Module 4: Case Study

1. What concepts of power apply to the provided case study? How do they seem to affect
the leader/follower relationship(s)?Simarily, how do they seem to affect the leaders
efficacy?
Despite Lindas long term relationship and role within the organization she is apart of, it seems
like she does not have a place of power within it. Sure she has given the co-responsibiliy of
joining John in spearheading an effort to make the organization more inclusive but in that it
seems that her partner does not even understand her method of communication. This is a direct
symbol for the microaggressions that may be on the surface alot of well meaning conversations
within the organization.I believe that the concepts of power that are at play are both legitimate
power and referent power. John has legitimate power because he is technically Lindas boss
and has been so for ten years. He implements referent power when he turns his relationship
with Linda into something potentially toxic by listening to the opinions of others regarding how
she interacts with coworkers and using her attitude as reason why she could not advance to a
managerial role.

2. What cultural, generational, and/or gender roles are at play in the provided case study? What
challenges do they present? How do they seem to affect the leader/follower relationship(s)?
Similarly, how do they seem to affect the leader's efficacy?
The case study mentions that it appears that only white male employees advance to leadership. It
also states that Linda feels like John is trying to make her act more white by telling her to tone
down her reactions to others. These two occurances make it appear that there are some underlying
stereotypes, or even as I said before, microaggressions at play in the organization.The Intersection
of Race and Gender Affects Leadership Choices article speaks on the concept of gendered races
and how African-American people are normally viewed as more masculine where as Asian-
Americans are viewed in a feminine manner. This could affect how coworkers including John interact
with Linda because she is a woman and is maybe expected to be less dominant and is therefore
intimidating to the people she interacts with.
3. How could the challenges described in the provided case study affect the organization as a
whole? Well the challenges sound like they would have a significan impact on the organization
especially if Linda were to quit her position. I know that some folks in the office may be intimidated
by her more tough exterior but losing an employee is passionate about the work would truly be a
downfall for the organizations culture. It appears that Linda does a number of behind the scenes
roles as well which would be lacking if she left. Additionally, the challenge of never having anyone
other than a white male as a manager is difficult to fly when you are also trying to promote ethnic
diversity and inclusion. While I understand how John reacted to Linda, perhaps if he truly listened to
the problem that Linda brought up, the organization could begin to address it.
4. What recommendations would you make for overcoming the challenges described in the provided
case study?
This organization could do some more work in improving their overall culture by doing team building
or personality tests and/or workshops in order to better understand why each other work they do. I
do not think that people who have different personalities should necessarily never work together
however they do need learn, maybe teach each other, how to interact and respond on a healthy
level. Then they can access each others assets and employ for the greater good of the organization
and the people they serve.
5. What recommendations for improvement would you make to the leader?
John seemed to do a good job listening to Linda before their hostile interaction. Maybe he could wait
a few days to let things simmer down and take her out to lunch or outside of the office to discuss
what she wanted to say to him. Sometimes being away from the environment can make things
easier and more fluid. Maybe after he truly processes the information he could advocate for her to
the board and to others in leadership to communicate this area of blindness that has happened
within the organization and what steps they need to make in order to change it.