Leadership in Action
- Submitted by: curlymo001
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- Category: Politics: Philosophy
- Date Submitted: 02/07/2011 06:03 AM
- Pages: 5
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Leadership in Action: Simulation Analysis
The purpose of this simulation was to see how a change in our leadership style could impact a group of employees. Adopting different styles depending of the circumstances can be very positive if style is in synchronization with the needs of a group or organization. The simulation was performed at Smith & Falmouth (S&F) which is a midsize tele-shopping and mail order network with operations in the US and Canada. According to the simulation “ground Situation” section, the company is driven by forecasts and the internal strategy road map. They just have started an e-tailing division, named S&F Online. Irene Seagraves the CEO of this division has named me COO after she put together a web development team and logistics team. My goal is to achieve targets set by Irene. I will have to work with a group of resistant individuals that resent my appointment due to the changes in the organizational hierarchy made after my appointment.
First and foremost I have to identify an ally. Someone that can bring me in and help me sunk in the current group; I need to be accepted. I started establishing possible connections and soon discovered that my perception was different from the ground reality. According to the “Establishing Connection” section of the simulation, the leaders are strongly aligned to their managers. If I want my decision to yield results and be welcomed I must be careful in utilizing the right influential leader. The Logistics Manager (LM) has a mutual relationship with the Logistics team and in addition the Web development Team seeks for him. The Project Manger (PM) has the same but opposite relationship with these teams. The LM and PM have a mutual relationship and the PM and Marketing Manager (MM) does as well. The relationship between the MM and the LM is towards the LM. The Logistics Team seeks the MM. Interestingly the MM and I have a mutual relationship. Rather than using this last relationship to my...
The purpose of this simulation was to see how a change in our leadership style could impact a group of employees. Adopting different styles depending of the circumstances can be very positive if style is in synchronization with the needs of a group or organization. The simulation was performed at Smith & Falmouth (S&F) which is a midsize tele-shopping and mail order network with operations in the US and Canada. According to the simulation “ground Situation” section, the company is driven by forecasts and the internal strategy road map. They just have started an e-tailing division, named S&F Online. Irene Seagraves the CEO of this division has named me COO after she put together a web development team and logistics team. My goal is to achieve targets set by Irene. I will have to work with a group of resistant individuals that resent my appointment due to the changes in the organizational hierarchy made after my appointment.
First and foremost I have to identify an ally. Someone that can bring me in and help me sunk in the current group; I need to be accepted. I started establishing possible connections and soon discovered that my perception was different from the ground reality. According to the “Establishing Connection” section of the simulation, the leaders are strongly aligned to their managers. If I want my decision to yield results and be welcomed I must be careful in utilizing the right influential leader. The Logistics Manager (LM) has a mutual relationship with the Logistics team and in addition the Web development Team seeks for him. The Project Manger (PM) has the same but opposite relationship with these teams. The LM and PM have a mutual relationship and the PM and Marketing Manager (MM) does as well. The relationship between the MM and the LM is towards the LM. The Logistics Team seeks the MM. Interestingly the MM and I have a mutual relationship. Rather than using this last relationship to my...