Evaluating Leadership Theory Paper

Evaluate Leadership Theory The internal influence factors of what happened inside GM when the ignition switch issue wasn’t raised prior to the release was partly based on the employees lack the confidence to raise issues that could, in the end, cost money to the company. The influence of the top management stating “cost is everything” or take on the culture where the employees based their thoughts on the emphasis on cost control. (Kuppler, 2017) This internal influence leads the employees do not feel safe in reporting the issues and the possibility of not being supported if the issue would bring on the additional cost to repair. The external influence would be the take on the what the public feels about GM, after the debacle and the death

The changes that Mary Barra set into place could shift the dynamics of the relationship. Providing a safe place to voice thoughts and concerns without the backlash of causing havoc when justifiably safety concerns. The shift from Mary Barra being out of touch or withdrawn from her employees would be changed after creating a “Speak Up for Safety Program”. (Kuppler, 2014) This change allowed the employees a place to communicate issues and problems and the possibility of being recognized positively for speaking brings a reassurance that the employees are doing the right

The culture as a whole, not have the urgency needed to stay on top of rising issues and developing root cause analysis to understand problems that may arise. Agreeing with the author of this case study, Kuppler stated: “They clearly need the advice of some culture experts to zero in on meaningful change since we are still at the surface of this problem.” (2014) At the time of this article, Kuppler felt that the changes implemented by Mary Barra wouldn’t be enough to change the culture of the company. Several drivers of the culture could be the lack of raising concerns with management not escalating fast or high enough. The decisions of avoiding responsibility, known for the “GM salute – a closing of arms- and pointing towards others” only to say it was someone else’s fault.(Kuppler,2014) Conflicting messages, “when safety is at issue, cost is irrelevant” “cost control at GM “permeates the fabric of the whole culture.” (Kuppler, 2014) The culture is impacted by internal influences based on the judgment of other leadership members in the organization. “Managers need to recognize that culture is not developed, and driven by a top-down process, but is a consequence of a network of interactions in the organization. This recognition will help understanding that culture is more likely to develop at a deeper level, if it is created from within rather than imposed from above. (Perkins, 2.