Essays on Educational Leadership and Organizational Behavior Assignment

Download full paperFile format: .doc, available for editing

The paper "Educational Leadership and Organizational Behavior" Is a perfect example of a Management Assignment. Tom and Luke are work colleagues at Austwide Financial Services (AFS) where Tom is an advisor while Luke is a state manager. They are both university graduates though Luke graduated earlier than Tom and has been in the corporate world for much longer than Tom. In addition to their roles in the organization, the two have very different personality traits. The difference in personality traits has in turn, contributed to their diverse behavioral profiles.

To start with, Tom is highly intelligent and hard working, as has been evidenced by his days at the university; he was a hard worker and actively participated in sports and other numerous social commitments. He was always innovative and often tried out new things, in addition to undertaking further learning, to enhance his skills. He had a principle of taking responsibility and determining his own direction and success. Tom’ s has strong listening skills and ability to empathize with others. These could have come in handy in understanding and meeting the needs of his clients though it was useful in creating harmony amongst his work colleagues.

because he could always be in a position to listen to them and offer solutions to conflicts. On the other hand, Luke is the exact opposite of Tom as far as behavior is concerned. Despite being a senior manager in the organization, Luke is highly irrational in his work. The advisors require sufficient time to complete continuing professional development so as to maintain their practicing licenses, but Luke does not allow them to attend such training during work.

He does not value the free time of his staff which makes him schedule staff meetings at weekends or early in the morning in order to minimize interruptions on the work schedules. He also keeps contacting his staff for work-related matters at any time of the day, be it at night or during weekends when the advisors are supposed to have their own free time. Luke is a person who is hungry for success and power. He has attained much success and power with the position he holds at AFS, a factor that has led to his arrogant behavior from the massive rewards he receives.

Unlike Tom, Luke is highly disorganized. He makes poor decisions by relying on his instincts instead of facts. His people skills are poor and this can be seen from the way he treats his juniors; very impatient with them with negative communications to them. He also has a blazing temper especially when he is accusing them of poor and unsatisfactory performance, as well as threatening them with sacking if they fail to improve their performance.

Luke believes that all people should perform their jobs well at all times, a fact which does not allow him to praise his staff for exemplary results because he says that good performance should be the norm. His unfairness makes him set ever increasing targets despite his advisors achieving good sales figures which often go unrewarded. As stated earlier, Tom takes full responsibility for his failures while working hard towards his successes. This is not the case with Luke who when questioned about his performance by senior management, typically blames it on others and shows little faith in his own abilities.

This is despite a history of staff complaints about him and a series of poor performance reviews.


Borkowski, N. 2009. Organizational Behavior, Theory, and design in Health Care. Massachusetts: Jones & Barlett Publishers.

Chance, P.L. 2009. Introduction to educational leadership and organizational behavior: Theory into practice. New York: Eye on Education, Inc.

Griffin, R. W. 2013. Fundamentals of Management. London: Cengage Learning.

Jex, S.M. & Britt, T.W. 2008. Organizational psychology: A scientist-practitioner approach. John Wiley & Sons, Inc., Hoboken, New Jersey.

Krawford, K. (2010). Motivational theories in organizations: Acquired needs and theory & Expectancy Theory. Retrieved on 4th December 2013 from

Losi,H.L. & Pilati, M. 2011. Managing organizational behavior: Individuals, teams, organization and management. Cheltenham and Camberley : Edward Elgar Publishing.

Miner, J.B. 2002. Role motivation theories. London: Routledge Publishers.

Naoum, S. (2001). People and organizational management in construction. Wales & West Central England: Thomas Telford Publishing.

Nelson, D.L. & Quick, J.C. 2012. Organisational behavior: Science, the real world, and you: 8th Edition. London: Cengage Learning.

Riley, J. (2012). Theories of motivation. Retrieved on 4th December 2013 from

Download full paperFile format: .doc, available for editing
Contact Us