• Pick O.n.e situation in the case where one small aspect of the Leadership Model (Passive or Active Contingent Reward) from the Transformational Leadership lecture was utilized.
• Y-o-u-r summary sh.o.u.l.d be BRIEF and not encompass several sets of behaviors. That is, stick to one particular action by one of the players in the case, or one particular decision.
  • F.o.r decisions or actions that have expansive consequences, try to describe just one significant aspect instead of the entire issue. (S.i.x s.e.n.t.e.n.c.es) Will give 5 star if do good job!

CASE STUDY:

Henson also adopted an unconventional approach to leadership challenges. For example, one of the top-performing loaders developed an extremely caustic attitude after his co-worker received a promotion. He would interject sarcastic comments during the morning meeting and, at one point, told co-workers that Henson and Jackson had no idea what they were doing. Henson approached the employee and asked what grievances the employee wanted to express. When the employees reply was none, Henson replied that his conduct would not be tolerated and that future outbursts would result in accountability. Two weeks later, the same employee had another outburst and told other employees that he wanted to switch to another shift where they knew how to run things. Instead of immediately holding the employee accountable for insubordination, Henson arranged for a meeting with him and Weldon. Sensing the move to another shift was a bluff, Henson informed the employee that Weldon approved the transition. The employee immediately said that he did not want to switch shifts but was upset because there had been no facility-wide recognition ceremonies in six months. Weldon said that he would ensure more frequent recognition ceremonies, and Henson reiterated that he wanted the employee to remain on his shift provided his attitude changed. Content that he would receive recognition, the employee returned to the dock and excelled. In fact, he started challenging other team members to stretch their goals and exceed their own personal records.

Within three weeks, Hensons shift shattered the buildings productivity records.

Furthermore, corporate productivity records ranked his shift number one in the network, measured by CPH, the shift performed at a 209 while the second place in the network was 178