Alcoa case study

The corporate management at Alcoa delayed taking action for the five years that the plant continue to lose money because there was not yet an easily-implemented solution available to resolve the problem. The lack of an effective solution to resolve the problem was not available; hence, it would not be possible for Alcoa to start taking action without an effective solution in place. The leadership style that Simonic was following was the democratic leadership style. In a democratic leadership style, the leader normally values the input of the team members, but the role of making the final decision lies with the leaders. When using this type of leadership style, it tends to boost the morale of employees because they can contribute to decision-making. Simonic was using a consultative decision-making criterion, where the manager would make the final decision, but they consulted the team first. In a democratic leadership style, the leader normally leads, make a decision, have a clear vision and set the direction and this was what Simonic was doing as a leader. Simonic was providing employees with the opportunity of explaining how they were going to person their activities so as to get work done.

It is not difficult to duplicate the leadership style that Simonic used and also the organization system practiced at Addy. It is important for the organization to understand the problem and the solution to the problem before deciding the leadership style to use. When using democratic leadership, the leader must make sure that he includes the team in decision-making so as to get fresh views on certain issues. The method is only easy when the organization is not in a hurry to make the changes.

Reference

Lindsay, W & Evans, J (2012). Managing for quality and performance excellent Cengage Learning

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