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In this assignment, students are asked to analyze a scenario involving Global Delivery Direct (GDD), a logistics company, and evaluate potential leadership candidates for a new managerial role. The task involves identifying GDD’s prevalent leadership theory, approach, and style, comparing these with those of the candidates based on provided interview summaries, and recommending the best fit for the company’s strategic goals. The analysis should incorporate leadership theories, assessment tools, and ethical considerations, supported by course readings, to determine which candidate aligns most closely with GDD's leadership model and future vision.

Paper For Above instruction

Introduction

Leadership is a fundamental element that influences the success of organizations by shaping culture, motivating employees, and guiding strategic initiatives. In the context of Global Delivery Direct (GDD), a company striving to innovate and expand in a competitive logistics market, understanding the prevailing leadership theory, approach, and style is crucial for selecting an appropriate manager for the new boutique services department. This analysis explores GDD’s leadership paradigm, evaluates four potential candidates based on their leadership characteristics, and provides a reasoned recommendation rooted in leadership theories and organizational needs.

GDD’s Leadership Framework

Analyzing GDD’s leadership approach begins with understanding its strategic shift towards personalized and customer-centric services, emphasizing agility, innovation, and employee engagement. The company’s emphasis on quick turnaround times, customization, and maintaining a collaborative culture suggests a leaning towards transformational and participative leadership styles. Transformational leadership fosters innovation and change as leaders inspire followers to transcend their self-interests for organizational goals. GDD’s focus on competing through niche services and its openness to new ideas from employees align with transformational principles, which encourage creativity, commitment, and shared vision (Bass & Avolio, 1995).

Furthermore, GDD’s cultural focus on collaboration, ethics, and sustainability indicates an appreciative approach grounded in values-driven leadership. Ethical leadership and a focus on sustainability are central to contemporary leadership models that prioritize corporate social responsibility and stakeholder engagement (Northouse, 2018). Therefore, GDD’s leadership style can be characterized as transformational with a strong ethical underpinning, fostering an environment conducive to innovation, ethical decision-making, and stakeholder trust.

Candidate Evaluation

Examining each candidate’s profile through the lens of leadership theories reveals distinct tendencies and potential fits for GDD’s leadership model:

• Henrietta Raynard exhibits characteristics aligned with transactional leadership, emphasizing structure, procedures, and control. Her preference for a rule-based, practical approach with a “Type A” personality suggests an authoritarian style that emphasizes clear expectations and objectives. Her view of leadership tied to position-based qualities such as honesty and trust reflects a “Great Man” theory perspective, focusing on inherent traits (Northouse, 2018). Given GDD’s emphasis on innovation and ethical values, a purely transactional or authoritarian approach might lack the flexibility required for leading a transformative, customer-focused division.
• Orson Hernandez demonstrates a laissez-faire style, valuing flexibility and empowerment. His belief in contingency theory, which advocates for adapting leadership style based on situational needs, aligns with GDD’s dynamic environment. Hernandez’s emphasis on creative collaboration and motivational techniques suggests a participative approach, conducive to fostering innovation and employee engagement. His understanding of the importance of maintaining company culture resonates with GDD’s emphasis on values and collaboration, making him a promising candidate for a transformational leader who can adapt to changing demands.
• Jonathan Livingston aligns with transformational leadership, focusing on relationship-building, inspiring followers, and a big-picture perspective cultivated through his military discipline and proactive approach. His emphasis on leadership opportunities and encouraging employees to lead themselves is consistent with transformational principles, fostering a shared vision and motivating change. His positive outlook and strategic vision suit GDD’s need for innovative leadership capable of navigating market expansion and cultural change.
• Adrianna Coyote embodies a servant leadership style, prioritizing team needs, authentic relationships, and a people-first approach. Her familiarity with GDD’s culture and focus on employee development align with the ethical and values-driven aspects of GDD’s leadership framework. Her flexibility and innovative ideas position her as a potential transformational leader, capable of balancing operational efficiency with employee engagement. Her leadership style’s emphasis on serving others aligns well with contemporary leadership trends favoring ethical, empathetic, and participative approaches.

Comparison and Selection

Utilizing a rating scale from 1 (No Fit) to 5 (Best Fit), each candidate’s alignment with GDD’s leadership model was assessed based on their leadership theory, approach, and style:

Analyzing these ratings and the characteristics supporting each candidate’s fit, Jonathan Livingston emerges as the most aligned with GDD’s transformational and innovative leadership approach, fostering relationships and inspiring change—attributes vital for the success of the new boutique services division.

Conclusion and Recommendation

Based on this comprehensive analysis, the candidate best suited for the manager role at GDD is Jonathan Livingston. His transformational leadership style, focus on relationship-building, and strategic mindset align with GDD’s vision and cultural values. His ability to inspire employees, foster innovation, and adapt to organizational change makes him the ideal leader for guiding the new boutique services division in achieving competitive advantage and sustainable growth.

Implementing a leadership approach similar to Livingston’s—emphasizing transformational principles—will support GDD’s strategic goals by promoting engagement, ethical decision-making, and adaptability. While other candidates offer valuable qualities, such as Hernandez’s flexibility or Coyote’s employee-centric style, Livingston’s strategic vision and ability to lead through change make him the optimal choice for this pivotal role.

References

• Bass, B. M., & Avolio, B. J. (1995). Leadership: Theory, Assessment, and Development. New York: Free Press.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson Education.
• Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
• Greenleaf, R. K. (2002). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Paulist Press.
• Herold, D. M., Fedor, D. B., Caldwell, S., & Liu, Y. (2008). The effects of transformational leadership on followers' perceived job design, citizenship behaviors, and performance. Leadership Quarterly, 19(5), 541-558.
• Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755–768.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Bass, B. M. (1999). Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 33-41.
• Shamir, B., & Eilam, G. (2005). “What’s your story?” A life-stories approach to authentic leadership development. The Leadership Quarterly, 16(3), 395-417.