staff who assisted in achieving the targeted goals.

Conclusively, the two principals were able to prove to the public that leadership is not the position an individual holds but rather his actions within his position. Philosophically, the term “pragmatic leadership” draws its basic definition from the kind or nature of the roles that the specific person undertakes/spearheads.

This is relevant in the provided case despite the challenges. Generally, a pragmatic leader may be termed as an individual charged with the obligation of planning, organizing as well motivating and controlling his/her subjects for a common goal.

Most pragmatic leaders usually assume superior roles within distinct teams and have the authority to exercise certain definite powers. Within corporate settings, the leaders have the obligation to enhance the apprehension of the basic leadership process.

In undertaking such roles, corporate leaders formulate plans and decisions. Apart from these, these leaders bear the obligation of supervising, controlling and organizing various factors within the corporate organization. Some of these factors may include human resource or other personnel, finances, as well as the critical information resources.

An assessment of the situation

It is arguable that a true leader is not determined by the position he or she holds in an organization but what he/she can do in the given position. Despite all the challenges being faced in the current situation, leaders are not supposed to lose hope in what they want to accomplish.

Consequently, this will clearly prove that their leadership is not based on their position but rather what they are able to do as discussed earlier. As revealed in the case provided, leaders should be aware that they are always surrounded by individuals who have more experience than them.

Therefore, he has to respect the people who are working and him. According to the situation in this context, it is evident that leadership without action is not recognized. For instance, Ferris was able to take responsibility as a manager through the reorganization (Gill 202).

Additionally, he was able to provide some assistance to his colleague Charles Turner whenever he needed. Through his actions as a manager, the organization was able to increase its sales. Besides, their organization was able to actively compete in the market with some other companies which produced similar products.

For the organization to achieve its short-term and long-term goals, it must enhance its leadership roles and motivate its workers. This is a critical recommendation to solve the current problems identified earlier.

Through credible leadership, inspiration, and exemplary performances, the workforce will be able to progress the firm via management efficiency. Organisational Behaviour (OB) studies employees in the realms of their thinking, feelings, and operations within the organization.

It is recommendable for company to enhance its leadership provisions so as to curb the mentioned problems (Alyssa 65). Motivated employees will ensure that customer needs are met with precision and promptness. Additionally, motivating workers will enhance teamwork and problem solving techniques.

Consequently, the company should only recruit professionals who are able to structure credible distribution mechanisms. Additionally, employees should be empowered. Consequently, they will achieve self-determination and motivation.

As indicated before, it is important to agree that a true leader is not determined by the position he is holding but what he is able to accomplish within the organization for prosperity.

In spite of all the challenges being faced by most of the organizations in the current situation, leaders are not supposed to lose hope in what they want to accomplish as mentioned earlier. This is a critical provision in the context of leadership and execution of critical organizational duties.

Assessment of possible alternative strategies and likely consequences

One of the possible alternatives was to reduce the prices of the products and improve their quality. Consequently, such products would realize bountiful sales and the organization would actively compete with other companies which produces similar products as discussed earlier.

This will also ensure that Charles could sell the products and meet the required deadline. Besides, the profile of the manager in charge would also be improved. The other possible alternative was to acquire much training before fully assuming his responsibilities (Krar and Arthur 203).

To fill the managerial positions that were vacant, Turner is supposed to employ workers who are competent enough. Subsequently, they will be able to provide some vital ideas that could bring some vital changes in the organization (Gill, 12).

Providing proper training to the worker on how to handle the customers will also improve their relationship. Therefore, the company will be able to retain most of their customers. To reduce the imbalance of power, all the manager sin the department should be consulted before making some vital decisions.

Organizations tend to acknowledge the value created by their employees and leaders. Various studies show that this could be depicted by the changing trends in the production and management processes. Various studies indicate that viable changes introduce new values to the organizational employees.

The accruing values could be in the form of skills and knowledge acquired through training. Thus, in this context, training appears as an important attribute, which may adjust the employees’ attitudes accordingly. The assertions researchers suggest that training sustains organizational productivity.

It empowers the employees in terms of innovation and creativity. On the other hand, when an organization trains the employees and its leaders for various roles, it helps the business to survive in the competitive market environment.

Based on this reason, leadership and employees’ training and support can support successful wealth creation in an organization and successful completion of duties. It is clear that without appropriate leadership and workforce training, the employees may dismally perform their duties.

This source will offer supportive literature for the action research. It establishes that lack of workforce training may negatively affect the organization performance.

The choice of action and strategy

Leaders are expected to be accountable by implementing the stipulated goals. Additionally, they should ensure that the organization is able to take the needs of all people into consideration by developing some vital programs and implementing them.

During the recruitment process, leaders are supposed to show their actions by employing people of different gender and race. Moreover, they should also consider those people who are disabling. Leaders are also required to share their responsibilities with different people in order to meet their requirements (Fulmer and Jared 159).

To show their actions, leaders are supposed to look for feedback from the other members and the customers. This will help them make some changes to the areas that had some weaknesses hence improving their performances and that of the organization.

Generally, leadership skills are hardly hereditary abilities. An individual who eventually becomes a great leader undergoes many learning processes. They study other leaders, try to imitate their conducts and select their role models.

Most American leaders have chosen Abraham Lincoln as their role model due to his intelligence and leadership prowess (Pace 200). Of course, great leaders can falter; however, they can improve their skills by the feedback they get from different people.

This helps them develop into great leaders since they are able to transform their behaviors to the better (Gill, 12).

Accordingly, the concerned leadership is aimed at ensuring that the project is carried out successfully. Besides, it is going to frame and include all the viable steps that will be used in the plan.

As a leader, Charles Turner was also going to provide more information and adequate procedures that will be helpful in the completion of the project. This will set a good example to team that is responsible for carrying out the project.

According to Vijay (2011), some Friga rules of engagement are going to be employed to ensure that the project is successful. The key questions that are going to be useful in driving the project will be identified.

An analysis of generalizations

In this particular case, it is evident that leaders are supposed to consult with some other leaders before making vital decisions. Additionally, they are supposed to practice what is required by the rules of the organization. They are also supposed to be responsible for all the activities that are taking within the organization (Ricketts 216).

Leaders are also supposed to be ready to accept the ideas provided by other workers to make sure that they improve in their performances. At the time of recruitment, the leaders are supposed to practice maximum fairness in terms of gender and race.

Conclusively, it is vital to agree that leadership is based on what leaders are able to do and not various positions they are able to occupy in their organizations. Concurrently, in the context of organizational leadership, it is also important to establish some plans that are frequently updated to match the organizational needs.

The business plan should also contain some of the information on what the project is all about and how it is going to be carried out. Additionally, as a leader, the knowledge and skills of the people setting up the project must also be taken into consideration (Alyssa 54).

They must have some information regarding the business and its environment. As provided in the case study, this will assist them in making the right decisions that will make the project be successful. The company’s knowledge is also used to evaluate some of the factors considered important for the intended project.

Algorithm should be applied to avoid political infringement in the process of setting up the priorities. This is a critical provision in the context of leadership and execution of critical organizational duties.

Works Cited

Fulmer, Robert and Jared Bleak. The Leadership Advantage: How the Best Companies Are Developing Their Talent to Pave the Way for Future Success. New York: AMACOM/American Management Association, 2008. Print.

Gill, Roger. Theory and Practice of Leadership. London: SAGE Publications Ltd, 2010. Print.

Alyssa, Gregory. Great leaders are born or made. 2009. Web.

Krar, Stephen and Arthur Gill. Exploring Advanced Manufacturing Technologies. New York, NY: Industrial Press, 2003. Print.

Pace, John. Professional development series: Books 1-4. Boston: McGraw Hill, 2006. Print.

Ricketts, Cliff. Leadership: Personal Development and Career Success. Clifton Park, NY: Delmar, 2011. Print.

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IvyPanda. (2019, June 24). Leadership is Action and Not Position. Retrieved from https://ivypanda.com/essays/leadership-is-action-and-not-position/

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"Leadership is Action and Not Position." IvyPanda, 24 June 2019, ivypanda.com/essays/leadership-is-action-and-not-position/.

1. IvyPanda. "Leadership is Action and Not Position." June 24, 2019. https://ivypanda.com/essays/leadership-is-action-and-not-position/.


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IvyPanda. "Leadership is Action and Not Position." June 24, 2019. https://ivypanda.com/essays/leadership-is-action-and-not-position/.

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IvyPanda. 2019. "Leadership is Action and Not Position." June 24, 2019. https://ivypanda.com/essays/leadership-is-action-and-not-position/.

References

IvyPanda. (2019) 'Leadership is Action and Not Position'. 24 June.

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