Case Study-Leadership
Student’s Name:
Institution:
Question 1
According to the case, I agree that Ho Ching is an influential leader. Ho Ching came from a humble beginning and having done engineering entered into the position of leading and displayed her presence. An influential leader has a capable confident persona. The attractive force of the charming identity attracts individuals and urges them to trail the steps of the leader. They confide in the authority and encourage employee to have sure feeling of self.
Ho Ching in demonstrating and making her presence known searched out for undertakings that others will take note. She employed the technique that when one exceeds expectations at imperceptible activities, just those in the area of expertise will take note. When one exceed expectations at unmistakable ventures, or tasks that deliver income, one extend the deceivability substantially more-and to higher administration levels. Ho Ching has a persuasive tactic. She work out a sound, principled contention from their perspective of the other employees as she is in a fantastic position to fabricate agreement and structure the partnerships you have to help your venture succeed (Haslam, Reicher, & Platow, 2013).
Question 2
The sources of power are Coercive Power and reward power. Coercive force is gotten from an individual’s capacity to impact others by means of dangers, disciplines or approvals. A lesser staff part may work late to meet a due date to maintain a strategic distance from disciplinary activity from his manager. Coercive force is, thus, an individual’s capacity to rebuff, terminate or censure an alternate representative. Coercive force helps control the conduct of representatives by guaranteeing that they hold fast to the association’s strategies and standards.
Reward Power emerges from the capacity of an individual to impact the allotment of motivations in an association. These motivations incorporate compensation increases, positive examinations and advancements. In an association, individuals who wield prize power have a tendency to impact the activities of different representatives. The power, if utilized well, significantly propels workers. Anyhow on the chance that it’s connected through partiality, prize force can enormously unsettle representatives and decrease their yield (Selznick, 2011).
References
Haslam, S. A., Reicher, S. D., & Platow, M. J. (2013). The new psychology of leadership:
Identity, influence and power. Psychology Press.
Selznick, P. (2011). Leadership in administration: A sociological interpretation. Quid Pro
Books.
