LEADERSHIP AND MANAGEMENT CASE STUDY # 2

Discussion Questions:
 
1. What leadership styles could be developed in this situation?- As indicated in the
situation, there are different styles demonstrated that well fitted with the members of
the team. Each expertise of the member are distinct to each other and that leadership
style could be demonstrated as Transformational Style, Situational approach, Path-
goal Leadership Style that should be delegated to the members based in their
experience and developed skillset.
 
2. What are the primary leadership challenges facing the taskforce?
- Hereunder might be several challenges I have noticed:
2.a) Since the youth member of the taskforce, Maya Soto, has been involved in
numerous responsibilities, time constraints might be a problem with her presence to
perform her delegated responsibility with the team.
2.b) The priorities of each member might be also a problem since some of them have
other work to perform.
2.c) Involvement of other works that are not relevant and common to the members but
such an important part for the advocacy of the task force might be a threat in creating
problems if not given attention.
 
3. How could the task force make mid-course corrections to be more effective?
- Hereunder are some of the mid-course corrections that the task force could make to
be more effective:
3.a) Setting goals timeline (project timeline) and expectations.
3.b) Good delegation of authority and responsibility which are relevant and under
their field of expertise.
3.c) As deemed necessary, provide resources that could help to expedite work
accomplishment basing on the project timeline
4. Which kind of style do you think a leader would need to be effective in this
situation?
-  Several types of leadership may be suited for this situation:
4.a) Style – A style approach may effectively balance relationships with and between
task force members while, at the same time, directing tasks so the final product is
submitted on time.
4.b) Situational –  Based on the different capabilities and expertise of the task force
members, the leader could provide the needed support.
4.c) Path-goal – Good structure leadership interactions to the member would give
self-confidence and could develop high morale, thus motivating taskforce members to
finish their job/task on time.
 
1. CASE STUDY 1
a. What actions do you need to take?
- The issues between the two involved Airmen namely: A1C Timothy Griffin and
SSgt Richard Watson, could be a threat in creating a breach which leads to poor
service of the mission. You as a flight commander must be fair and just in settling
these issues and most importantly at all cost-neutral between the two. Do not be
one-sided, but instead, since the two are in the same section of the building,
gathered relevant information to other enlisted airmen/colleagues which are also

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 in the same section regarding issues between the two. Likewise, a closed-door
meeting must be organized to the two involved Airmen separately to obtain
relevant information regarding the issues concerned. Wrap up all gathered
relevant pieces of information and closely investigate/dissect to provide a basis
and guide for your next action in settling the issues. 
b. What issues do you need to anticipate?
- The issues are sensitive which tackled a sexual assault to A1C Griffin as
a victim. Since the assault has happened in the car of SSgt Watson and no one
knows what exactly the case is but just the two of them, relevant issues must be
needed to anticipate obtaining information as a basis in settling the problem.
Hereunder are some of the issues need to be anticipated:
b.1.) How AC1 Timothy Griffin greatly stressed with his current relationship?
b.2 .) How was the communication and relationship/bonding in the past days of
the two involved airmen?
b.3) What are the actions of both airmen when under the influence of liquor, since
A1C Griffin mentioned that he drinks a few beers with some shots of tequila,
hence this he was out of control.
b.4) Since A1C Griffin reported being sexually assaulted, considering that these
airmen are fully capable of closed combat and strong, a mark or remnants of
scratch and other physical abuse must be identified in all parts of his body. Any
existing physical test must be served by respective professionals to determine if
sexual assault as claimed by the victim was true. 
 
2. CASE STUDY 2
a. The squadron commander asks you what you think should be done about
the situation. How will you solve this problem?
- Although 2nd Lt. Brown has not performed well with his delegated
responsibility as Force Support Officer and instead of giving him punishment,
why not do something in response to his concern. The delegation of work to a
worker that is not relevant and does not coincide with his talent, ability, and
interest thinks that their job is just a burden which leads to poor work output.
Hence, Since 2nd Lt. Brown shows no interest in his present assignment,
assign to Him a relevant position which is under his Excellency like work or
position concerning athletic program while waiting for the demand of pilots. 

3. CASE STUDY 3
a. Given this scenario, what have you been doing wrong as a leader?
- In an organization or a workplace the delegation of authority in each position is
distinct which you should act and direct under your position. In this scenario, you
are the flight commander in which you are responsible and in charge of your
members/subordinates. It is a good thing that you are well engaged and closed to
all 15 personnel under your supervision to the extent that they are taking
advantage of it. You are too loose with your management as a flight commander
with your subordinates.
b. If you were the commander of this organization, what would you do with
the Lieutenant?
- If I were the commander of the organization, I would have given them
punishment as lessons for them to learn. A gap between our relationships in the
workplace should be provided and maintained. This gap is vital which serves as a

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 tool inferring that they should act according to the authority and responsibility
delegated to every one of us, wherein in this case I am the Flight Commander that
in all costs should be respected and followed.
 
4. CASE STUDY 4
a. The NCOIC relayed this situation to you and asked for your help. How
will you help?
- As a captain who has a performing and valuable member in my organization like
Lieutenant Smith, it is undeniable that I’m very lucky to be her immediate
supervisor but what Lieutenant Smith did is quite a micromanagement. She was
constantly working in stress at a high level due to her level of expectations,
directing outputs of her member according to her wants. This stresses out our
subordinates and fractures workplace relationships which then lead to poor
performance. Talk to her in a sincere and lenient way about the things she’s
overdoing but don’t forget to praise her good performance. Also, it shows that she
tends to be a workaholic which contributes to her attitude with his member.
Perhaps she needs to slow down, hence give her leave for a vacation to relax his
mind and to reduce stress. 
 
5. CASE STUDY 5
a. What will you do?
- (can’t relate to the scenario/situation/case since terms are too technical..:-))
 
 
6. CASE STUDY 6
a. Your couple days are up, what will you do??
- This is a concrete example of micromanagement. Micromanagement is the
process whereby a superior or higher rank in a position virtually takes over the
role the colleagues/members are employed to do as TSgt Allen had acted. This
leads to productivity issues and can drastically lower the colleague's/members'
morale as noticed during the operation. I would rather talk personally to TSgt
Allen regarding her attitude and way of management than to let things happen and
just act when things got worse. I will prepare a closed-door meeting to her, and
gently, I will discuss the effect of micromanagement and how it kills motivation
and lead to disengagement in the workplace. I’ll suggest a better way on how to
communicate and deal with our colleagues in the workplace regarding concerns of
the success and betterment of our service in the organization without hurting ones
feeling. A freely interaction and good communication with your subordinates
allows employees and superior to focus in areas that the organization needed for
the betterment of the service and heal whatever issues that leads to poor output of
the organization.
 
7. CASE STUDY 7
a. What will you do now?
- As Force support Officer in charge of all base recreational facilities you must
expand your perspective and focus on what is going right. Try to talk with TSgt
Harvey regarding his attitude and try to solve problems between you in lenient
way and at all times practice self-compassion and, even forgiveness. If he refuses
and continues his doing that is the time that the problem should be raised to the

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 higher authority or to your superior. Let them tackle the issues and problems and
wait for the recommendation/s and suggestion/s. Remember that you can’t always
control what people say about you but you can control how you respond, and you
can be resilient.
 
8. CASE STUDY 8
a. How will you deal with this situation?
- This is very common among organizations and it is truly inevitable. There is
always a person in your organization and in your working life as James’
behaviour. Your goal, as a leader, should handle them with grace and
kindness. Don’t feed into them and don’t let them get you down. You must
expand your perspective and focus on what is going right. Just talk to her,
settle things and issues in between with sincerity and in a lenient way but if
things don’t work, before things get worsen, raise the issues/problems to the
higher authority and let them tackle and solve the issues.

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