Art Freidman- Freidman’s Appliance
1. Which University- Iowa, Michigan, and Ohio State -leadership styles does Art Freidman use?
I feel that Art Freidman uses a similar leadership style to Michigan’s employee centered style; however, I believe his main style is derived from Ohio State leadership style with a low structure and a high consideration. Under Ohio State’s leadership style a low structure can be correlated to Freidman’s decision to allow all of his team to take part in decision making and be their own bosses. The high consideration is correlated to Friedman when he allowed his employees to manage themselves and determine their own pay scale. Freidman also allowed his ...view middle of the document...
3. Do equity and expectancy theory apply to this case?
The Equity theory refers to the concept that people are motivated when their perceived inputs equal their outputs. (87) I feel that the equity theory can be applied to the case in point. Freidman changed the hierarchy of his organization and allowed all his employees to be their own bosses. I believe this motivated his employees because they all felt like they were being treated fairly; there were no favorites. I also feel that some of his employees felt that they deserved an increase in salary and they were able to receive this. His employees were on the same level; their inputs such as their effort and status were equal to their outputs such as their pay, promotions and supervisor’s approval. (87)
The Expectancy theory refers to the concept that people are motivated to accomplish a task and get rewarded, if the reward is worth the effort. (88) I feel that the expectancy theory can be applied to the case in point because some of Freidman’s employees were motivated by an increase in salary, whereas, others were motivated by being able to have particular days off; which seemed to be very important, therefore, in both cases, their needs were met.
4. Which type of reinforcement does Freidman use?
I feel that Freidman used positive reinforcement when leading his employees. Freidman used this type of reinforcement when he empowered his employees and made them feel like the company belonged to all of them, not just Freidman. Employees felt more desirable and appreciated, which added to their motivation. I also feel that his employees were given the autonomy to do as they wished, such as choosing what days and hours they wanted to work and what type of salary they felt that they deserved. In addition, Freidman also opened a petty cash system, which allowed employees to borrow money, if they needed it. I believe this was a way for Freidman to gain the trust off his employees, which further reinforced his employees to do their best at their jobs.
5. Do you know of any organizations that use any of Freidman’s or other unusual techniques? If yes, what is the organization’s name? What does it do?
I learned that from my Organizational Behavior course that Cisco uses a similar technique when leading its management team. Cisco managers are given autonomy in their jobs; are able to work from home; and also are able to take off unlimited vacation time. Cisco’s top management officials expect its management team to crunch numbers and achieve high performance standards; however, they recognize the importance of meeting the needs of their employees.
6. Could Freidman’s techniques work in all organizations? Explain your answer.
I feel that Freidman’s techniques could work in a lot of different organizations that have a small number of employees. I believe his techniques would not work in organizations that have a larger number of employees because I feel employees would not...