Our company has been running successfully for the last six years due to the competence and abilities of or our CEO. If he were an employee-oriented leader, his focus would be more on his employees, rather than the company objectives. If he were a job-centered leader, his focus would be more on the day-to-day functions of the organization; which are monitored by each facility manager. If he had a participative style, he would include others on making decisions, thus taking away from his power. The autocratic style of our CEO works best because his only function is to gather information from his subordinates to devise plans that continue to make our company a success. .
The Path-Goal Leadership Theory applies to the position of the CEO. The position of CEO carries with it the power to get his subordinates to comply with and accept his decisions. Because of the drive, desire, confidence, and charisma of our CEO, motivating his subordinates has never been an issue. Our CEO is excited about the success of our company and opportunities for expansion, and he passes that excitement down to his subordinates.
Finance Department.
The Director of Finance is a direct subordinate of our CEO. He has a specific task. That is, to make sure all of our company's finances are allocated appropriately. He oversees our budgets for the expansion team, as well as the budgets for payroll. The money generated from new membership is also reported to him. Because this job is task oriented, our Director of Finance has a job-centered leadership style. The financial information he passes on to our CEO aids in determining if an expansion is possible, or worse, if a facility should close.
Dealing with numbers is a rather meticulous feat. A participative leadership style is not suited for this position. Having several people working on one project that involves numbers can increase the chances of human error, which can cause the end result numbers to be skewed.