The remaining participants noted their perception of the relationship between leaders and followers in their organization was based on trust, related to the roles overlapping, was based on communication, and was based on profit margin. Table 10 Perception of the Relationship Between Followers and Leaders in Your Organization Code n (N = 20) % Interpersonal relationship based 10 50 Based on teamwork 3 15 Based on trust 2 10 overlap 1 5 Communication based 1 5 Not apparent 1 5 Need more concern for followers 1 5 Profit motivation 1 5 Interview Question 10: What do you perceive to be additional relevant factors affecting followership in your organization? As show in Table 11, the top four participants’ responses indicate the additional relevant factors that affect followership in their organization are communication, training, education, and relationship with the organization. Responses to Interview Question 10 are reflected generally in the following participant responses. Participant F9 stated, I think communication is a big issue. I think that, you know if we had better ways of communicating with our front desk staff between us and higher up management, I believe that it would be more successful than we have then. Participant F3 replied,
My experience is that I always try to stay in touch with everybody. I try to make sure that I am available if they have questions. I try to make sure training is available. If there is training that needs to be done, sometimes doing one-on-one training or doing group training. Just taking in their ideas, putting it into motion and sometimes it works and sometimes it don’t. Participant M1 Other factors, um, I think the work history is a big one, but education is another one. You can always, at least I know from the people that I have hired and people who are no longer with the company—education has been a big one and it is not that they went to college or graduated, it is that, you know, they weren’t high school dropouts. They were to stick through high school and get a degree. Somebody who is persistent with what they sign on to do and they are not, I guess, quitters. Participant F4 answered, I just feel like really just have to find a good fit. Like I said, I have worked for this company for years and I have seen a lot of movement in the company to different hotels and I have seen a lot of movement back to original places and so forth because it is a better fit with your leaders and followers. The remaining participants identified the following as what they perceive to be additional relevant factors affecting followership in their organization: distance from manager, perception of the leader, ambition, organizational culture, upbringing, interpersonal skills,
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