...Caroline Rador Western Governors University LET1-Task 2 Organizational Behavior & Leadership Executive A the CEO of the company according to the given profile exhibits qualities associated with a level five leader. Level 5 leader’s are self motivated and have a clear defined mission; take the current state of a company and create a financially, successful and sustainable organization his own needs are seen as secondary. Prior to Executive A becoming the CEO the company was losing millions each year due to low stock value. During the second quarter after taking the position as CEO the company posted a profit as the value of the company stock increased by 128% as stated in the given and level 5 leadership. A level 5 leader is confident in their abilities to identify and surround themselves with the right people and then delegate. These leaders are not interested in monopolizing the work but in molding people who are contributors to the success of the company. Executive A takes pride in developing strong leaders which are qualities of a Level 5 leader. This leader is humble and does not have the need to be noticed or recognized for his/hers sizeable contributions to the company, the mere fact that the company is successful is enough. Executive A in the given has been credited and praised by the media for the financial growth and success of the company but is humble and often gives credit to the team leaders of the company, these are qualities as defined of a level 5 leader...
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...In the given scenario, Executive A was described as a driven, ambitious, and solely focused on the success of the company. When Executive A took over as CEO the company was losing millions of dollars a year and the stock was plummeting, but while Executive A was working for the corporation he managed to raise the stocks 128% and had a profit during the second quarter. But when the media tried to praise Executive A, he would shy away from them, and push all the attention and credit to the other leaders within the organization. But if the company had any problems, he would take all the responsibility for every error and mistake. Executive A is a prime example of a “level 5” leader. A level 5 leader is humble, and very modest, but has a strong determination and professional will. Executive A has decided to retire in the next two years, so the company is now looking into replacing him. There are two leaders they are looking into, Leader B and Leader C. Leader B can be described as a Transactional Leader. A transactional leader is someone who motivates their employees to the company goals. Leader B believes in clear chain of command and rewarding good performance. But when things go wrong Leader B believes the employees to be personally at fault and will punish the employees for their failure. While the other candidate, Leader C can be called a transformational leader. A transformational leader is someone who with motivation supplies their employees with everything they need for...
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...Expectancy theory LET1 Task 1! ! ! ! ! ! ! Expectancy theory LET1 Task 1! Hector A. Febo Negron Western Governors University WGU Student ID # 000204248 ! ! ! ! ! ! ! ! ! ! ! ! Page 1 Expectancy theory LET1 Task 1! ! ! Expectancy theory explanation and overview! ! The first part of the expectancy theory is the employees belief of weather their effort can amount to rewards or benefits. Employees will usually measure their effort in comparison to what they can get for it. One factor that tends to un motivate employees is their believe that personal preferences and non work related factors can cause a person to get better performance appraisal than persons who have a non relationship with managers, supervisors or evaluators. This is an important factory in determining from the beginning if an employee will start off working with a strong expectation regarding is current job.! ! In my personal experience working for Puerto Rico’s biggest bank and private company, It was a very firm belief that while many got promotions based on merit and years of service and some on effort, there was a clear connection between the most liked employees by managers and better performance appraisal. In my personal conversation with employees in other sectors I believe it is very common and only if the upper management makes a clear and solid communication and example that this will not happen and that all hires will be strictly related to performance or seniority...
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...LET1 TASK 317.1.1-06 LET1 Task 317.1.1-06 1. To understand the Expectancy Theory of motivation, you must first understand the three key components of this theory. The three key components are Expectancy probability, 1 Instrumentality probability, and Valence. To determine your motivational force, you must assign a value or level of importance to each of the three components. The first key component of the Expectancy Theory of motivation is Expectancy probability. In this component, you see the effort to performance relationship. You determine how hard you want to work on a project based on the level of performance or outcome desired. If you desire to meet the goals of a task (performance), you have to consider how much work (effort) is required. When more effort is invested into a project, better results are typically expected. However, in a situation where more effort invested does not yield better results, you could expect to see the employee put less value on this component. This is because they may not see the benefit in the extra effort. The second key component of the Expectancy Theory of motivation is Instrumentality probability. This involves the relationship between performance and reward. With this component, you associate how much effort you are willing to put into a project based on the expected benefit of accomplishing the goal. When an employee feels that he or she will get more benefit than other employees when they work harder, they feel they have an incentive...
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...LET1: Leadership Concepts and Applications SUBDOMAIN 317.1 - ORGANIZATIONAL BEHAVIOR & LEADERSHIP Competency 317.1.5: Leadership - The graduate can analyze leadership theories, methods, and tools in given situations and select the appropriate behavior of the leader. Objective 317.1.5-10: Identify the five bases or sources of power within a given organization. Objective 317.1.5-11: Define the relationship between power and dependency in an organizational setting. [pic] Introduction: Corporation A was founded in 1989 and focuses on creating marketing programs for the real estate industry. The corporate mission of Corporation A is to help clients improve their real estate sales. The Corporation A team is comprised of professionals with varied backgrounds and experience levels. The company prides itself on fostering a team environment throughout the organization. Given: Employee 1 has worked in the marketing department at Corporation A for 12 years. In the marketing department, employees who earn a superior rating on their yearly performance evaluation receive a large bonus at the end of the year. Employee 1 often comes into the office on weekends or stays late to ensure the work is complete and accurate. The marketing manager encourages employees to work beyond the requisite 40 hours a week by reminding them of the yearly bonus for receiving a superior rating on their next evaluation. Employee 1 is planning to use the bonus for a well-deserved vacation that would be...
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...LET1 Task 317.1.5-10, 11 Craig Bailey ( 000217808 ) Western Governors University Section A of this task asks to describe each of the 5 bases of power from the given scenario supported by examples. It should be noted that the 5 bases are split into to 2 primary power base types. Legitimacy, Reward and Coercive all belong in the Formal power type. The second power type is Personal power. The Expert and Referent bases fall into this category. Each power base is described below. 1. Reward is where a person expects a positive response to an action performed. The response can be praise, time off, monetary, or anything else the person values as a reward. In our scenario the manager is offering the prospect of a yearly bonus through a superior rating for those who work more than 40 hours per week. Employee 1 values that reward and puts forth the effort in hopes that his or her performance will meet the goal of a superior rating. 2. The second base of power to discuss is Legitimacy. Employee 1's manager has reminded the subordinates of the yearly bonus and Employee 1 acknowledges that if he or she wants to get the bonus and go on a vacation, he or she must follow the recommendation by the manager to work additional hours in the hope that he or she will obtain a superior rating from the manager. Additionally, Employee 3 received legitimacy from being selected to lead the sales team on his or her project to increase sales. 3. The third base of power is Coercive. Employee 2 has...
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...LET1 Task 3 The five bases of power are defined as the following. Legitimate power is the ability to influence the behavior of another person based on the title or position held in an organization or hierarchy. Reward power is the ability to influence the behavior of another person based on giving rewards or benefits that others view as desirable or valuable. Coercive power is the ability to influence the behavior of another person based on being able to harm or punish the person. Expert power is the ability to influence the behavior of another person based on knowledge or qualifications held that another person does not have. Referent power is the ability to influence the behavior of another person based on having a desirable character or other personal traits. In the given scenario the Legitimate Power is described in the relationship between the Marketing Manager and Employee 1. The Marketing Manager is the boss of the department that Employee 1 is a part of. The Market Manager also has Reward and Coercive Power over Employee 1. Employee 1 performs his job and stays for longer than 40 hours per week in order to receive a high performance rating from the Marketing Manager. The high performance rating allows Employee 1 to receive a bonus. The Marketing Manager also has Coercive Power in the relationship with Employee 1. If Employee 1 does not receive the bonus, Employee 1 will not be able to afford the vacation that Employee 1 wishes to take. In the given scenario Employee...
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...Behavioral Influences and Leadership Styles LET1 / Task 2 WGU Task A: Before determining which style of leadership the current CEO and the two possible successors exhibit, we must first define each of the three types in the given scenario. The first type of leadership we will discuss is a Level 5 leader. A Level 5 Leader is basically selfless, very humble, and believes that by respecting his workers, he will bring out the best in them and bring success to the company. A Level 5 Leader is one that will give credit where the credit is due so to speak and will willingly take the blame for any mishaps or shortcomings instead of pawning off the blame onto his subordinates. The next style of leadership is the Transactional style. The Transactional Leader is one who believes in the setting of clear concise goals for his employees. He also believes in a punishment or reward system. If a goal is met then he rewards his employees but if they fail to reach the goal then they will be punished. Lastly, there is the Transformational style of leadership. The Transformational Leader identifies with his workers. He is a type of visionary and leads his employees through inspiration. His employees will usually be loyal to this type of leader and work hard to meet his goals. The current CEO in the scenario is a top notch Level 5 Leader. He has led the company to a 128% increase in stock and placed them in the “black” to show a profit. He is ambitious but maintains his integrity while moving...
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...| LET1 Task 1 (317.1.1-06) Behavioral Influences | | First Name Last Name Student ID# 00000000 My Mentor: First Name Last Name Program and Start Date: Bus.Mgmt.- IT 01/01/01 | | 12/30/2011 | Apply the concepts of the expectancy theory of motivation as an approach to improving performance in a given workplace situation. | In today’s workforce there are many reasons why individuals get up every day and go to work. For most it is because they have bills to pay and thus their motivation to work is for the outcome of a paycheck. That is true for most, but how does motivation apply to an individual once they are at work and must perform their daily duties? Whether that is bolting doors on cars in an assembly line or web developers working on the next big internet company, these individuals’ performances are based on their expectations of something in return. Some may work harder or more efficiently than others for many reasons. How does a manager, supervisor or foreman improve this behavior in order to achieve optimal production? The Expectancy Theory of Motivation was first conceived by Victor Vroom at Yale University in 1964. This theory explains the behavioral process of why individuals choose one behavioral option over another. It also explains how they make decisions to achieve the end they value. Vroom introduces three variables within the expectancy theory which are valence (V), expectancy (E) and instrumentality (I). The three elements are important...
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...LET1 Task 3 Managers in an organization use their power in ways that their employees can achieve goals of the company. There are five bases of power that are broke into two groups: formal and personal power. There is also the power of dependency in which Employee B depends on Employee A if he/she has goals and requirements that Employee A can complete. Dependency increases when the controlled resources are important, short in supply or non-substitutable. * Formal Power group Coercive- the concept that an employee is forced to do something he/she doesn’t want to do. This type of power is usually unhealthy and makes the employee feel dissatisfied at work. These types of leaders use threats if the employee doesn’t do what they are told, such as firing or demoting them. The main goal of coercion is compliance, this source of power can often lead to problems and in many cases it involves abuse. Employee 1 has to work beyond the 40 hours a week so he/she can get a good rating on the evaluation so he/she can get that bonus to go on vacation. If not for the bonus, he/she wouldn’t be able to afford the vacation, so that manager has some sort of control over the employee. Reward- when a leader uses the ability to award another person things that person desires or to remove or decrease things the person does not desire. The popular forms of this are raises, promotions and just simply stating compliments. The employee will be more willing to do something if they know they are getting...
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...Running head: LEADERSHIP STYLES 1 Leadership Styles Student Name LET1 (Task 2) WGU August 21, 2013 Course Mentor Name LEADERSHIP STYLES 2 Abstract Leadership is a series of actions by which an individual inspires others to achieve a task and leads the corporation to make it more coherent and cohesive. Leadership means the willingness and ability to lead and influence others. A leader can be the CEO of a corporation, or a leader who leads his or her team to success behind the scenes. The ability to lead effectively is based on a number of key skills (Xaxx, n.d.). Three styles of leadership will be discussed, identified, and evaluated to understand these styles better and to decide which style would best replace a retiring CEO of a corporation. LEADERSHIP STYLES 3 Leadership Styles Leadership styles have substantial effects on the corporate world. These styles can affect every person from higher management to the most recent employee. They generate the culture of a corporation that can influence the corporation’s operations. The culture of a corporation is normally an effect of the leaders’ personalities. Corporations need to be aware of the type of leadership they are presenting if they desire to manage the types of activity and communication they produce in their corporations. Leadership styles have strong influences on corporate culture because employees seem to mirror their leaders in their actions. The expression "the way we do things"...
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...LET1 Task 3 - When discussing leadership it’s important to know that there are 5 bases of power. Those 5 bases of power are coercive, reward, legitimate, referent, and expert. Coercive can be described as someone with power using that power to make someone do something they do not want to do. Reward is just that, offering a reward. A manager might offer a reward to the employee who has the highest production rate. This, in theory, drives all employees to work harder in hopes of a reward. Legitimate power is when someone does something they are asked because of the job title or role of the person asking them. Referent power is when someone does something they are asked to do because they like or admire the person asking them to do it. Expert power involves someone’s expertise to get something done. A doctor is a good example. If a doctor tells a patient he or she needs to drink more milk, that person will more than likely comply, simply because of the doctor’s inferred expertise. Within the given scenarios, the five bases of power are displayed. The paragraph that discusses employee 1 and the marketing manager describes a situation in which the coercive and reward powers are being used. The yearly bonus is the reward for employees who receive a superior rating on performance evaluations. The manager uses coercion to get the employees to work late and on their off days. The paragraph that discusses the accounting department and employee 2, who is a CPA, the expert...
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...Commercial Printing Company Evaluation (LET1 317.1.5-03-05) The corporation being looked at in this paper started as a commercial printing company and expanded into many other services such as digital printing, mailing services and other fulfillment services. The company has always had very satisfied customers because of its knowledgeable staff, creative methods and their strong desire to work together as a team. Within the last 5 years the company fell upon some hard times where they were losing millions of dollars a year and had their stock price drop severely. The company has recently risen to a new level due to the efforts of Executive A their CEO of the last 3 years. Within the first six months of being appointed CEO, Executive A was able to increase the stock value of the company over 125% and post a profit. Executive A is very driven, ambitious and solely focused on the success of the company. He does not like attention and usually gives the credit for the company’s success to his management team. Executive A always accepts responsibility for less than perfect results and loves to help develop strong leaders in the company. Clearly Executive A has inspired his management team and employees to rise above themselves to reach new heights and see the same vision that he has. All of these attributes make Executive A an outstanding Level 5 leader. Companies with Level 5 CEO’s; leaders who are humble yet profoundly driven, provide vision, instill pride in their employees...
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...LET1 Task 3 Influence someone has over another is known as power. Power can be good or bad depending on how it is used. If power is used wisely it can help an organization. Used poorly, however, power can be detrimental to those involved. There are five bases of power and all are seen in the given scenario. These five bases can be divided into two main forms of power. The first form of power “is based on an individual’s position in an organization” (Robbins & Judge, 2007, p. 471), this is also known as formal power. This form of power encompasses three of our five bases of power. The first that is included is a fear based power known as coercive power. The second is based on rewards and acknowledgement and is known as reward power. The final base covered in the first group is legitimate power. Legitimate power is created by a specific title or position within an organization. The second form of power is personal power, and encompasses the remaining two bases of power. The first base of power covered under personal power is expert power. Having skills or knowledge that someone else does not is expert power. The last base of power is referent power. “Referent power develops out of admiration of another and a desire to be like that person,” (Robbins & Judge, 2007, p. 472). All individuals possess a degree of personal power. As mentioned previously, all five bases of power are represented within the given scenario. Coercive power, the first base of power, is presented...
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