Hersey Blanchard Theory a case study application Coursework

Hersey Blanchard Theory a case study application - Course realize ExampleAlex and Stephanie are students who work in a supermarket (part-time) to supplement their income. Alex is stuck in the produce department (as per his boss, Dans style and forward motion), while Stephanie is assigned to different tasks by her boss Jonathan. Moreover, one of Alexs colleagues gets paying more (for the same task) because she pleases her boss by saying complimentary comments to him. Jonathan is friendly, relaxed and easy to work with. Stephanie is highly excited to work in the culinary centre where she (and her colleagues) helps customers to frame tender and innovative recipes for their customers. The end result is that Alex is bored with his job while on the other hand Stephanie looks forward to her work. The Hersey Blanchard TheoryThe Hersey Blanchard Theory is a situational approach to leadership. It is indicative of the psychological and job maturity levels of employees. (Muralidharan, 2009, 6 3). Situational leadership in management circles means, adjusting approach to employees according to their maturity or readiness levels. The Theory categorizes quad types of employees termed as R1, R2, R3, and R4 according to their attitudes and approach to work (Robbins, & Coulter, 2009, 63). R1 level of maturity indicates low maturity. In this instance, the employee is un entrusting or unable to follow orders, or even due to peril and lack of confidence in their abilities. In case an employee is categorized as R2, he or she will be willing to follow the leader and fork up a high level of personal confidence. But they may lack the ability or skill to do a job allotted to them. They will be confident about any task or job they have already mastered, still lack the sufficient skills and ability to perform new ones. R3 indicates a situation that is directly opposite to R2. In this instance the employee has the ability, skill and confidence to take on a specific job or task, but i s unintentional to follow orders. R4 level employees are confident, willing, and ready to take up responsibility. They have high levels of job and psychological maturity. These are the four situations that managers (and supervisors) face in the work place regarding employee attitudes, and the reason why the Hersey Blanchard Theory is referred to as situational. It is up the manager to identify these traits and manage according to the situation at hand. The theory then provides four leadership approaches that will be suitable to handle each of these situations referred to as S1, S2, S3, and S4 (DuBrin, 2005, 144). S1 Telling As the term indicates, the manager simply tells or orders (autocratic) the employee to do a certain job or task. S2 Selling This is similar to S1, but here the manager uses a persuasive (or selling) approach. S3 Participating There is a high pointedness of participation and interaction between the manager and the employee. Employees are free to voice their o pinions and suggestions which will be seriously considered by the manager. S4 Delegating Here the manager delegates employees to undertake their duties and will not interfere in their activities unless absolutely necessary. All that is required is that the manger be kept informed about the progress or accomplishment of the duties (tasks/jobs) assigned. Hersey Blanchard Theory applied to the case study With regard to Dan it can be said that he can be categorized as an R3 employee. He appears confident, but not happy in his current position. It could be out of boredom and the difference in pay scales (mentioned in case study). But there is no mention about