The paper "The Leadership Styles of Patricia and Philip" is a perfect example of a management case study. By looking at the leadership styles of Patricia and Philip, a great contrast is seen. Patricia uses a transactional style of leadership while Philip is a transformational leader. The main difference between a transformational leader and a transactional leader is the way they manage their employees. Leadership has to influence others so that they can perform their tasks. The relationship between the leaders and their followers determines the results that are obtained.
Transactional leadership that is utilised by Patricia has many shortcomings as compared to transformational leadership as practised by Philip. Patricia lacks good communication to the employees which makes it hard for the employees to trust her. She is so self-confident that she cannot divulge her intentions to the employees. The employees are in a situation in which they are not sure whether they will maintain their job position or not (French, 2013). Through this situation of uncertainty, the employees lose interest in their work. The firing procedure is abrupt and unexplained creating fear among the employees.
This punitive behavior in the transactional leadership leads to lack of job satisfaction among the employees. Under her leadership style, the employees have lost their interest in their job and work just tom meet their goal without motivation. Some of the employees have even started looking for new employment (Tepper, 2000). This leadership style contrasts sharply with the Philip method of leadership. When he joined the company, there was low morale among workers due to the leadership style of Patricia. His transformational leadership helps him build a good relationship with workers through communication.
When Philip was appointed to the IT department, the team was barely performing due to the leadership style of Patricia. His task seemed unachievable due to poor work morale. Through his transformational leadership, he is able to make the group more active and accomplish the task. His leadership style is more open as compared to Patricia’ s. He is ready to listen to others and create teamwork. The leadership style that Philip uses makes it possible for the employees to forge a close relationship and trust each other (Tepper & Taylor, 2003). By looking at both leadership styles, it’ s evident that transformation leadership as practised by Philip is more fruitful.
Patricia leadership style is more transactional. She has instilled fear among the employees who fears being sacked. Their morale has reduced and they are more concerned with their survival in the company rather than attaining the goals. The advantages of using Patricia style are that the employees will try to work hard to avoid being laid off. The disadvantages are poor morale, distrust and fear.
Her system would be more appropriate in a system which is not performing as it can make workers improve themselves to avoid loss of a job. Philip mode of leadership makes it possible to work as a team. The style leads to trust among workers and high output. This style of leadership is suitable for use in institutions where the employees’ output has gone down as in the case of Servcorp (French, 2013).