Modi Case Study

Q1) Evaluate Modi 's experience at the leadership training program?

The training helped him to understand his ability and areas where he is lacking in leadership. Sometimes working with people don 't mean you are a good people leader. This can 't be built overnight and needs patience and perseverance.

After completions of questionnaires that was supposed to measure his style of leadership, he thought of he is high on people-centered job. But he was the person high on task oriented job.

Mr. Modi has myths that his role is to build relationships with individual subordinates to make sure the operation runs smoothly with minimum interruptions. But the reality is his entire team got affected. He need to create a culture that will allow the group

Over a period of time Jaitly would feel that all his hard work would be ignored and people like Laloo would make reap the fruit of his efforts.

Laloo would get more comfortable goofing around and would start to take Modi for granted.

Laloo’s goofing has be infectious and others are taking work casually.

Jaitly has lost interest in working because he feels Modi is in favor of Laloo.

Q3) What changes in Modi 's leader behavior is needed to improve the performance of his unit?

He need to reward the strong performers and keep higher target for non-performers along with good rewards. This should help non-performers to pull up their socks.

Also, if situation doesn 't change, he should give tougher feedback and set examples which should be a stern warning for all (in extreme conditions).

Modi should start to treat both Jaitly and Laloo equally so that he would get better response from his unit.

Modi should continue his Task oriented style of leadership and also incorporate more on people oriented leadership.

People oriented Leadership should be followed by concentrating both on Jaitly and Laloo equally so that nobody feels