Our organizations leadership style reflects a combination of the Leader-Member Exchange

Theory and the Contingency Theory. The company is led by a board consisting of five
people. Any of these five people may be the leader for a given situation. Some of us are
more task-orientated while others are relationship-oriented, this change in leadership based
on style best suited for a situation is known as contingency theory. We all utilize the leadermember exchange theory which means different subordinates are treated differently based
on their individual personalities, knowledge, experience, and the task at hand. This
exchange between the leaders and subordinates allows a more open communication
between the leader and the subordinate while still allowing the leader to direct the activities
to ensure the task at hand is accomplished in a timely and professional manner. These
combinations or theories reflect an overall mix of both characteristic and situational factors
in that we allow the situation to dictate which leader and leadership style is used. This
allows us to choose who will act as leader in a given situation based on their individual
leadership characteristics and abilities. Our leadership style allows for easy and quick change
within the company to meet the specific needs and demands at that time. This also
facilitates acceptance of change by the subordinates/employees by speaking to each of
them on a more personal level since they are each treated a little differently as to get the
greatest potential from each of them by helping them to feel empowered, as if they have a
say in what happens in the company and in their specific job. They actually feel this way
because they are empowered in their job based on their knowledge and expertise. At the
same time though, their empowerment is not the end goal and is not of a huge
importance. What is important is that the task the subordinate is charged with is completed
timely and accurately.
Hiring at UFOs Unlimited
Here at UFOs Unlimited we also use the signal detection theory during the interview. There
are two measurements in this theory. One being information acquisition and another being
criterion whereas a combination of stimulus and physical state of the individual dictate the
output. With each study the individual will be subjected to tests that relate to the job. The
data will be entered with current employees to create concurrent validity. In basic terms we
want to match up important variables such as personality, craftsmanship, and the ability to
stay on task to the existing personnel in our staff.
The interviews are conducted by a panel of three. They conduct the interview and
administer the various tests. We use cut-off scores based on the combined scores from the
interview and from the tests. The group will choose the best candidate for each position
from the group above the cut-off score. In order to address any possible issues with adverse
impact, the Human Resources Manager will be a member of the panel to make sure hiring
decisions are not made that exclude any groups from employment. This is how we will

address affirmative action in our hiring. We will not give preference to any group; instead
we will make sure the most qualified candidate is hired no matter their race, sex, or
ethnicity.