Assignment: Case Study-Wk2

Yuan Liu (N0010441968)

Answer the following questions by applying the concepts learned in
Chapter 4. Also, conduct literature reviews on the subject of
discussion and use to support your case study answers:

1. Using the above scenario, consider Organizational Level 1: Key Players

(Stakeholders) and Business Ideas (Purpose). Which Leadership Challenge
response is most appropriate: Establishing, Refining, or Monitoring? Using the
theories discussed in Chapters 1-4, explain why you chose that response.
As I see, Monitoring is the biggest challenge of Listo Systems leadership.
In this level, implementing business ideas in the internal and external environment is
affected by the stakeholders, key players, or factors whos helping or hindering roles
determine success or failure to the organization. This level involves establishing
visions, refining objects and monitoring the company so that it could synchronize
stakeholders and key players with business ideas and purpose of the whole company.
Listo Systems vision statement mentions that the current mission is to develop
superior graphic design products and services through innovation, teamwork and
leadership. Even though Listo has well defined visions and goals, elevated personal
turnover and lacking in proper training for new staff has resulted in workers detaching
from the companys objectives. In order to make sure that everyone is involved in the
companys goals and objectives, these should be re-established. This could be
achieved by using the Hawthorne experiments theory. If employees opinions could be
considered more, they will feel like part of the company and therefore make the
company goals their own and try to achieve them. Homans Informal Work Groups
will help to achieve this goal as well. Once employees feel like being respected, they
will better help realize company visions, because they are their own visions too.

2. Using the above scenario, consider Organizational Level 2: Entity (Culture)

and Strategy (Mission). Which Leadership Challenge response is most
appropriate: Defining, Shaping, or Publicizing? Using the theories discussed in
Chapters 1-4, explain why you chose that response.
Organizational level 2: Entity (Culture) & Strategy (Misssion). This level finds
strategic initiatives carried out within the corporate culture. It involves defining,
shaping (publicizing) and energizing the companys vision by synchronizing the
corporate culture and individuals with the strategies and mission.
As mentioned in the case, Listos mission is to develop superior graphic design
product through innovation, teamwork and leadership. Due to sudden expansion and
change of management, employees adaptation in the new system is not easy. As I see,
shaping becomes the most appropriate leadership challenge. At this level, the
company didnt fully anticipate its internal issue and business future. As its business is
growing, the mission and measuring system would be different accordingly.
Argyriss Immaturity-maturity theory could be applied in this circumstance. Keeping
leadership task-oriented will help the company achieve its goals more efficiently.

3. Using the above scenario, consider Organizational Level 3: Departments

(Units) and Key Results (Success Factors). Which Leadership Challenge
response is most appropriate: Involving, Facilitating, or Communicating? Using
the theories discussed in Chapters 1-4, explain why you chose that response.
In organizational level 3, involving, facilitating, and communicating the stated vision
to the synchronization of the organizational units and department divisions with the
key results and success factors. I would say in this level, Listos leadership challenge
is communication. Employee communications refer to communications and
interactions among employees or members of an organization. Employees opinions
were ignored to make room for production and profit. Due to rapid expansion, a more
complex hierarchy also caused information passing problems which resulted that the
companys goals and objectives becomes unclear to end staff of the whole change.

Communication here is not efficient.

According to Hersey and Goldsmith, clarity here is important. Substituting clarity
for understanding Clarity refers to an understanding and acceptance of what to do
and how to do. The follower needs to understand clearly what the major goals and
objectives are, which requires efficient communication between leaders and
employees.

4. Using the above scenario, consider Organizational Level 4: Teams (Groups)

and Goals (Objectives). Which Leadership Challenge response is most
appropriate: Focusing, Unifying, or Connecting? Using the theories discussed in
Chapters 1-4, explain why you chose that response.
Level 4 involves focusing, unifying, and connecting the stated vision to the
synchronization of the groups and teams with the goals and objectives. Focusing is the
most appropriate challenge here. As mentioned, new managers were hired but training
was not provided, leaving new managers and employees detaching their personal
views and visions from what the organizations primary goal was. Listo has
transitioned from Theory Y to Theory X as they diverted their focus from their
employees and focused more on production and profits. Previous leadership was more
participative and empowered employees to seek responsibility and be more committed
to the organizations goal achievement as they enlisted their opinions.

5. Using the above scenario, consider Organizational Level 5: Individuals

(People) and Tasks (Jobs). Which Leadership Challenge response is most
appropriate: Enabling, Engaging, or Empowering? Using the theories discussed
in Chapters 1-4, explain why you chose that response.
Level 5 states that enabling, engaging, and empowering the stated vision to the
synchronization of the people and individuals with the tasks and jobs. Through
studying the cast, it can be found that employees opinions were more or less ignored
and their tasks were not clarified well. Besides, the amount of sick days that people

take has doubled over the past few years, which was a symbol that employees didnt
feel empowered. In order to empower employees, the company should be aware
changes happening among employees. The company would benefit from Herzbergs
motivation hygiene theory. Listo should try to listen to employees opinions more.
Employees who are engaged and respected will feel more empowered and thus help
fast decision making and increase efficiency.