Contingency-based leadership theory: The High Sparrow

Last session, we looked at behavioural theories of leadership. The tl;dr for this time is that the firstHigh_Sparrow theories of leadership were focused on the idea that there were definable and more or less universal leadership traits, which could be identified and classified; and these could, possibly, also be learned/taught, depending on your beliefs about the effectiveness of cognitive behavioural therapy.

As we concluded, also, there’s a few problems with this way of approaching leadership. Leaving aside the cognitive behavioural therapy issue, as businesses began to globalise researchers began to question the idea that leadership traits could, in fact, be universal: as we’ve seen in Game of Thrones, the skills you need to be Khal of the Dothraki are clearly not the skills needed to be Warden of the North or Hand of the King. Many other researchers, including but not limited to feminist and postmodernist scholars, questioned the degree to which such traits could even be identified; consider that in Westeros, Cersei’s leadership abilities were largely ignored by everyone except the audience for six seasons. Most importantly, any researchers generally argued that behavioural theories as structured appear to take place in a vacuum, without reference to the wider circumstancers in which leaders actually lead. Or, to put it another way, you can be Queen of Meeren only as long as the people aren’t actually in open revolt against you.

This led to more contingency-based theories of leadership. As the name suggests, their unifying premise is that different times call for different leaders, and the people who lead are determined by the circumstances in which they arise.

A good example in Westeros is the High Sparrow. Under normal circumstances, the High Sparrow is unlikely to have risen any, well, higher than a local priest or travelling mendicant; people who are comfortable, well-fed and happy with their circumstances don’t generally wind up joining charismatic religious movements. However, with the rulership of the kingdom in turmoil, many people clearly questioning the fitness of the nobility to govern (as we see in the satirical play that Arya witnesses on Braavos), the population in such economically dire straits as to starve for want of a small amount of money, and the church which supports the system clearly corrupt and in hock to the nobles, people are willing to listen to outsiders who seem to offer an alternative way of living.

Game of Thrones leaves unanswered the question of whether or not the High Sparrow would have made a better ruler than the Lannisters or Targaryens; certainly there was potential in his movement for a tyrannical fascist theocracy to arise, but there was also potential for a regime in which peasants led longer and happier lives (consider what might have happened had his alliance with Margaery Tyrell succeeded). And the High Sparrow also fits the behavioural theories of leadership in having many of the traits of the charismatic leader, for instance. But, as the critics of the behavioural theories argue, having the traits is not enough: you need the circumstances as well. The High Sparrow is only one of many cases in Westeros which illustrates that behavioural theories need to be tempered with a little context to consider how leaders are made as well as born.

Next week: I’ll be at Eastercon! I’ll try and compose a post beforehand, but if I don’t… next episode will discuss power-based theories of leadership, with a particular focus on Sansa Stark.

Behavioural theories of leadership: Robert Baratheon

With the new series of Game of Thrones in the offing, it’s time to start doing Leadership lessons from Westeros again…

After reading the title of this installment,  you are probably thinking “Wait, Robert Baratheon was no kind of leader!” Bear with me, though, that’s the point. However, I’m going to be taking a little while to get to it. First we’ve got to delve back into organisation studies.

The leadership theories we’ve been covering over the past three sessions are all what we call “behavioural theories of leadership”. What they have in common is that they generally assume that a) there are leaders (as opposed to followers); b) leaders can be identified and classified into types; c) those types can be defined by certain ways of behaving.

Because management studies is supposed to be about helping people to run their organisations better (through SCIENCE!), however, we then go a couple of steps further. The first is that you should be able to identify leaders through their personal traits, even at a fairly early stage, and get them on the path to running things.

We can see this in action in Game of Thrones when Jeor Mormont identifies Jon Snow as a potential leadership candidate early on in his time with the Night’s Watch, and clearly puts him into what people like me refer to as the “leadership pipeline” (of which, more later).

The second step is that, just as one can learn new ways of behaving through cognitive behavioural therapy and similar, one can turn oneself into a leader through learning what these traits are and copying them.

To switch franchises for a moment: there’s a scene in Star Trek: Discovery where the ships’ first officer, Saru, winds up as acting captain of the ship. Being, at this point in the narrative, more of the passive-aggressive than the take-charge sort, he goes into the ready room, shuts the door, and asks the computer for a list of the most successful captains in Starfleet. He then asks the computer to cross-correlate their personality traits and come up with the ideal way to be a leader.

However, there are a few problems with the basic premise, and the two corollaries. For one thing, it’s a problematic thing to split the world into Leaders and Followers. In the cases we’ve looked at so far, there have been situations where the characters have led… and where they’ve followed. Tyrion has never held a top-level leadership position, except temporarily and by accident. Daenarys spends most of the first book (and/or season) literally leading no one, even by virtue of charisma.

Which brings us to another problem. Inasmuch as leadership qualities exist, they can also be overlooked, just because the person possessing them has the wrong set of gonads, or is the wrong height. Jon, as Mormont himself notes, might not have stood out as a potential leader quite so quickly if he hadn’t had the benefits of being brought up at Winterfell among the Starks and learning alongside his ostensible half-brothers. This is to say nothing of cases like Bran and Theon, where potential leaders wind up out of the pipeline (and, in both cases, back in, just in a different sector) through reasons completely unrelated to their leadership qualities or not. So: you can’t just consider behaviour, without considering other social factors.

The second… well, here’s where Robert Baratheon comes back in.

Robert is, in many ways, doing everything right as far as being King of Westeros is concerned. He’s the right gender, and the right age. He came to the throne by what are, if not necessarily desirable, at least acceptable means of succession in Westerosi terms. He’s not hugely smart, but he does have a sense of his own limitations and is good at recruiting a team which compensates for them.

And he can be a good leader in the right conditions. There’s a reason why he spends most of the first season drinking with his old war buddy Ned, and reminiscing about the campaign (beyond the fact that the writers need some way of conveying the backstory to the series in a not-too-boring fashion): He was a good leader in wartime. He’s still got those same traits, too. But he’s just not the sort of guy who can lead a country in peacetime. For instance: it’s perfectly true that if he had succeeded in getting Daenarys assassinated early on, it would have saved everyone a lot of fuss and bother later. But it’s also true that assassinating teenage girls who don’t even live on your continent, in peacetime, is the sort of thing that tends to get the Hand of the King remonstrating with you in public, creating political splits that the more ruthless members of your administration can exploit the hell out of.

And, in the end, of course, he turns out to have rather less in the way of political savvy than his own wife.

So, the case of Robert Baratheon (and indeed the case of Saru, over in the other franchise) shows that, while the three types of leaders we’ve been talking about are a good place to start from, there are dangers in leaning on that particular theory too far.

Next time, we’ll be looking at contingency-based theories of leadership, taking the High Sparrow as our case study.

Working for the Car Factory: The Tour, Part Two.

Continued from last episode…

Our guide for the tour of Body In White, the area where the unpainted car is assembled, is Tommy. He explains that he used to work there for 20 years and only retired recently. Throughout the tour, staff keep coming up to him and shaking his hand or hugging him and wanting to chat. Tommy’s delivery is not the greatest, but the robots are fascinating to watch; they remind me of animatronic dinosaurs (same technology powers both, I’m sure), and I keep expecting one to bend over for a closer look at me. I mostly see men in the BIW shop, with one White and stout woman. They wear jeans rather than metal-free trousers, but then I suppose chipping the paint isn’t an issue here.

On the way to the Assembly area, one of the young German women takes over to talk about Paint, which she says we can’t go into “because of the dust”; she doesn’t elaborate, which must puzzle most people on the tour (having interviewed people in the Paint Shop before, I know that special measures are taken to keep the area free of airborne substances that might cause the paint to be uneven). Her command of English is poor, she is mostly reading from a prepared script which she doesn’t seem to totally understand. To top it off the microphone she is using isn’t built for outdoor use and reception is faulty; she tries twice and then we walk to Assembly in silence. I feel very sorry for her, and throughout the rest of the tour I see the other guides giving her hugs and pep-talks.

In Assembly, Jim takes over. His delivery is more fluid and humourous than Tommy’s; he keeps talking about how the right component is always delivered for the right model of car, “always, always, no, honestly it is.” He also salts in little jokes—most of which revolve around getting the wrong components on the wrong car model– and bits of trivia, like pointing out that the wheels of one car are reflective: “that’s to NASCAR standards, North American System car. So if I saw one of those with a right-hand drive, I’d be suspicious.” He too is greeted by a lot of the people on the line, patted on the back, hugged, and so forth. Small pickups are driving back and forth up and down the lines, bringing components and people at speed. Blue Shift appear to be the ones online today. Tommy asks me if I know which shift I’m on yet, so I tell him. At 3:15, a small pickup truck drives through honking and a cheer plus catcalls go up on the line: John says that this is the one-hour-till-shift-change signal. We are in perpetual danger of being run down by the small pickups.

On the way back Pris asks what I thought. I said I thought it looked OK. “I’m less afraid now, there wasn’t anything there I couldn’t see myself doing,” she says. I say that I wouldn’t want to be the one on the last station, a petrol pump where a small amount of petrol is dispensed into the vehicles as they come off the line. “Oh no, you’d be standing there all day with a silly grin,” she says.

Back at the info centre, we discover that not only is the place locked, but the person with the key has disappeared. The German lady rushes off to find them; Mike suggests that those who want to smoke do so, but Pris says “My cigarettes are in the building!” She bums one off Saeed, and says “Lesson number one, always keep your cigarettes with you.” Finally a harassed-looking administrator turns up in a pickup with the key and lets us in. I get my bag, drop my stuff and go.

Working for the Car Factory: the Tour, Part One

Continued from last episode

After the presentations, we are taken to a big building near the carpark, and introduced to Pete, a man with glasses and a goatee. He tells us to put on lab coats, and gives us battery sets with earphones and safety glasses. I ask if I can leave the tour early, as I’d already done the tour with my supervisor the previous month, and he says no. He tells us to wait in the area beyond until the tour guides arrive. This is a wide space with tables and chairs at one end, and two displays on the wall; one is of the history of the Car Factory and the other is of its current operations. The operational one emphasises the modernity of the proceedings and the ergonomics and general comfort of the staff. I’m starting to feel a bit like a battery-farmed hen. Joining us are two Black women and an Asian man.

I strike up a conversation with the hawk-nosed man. He is called Saeed and was born in the Middle East, but his parents are East African. He has been in this town for 16 years and is studying in London part-time.  I also talk with the Asian man; he and the two women have just started in Paint.

After about a fifteen minute wait we are herded into an auditorium at the back of the room behind black partitions by two older English men and two young German women. We are told to fill up the front row first, then the next one. There is an LCD screen, currently displaying the error message that the computer is locked. One young woman tries to unlock it for several minutes, then someone is dispatched to find an administrator. An older man stands up in front and introduces himself as Jim; he says that this is a new tour which they are going to be giving to other people, starting with a vintage car club on the weekend; we are the guinea pigs. He suggests to the girls that we start with the video. He passes around sticky tape for people to cover their rings with.

The video is about 8 minutes long and appears to have been translated from the German, without much fluidity. There are cumbersome phrases along the lines of “High Performance Stylings” which would no doubt have sounded better in the original. It shows us montages of cars, a potted history of the company, and an overview of all the major Car Factories  worldwide, with an emphasis on the Western ones. There is some branding: the car this Factory produces is cool, chic and sassy. Apparently.

After the video, there is another struggle to unlock the computer; the administrator herself tries and fails. The first woman is then dispatched up to the podium with a sheaf of notes. She gives us a talk about the company (most of which was already covered in the video), its productivity, its worldwide focus. This is obviously aimed at investors rather than at the likes of us. At the end of the talk we are informed that the two older men, Jim and Tommy, will be showing us around the Body in White and Assembly plants, while one of the women will tell us about Paint as we walk by it.

Continued next episode…

 

Working for the Car Factory: The Union Rep

Continued from last episode…

The union rep is about fifteen minutes late. We hang about, some talk quietly, one of the black men talks on his mobile. I start reading the book I have with me, Wild Swans, but Pris wants to talk. She talks about how the Car Factory is a real local landmark; it used to extend over to the other side of the road, where there are houses now, “but they’ll put up houses anywhere there’s a spare inch of land, won’t they?” The young blond man on my other side complains that he is sick of union presentations as he has sat through far too many. One black man with a hawk nose and Middle Eastern accent is talking with the others in his row about South Africa, specifically the animals you find there. Sara, sensing the boredom, starts everyone playing a word game where everyone has to come up with a different country for each letter of the alphabet (I get G: Germany). The hawk-nosed man is particularly good at this, whispering hints to people unfortunate enough to get stuck with Q and W. Nobody could think of one for X; Jo claimed she could but didn’t enlighten us. When we got through with countries we started on rock bands (I’m G again: Garbage), and had gotten up to H when the rep arrived.

The rep is named Liam; he looks like a skinnier, older version of Noel Gallagher. He has a very  monotonous delivery, stream-of-consciousness, and leans against the table with his arms folded. He says that 96% of the workforce are in the union. He outlines the benefits of joining: the first, he says, is the accident cover. He tells us about a man paralysed from the waist down in an industrial accident, and how the union were able to get him and his wife a settlement which allowed them money for a customised bungalow, car etc., although he never returned to work again. He tells more stories of equally horrible accidents. He adds that the union provides good fatal-accident cover, and that they have a free will service, which, he says, would cost you 40-200 pounds in the outside world. He goes on to say that the union will also provide representation in cases of disciplinary hearings, and tells us more war stories about these.

He passes out the form, and everyone, by this point thoroughly convinced of the benefits of union membership, fills them out. He asks if anyone’s already a member, and the blond guy says he is, and names his branch (a big hint that he’s worked at a Car Factory before). Liam asks him to reregister for here so that he can get more rapid cover. Liam emphasises that we should fill out all the fields of the address form; he says “it’s no good saying 10 Charlsbury Lane, thinking everybody knows where that is; this goes back to Newcastle.” He adds that we needn’t bother with the payroll number, though, as he can add that.

Continued next episode…

 

Working for the Car Factory: Induction Continued

Continued from last episode

Mike explains about uniforms; we will be given T-shirts to reflect our shift. People on weekends are the Yellow Shift, and get four yellow T-shirts; people on rotating shifts are either on Red or Blue shift and get four T-shirts in the relevant colour; people on Permanent Nights get two red and two blue. The older woman, Pris, asks me why that is, and I suggest that it is to blend in with whichever rotating shift is currently on. We will also get black trousers, made with no metal parts because it might damage the paintwork. Likewise Mike says that people working in certain areas will need steel-toe boots, but that in other areas these are verboten, because they might damage the paint; most, he says, wear trainers. He says that we are not to wear uncovered rings or watches; tape and sports wristbands will be provided. He gives us a health and safety talk, and warns us against being offstation; on the line 37 cars come by an hour, so if you take a 2-minute bathroom break you’ve missed a car or two already. Smoking outside of the designated areas is also streng verboten.

He passes around sheets giving the shift patterns. There is one person on Weekend and about six or so on Permanent Nights. He then gets those of us not on Weekend or Permanent Nights to pick our shifts, by dint of saying that there are three spots to start at 6 tomorrow and the rest will do the night shift. I wind up on night shift.

He then passes out laminated cards depicting the dress code, and on the other side a diagram of How to Push a Car. Mike jokes about the cards, saying they’re valuable and rare: he then says, “Seriously, I really love this place, my father worked for Car Factory for thirty years.”

Sara discovers that all but the last six of us have now got our ID cards and sends the rest of us downstairs.

The six of us line up outside and wait: Pris goes first. I talk with the blond girl about the weather, while some of the boys go outside to smoke. After Pris comes out, I go in, and am directed to a table around the corner where an elderly man positions me on a stool in front of a digital camera. “Say happy worker!” he says. I do. He then asks me to do it again as he erased the first one. I do and get my card a minute later. When I come back up Sara gives me a sheet on which to fill out my shirt and trouser size; we start talking about my project as she wants to know more about it, but as it could take a while I say I’ll explain more fully at the break. I never do; she vanishes at lunch and I don’t see her again.