Case Study Questions On Transformational Leadership

1) Question: If you were consulting with the HTE board of directors soon after Harold started making changes, what would you advise them regarding Harold’s leadership from a transformational perspective?

Answer: Firstly, transformational leadership is a process that does exactly how it sounds, it transforms people. Through this sort of leadership, it is involved in being concerned with things such as standards, values, ethics, emotions, and long-term goals. If I were consulting with the HTE board of directors I would advise regarding Harold’s lack of awareness for those around himself and how that was making him an ineffective president. Harold leadership style is centered around his own selfishness, this is shown when he takes it upon himself

This is because he does not have the correct method to make his vision a successful reality. He seemed to want to transform and prove that new technologies and management could indeed work to make HTE the best manufacturing company. Another thing that he had done correctly was create a vision statement for all the employees to see a clear statement on the company’s vision and mission. However, the statement was unclear as the years passed due to confusion on what the employees responsibilities were. Then the employees began to feel uncomfortable due to some changes that gave employees more control in certain circumstances where it would have been better with less. Whereas other changes limited the impute of employees that should have been given more control. Hence Herold’s lack of understanding made the employees feel uncertain about their responsibilities and what they were supposed to do to contribute to the growth of the company that lead to the major failure in

Firstly, Harold had a blurred vision of the overall effect, not a detailed plan which caused the effect of the that no one reorganized his vision and there was a precipitous drop in worker’s morale, understanding, and productivity. Thus, in my opinion, Harold was no effective change agent and social architect, this is because as a change agent Harold was supposed to illicit a transformation. Whereas, Harold could not be an example or be confident in his vision and dismissive with his mission. This was due to the fact that Harold could not influence his workers to follow his method. Of Couse, an ineffective leader only leads to making the employees to feel a instability. Harold faced the failure of not having earned but instead broke the trust of the employees. In the end, the bad comradery between Harold and the employees that was going on caused a huge gap between leader and employee resulting