Affiliative Leadership Case Study

The scenario that I chose is scenario number 3 pertaining to the two employees who have difficulties working together. I chose this situation because it happens to be an issue that is very common, as it is sometimes difficult to work with other individuals. There are numerous reasons that can cause two individuals to clash, but more often than not, it is due to misunderstandings and communication errors. Out of the numerous leadership styles that have been discussed, the one that I am the most comfortable with is the affiliative leadership style. With the affiliative leadership style, the leader “focuses more on the follower than the task” (Hloldford, 2003, p. 1784), which is my way of helping others achieve their goals. Out of the various leadership styles, the three that suit my leadership style the most are the affiliative, democratic, and visionary aspects of leadership.

Since the affiliative leaders “attempts to keep their followers happy and meet their emotional needs” (Hloldford, 2003, p. 1784), determining the appropriate boundaries between the two coworkers may offer a solution. Furthermore, because the affiliative leadership style is best used to resolve conflict amongst employees, speaking to each person individually and allow him or her to explain the situation may prove to be a positive strategy. After listening to the issues that are causing the two individuals to disagree, I would inform each person about how the conflicts between them are affecting others and causing a hostile working environment. Afterward, I would explain how everyone has to work together because ultimately we are a team. By using democratic leadership style, I will attempt to bring unity between the people involved by allowing them to state the concerns and offer solutions that may benefit the