Lisa Benton (A) Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

ASSESSMENT OF LINTON’S LEADERSHIP APPROACH

After a thorough analysis of the leadership style of Deborah Linton, an autocratic leadership style has been depicted as well as following traits and practices have been identified (Goleman, 2008).

LACK OF PROPER COMMUNICATION

Deborah Linton neither communicates the proper job description to Lisa Benton nor does she answer the queries of Lisa on a timely basis. This reduces the motivational level of Benton as she is unable to identify her job role properly as well as it also caused Benton to be unable to resolve her queries on the timely basis.

Benton has approached Linton to solve her queries and to communicate the problems she is facing in the company;however Linton has always showed no interest in the queries of her employees and has always prioritized her own work over others.

LACK OF PROVIDING PROPER FEEDBACKS

Linton does not provide constructive feedbacks on the work of her employees, which decreases the overall motivational level of her employees as well it creates frustration on the part of employees as they are unable to obtain the assessment of their work. This also decreases the reputation of Deborah Linton among other employees.

NO ENCOURAGEMENT TO EMPLOYEES

Linton does not encourage the abilities and work of her employees, which further decreases the motivational level of her employees as well as creates frustration in the employees. She always tries to show her superiority over others as well as identifies weaknesses in her employees. Furthermore, she is unable to properly identify and communicate the strengths of her employees and put more emphasis on identifying and communicating the weaknesses of her employees.

PROPER ASSIGNMENT OF WORK TO TEAM MEMBERS

Linton lacks in proper assignment of work to team members efficiently and effectively. Although Benton is an MBA qualified from Harvard Business School, a well renowned and highly esteemed high school, however she was assigned with clerical work several times and she was told by Linton that it’s a part of its job description.

Moreover, Linton is unable to utilize the abilities of its team members, which decreases the overall motivational level of the employees seeking intrinsic motivation. This further affects the overall efficiency and effectiveness of the operations of the company.

PERSONAL BIASNESS

Linton shows biasness and provides unjust favors to her favored employees. Benton complained about the unacceptable behavior of Linton’s best friend, Ron Scoville, but in spite responding to Ron, she told Benton that Ron is never wrong and she has to maintain good business relation with her team member Ron. This shows personal biasness in her decisions as well as unjust favors to her favored employees.

LACK OF SUPERVISION AND MENTORING

Linton does not properly supervise the work of her employees on a timely basis as well she lacks in proper mentoring her employees. Moreover, she does not interact with her employees frequently; this creates a sense of loneliness on the part of employees as well as it also decreases the satisfaction level of the employees.

Moreover, she does not provide proper training to her employees as well as also lacks in proper mentoring her employees. This also enhances inefficiency in the performance of the employees and this also creates hurdle for the employees in developing and nurturing their skills and abilities(Bhatti, 2012).

LACK IN TEAM BUILDING

Deborah lacks in building an efficient team efficiently and effectively. She is unable to develop a proper team and resolve discrepancies and inconsistencies in the team efficiently and effectively as well as on a timely basis. Furthermore, she is also unable to maintain and enhance the cohesiveness among the team members.Lisa Benton (A) Case Solution

LACK IN MOTIVATING EMPLOYEES

Linton does not take any steps to enhance the overall motivational level of her employees as well as she also does not deliver motivational speeches to her employees in order to enhance their motivational level as well as their performance. Furthermore, she does not give rewards on the outstanding performances of her employees which also decreases the overall motivational level of her employees

LESS INTERACTION WITH EMPLOYEES

Linton interacts with her employees, and does not create harmonious and good business relations with her employees. She also does not attend social and informal gatherings with her employees to develop good relations with her employees and understand their problems and queries. This also becomes hurdle in developing a charisma to create her credibility among her employees................

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