Workplace Leadership

Click here to watch the video, Workplace Leadership (Segment 1: “Leaders Getting Things Done,” Segment 2: “Managers and Employee Morale,” and Segment 3: “Leaders as Managers”). The transcript for this video can be found by clicking the “Transcript” tab to the right of the video in the Films on Demand database.
In a two-page paper, address the questions below.
 Compare Lisa’s leadership style to Amanda’s. What leadership traits and behaviors did each of these leaders possess? [Unit Learning Outcome 5.1]
 Were Lisa and Amanda task-oriented, people-oriented, or both? Use examples from the video to support your opinion. [Unit Learning Outcome 5.1]
 How did Lisa and Amanda’s different approaches affect the behavior of their staff members Steve and Kathy? [Unit Learning Outcome 5.2]
 Why is it important to be able to evaluate the specific skills, traits, and behaviors characteristic of various leaders? [Unit Learning Outcome 5.3]
You must include at least one scholarly source to support your work.

There’s more than one way of getting things done.Good managers do it every day. However, there’ssomething about how leaders work that sets themapart. An effective leader influences those aroundthem, turning complex problems into simple solutions.But not for the sake of their own ego. Let’s look atsome scenarios.
Steve, where are the new product sales? The board issetting the department’s budget tomorrow, at 8:00 AM,based on this report.
I know. I’m sorry. I stuffed up.
I need a solution. Well? We need to act today.
Melinda has the data I left out.
Call her.
She’s on leave.
Find someone else with the data. There must besomeone.
I don’t know.
The board has a full report tomorrow at 8:00 AM.
It’ll be there.
Steve, you left out the new product sales. The boardneeds this by 8:00 AM tomorrow.
I’m sorry. I know I stuffed up.
OK, let’s think solutions.
I can’t believe I’ve done this.
Don’t worry about that for now. Who else has the data?
Great, call her.
She’s on leave.
Somebody else must have the data. Think of thebroader group, of the other people you worked with on this.
Suzie, but she’s in a meeting all afternoon. Can youget her, by close of business?
I’ll find a way.
Brilliant. If you hit a wall, come and see me.
I will. Thanks, Amanda.
Effective leaders work with and through people. Takingthem in the right direction, where everyone benefits.During a crisis, they utilize these skills to great effect.Lisa or Amanda, which are you more like?
We’ve all been dealing with the new client. But I wasthe one who clinched the deal so, according to therules, it’s my account. I’m just concerned that this iscausing conflicts. I know others really wanted thisclient.
Conflict how?
Resentment, jealousy, difficult work environment. Butyou made it clear this was the opportunity you’ve beenwaiting for.
Oh, it is. It’s great. But–
It’s only natural others are going to feel negativelytowards you for a while.
To be honest, I hadn’t expected it.
Look, Kathy, you have to realize being ambitious hasits pitfalls. Not everyone is going to be your best friend.
These are people I’ve worked for a long time.
The price you pay. It’ll be fine, trust me.
I keep telling myself, it’ll be fine. But it’s not.
What kind of conflict?
Resentment, jealousy, difficult work environment.
This is Disappointing news. Your positive this is allhappening on the back of your new client?
I’m sure. I feel isolated. People are treating medifferently.
In what ways?
Less engaged, indifferent.
But nothing specific you can think of?
The vibe just feels wrong.
OK, these feelings are entirely legitimate. Is it possibleyou’re projecting some of your stress?
I don’t understand.
Well, sometimes we perceive situations morenegatively than they actually are. It’s also possible thatthey’ve noticed a change in your behavior.
I hadn’t thought of that.
Don’t be afraid to talk it over with them. It’s not easywhen there’s a change in management.
Over the last 20 years, we’ve seen the role of theleader change dramatically. Intangibles, such asemployee morale and emotional well being, are nowintegral to successful organizations. Leaders whoignore or underestimate the human aspect do so attheir own peril.
One of the constant dilemmas leaders face is how tomanage their employees. Too much management, andstaff can feel throttled and disempowered. Too little,and they can feel lost and unproductive. Effectiveleaders find a balance. They provide opportunity forinnovation and emerging leadership, but do so withina context that ensures a desirable outcome.
I went through the brief, and I’ve got some ideas for anew approach.
We had a similar program last time that was verypopular. Take Steve aside and brainstorm some freshmarketing campaign.
Sure. I was actually hoping to use social media as anew platform, rather than newspapers, TV, and radio.My concern is the way people, nowadays, areaccessing information




Workplace Leadership

Workplace Leadership


Leadership is an essential aspect of every organization and affects the behavior and performance of employees. For leaders to achieve organizational measurables, they must possess excellent leadership traits and behavior.  A detailed review of this transcript shows that Lisa exhibits no sympathy or empathy for her subordinates.  During the crisis, Lisa does not understand Steve’s predicaments but insists on an urgent solution. Lisa did not logically analyze the situation. A leader should wholly assess the issue and come up with constructive feedback. On the other hand, Amanda understands the issues Steve is facing and comes up with a viable solution. Amanda treats Steve as an individual, thus helps him uncover the most effective ways to solve the problem.


Although Lisa and Amanda leadership styles vary they are both productive leaders. They are both possessed the traits and behaviors of a developmental leader. Lisa enforces a culture of individualism while Amanda enacts a universal approach to solve a solution (Leow, 2010). In both approaches the methods best suitable in their company to accomplish the tasks at hand.

Task-oriented vs People-oriented

From the transcript, it is evident that Lisa’s leadership is task-oriented. Following the conversation with her employee, Lisa offers little information on the approach to incorporate to solve the problem. In her statement, she demands a solution with a quick effect” I need an answer. Well? We need to act today”. Lisa is less concerned about the impact of other members in the task and how their presence can fasten the work process.

On the contrary, Amanda’s leadership is both task-oriented and people-oriented. Following her conversation with her employee, she understands the problem and begins to remove the barriers to ensure Steve does the best job possible. Amanda treats her employees as human beings with emotions and reassures her that everything will be alright.  Amanda encourages Steve to think of people who may be part of the project and in a position to offer urgent help critically. Also, Amanda provides a time-conscious deadline for Steve to give her feedback. Leaders should allocate flexible periods to their employees to avoid work-related stress, especially in the wake of scandals”Somebody else must have the data. Think of the broader group, of the other people you worked with on this.”

Leadership approaches and behavior

Leaders’ traits and behavior affect the growth and performance of the organization. Lisa, no sympathy or empathy behavior affects how Kathy interacts and relates to other employees. Through this, her employees fail to pick up the essential traits and b of leadership. An authoritative approach does not inspire employees in an organization. Failure to treat employees as individuals shatters their trust in the company, thus lowers productivity. As employees climb the ranks in the organization, they cannot discern the best suitable talents to achieve the set tasks. As a result, managers fail to accomplish their goals causing them to project their anger and frustration to their workers, which creates conflict and misunderstanding in the organization.  Amanda’s ability to understand the employees created a good working relationship with her employees. Her employees were able to learn and grow while accomplishing the organization’s goal. Further, her actions inspired the employees to come up with innovative solutions.

Evaluating Leadership traits and behavior

A leader is an asset to the organization. It is, therefore, of paramount importance to seek suitable traits and behavior that match the organization’s goals and objectives. Effective leadership traits and behavior enhances innovation, subordinate performance, and overall organizational growth. Continuous evaluation of the critical characteristics and behavior fosters the growth and development of the people and the organization as a whole.


Leow, T. F. (2010). Leadership Traits and Behavioral Theories. Retrieved from Linked In :



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