Douglas Leadership Style Case Study

Q1. Douglas’s leadership clearly is one of the major types in the style approach. What style is it?

I think Douglas leadership style is based on relationship behavior, as it is mentioned that Douglas is a strong supporter of social events outside the work. Moreover during his first year of Director he spend lot of time in developing the culture of his department which clearly shows that he was towards the relationship behavior among the employees of his department. His effort towards the sponsorship of a soccer team is also a plus point towards his leadership style. Moreover, I believe his plan of Friday Lunch and meeting with team leads in order to know their needs and how they are performing shows that Douglas was more into relationship behavior style due to which most people in the department gives positive reviews about him as a Director.

Q2. Does is it sound as if it is effective in the context of a design department at a furniture company?

To me Douglas’s effort will also be effective in design department at a furniture company. Douglas was serving as Vice President earlier and holds a reputation as a Leader at his previous company. As a Director in a new company he started with a great leadership style. Douglas leadership style focused on developing a culture of the department, his effort like holiday open house invitation to all employees which was catered by the company was considered “first class” among the employees made him successful in developing department’s culture. Moreover he introduced a new department schedule meeting so that everyone can share his or her thoughts, ideas and concerns. Unlike the previous Director who spent most of his time monitoring projects and timelines, Douglas strategy was different. Dougl...

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...ne as the reasons why this leadership style is so important to leadership research.

Transformational leadership is based on charisma designed to motivate and inspire. Transformational leaders redefine or change the status quo in order to enact a vision of a more satisfactory future state and they help followers to go beyond their own interests and consider the moral and ethical implications of their actions and goals (Avolio, 1999). This is why transformational leadership is often defined as the new leadership.

Transformational leadership is the most effective of the three styles (laissez faire, transactional, and transformational) in relation to follower effort, commitment, performance, and satisfaction (Bass, 1995). Perhaps as a result, more research has been done on transformational leadership than the other leadership styles combined. This research is based