Case Summary
Quinn, a senior project manager at Tiger Constructors, leads a diverse team of seven and encourages open communication. Recently, two assistant project managers, Kristen and Alex, became disengaged and less productive. Once top performers, they now mentor interns but have reportedly told them to ignore safety rules and cut corners.
Team trust has declined, and a safety audit confirmed misconduct despite their denials. Shawna, a senior colleague, offered to assist with the internship program. Quinn, who values loyalty and fairness, now faces a tough choice between supporting Kristen and Alex or taking action to restore integrity and team performance.
Addressing Performance and Safety Issues Through the Hill’s Team Leadership Model
The provided case indicates a significant issue with the behavior of two members of Quinn’s team. Hill’s team leadership model requires ensuring power distribution within a group based on shared responsibilities and communal decision-making (Northouse, 2022). Therefore, Quinn should consider communicating with his colleagues regarding the direction of further interactions with Kristen and Alex. Instead of taking immediate action that Quinn might consider suitable, he must respect his subordinates and prompt the employees to openly share the reasons behind their subpar performance.
Quinn should not take sides in resolving this situation but promote open dialogue between team members. The leader must rely on collaboration that is prominent in the workplace, as Kristen and Alex are senior workers who are aware of the shared values within the organization. The team leadership model is based on partnership and collaboration rather than strictly commanding acts (Northouse, 2022). The dismissive attitude toward safety measures by Kristen and Alex highlights the need for additional professional training, while their lies prompt Quinn to call for the team to help the struggling members understand the ethics of their behavior.
Evaluating Leadership Roles in the Internship Program
Since Kristen and Alex are shown to be irresponsible members of a team with a unique approach to power distribution, they do not fit to retain their positions as instructors for interns. Quinn must make a moral decision and assert his power respectfully and politely by taking the initiative to restructure his team while preserving its talent (Johnson, 2020). Both employees are respectable members of the organization with significant experience in their sphere, which prompts Quinn to consider their value to the company.
Therefore, Quinn must find a temporary replacement for Kristen and Alex, who will be encouraged to temporarily leave their positions. The worker’s status will be changed until an assessment of their work ethics proves that their attitude toward performance and responsibility aligns with the team leadership model. Moreover, it is necessary to consider how these changes affect new intern managers. Quinn must organize meetings between Kristen, Alex, and their replacements to discuss potential permanent changes if such a situation arises.
Professional and Ethical Responsibilities in Construction Leadership
As a construction leader, Quinn is bound to make a weighted decision regarding his underperforming team members. Kristen and Alex violated several professional and ethical boundaries, exacerbating the situation for everyone by disregarding safety measures and encouraging others to do the same. Moreover, both workers refused to report these problems even when confronted by their leader. Therefore, Quinn must address the fact that Kristen and Alex do not work in the organization’s best interest. These employees also do not support their group by refusing to approach their tasks responsibly.
Taking a stand on issues within the team is a vital step for all involved participants, which includes Quinn’s subordinates (Northouse, 2022). Engagement is the key to exiting this situation without compromising the integrity of the group, while ensuring that the principle of justice is upheld and all individuals perceive the outcome as favorable. In conclusion, Quinn must adhere to the five ethical leadership principles and honestly talk with his team to formulate a path forward for Kristen and Alex that every member will perceive as reasonable.
References
Johnson, C. E. (2020). Meeting the ethical challenges of leadership: Casting light or shadow (7th ed.). SAGE Publications.
Northouse, P. G. (2022). Leadership: Theory and practice (9th ed.). SAGE Publications.