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INTRODUCTION
A critical incident is being regarded as the situation analysis technique in which the behavior of employees is analyzed with an aim to assess the actual requirements that are needed in order to accomplish the operation (Shum, Gatling & Shoemaker, 2018). In this report, a critical incident case related to sexual harassment will be examined. Herein, it is examined that CEO of the company is being accused of sexual harassment by two of his ex-employees. The main aim of this report is to assess the leadership competencies of the CEO and on the basis of the same decision should be taken that whether the respective individual should be replaced with a new CEO or not.
However, with an aim to meet the respective aim description will be given regarding the important competencies that are being needed among leader. In addition to this, with an aim to assess the competency of the leaders, assistance will also be taken from the leadership theory in order to get detail insight into the problem of the case study. However, in this report, no discussion will be carried out in relation to the ways with the help of which competencies of the leader will be improved. Finally, at the end of the study conclusion will be drawn.
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FINDINGS
There are different theories of leadership; however with an aim to examine the current critical incident assistance is being taken from the behavioral theory of leadership. In accordance with the given context, behavioral theory of leadership puts a major focus on the manner a leader should behave in a firm. Here, it basically gives description of the type of behavior that a leader should perform in a firm. As per the behavioral theory of leadership, a leader should be supportive, encouraging as well as friendly towards its respective employees. But, after analyzing the given case it can be depicted that the CEO of the company must be the lack in these all competencies (Maduka and et.al., 2018). This is due to the reason that if he would be supportive then in this situation he would not have directed his effort in terms of sexually abusing its employees. On the other hand, it has also been seen that a supportive leader always play the role of father or mother to its employees. But, in the given situation the CEO of the company is using his position for the wrong purpose. Thus, it is the reason why it is very correct to say that the type of behavior which is being carried out by the current CEO in the previous employment is completely ineffective.
However, apart from this, there are different types of personal competencies recommended that will give description regarding what are the types of skills that are being needed among a leader. In this regard, it is examined that a leader should give respect to others and it should also respect the diversity of employees in the company. It is a responsibility of leader that he/she should not discriminate among its employees on the basis of caste and gender. Further, a leader should give respect to each and every individual who is working in a firm. Suppose, CEO of the company is working in such environment wherein the count of women at work is more than the men then in this situation he should play the role of protector and should protect them from the situation like sexual harassment at work. But, the given critical incident reveals that the CEO of the company was himself involved in the respective type of incident in his previous employment. This thing will depict that such type of employee will not be placed in the role of protector in the firm in an effectual manner (Gulati and et.al., 2019).
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Place Your OrderApart from this, it is also recommended that a leader of the firm should also have personal competency in the form of maintaining good relationship with the employees who are working in firm. In this context, it is assessed that for the manager it is very much essential that it should always build an effectual relationship with their employees irrespective of their level or position. Such type of behavior from the side of company’s leader will assist enterprise in the process of accomplishing the goals and objectives of the company. Further, it is through this way only a leader is able to carry out work from the side of its respective employees within then given specified time limit. On the other hand, a leader is able to build a good relationship with the employees if he will give consideration to their problem. For example, if CEO of the company will not give consideration to its employee’s problem then in this situation it will become very much difficult for him with respect to carrying out work from the side of the employees. This will have an impact on the overall aim and objective of the corporation (Faisal, Neil & Serlie, 2018).
In addition to this, it is also suggested that a leader should have courage to stand towards the things which he/she will consider right. Being in the position of leader, an individual should have courage to face its employees in case if he has done something wrong. However, the case gives clear description that the CEO of company does not possess the respective competency. This is due to the reason that the employees from his ex-company have put allegation on him in relation to the sexual harassment. However, the allegations that were being put up by these employees were right as both do not have knowledge about each other and the things that are being specified by them were also consistent. But, when the CEO of the company was being questioned for the same then in this situation he had completely denied towards the imposed allegations. This thing will reveal that the CEO of firm does not have courage to face the truth. This is due to the fact that if he would have then in this situation he would have come forward and should accept his mistake in front of others. Such type of things will set the wrong example for the followers of the CEO.
Furthermore, it can also be depicted that a leader should also have competency in the form of decision making. Herein, it is the responsibility of leader or the CEO of company only that he should be able to make a correct decision about the company. This is because; any kind of wrong decision from the side of company’s leader will have direct influence over the overall objective of the enterprise (Meza Rios and et.al., 2018). On the other hand, lack of decision making skill could also lead the company in the wrong direction. This will also hamper the competitiveness of the firm in the market in an effectual way. However, as per the given critical incident it is very right to say that CEO of the firm must have good decision making. This is due to the reason that it could have become of respective skill only he has been placed in the position of CEO of the company.
Apart from this, it is also suggested that a leader should have skill in the form of social intelligence (Wong, 2019). In this context, a leader should be sensitive to the social situation. However, sexual harassment at work is itself a very important social sensitive issue. Further, since the CEO of the company was himself involved in the given issue in his previous employment then from the respective thing it can be concluded that a leader does not possess social intelligence skill. On the other hand, it is because of the respective skill only a leader is able to understand the problem which is being faced by its employees. On the basis of the same, they will take different types of decisions.
Moreover, it is very right to say that a leader should have influential as well as a conflict management skill. For example, with the help of skill like conflict management a leader is able to get a better idea about the problem that is happening in the firm. On the other hand, it is with the use of respective skill only a leader can make right decision in relation to the issue that is incurring in the firm. Similarly, by using influential skill a leader can carry out work from the others as per the objective of corporation (O'Keefe, 2018).
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Place Your OrderCONCLUSION
It can be concluded that a leader can be considered as an effective leader if it will have sufficient skill to deal with different problems in the firm. If given thing is found as absent then objective of firm will not be met. However, for further research, it is recommended that a leader search for the ways with the help of which skills that are specified above can be developed among leaders.
RECOMMENDATION
It is recommended to the board that they should replace the current CEO with some other employees. This is because, the current CEO lacks some skills such as giving respect, having courage ad building a good relationship with others.
REFERENCES
Faisal, F., Neil, N., & Serlie, A. (2018). Assessing Leadership Competencies Through Social Network Analysis.
Gulati, K., Sarkar, C., Verma, V., Singh, A. R., & Gupta, S. K. (2019). Assessment of medical leadership competencies and development needs: First comprehensive study from India. International Journal of Healthcare Management, 1-12.
Maduka, N. S., Edwards, H., Greenwood, D., Osborne, A., & Babatunde, S. O. (2018). Analysis of competencies for effective virtual team leadership in building successful organisations. Benchmarking: An International Journal, 25(2), 696-712.
Meza Rios, M. M., Herremans, I. M., Wallace, J. E., Althouse, N., Lansdale, D., & Preusser, M. (2018). Strengthening sustainability leadership competencies through university internships. International Journal of Sustainability in Higher Education, 19(4), 739-755.
O'Keefe, S. A. (2018). The Development and Initial Validation of a Self-Assessment for Global Leadership Competencies.
Shum, C., Gatling, A., & Shoemaker, S. (2018). A model of hospitality leadership competency for frontline and director-level managers: Which competencies matter more?. International Journal of Hospitality Management, 74, 57-66.
Wong, G. K. (2019). A Tool for Academic Libraries to Prioritize Leadership Competencies. College & Research Libraries, 80(5), 597.
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