Experiential Leadership Essay

Executive SummaryThe chatkers aim is to point out to the marrow of Experiential bringing in the selected company bidd Barras Home usefulnesss.BackgroundThe Progress Report Name of the logical argument Manager of Barras Home Improvement Company is Mike Allen. He supervised 16 employees. Eight of them were assigned in spatial relation and eight were outside in the field.Nature of business/service merchandiseBarras Home Improvements was create in 1987. During the past year, the company has positioned itself as a leader in the gross revenue and home improvement. Home Improvement is the field of expertise in detail customer can easily choose their desired lay out for their home improvement, manoeuver by the advice support to meet the great improvement of the home. In addition, they atomic number 18 now celebrating a twenty years in service.Barras Home Improvements Company is separate as family stock. They have large selection of Kitchens, Bathrooms and Bedrooms g all(preno minal)ery lay-out or so called showrooms. Their mission statements are select and value for money, service and quality product, and first class workmanship. The purposed of the operation of the company is to provide customer with highest standards of quality and service.Their products are sinks, taps, wall and floor tiles, Amtico flooring and shower enclosures and etc. They are as well as specialised in the complete installation service covering e really view from plumbing and electrics, plastering and minor building work and tiling to maintenance salvage ceilings. Insurance work is in like manner undertaken and a 12 calendar month written guarantee is given on all our work. We are both CORGI and NIC EIC registered. They also have a promotion of 50.00 deposit only for the customers instillment feeCustomer scope and demographicsThe informational entropy that the company can offer to the customer is as followsLocal This Company is situated at the top of system Lane, off Ball H ill Shopping Centreon the Walsgrave Road.M6 Heading South Leave M6 at Junction 3. Follow A444 towards Coventry. Turn left into Mercer lane and the showroom is at the top of this road, which is at the junction of Clay Lane.M6 Heading NorthLeave M6 at Junction 2. Follow signs for the A4600 heading towards Coventry city centre. At Ball Hill shopping centre on the Walsgrave Road turn right intoClay Lane and our showroom is at the junction with Barras parkland and MercerAvenue.Organizational Structure of the Barras Home Improvement CompanyOrganizations Workforce The Barras Home Improvement Company was subdivided into two groups of 8 in the office and 8 in the out field for installation and contractors. The people in office were responsible for customer service and do some paper workings and entertain clients or customer. And in addition they lead the customer on the computer lay outing for the home improvement processing.Presentation SituationThe pertly situation of the organizati on is very exciting. Recently, business has relocated to a larger and much efficient facility. This move will enable the company to streamline its regularity of operation and increase its bottom line.Market environmentThe market place is undergoing tremendous technological change. vernal Technologies of Home improvement and materials are making products progressively attractive stronger and less costly. The business is poised now to take advantage of these changes, and expect to become an important supplier of home appliances and home improvement installation.Products and goThe in the raw material and other home appliances that we are exploitation were the latest awith high quality materials. This is primarily due to the strong influence of committed manufacturers and the demands of the appliances and raw materials.Gathering and Collection of DataThis investigation adopted the descriptive method of research as this is the appropriate way in evaluating the jitney of the Barra s Home Improvement Company in relation with his know in Leadership Management style and behavior. This will be viewed from the responses of his 16 employees in the company.The descriptive method is also defined as ruminateing components to serve as direction in reaching the terminal. Its purpose is to tell what exist or what is about a accepted business phenomenon, predicting and identifying relationships among and between the variables describe.The data and information was collect through interview of some customers of Barras Home Improvement Company, employees and through internet the profile of the company has been gathered and studied.FactsThe company is still a leading company in terms of home improvement because of the experienced theater director of the company. The trend of the company was remarkably astir(p) because of the good feedback and referral of the customer. They have the additional benefit of being able to provide a computer aided photo-realistic image that can even show the kitchen, whoremaster or bedroom in the finish of their own choice.The Actual ReportExecutive SummaryThis paper studies the company named Barras Home Improvements (BHI). The purpose of this study is to estimate effectiveness of the Experiential Leadership Manager to the Business Flows specifically in family business like BHI. This study was conducted to enlighten other businessmen in the market place to exercise Experiential Leadership Management.BackgroundBarras Home Improvements was formed in 1987. During the past year, the company has positioned itself as a leader in the sales and home improvement. Home Improvement is the field of expertise where a customer can easily choose their desired lay out for their home improvement, guided by the advice support to meet the great improvement of the home. In addition, they are now celebrating a twenty years in service.Barras Home Improvements Company is classified as family Business. They have large selection of Kitchens, Bathrooms and Bedrooms gallery lay-out or so called showrooms. The purpose of the operation of the company is to provide customers with highest standards of quality and service.Their mission statements are choice and value for money, service and quality product, and first class workmanship. Their products are sinks, taps, wall and floor tiles, Amtico flooring and shower enclosures and etc. They are also specialised in the complete installation service covering all aspect from plumbing and electrics, plastering and minor building work and tiling to maintenance free ceilings. Insurance work is also undertaken and a 12 month written guarantee is given on all our work. They are both CORGI and NIC EIC registered. They also have a promotion of 50.00 deposit only for the customers instillation feeDefinition of the ProblemThe objective & goal of this research is to label the strength and weaknesses of experiential leading focusing in business. The Barras Home Improvement is the company that will be treated on this study. Initially, a simple haphazard sample of 16 employees will be given a baseline test organized by the investigator. The results will be compiled for later comparison with the research results, and those initially tested will no longer take part in the study.Questionnaires are one of the most popular ways in which data may be collected. These are used for a range of purposes and will often be the tool used to collect quantitative data. But it is worth(predicate) mentioning that although this may be classified as mostly a quantitative process of collecting data it may also be a qualitative method, depending on the number, depth and style of the questions.Research questionsThis study sought to evaluate the Business Manager of Barras Home Improvement Company. Specifically, it aimed to answer the following questionsHow to determine the stagecoach that the person like working with task and people?What is the Leadership dimension of the Business Manag er of Barras Home Improvement Company possess?What practice of leaders style does the Business Manager of Barras Home Improvement Company have?Is there a significant effect on experiential leadership management to the Barras Home Improvements company employees?HYPOTHESISHo There is no significant effect on experiential leadership management to the Barras Home Improvements employees.THEORETICAL framework the theoretical framework adopted for this study may be reflected in this model below.Input Process outputFigure1. This paradigm was used to determine the effect on experiential leadership in the Barras Home Improvements. This model suggests that Leadership behavior and leadership style survey questionnaire may be anchored on the manager of Barras Home Improvement Company who is Mike Allen. The conceptualization of this study revolved around the notions clearly represented by this model. The paradigm of the study consists of the inputs that contain all those which have been studi ed in this research. The process consists of the survey questionnaires that were used to analysis the company data. The output consists of the effects of Experiential Leadership Management to the company performance. compendium of Variance was also used to treat the data statistically.Research designSample Size All the employees were included in the sample and then the researcher calculated the weighted mean of the survey questionnaire to determine the effect of experiential leadership.Sample selection Employees of Barras Home Improvements company were selected as sample selection of this studyInstrument used This study used a survey questionnaires of leadership behavior and leadership styleEditing of data Standard editing and secret writing procedures with MS-EXCEL program.Analysis of data Simple tabulation and cross-tabulation used.RESULTSThe following results were gathered and tabulated with the use of leadership survey questionnaireThis study reveals that the Manager of Barras Home Improvements Company has a property of a Team leader. This is because the score 6.9 in the people section and a score of 7.3 in the task section revealed it. The quad where the two lines intersect is the leadership style in case of Team Leader quality.The manager used delegative and democratic leadership style. Sometimes he also used autocratic leadership style may be because it is necessary and it is revealed in the scores that 26 means being autocratic. This means that the style was used in some cases where the line of work arises or close making is required in the process for humanitarian sake.ConclusionsFrom the results of the experiential leadership management evaluation the following conclusions were drawnThe more experience the manager have the more effective and organized the business is.Experienced manager has more wisdom than an autocratic manager or even no(prenominal) experienced leader.Managers need to be team leaders for building much effective and successful business.A Team leader is the most ideal manager a company needs.RecommendationThis study suggests any businessman to undergo on the survey questionnaire to identify if their characteristics are autocratic, democratic or free reign.The new public relation officers must widen the scope and topics.Leadership QuestionnaireQuestionnaireBelow is a list of statements about leadership behavior. Read each one carefully, then, using the following scale, decide the extent to which it actually applies to you. For best results, answer as truthfully as possible.Never Sometimes Always 0 1 2 3 4 5_______ encourages team to participate when decision making time comes and also attempts to implement ideas and suggestions._______ Nothing is more important than accomplishing a goal or task._______ closely monitor the schedule to ensure a task or project will be completed in time._______ make out coaching people on new tasks and procedures._______ The more challenging a task is, the more he savours it._______ encourages employees to be creative about their job._______ seeing a complex task through to completion, he ensures that every detail is accounted for._______ found it easy to carry out several complicated tasks at the same time._______ enjoy reading articles, books, and journals about training, leadership, and psychology and then putting what have been read into action._______ when correcting mistakes, he do not worry about jeopardizing relationships._______ He manages time very efficiently._______ He enjoys explaining the intricacies and details of a complex task or project to my employees._______ breaking large projects into small manageable tasks is secondment nature to me._______ nothing is more important to him than building a great team._______ He enjoys analyzing problems._______ He honors other peoples boundaries._______ He Counsels his employees to improve their performance or behavior which is second nature to me._______ He enjoyed reading articles, books, an d trade journals about my profession and then implemented the new procedures he learned.Scoring SectionPut your answers on the spaces provided for every question.PEOPLETASKQuestion1.______ 4.______ 6.______ 9.______ 10.______ 12.______ 14.______ 16.______ 17.______ TOTAL ________ X 0.2 = ________Question 2.______ 3.______ 5.______ 7.______ 8.______ 11.______ 13.______ 15.______ 18.______ TOTAL ________ X 0.2 ________Leadership Style SurveyDirections This questionnaire is about leadership style ideas. transport encircle any of the number provided for at right-end of each item/statement to express your honest judgment by using the following code division Weight intimately Always True 5Frequently True 4Occasionally True 3Seldom True 2Almost Never True 11.I always retain the final decision making authority within my department or team.543212.I always try to include one or more employees in determining what to do and how to do it. However, I maintain the final decision making autho rity.543213.I and my employees always vote whenever a major decision has to be made.543214.I do not consider suggestions made by my employees as I do not have the time for them.543215.I ask for employee ideas and input on upcoming plans and projects.543216.For a major decision to pass in my department, it must have the approval of each employee or the majority.543217.I tell my employees what has to be done and how to do it.543218.When things go abuse and I need to create a strategy to keep a project or process running on schedule, I call a meeting to get my employees advice.543219.To get information out, I send it by email, memos, or character mail very rarely is a meeting called. My employees are then expected to act upon the information.5432110.When mortal makes a mistake, I tell them not to ever do that again and make a note of it.5432111.I want to create an environment where the employees take ownership of the project. I furnish them to participate in the decision making pro cess.5432112.I allow my employees to determine what needs to be done and how to do it.5432113.New hires are not allowed to make any decisions unless it is approved by me first.5432114.I ask employees for their vision of where they see their jobs going and then use their vision where appropriate.5432115.My workers know more about their jobs than me, so I allow them to carry out the decisions to do their job.5432116.When something goes wrong, I tell my employees that a procedure is not working decently and I establish a new one.5432117.I allow my employees to set priorities with my guidance.5432118.I delegate tasks in order to implement a new procedure or process.5432119.I closely monitor my employees to ensure they are performing correctly.5432120.When there are differences in role expectations, I work with them to resolve the differences.5432121.Each is responsible for defining their job.5432122.I like the power that my leadership position holds over subordinates.5432123.I like to use my leadership power to help subordinates grow.5432124.I like to share my leadership power with my subordinates.5432125.Employees must be directed or threatened with punishment in order to get them to achieve the organizational objectives.5432126.Employees will exercise self-direction if they are committed to the objectives.5432127.Employees have the right to determine their own organizational objectives.5432128.Employees seek mainly security.5432129.Employees know how to use creativity and ingenuity to solve organizational problems.5432130.My employees can lead themselves just as well as I can.54321Scoring SectionPut your answers on the spaces provided for every questions.Item ScoreItemScoreItemScore1______2______3______4______5______6______7______8______9______10______11______12______13______14______15______16______17______18______19______20______21______22______23______24______25______26______27______28______29______30______TOTAL_______TOTAL________TOTAL________AuthoritarianS tyleParticipativeStyleDelegativeStyle(autocratic)(democratic)(free reign)ReferencesCovello, Joseph and Hazelgren, Brian, (1998). 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