Thomas Green Case Summary

Throughout the American South, of many Negro’s childhood, the system of segregation determined the patterns of life. Blacks attended separate schools from whites, were barred from pools and parks where whites swam and played, from cafes and hotels where whites ate and slept. On sidewalks, they were expected to step aside for whites. It took a brave person to challenge this system, when those that did suffered a white storm of rancour. Affronting this hatred, with assistance from the Federal Government, were nine courageous school children, permitted into the 1957/8 school year at Little Rock Central High. The unofficial leader of this band of students was Ernest Green.

Learning Outcome 1: Be able to align objectives of own area of responsibility with those of own organisation – this has previously been discussed and evidence passed on.

* A correct and appropriate description is given of two or more issue that will influence the choice of leadership styles or behaviours in workplace situations although the description may be limited and the links to workplace situations may be more understood than clear (criteria for a pass on this question)

Clarence Thomas is just the second African American justice to serve on the Supreme Court. His confirmation margin of fifty-two to forty-eight is the smallest margin in history. Until the very recent confirmations of both Chief Justice Roberts and Justice Alito, for the past twenty-five plus years, Thomas had been the last conservative to be named to the current court. Thomas’ confirmation hearings have gone down in history as those containing the most drama. His hearings would produce such intense arguments over race and gender. Thomas is on of the most publicly criticized justices in the history of the Supreme Court. The primary reason for that is the "uncommon" connection between his views and the color of

“Presidents come and go, but the Supreme Court goes on forever,” declared by past President William Howard Taft. Dated in 1789, the Judiciary Act by signed by Congress, which was demanded by the United States Constitution. This past principal court was ruled by a Chief Justice and five Associate Justices, accordingly today we still have a Chief Justice, but we currently have eight Associate Justices. The current Supreme Court has John G. Roberts, Jr. as Chief Justice, and the following are the current Associate Justices: Antonin Scalia, Anthony M. Kennedy, Clarence Thomas, Ruth Bader Ginsburg, Stephen G. Breyer, Samuel Anthony Alito, Jr., Sonia Sotomayor, and Elena Kagan. Clarence Thomas, a conservative, best known as the second

Francis Howard Greenway was born on the 20 November 1777 and lived near Bristol, England. He was an only child and lived with his mother and father.

Frank Blake, CEO of Home Depot, has a participative leadership style that increasingly wins support from business leaders (“Home Depot tries”, 2007). Blake is known for great motivators with reward policies and thank you notes which made him good at both task orientation and people orientation in his management style. Robert Niblock, CEO of Lowe’s, has a balance of task orientation and people orientation with more employee participation and engagement.

Kelly Thomas, a homeless man who was diagnosed with schizophrenia, was killed by six members of the Fullerton Police Department on July 5, 2011. After getting transferred to UC Irvine Medical Center, where he remained unconscious, he then later died on July 10,2011. Corporal Jay Cicinelli, Officer Manuel Ramos and Joseph Wolfe were charged with one count of second degree murder and involuntary manslaughter. All three pleaded not guilty but were terminated from their job

Ideally, his decision must maintain the firm’s no-layoff history, encourage the tight-knit company atmosphere, and draw as little negative attention as possible. As a new employee in his grandfather's business, he must prove himself worthy of the position he was recently controversially given. His first challenge is dealing with the declining performance of veteran employee, Russell Campbell, a strong-minded subordinate with a significant amount of influence within the firm. To make his dealings even more complicated, Russell is a

A main process for Kent’s approach to management is to hire good people. You have to have a strong team at his level. Not only do his direct reports need to have a strong sense of team work, but they must work well together. If they do not work well together, he is not afraid to replace them. His direct reports are there to meet corporate goals. If those direct reports can not work well together, he will replace them with those who will for the betterment of the company. Allocation of his time to his

The organisation’s main aim is making a difference, as outlined in their Programme for and to make the Company t a “top performing organisation”. This mirrors my personal objectives to make myself a better worker. In order to achieve this I need to adhere to the Civil Service Competency Framework’s (2015) main aims of Setting Direction, Engaging People and Delivering Results.

In the case study involving Julie, the director at NCLS has management practices conducive to Likert’s System 2: Benevolent-Authoritative. This system is based on managers “occasionally using rewards but also punishment. Information flow is mostly downward. Most decisions are made at highest levels, but some decision making within a narrow set of guidelines is made at lower levels. Some teamwork is present” but the premise of the benevolent-authoritative is a master-servant relationship between management and employees, where rewards are the sole motivators and both teamwork and communication

Throughout this case study, Gary, an employee at Brewster-Seaview Landscaping, goes into depth in explaining this business’ work dynamic. In the process of analyzing Gary’s description, we are able to extract various leadership styles which are exhibited by management. As we will see, Joe and the new supervisors’ leadership styles differ and definitely impact work outcomes.

J.J. Gabarro and John P. Kotter (1993) claim that the key to managing up is to remember that you are involved in a "mutually dependent relationship between two fallible human beings," as stated in the article titled "Managing Your Boss" in the Harvard Business Review. The article explains that bosses may be more dependent on their employees to develop practical solutions to problems all the while striving to achieve the bosses’ goals, which in turn should align with the organization’s goals. (Gabarro/Kotter, 1993)

People have always asked if there is any style of leadership that is most effective. Nevertheless, numerous theories and models have been created to show that there is no style of leadership that is the best. Rather, styles of leadership need to adjust depending on the variables such as the leader, the situation, the subordinate, the task, the environment and other factors. Paul Hersey, Kenneth H. Blanchard, and Dewey E. Johnson noted that if the leader’s style of behavior is appropriate or matches the situation it is considered effective. If it is not appropriate to a given situation, it is deemed ineffective. The difference between the effective and ineffective styles is often not the actual behavior of the leader, but the appropriateness of that behavior to the environment in which it is used. In reality, the third dimension is the environment.