The GDD candidates

Businesses have put various leadership philosophies into motion, which influence how they perform their practices and the outcomes of their operations. Any of the most critical factors for companies in their strategic plans and hiring of potential hires in their respective teams are leadership philosophies, personalities, and methods (Nahavandi, 2016). In reality, the leadership theory that an organization implements can determine the culture of its management and the relationships with its employees. As a result, both organizations fail to implement the right leadership philosophies, such as transactional, transformational, and contingency leadership (Nahavandi, 2016). The study will avail the leadership theories, style, and approaches as utilized by the Global Delivery Direct, an international organization in charge of delivery services. The study is in consideration of employment opportunity for new recruits to the organization to help in management and delivery of its new products in the market. The next sections, therefore demonstrate the leadership theory, style, and approach used by GDD.

Leadership theory, approach, and style used in GDD organization

1. Leadership theory

GDD group is entitled to the contingency and the transformational leadership theories. The contingency theory demonstrates how a leader can efficiently conduct duty in a specific condition better than other conditions (Nahavandi, 2016). In support of the statement, GDD ownership has realized that the organization can do well through offering their mailing services of a variety of products and specifically within the United States where the competition is seemingly comparative. In this case, the contingency theory dictates the ability of the company to work better in the United States because of the competition condition than other countries. On the other hand, the transformational leadership theory is depicted where the organization is closely working in hand with all departments and employees to produce better services to its consumers (Nahavandi, 2016). The theory believes that a leader will always be close the employees and mentor their activities as well as appreciate, which results to increased morale in conducting its operations (Nahavandi, 2016). The organization thereby uses the theory when making its decision and distribution of duty as well as follow ups for the delegated duty. In this way, it can make comprehensive decisions that are sourced from all the departments that are considered very reliable in interaction to the ownership for their proper treatment.

2. Leadership approach

Since GDD Company utilizes the transformational and contingency theories, the leadership approach that is eminent in the organization is the functional or group leadership approach. The team or technical leadership approach illustrates that a leader will always be evaluated according to their commitment, their ability, and their teamwork capability (Sandal, 2016). GDD believes in teamwork as all the departments have to associate and work together for the quality of production of services and increased sales. It is evident from the means through which consultations take place in different departments and among leaders of the organization.

3. Leadership style

It is evident that GDD Company is a democratic society based on the means of sourcing ideas and decision making. The company uses a democratic means of making decisions through seeking ideas from the management and the employees whose ideas are used to create decisions for the organization (Javed, 2014). Furthermore, the democracy is also evident from the leadership of the organization ho have to agree on any issue for it to be implemented (Javed, 2014).

The candidate results

Candidate

Leadership Theory

Leadership Approach

Leadership style

Raynard

Great Man Leadership Theory

Raynard has an inward belief of intrinsic motivation of leadership where people only become leaders when it is inborn in them and can be seen from their qualities such as honesty and patience (Latham, 2014).

The qualities or Trait approach

It is evident from the analysis of the ideas from Raynard that she believes in the trait of an individual to define their leadership ability and direction.

Authoritarian

Even though she believes she is a transactional leader, she is absolutely authoritarian as she wants her orders to be carried out without negotiation and believes in strictness to keep employee working (Javed, 2014).

Hernandez

Contingency theory

Hernandez is a believer in flexibility and would understand the employees depending on the conditions available. It is similar to the conditional analysis of performance by the theory.

Behavioral approach

The leader believes in knowing how to handle different situations and people differently to accommodate them (Sandal, 2016).

Laissez- faire leadership style

The leader is free spirited and believes all the employees are aware of what they are doing (Javed, 2014). In this case he does not put much consideration on the duties of the employees.

Livingston

Relationship oriented theory

The theory determines the behavior, situation and ability of the team work to conform to the requirements of the organization (Latham, 2014). Similar to supportive quality of Livingston who has to support until the customer is satisfied.

Behavioral / transformational approach

The approach explains how the leader considers the comfort of the employees in conducting their duty by issuing guidance to perfection (Itaya, 2014). Livingston has a characteristic of perfection as he has to guide the employees and develop their careers into satisfying consumers.

Democratic leadership style

Livingston allows the voice of employees to be heard in decision making as he also guides the employees in their activities. In this case, the employees are allowed to contribute to the organization decisions as they perfect their abilities in consumer satisfaction.

Coyote

Relationship Theory

Coyote believes that the people have to be understood before being directed and has to conduct certain activities for the people to view as a perfect example (Latham, 2014).

Behavioral approach

The leader is a servant leader and also guides workers into action. It is also in consideration of their ability to perform better when guided under the different situations (Itaya, 2014).

Democratic and authoritarian

The leader believes in the two leadership styles to attain more performance. The authoritarian side of her leadership style allows employees to follow decisions made strictly while the decision making allows the employees to associate in generating ideas (Javed, 2014).



Comparison of GDD leadership qualities to candidate results

Leader

Comparison of leadership theory

Comparison of leadership approaches

Comparison of leadership styles

Raynard

Great Man theory as held by Raynard does not have any common relationship to the contingency theory observed by the GDD. The theory only acknowledges the intrinsic motivation of an individual while the contingency is situational (Latham, 2014).

The qualities and trait approach has similarity in the personal traits however differing in the commitment and team work as depicted by GDD’s group work approach.

GDD is a democratic institution which does not uphold any authoritarian rule.

Hernandez

The theory demonstrated by Hernandez and GDD are similar.

Hernandez is focused in determining the behavior and feelings of people while GDD is focused in team work and group motivation

GDD is democratic but not free for every individual to conduct what they want as the rules made during democratic agreements are followed by all employees.

Livingston

Relationship and transformational theory are similar on how they are conducted.

As much as he is focused on group work, most focus is on determining how each individual employee is treated and their performance which is different from GDD

The leadership style is similar to GDD.

Coyote

Theories are similar to GDD

The approach is behavioral which upholds the follow up of employees within the organization according to their ways of conducting activities and their relationship to each other for the success of the organization which is similar to GDD’s perspective.

The leadership style is similar to GDD but differs on the authoritarian means of administering order.



Simplification table

Candidate

1 no fit

2 bad fit

3 not sure

4 good fit

5 best fit

Raynard

 

Raynard

 

 

 

Hernandez

 

 

 Hernandez

 

 

Livingston

 

 

 

 

 Livingston

Coyote

 

 

 

 Coyote

 



Discussion of the analysis

Raynard does not depict any characteristics of a leader who would follow the cultural beliefs of the GDD organization. Therefore she is a bad leader for the team. Hernandez has at least a single feature that is similar but uses laissez-faire leadership style which is not a right leadership style for a group with the adverse condition and strategic planning (Javed, 2014). Livingston, on the other hand, has all similar features to the ideal leader for GDD Company which makes him the perfect leader for the company. Coyote, even after working with GDD cannot emerge the best as she has an authoritarian rule which will slightly change the culture of the organization. However, other leadership aspects all match the requirements of the organization.

Recommendation

Ideally, from the analysis of the leadership styles, theory, and approaches used by GDD group, it is effective for the organization to have a leader who will follow the cultural system of the body. Livingston is the best candidate for the position having depicted all the requirements of the leadership theory used, approaches and styles. Livingston will be able to interact with the employees and catch up quickly to cooperating with the organization.









































References

Itaya, K. (2014, July). Management And Leadership Approaches For Improving The Creativity Of Knowledge Workers In Service Sectors. In Management of Engineering & Technology (PICMET), 2014 Portland International Conference on (pp. 3376-3380). IEEE.

Javed, H. A., Jaffari, A. A., & Rahim, M. (2014). Leadership Styles And Employees’ Job Satisfaction: A Case From The Private Banking Sector Of Pakistan. Journal of Asian Business Strategy, 4(3), 41-50.

Latham, J. R. (2014). Leadership For Quality And Innovation: Challenges, Theories, And A Framework For Future Research. Quality Management Journal, 21 (1), 5.

Nahavandi, A. (2016). The Art and Science of Leadership -Global Edition. Pearson.

Sandal, G. M., Van De Vijver, F., & Bye, H. M. (2016). Leadership Approaches To Diversity At The Workplace: Implications For Employees' Organizational Commitment And Well-Being. International Journal of Psychology, 51, 773.