WCAB Situational leadership


The leadership of the radio station is highly dependent o9nnthe activities that the leader of the station will perform. The program director of the firm is Ann Caldera. The stakeholders that were seen to be interested with the affairs of the firm where the community; board of trustees of the school; faculty and the students, Lynch, (2011). The leadership effectiveness, styles and flexibility matter a lot in the presentation of the WCAB overall activities, Silva, (2011). The situation of students not being adherence to the rules and policies that they have been provided for in the radio station will mean that the leader is faili8ng the organization in the institution of the required rules, Grant, (2010). The manager of the WCAB should look at the overall means that could be applied to institute the adherence to the stipulated rules and policies. This rules and policies will provide the framework that the management will use in the analysis of activities. The analysis of the situational leadership was seen to indicate that the leader, Ann Caldera, of the WCAB station was low directive and highly supportive. The position of this paper is that the leader should use the leadership approach of highly supportive and directive in the presentation of the coaching aspect of leadership.

The problem that has been indicated in the WCBA was the following. The problem is the lack of training and rules adherence. The FCC rules are the ones that govern the conduct and operation of the WCAB institution. The FCC rules violation being an illegal act could lead to the disbandment of the WCAB facility. This occurrence could affect the viability of the operation functionality of the firm, Silva, (2011). The overall placement of the rules to the new staff without explaining or proper direction of the media related rules were seen to lack in the rules implementation of the leader. The leader was seen to be highly supportive instead of being authoritative. The increased laxity in the identification of the strictness of the adherence of the rules was seen to be affecting the behavioural traits of the subordinates in the organization. The leader’s focus should be in the adherence of the FCC rules by the employees, Grant, (2010). This will only be possible through the use of high directive and supportive leadership approach.

The advice that would be given to Ann Caldera the leader would be the use of coaching and training development.  The leader should spend more time with the personnel and present servant leadership through coaching. The leader should search for relevant seminars, workshops or advice on how well she could train the staff. The lack of avenues to learn this form of training could require the search for outsources individuals who would help in the analysis of the predicament of the firm. The subordinate staff or new employees should be given proper induction process that provides vivid direction on what should be done within the organization.

The coaching in leadership will help in the provision of support to the followers of the leader in the WCAB. Ann Caldera should take time to show the subordinates on the issues that could arise in the lack of adherence of the FCC rules. Ann Caldera should indicate the lead by example approach, Lynch, (2011). This will help in the illustration of the required rules adherence and proper implementation of the desired characteristics within the organization. The highly directive aspect of problem solving will be provided by the following measures. The leader will have to analyze the behavioural characteristics of the staff. This will help in the formulation of targets, goals, advice and training.  The coaching will require the continuous breakdown of the meaning of the rules to the personnel, Lynch, (2011). The coaching presentation of the rules and ensure of the strict adherence to them will enable the institution to be make the working culture to be formal and ensure first approach to activities. Ann Caldera should always as the question of what next. This will allow the overall analysis of the activities that they will be required for the promotion of the WCAB activities in the WCAB institution. The leader will be required to hold numerous team meetings and congregation in order to allow the overall sensitization of individuals need to formulate the desired specifications of the rules, Lynch, (2011).

The schemes that could be used by the leader in the reduction of the Infractions would be the following.  The leader should be able to direct, staff, organize, coordinate, budget, plan and coach the human work force that will be at his disposal, Grant, (2010). The leader should ensure that she is flexible respectful, and a good communicator to the employees, Lynch, (2011). This means that the personnel will be required to have complete access to the leader whom will help in the rules enforcement and direction for the employees. The leader should be open-minded, enthusiastic and proactive, Lynch, (2011).

The presence that a mistake is looming to be made by the employees should be controlled through the use of avenues like meetings and placement of the required parties with the definite benefits of activity performance. The leader will be require to carryout regular evaluations of the activities of the employees and their behavioural traits in order to ensure that the WCAB is not disbanded due to illegal practices or violations, Grant, (2010). The formation of leadership roles that will help in the delegation process will help in the reduction of time wastage or increased duties work load. The leader will ensure the overall improved flow of operations, Bedford, (2013). The leader should look at means of initiating activities that will help the staff of the WCAB to be proficient to have a sagacity of direction or purpose in activities that they perform as specific individuals.

In conclusion, the leader should use the leadership approach of highly supportive and directive in the presentation of the coaching aspect of leadership. The analysis indicated that the problem that was seen to be looming in the WCAB was the lack of adherence of employees to the FCC rules. This lack of adherence could be controlled by the use of the coaching of the relevant individuals through leadership. The schemes that could be used for the correction of the problem were seen to be the use of the following aspects, Lynch, (2011).  The leader should be able to direct, staff, organize, coordinate, budget, plan and coach the human work force that will be at his disposal. These schemes would help in the elimination of the evident problems that were seen to be arising in the WCAB. Grant, (2010)




Bedford, C. (2013): Situational Supervision: Applying Situational Leadership to Clinical Supervision. Clinical Supervisor, 32(1), 56-69

Grant, M. (2010): Developmental coaching for teachers: Leaders Coaching to school.  International Consulting Psychology Journal: Practice and Research, 62(3), 151-168

Lynch, B. (2011): Development of a model of situational leadership in residential care for older people. Journal of Nursing Management, 19(8), 1058-1069

Lynch, B. (2011): Development of a reproduction of situational leadership in care for vulnerable people. International Journal of Nursing Management, 19(8), 1058-1069

Silva F. (2011): Leadership and job satisfaction among Azorean hospital nurses: an application of the situational leadership model. Journal of Nursing Management, 19(8), 1047-1057

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