Henry Rankin Case Study
Henry Rankin is working for Reflex Systems, as a team leader in charge of implementing a new customer relationship management (CRM) software. The company sells exercise equipment to high schools and colleges and small to midsize business for recreation centers. The team is divided in Chicago and Los Angeles and given a ten weeks deadline to install and train. One of the member of the Chicago’s team, Sally Phillips, has leave the team before the end of the project because of a lack of “quality of life” and due to her lack of technical skills. On the Los Angeles side, team members Barry Livingston and max Wojohowski are working well together. We cannot say the same for the Chicago’s team members Bob Finley and Lynne Johnston, who are avoiding one another. Also Henry Rankin was supposed to take over as CEO in two years, but his team might have ruined that opportunity (Daft, 2013).
How would you characterize Rankin’s leadership style? What approach do you think is correct for this situation? Why?
Rankin is using a task-oriented behavior, and authority-compliance leadership style (Daft,2013).
Authority compliant managers have a strong focus on good planning and successful completion of task. They place little emphasis on relationships, motivation or communication with their subordinates (Gupta, 2009). In this particular situation, Rankin should …show more content…
Character and competence are important, you need to be a person of integrity. Someone people trust and are willing to follow by integrating the values of interactive leadership which are personal humility, inclusion, relationship building, and caring. But also by showing that you believe you are offering an excellent product in every way, and to believe in yourself and in your
How would you characterize Rankin’s leadership style? What approach do you think is correct for this situation? Why?
Rankin is using a task-oriented behavior, and authority-compliance leadership style (Daft,2013).
Authority compliant managers have a strong focus on good planning and successful completion of task. They place little emphasis on relationships, motivation or communication with their subordinates (Gupta, 2009). In this particular situation, Rankin should …show more content…
Character and competence are important, you need to be a person of integrity. Someone people trust and are willing to follow by integrating the values of interactive leadership which are personal humility, inclusion, relationship building, and caring. But also by showing that you believe you are offering an excellent product in every way, and to believe in yourself and in your