DGL INTERNATIONAL

REFINERY EQUIPMENT

MANUFACTURER

LEADERSHIP

SUMMARY OF THE CASE

•John Terrill was asked by DGL International to manage its Technical Services Division.•It was found out that the Technical Services, with 20 engineers was the highest paid, best educated and least productive division in the company. So it was instructed to Terrill to “Turn it around”.•After interacting with the employees of the Technical Division, he found out that the employees were not satisfied with the work assigned to them. They had to prepare reports which according to them, no one would read.•So he promised that he’ll try to solve the problem and that he will try to keep the top management off their backs too.•So, he ordered that all the reports be turned in daily to his office rather than mailed to headquarters. These reports piled up on his desk in the coming three weeks, during which no one called for checking these reports.•He called a meeting in the president’s office, in which he showed that all the reports that the Technical Division had prepared were on his table for the past one month and no one asked for these reports.•Therefore he suggested that the engineer’s time could be utilized in a more productive manner and that one brief monthly report from his office would satisfy the needs of other departments.

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L EADERSHIP CHARACTERISTICS OF TERRILL

Focuses on people and people issues

Relies on trust

Innovates

Challenges the status quo

Does the right thing

Long range view

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In democratic leadership style, the leader must be able to communicate that decision back to the group to bring unity.

Democratic leadership offers a great deal of flexibility to adapt to better ways of doing things.

LEADERSHIP STYLES

AUTOCRATIC LAISSEZ-FAIRE

DEMOCRATIC

LEADERSHIP STYLE

Terrill shows democratic leadership style as he is open to ideas moving freely amongst the group.

Allows the employees to set forth their problems.

He finds ways to solve these problems and take the best possible decision.

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HOW TO BE EFFECTIVE IN THIS POSITION

(conclusion)

Keep communic-ation open Focus the discussion Be ready to commit Respect the ideas

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1ST QUESTIONS

What leadership style did John Terrill use? What was his primary source of power?

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DEMOCRATIC

LEADERSHIP STYLE

Terrill shows democratic leadership style as he is open to ideas moving freely amongst the group.

Allows the employees to set forth their problems.

He finds ways to solve these problems and take the best possible decision.

His primary source of power was his focus on employees issues.

ANSWER

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2ND QUESTION

Based on Hersey Blanchard theory, should Terrill have been less participative? Explain.

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ANSWER

According to Hersey & Blanchard Theory, he showed selling leadership style i.e. (high task, high relationship) as the case shows that the employees or followers were showing R2 state of readiness i.e. unable-willing.So, if he would have not been participative i.e. been involved in finding the employee problems, then he would not have been able to come out with a solution which in that case could have led to the deterioration of the willingness of the employees.

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3ND QUESTION

What leadership approach would we have taken in this situation ?

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ANSWER

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DEMOCRATIC LEADERSHIP