Name Khuwajah Mujibulrahman Sediqi

Registration Number 912-1809043

Course Title Advance Management and Leadership
Session Spring 2020
Exam Midterm

Case I
Q1)
1. Based on theory of X and Y the two managers attitudes are described as follows.
Theory X fits Maryam, she has negative attitudes toward her employees because
she always commend and scold people, and several times publically criticized
Malala by commenting on her shortcomings as personal banker.
Theory Y fits Helai, she has positive attitudes toward her employees because she
is very helpful competent and kind by trusting on her staff, enjoys seeing them
grow and encourage the employees by organizing games.
Maryam has coercive, autocratic leadership styles because she publically scold
and criticize employees about their productivity and shortcomings which is a type
of punishment. Based on Pygmalion Effect Mariam thinks negative about her
employees so negative things will happen and will affect negatively her
leadership goals and objectives.
Helai has participative, democratic leadership styles because she motivates her
employees by helping, encouraging and trusting them to growth. Based on
Pygmalion Effect Helai thinks positive about the employees so positive things
will happen and will affect positively her leadership goals and objectives.
2. As we know that the major goals of banking institution is to maximize wealth in
the long run and this goal could be reached through customer’s loyalty and
satisfaction. In this case study Maryam follows autocratic leadership style which
causes to intimidate Malala even she was the very newly joined employee and is
concerned that she would get fired by Maryam. This action of Maryam causes
employees job dissatisfaction and prevent their growth. Therefore Malala could
not open the certain number of accounts and could not build strong relationship
with customers even though the scripts provided to her which put the bank in
danger situation.
On the other hand Helai follows democratic leadership style which is very
helpful, competent and internally motivates her employees and encourage them
by organizing games to see who can open the most accounts and give positive
feedbacks in case customer interactions do not go as planned.
Therefore the democratic leadership style results to employee job satisfaction
which causes the employee productivity helping to open the certain number of
 accounts and establish strong relationship with customers in order to help bank to
meet its goals.
3. Maryam and Helai are having the following personality types base on their traits:
a. Maryam firstly fits Neuroticism type of personality because she cannot
hide her emotions due to change and failure and publically criticize
employees for their shortcomings as personal banker.
Maryam secondly fits Extraversion personality type because she is
outspoken by openly talking about employee’s progress and productivity
and self-confident for the success of the branch.
Maryam thirdly fits Conscientiousness type of personality because she is
organize, risk calculator and doesn’t want to get in trouble by concerning
about people approach to work and provided readymade scripts to Malala
and continually watching and evaluating her for what she does.
b. Helai firstly fits Extraversion personality type because she always tries to
come across when Malala is with customer and introduces herself and
make sure everything is going well. She influenced Malala by helping and
has confidence to deal with disgruntled customers in front of Malala.
Helai secondly fits Openness personality because she innovate and
organize games to increase the number of accounts opened within the
branch.
Helai thirdly has Agreeableness type of personality because she trusts her
staff, optimistic, empathetic with Malala that she is doing fine even she
doesn’t opened the certain number of accounts.

Case II
Q2)

1. Maryam is a young mother who works for minimum wages that’s why I would
place her on Physiological Needs. She would get motivated by increasing her
salary, breaks and good working conditions because the minimum wages she
receive does not satisfy her basic needs and would never satisfied if suppose you
try to fulfil her complex needs based on the hierarchy.
Since Ali is extremely wealthy and 60 years old employee his physiological,
Safety as well as social needs already fulfilled and salary, working conditions, job
security and social relations will not motivate him anymore that’s why I would
place Mr. Ali on Esteem Needs and strategy I would suggest is to give him title,
participating in decision making, challenging tasks, reputation and recognition
will motivate him.
Jan is 45 years unmarried who suffers from Social relations. Jan will get
motivated by participating in parties, picnics making new friends, and getting
married because the need for home, shelter, salary, working condition and job
security already fulfilled since he does not have good social relations like friends
he is still single.
Motivating each of them will results that Alkozai Inc. meets its goals and
maximize wealth by increasing the employee’s performance.
2. As Sara is a new manager with full of experience and knowledge I would suggest
Two Factor Theory in order to assess the conditions.
Two Factor Theory has two dimensions which are maintenance and motivators,
the maintenance factor which covers Physiological Needs, Safety Needs as well
as Social Needs are recurring needs or extrinsic motivators which will not results
to motivate Sara as the needs are continuously changing, it just results to Not-
Dissatisfaction or Dissatisfaction, because they are recurring needs the Alkozai
Inc. have to fulfill these needs.
But if you want to motivate Sara you would have to fulfill the second factor of
Two Factor Theory which starts from Esteem Needs and end with self-
actualization needs or intrinsic motivator. Sara would get motivated if Alkozai
 Inc. meets her needs through titles, merit pay raises, recognition, challenging task,
participation in decision making and promotions.
3. As the work objectives are not clear and rewards are not in terms of equity it
determines by managers, I would suggest Expectancy Theory for the mentioned
departments to use. They can motivate employees by clearly defining objectives
and the performance which is important to achieve, give the employees incentives
and reward them based on their performance, make sure that rewards are valued
to employees, tie your saying with your actions and user Pygmalion Effect to
develop expectations. Make sure all three variables of this theory is fulfilled.
Q3)
As ethical leadership is not only leading ethically but acting ethically as well. It
has the principles, way of conducting and way of implementing things ethically.
The ethical leadership requires courage, in the context of Afghanistan it is
applicable but leaders could not decide by their own due to external intervention.
They are low in management and their personality traits and attitudes does not
completely match integrity, based on different situations the leaders have to be
pre-conventional, most of them do not have ability to draw strength from others
but they do in opposite side, due to not good security they cannot take risks of
black mail by kidnapping their family members, as they born poor in a battlefield
they cannot use their frustration and anger for good which depends on their
nature, most of them are narcissist and don’t want win-win situation for the
parties they would refer to win-loss instead as they were deprived of certain
things.

Q4)
Legitimate power comes through formal job authority, formal position or status
where expert powers comes through expertise which influences or persuades the
group of followers by helping and solving their problems.
I already faced this example in one of the private banks in Afghanistan. I would
not name that bank just will call it as X bank. In the X bank there were a CEO
who is having the legitimate power and were using the autocratic leadership style
because lack of banking knowledge and not having the ability to discuss with the
employees about the problems they faced, he just dictates to do certain things
without knowing is it useful in our bank or not. On the other side there were
another employee who were working in the same bank with full knowledge of
baking but were not in the formal position to direct and solve employee’s
problems. When the employees perceives that whatever CEO dictates to do is
wrong they referred to that person and asks for the solution and that person
influenced lots of employees by giving them good feedbacks and one day he
became the CEO of X bank and always supported by his followers. I think this
real life example may convey the difference and importance of two mentioned
powers.

Thank you dear mam,

Appreciate your efforts