Wolfgang Keller Case Response PDF

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s part of your class preparation for this week, please read the Wolfgang Keller case (course reader). Please note that to answer the questions for this week, it will help to have watched the video lectures and read the Gabarro and Hill article (found in your course reader) first. 1. Drawing on our course concepts on personality and behavioral leadership, who is Keller and what is his personality and leadership style like? Likewise, who is Brodsky and what is his personality and leadership style like? 2. Based on information from the case, what are two or three skills and knowledge that Keller and Brodsky each need to have in order to be successful in their respective roles? Based on our lecture of bias in evaluating performance, where might there be issues of bias in evaluating Keller and Brodsky? 3. Keller is faced with three options at the end of the case; what do you think he should do and why?

Keller is graduate student from Harvard Business School and he has completed undergraduate in business economics and chemistry at University of Cologne. After completion of business school, he joined large German manufacturer of food products as strategic planner. By managing his work properly, he promoted to general manager within six months in Ukraine and within less than two years he promoted to general manager of 29 million subsidiary in Germany, which both was in serious economic difficulty. By using skills and creativity during this difficult time, he had created his reputation as a successful hands-on manager. As per my point of view Keller’s personality is openness. Brodsky is highly cultivated and intellectual than Keller. As a marketing manager, Brodsky joined Konigsbrau TAK. Brodsky emerges as an intelligent, analytical and mature individual after reading the case. He reveals the capacity to delegate power to subordinates. There reflected his good business education, a very formal commercial director, in his performance. He abhors intimate relationships with workers and clients, a purely professional attitude in which he does business. There are some qualities that would not make him my perfect leadership. For example, a man who seems to be orthodox to the

heart should not lead by example. In addition, he just does what is required and not an inch more. He is not, out of zeal, a man who can bring more value to his career, a man who does not go above the call of duty. In order to get success, Keller and Brodsky both have skills and acknowledge which can help them to achieve them to success. There are clearly several challenges that Keller has with Brodsky, but he has the ability to develop and he has the right talents for this, only a little polishing is needed. It may sound easier to reorganize around Brodsky, but it's not profitable. The trends in the economy and competition do not revolve around individuals. They have a mind of their own, the people of the organization who need to rely on the revolution to change their behavior accordingly. Split promotion and distribution are a great choice as it allows to respond to the corporate climate and job changes. This will require Brodsky to have another opportunity and a chance to enhance his results. Keller have to faced problems at work because he is very good leader and he always had tried to make sure that Konigsbrau comes out of top. As a good leader it is also important for the development and progress of the team to know how to correctly criticize the subordinates. A leader needs to critique in a manner that empowers the worker and does not come off as an attack on who they are if you expect a team member to increase their performance. A significant flaw in Keller's leadership is not being mindful of this. Not only because it is critical for any leader to be able to deliver criticism properly, Keller must improve on this flaw, but it is a consequence of seeing improvements and growth in your subordinates....