Angel Geovani Olguin Espinoza A00812318

What happened? Background

This is a study case about types of leadership in an organization. It stated the following: Person X
and person Y has been working in a cosmetic company.

Person X ​is 33 years old. He is got a Chemistry degree and has a Master in Business. He has been
working in this company for five years and for four years ago he leads the research team. He is a very
confident and trust on his own capabilities; it is very difficult for him to accept opinions different from
his own, therefore their team members just do their job, without trying to bring new ideas or
innovations. He is unable to delegate, except small routine task. Inside work It is distant and cold.
However, it always seems to be available. When he think that someone is not fulfilling their functions
in work correctly, he do not hesitate to admonish him,sometimes in public, without trying to analyze
possible causes. All The decisions made on the team must have their approval. Outside the company
and in informal environment, he is a cordial person with a great sense of humor.

For the other hand, ​Person Y ​is 28 years old. He is got a Pharmaceutical degree and has a Master in
Marketing. He is an enthusiastic person, outgoing and has a great ability to interact with others. He is
empathetic: is flexible to the diversity of alternatives, listens to others and is capable to analyze the
problems from different perspectives. He thinks that his team is formed by highly qualified
professionals and that each one should take responsibility for their homework. Also, decisions must
been taken by group consensus. He thinks that the base of a team are its member and must exists
equal treatment between all of them. He defines himself as "one of the team".

What were the results? Why did this happen?

During a conversation in the cafeteria, they said:

Person X: “I am a bit disconcerted. I started this work by putting all my illusion and commitment,
giving all the best of me and hoping that others would do the same. The first months seemed to work
well. However, for a recently month, the situation becomes weird, the project is not going well and
the last meeting was a disaster". Two members of a team a confrontation because they blame each
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other of the pace of work. Person Z tried to boycott the meeting, contradicted all opinions and
complained about the lack of organization of the team. He said the project forecasts were poorly
developed and it could not meet deadlines or objectives. As you imagine, I felt directly attacked and I
didn't know what to answer. I reminded them that we were a team of professionals and that we should
all put something on our part.

Person Y: “What you need is a compass that guides properly your team. You need to take the
control in an authoritative way, let go the consensus thing and trying to satisfy everyone, because it’s
impossible. Put everyone in their own place and put yourself in yours. Don't confuse relationships
within the team with friendship.

What class concepts are relevant to this situation? MOOCs concepts

It is clearly that exists differents types of personality and all of the people are lead by its own
values. As soon as both of them understand what motivated each other and what are their drives
to do their job, they could have the opportunity to solve the problem. Both, Person X and Y have
different values structure, X has a conservation structure where obedience, authority and social
order are predominant. For the other hand, Y has an openness to change structure where self
direction, achievement and benevolence are predominant. As you can see, they have opposite
drivers.So, the fist point is to be emphatic with each other.

Second, Y is asking for help or a solution. He is very concerned about their job and if the work
environment does not change, he probably could leave the company. Person X, as the leader of
the team, must evaluate Y´s request and it is most probably that not only Y is feeling in the same
way. So, the recommendation is that X change the structure of leadership from task oriented
behavior (even though, it brings high productivity also brings burnout, as it seems in the case)
to people oriented behavior in order to involved connection with subordinates and demonstrate
empathy with the purpose of maintaining social relations in the group and higher job
satisfaction.
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What did you learn from this?

I learned that this case is very common in the real world and not always is very easy to
understand each other. So, it is very important to be empathetic and always take in
consideration everyone's opinion.

Resources

https://www.cuatrow.com/mostres/demo_liderazgo/descargas/caso.pdf