Question

1. A group of volunteers are planning a dinner to raise money for a charity. They have excellent relations with the chair of the fund-raising committee. They want the dinner to be a big success but unfortunately, they have little experience in planning dinners and are not sure which tasks they need to do in order to succeed. Kai, the chair of the committee wants to guide them but he has little reward power over them since they are not paid workers. He doesn't know what leadership style to use.

In class we discussed several theories that argue that proper leadership varies depending on the situation.

a. Based on his writings, what type of leadership would Fred Fiedler suggest that the committee chair use? Why?

Give specific examples to support your major points.

b. What type of leadership would path-goal theory suggest? Give examples to support your points.

(50 points)

2. Your boss wants to motivate a team of software salespeople. She knows that you are studying OB so she asks you to tell her how to do this using the theories of Abraham Maslow and David McClelland. What will you say? Explain the motivation theories of each of these psychologists and give specific advice about what each person might reasonably suggest about motivating a group of software salespeople based on his writings. (50 points)

  

Answer 1

1) A) Fred Feidler's theory suggests that there are two types of leaders:

1) Relationship-oriented leader.

2) Task-oriented leader.

Relationship-oriented leaders generally are good at managing relations and avoid conflict among group members. They are good at taking decisions in complex situations.

Task-oriented leaders are more focused on completing the task. They want the work done, they are rarely concerned about maintaining good relations with the team. They are good at organizing groups and getting the work/project done.

In the given situation, the relationship of the chairman is good with the volunteers but he's unsure about what leadership style to be used. Kai wants to guide but his power is low here. So, the relationship is good, task seems unstructured as well as the power of the leader, I.e Kai is weak. So we can say he's high on L.P.C ( least preferred coworker) scale. So, Fred Feidler would have suggested high L.P.C leadership style to Kai which focuses more on building good relationships. People give funds generally when the relationship is good with people who needs funds.

2)b) According to path-goal theory, the leadership style for this situation would be Task-oriented style, low L.P.C leadership style.

Path - goal theory is based on Vroom's Expectancy theory which focuses on rewards given after a particular act is done. For example, a child is told that he/she will get a new phone / toy only if he/she gets good grade. Path-goal theory works on the thought that an individual would do a particular activity with giving their best performance if they are expecting a positive outcome.

2) Abraham Maslow's hierarchy of needs places each human needs one after the other in a hierarchy form. First comes the Physiological needs which includes the need for food,clothing, sex etc. Then is the need for Safety, then the need to feel Loved and need for Belonging to a particular family /group etc. Then comes the need for Esteem where one strives to perform better at work/home, in the end comes Self-actualization where a human being reaches a higher level of living through meditation, philosophy etc.

So, according to Maslow's theory, the employees can be motivated only if the first three needs are completed I.e physiological needs, safety needs, need to feel loved and being belonged. The employees could be motivated to work efficiently only if their self esteem is challenged.

David McClelland's theory states that every individual has three motivators namely, need for achievement, need for affiliation and need for power. People will have different characteristics depending on their dominant motivator. These motivators are learned throughout the life.

In the situation given, my boss will have to observe his team as to which motivator drives each employee.

For example, the one who always wants to take charge whenever a new project is given could have his need for affiliation as a dominant motivator.

The boss can address the group focusing on all the three motivators and if possible, if the boss knows which employee has which dominant motivator, he/she could be directly addressed.

For example, one who's motivator is that of affiliation could be made the team leader. One who always try to solve complex problems could be given complex work,his/her motivator would be that of need for achievement.