About Whiplash
Whiplash is a gripping story about two men The protagonist of Whiplash –
Andrew Neiman, a 19-year-old resident of a Manhattan music conservatory, dreams of becoming a renowned musician like his idol, Buddy Rich Under the harsh and demanding guidance of Terrence Fletcher, a music instructor known for his brutal teaching methods, Andrew strives to prove himself and become the next jazz legend at one of the top jazz academies.
The collaboration between the group and Fletcher, while potentially fruitful, is marred by his disruptive leadership style His offensive insults and oppressive methods create a high-pressure environment where only the strongest survive Rehearsals become a grueling test of endurance, with any mistakes leading to severe punishments for the students, leaving those unable to cope at a disadvantage.
"Whiplash" vividly explores the intense passion for music shared by its two main characters Neiman relentlessly chases perfection, sacrificing his well-being, while Fletcher abandons ethical boundaries to drive his students toward greatness.
Neiman's relentless pursuit of excellence drives him to overlook his animosity toward Fletcher, yet this obsession carries significant consequences Fletcher is intensely focused on cultivating the next Charlie Parker, the iconic jazz composer, and when questioned about his harsh teaching methods, he firmly states, “The real Charlie Parker will never be discouraged.”
The film has won various awards and praises from the viewers J K Simmons has won the best supporting actor Oscar for his role – Terrence Fletcher – in
"Whiplash" ignites intense debates about the pursuit of excellence, questioning whether the relentless drive for fame, perfection, and admiration justifies compromising ethical standards This psychological thriller not only captivates audiences but also opens discussions on vital educational themes such as leadership and coaching.
Literature Review on Leadership
Definition
In today's rapidly evolving business landscape, characterized by globalization, advancing technology, and complex organizational structures, the importance of human capital remains irreplaceable Simply having a manager is insufficient for driving progress or achieving organizational goals; the active involvement and presence of skilled individuals are essential for success.
"leader" who will guide the organization forward
Leadership is described in a variety of ways in the literature
Peter Northouse defines leadership as a process in which an individual influences a group to achieve shared goals This definition highlights several key components: leadership is a dynamic process, it requires the ability to influence others, and it necessitates the presence of a group Moreover, effective leadership is centered around the attainment of common objectives that are collaboratively pursued by both leaders and their followers.
Leadership is defined as the ability to motivate a group towards a shared goal, particularly in a business context where fulfilling company needs is essential Effective leadership relies on the clear communication of ideas that inspire others to take action A successful leader acts as both the catalyst and executor of a plan, possessing the right blend of personality and communication skills to encourage others to follow their guidance.
3 Peter G Northouse, Leadership: Theory and Practice, 2010
The concept that "power emerges in social ties between individuals" is fundamental to discussions about power within organizations French and Raven provide a widely recognized classification of power, categorizing various forms based on their sources Their study highlights the significance of understanding these power dynamics in organizational contexts.
(1) Legitimate: This source of power stems from the idea that the leader has the right to make demands and expect others to comply
(2) Reward: This source of influence derives from a leader's willingness to provide workers with incentives or inducements
(3) Expert: This source of influence is derived from a leader's experience and skills
(4) Referent: This source of influence stems from the perceived beauty, charm, or likeability of the leader
(5) Coercive: This basis of power is founded on fear of the leader and the illusion that the leader has the ability to punish others for noncompliance
Taxonomies of influence categorize power into two main groups: positional power, which stems from an individual's position and includes legitimate authority and control over resources and decisions, and personal power, which arises from individual traits such as knowledge, charisma, loyalty, and morality Research indicates that personal power may be more crucial for ethical leadership, highlighting the significance of a leader's characteristics Studies utilizing questionnaires for subordinates have shown a correlation between the type of power exercised by leaders and subordinate satisfaction or performance Findings suggest that effective leaders should prioritize expert and referent power to positively influence their teams.
Early Theories of Leadership
The trait theory of leadership, researched until 1945, aimed to identify the specific characteristics that differentiate effective leaders from others, focusing on the credentials and personal traits that define leadership.
Trait theory emphasizes the inherent personality traits that set leaders apart from non-leaders, suggesting that effective leaders are "born, not made" through education This theory highlights the specific qualities associated with successful leadership across various contexts and underscores the differences between leaders and their supporters, positing that individuals in leadership roles tend to display a greater number of these traits than those in subordinate positions.
Figure 1: Seven Traits Associated with Leadership
Recent leadership research has revived interest in trait theory, which was once overlooked by professionals Distinct characteristics differentiate various leadership styles, and many researchers now assert that these traits are not innate; instead, individuals can develop and acquire them over time.
The belief in numerous distinct leadership traits has resulted in significant individual judgment, highlighting a limitation of trait theory This approach raises critical questions, such as why some exceptional leaders lack these traits and why individuals exhibiting these traits may not achieve leadership success.
In the 1950s, the behavioral approach to leadership gained prominence, emphasizing the importance of habits over inherent traits This method, which examines leadership from 1950 to 1970, posits that effective leadership is defined by the behaviors exhibited by a leader during the leadership process, rather than the qualities they may already possess.
The behavioral approach to leadership focuses on the actions and interactions of leaders, contrasting with trait theory, which suggests that leadership qualities are innate Unlike trait theory, the behavioral model posits that leadership skills can be developed through learning and experience This framework identifies three distinct leadership styles.
The autocratic leadership style is characterized by centralized power and strict adherence to rules, focusing primarily on work and results This approach facilitates swift decision-making and establishes a clear chain of command; however, it often disregards input from subordinates, which can negatively impact morale and foster resentment among team members.
The democratic leadership style promotes decentralized power and a clear division of authorities, fostering cooperation in decision-making While this approach can lead to increased productivity, it may also result in potential communication failures.
The Laissez-Faire leadership style is characterized by minimal involvement and supervision from the leader, granting followers the freedom to make their own decisions This approach fosters personal growth and innovation; however, it can also result in poorly defined roles within the group.
As opposed to traits theory, the behavioral approach is said to have three advantages in terms of investigating characteristics, exposing behaviors, and
Identifying effective leadership behaviors through training can help develop informal leaders and deepen the understanding of the leader-follower relationship Numerous applied and theoretical studies, including the Ohio State University Leadership Model, have contributed to this theory by defining key leadership behaviors such as "Initiating Structure Behavior."
Initiating Structure Behavior refers to the actions of leaders that clarify roles and expectations for both leaders and subordinates This behavior involves establishing formal communication channels and outlining the methods for task execution, ensuring that all team members understand their responsibilities and how to collaborate effectively.
(2) Consideration Behavior: The behavior of leaders who are concerned for subordinates and attempt to establish a warm, friendly, and supportive climate
Another is the Michigan University Leadership Research, which identified two styles of leadership behavior:
(1) Employee orientation: stress the human-relations aspect, employees are viewed as human beings with personal needs
(2) Production orientation: stress on the technical and production aspects of the job, employees viewed as the means of getting the work done
Leaders with an employee orientation showed genuine concern for interpersonal relations Those with a production orientation focused on the task or technical aspects of the job.
Contingency Theories of Leadership
Contingency theories of leadership emphasize the importance of situational factors over specific traits or behaviors of leaders Unlike trait and behavioral theories, these theories assert that effective leadership is contingent upon the context in which a leader operates In essence, the most suitable leadership style varies depending on the unique circumstances at hand.
The contingency model, created by psychologist Fred Fiedler, explores the effectiveness of leadership within organizations, emphasizing that there is no single best leadership style Instead, a leader's success is influenced by specific circumstances, which are determined by two key factors: leadership style and situational favorableness.
To effectively utilize the model, the initial step is identifying your leadership style Fiedler asserted that leadership style is fixed and can be assessed through the Least Preferred Co-Worker (LPC) Scale, a tool he created for this purpose.
The contingency strategy is fundamentally reactive, guiding managers on appropriate actions in specific situations It operates within the super system, which encompasses the unique environment of an organization, while management practices can also extend to the broader supra-system Consequently, administrators must effectively navigate their workplace to mitigate negative environmental factors.
Moreover, the approach's recommendation is straightforward: managers should act in accordance with the circumstances
Implementing theoretical concepts in real-world scenarios can be challenging, as it requires analyzing numerous multidimensional variables to identify when managerial intervention is necessary Consequently, time-constrained managers may opt for quicker, less thorough solutions instead of conducting a comprehensive evaluation of all relevant factors.
The path-goal theory, developed by Robert House in 1971 and updated in 1996, focuses on the leadership styles that best support employees and their work environment to achieve objectives This model aims to enhance employee morale, empowerment, and happiness, fostering productivity within the team A leader's effectiveness is measured by their ability to act as a facilitator and mentor, rewarding employees for their successful outcomes The original theory identifies four key leader behaviors: achievement-oriented, directive, participative, and supportive.
(1) Directive path-goal clarifying leader behavior: The leader informs staff of their responsibilities and instructs them about how to carry out their duties; this
15 behavior has the greatest positive impact when the employee's position and task demands are undefined and intrinsically satisfying
Achievement-oriented leaders set high expectations for their team members, believing in their ability to excel This leadership style significantly benefits professions such as technical roles, sales, scientific fields, engineering, and entrepreneurship, fostering peak performance and motivation among employees.
(3) Participative leader behavior: Leaders consult with employees and ask for their suggestions before making a decision; this behavior is predominant when employees are highly personally involved in their work
Supportive leader behavior is crucial as it demonstrates a leader's concern for the psychological well-being of employees, especially in emotionally or physically taxing situations.
3.3 Hersey and Blanchard’s Situational Leadership Theory
Author Paul Hersey and leadership expert Ken Blanchard, author of "The One Minute
Blanchard Model, or situational leadership style
The Blanchard Model emphasizes that no single leadership style is inherently better than another Instead of depending solely on workplace factors, it advocates for leaders to tailor their approaches to suit the unique skills and needs of their team members Effective leadership, as outlined by this model, is focused on being relevant to the tasks at hand and adapting to the capabilities of those being led.
An adaptable and versatile leadership style focuses on understanding followers—both individuals and groups—and considering the factors that impact the work environment By doing so, leaders can effectively tailor their approach to achieve their objectives.
Based on the tasks and relationships that leaders encounter in the workplace, Hersey and Blanchard established four types of leadership styles:
(1) Delegating style: A low-task, low-relationship style in which the leader delegated task decision-making to the group This gets effectively for followers who have a high level of maturity
The participating style is characterized by a low-task, high-relationship approach that prioritizes collaborative ideas and decision-making This management style is particularly effective for leaders working with moderately experienced followers who may lack the confidence to execute tasks independently.
The selling style of leadership is characterized by a high-task, high-relationship approach, where leaders effectively persuade their group by clearly articulating task directions This method is particularly beneficial for moderate followers who possess the potential to succeed but may lack motivation or willingness to engage fully in their tasks.
(4) Telling style: A high-task, low-relationship style in which the leader provides precise orders and closely supervises work This style is intended for followers with a low level of maturity.
Contemporary Views of Leadership
Transactional leadership highlights the significance of the leader-follower dynamic, where a mutual 'contract' is established; the leader offers incentives or recognition in return for the followers' loyalty and commitment In this model, the transactional leader establishes clear goals and implements strategies to ensure the team achieves these objectives Additionally, the leader plays a supervisory role to maintain productivity and facilitate a smooth operational flow.
17 strategy, which is based on reward-punishment, supervising, and performance, may be called a management style
This term was coined by Burns in his book "Leadership" in 1978, and Bass expanded on it in his book "Leadership and Performance Beyond" published in
Transformational leaders, as defined by Burns and Bass in 1985, focus on maximizing the potential of their subordinates by fostering trust and unlocking their full range of abilities and skills This leadership style encompasses four key components that drive effective team performance and personal growth.
(1) Idealized Influence/Charisma: Managers who serve as role models for their employees A transformational leader inspires followers' faith, appreciation, loyalty, and reverence
(2) Inspirational Motivation: Managers that inspire employees to contribute to the organization's vision
(3) Intellectual Stimulation: Managers who promote innovation and creativity by challenging a group's conventional beliefs or views
Individualized consideration involves managers acting as mentors and counselors to support their associates in achieving mutual goals that benefit both the employees and the organization This leadership approach emphasizes treating each team member as an individual, acknowledging their unique needs, concerns, and challenges.
In his Psychology Today article "What is Charisma and Charismatic Leadership?," Ronald E Riggio, Ph.D., professor of leadership and organizational psychology at Claremont McKenna College, said that charismatic leaders are
Charismatic leaders are highly skilled communicators, possessing both verbal eloquence and the ability to connect with followers on a profound emotional level They stand out during crises, showcasing their steadfast commitment and expertise in their respective fields Typically found in business or political arenas, these leaders have a compelling vision and the capability to engage a wide audience effectively.
Dr Martin Luther King, Jr was a charismatic leader who influenced millions of people through his strong oratory, engaging personality, and unwavering dedication to positive change
In the article "Charismatic Leadership Case Study with Ronald Reagan as Exemplar," Mar Bell highlights that charismatic leadership is a distinct style that, while less tangible than other leadership types, shares similarities with them.
Transformational and charismatic leadership share a focus on the leader's capacity to inspire and empower their followers These leaders motivate individuals to improve themselves and work towards the collective benefit of their community or organization Both leadership styles emphasize collaboration, as leaders engage those around them to pursue a common goal, while also valuing initiative and boldness in their approach.
Charismatic and transformational leadership styles differ primarily in the perception of the leader Charismatic leaders significantly influence their audience through their personal vision, focusing on their moral compass and passion rather than specific business practices.
Visionary leaders possess a unique ability to unite others towards a common goal, characterized by their charisma and determination They view themselves as confident coaches, guiding their organizations through challenges and transformative periods.
Visionary founders play a crucial role during pivotal moments in an organization's journey, often stepping in to inspire transformation and boost employee morale Transformational leaders are essential for fostering leadership development and maintaining enthusiasm for the company's mission Charismatic leaders help keep the organization aligned with its vision while encouraging creativity and innovation For companies looking to embark on new projects or reassess their strategic direction, the guidance of a strategic leader is vital for navigating change and cultivating a successful future.
When facing challenging changes, businesses must prioritize the qualities of a visionary leader It's essential for organizations to understand the importance of these characteristics when deciding on the type of leader they want to bring on board.
Finding and Analysis
Analysis on Terrence Fletcher’s Leadership Traits and Styles
1.1 Sources of Power in Whiplash
French and Raven identified five distinct types of power: legitimate, reward, expert, coercive, and referent The character Fletcher exemplifies a powerful leader, effectively embodying these forms of influence.
Fletcher is regarded as an expert by the directorate, fellow teachers, and students due to his successful history as a musician and his ability to identify gifted players However, he misuses this power immorally, exemplified during an orchestra rehearsal when he bullies a student for playing a wrong chord, showcasing his authoritative position When no one steps forward, he arbitrarily selects a student to humiliate, demonstrating how his experience and the students' lack of confidence allow him to maintain control His actions reveal the toxic environment he creates, as he dismisses the wrong student while highlighting the true culprit, further asserting his dominance Throughout his tenure at the conservatory, Fletcher's legitimate authority as a conductor is reinforced by his manipulation of various power dynamics.
Fletcher seldom employs reward power, often prioritizing offense over recognition His unethical communication style is evident when he promotes Andrew to head drummer while publicly humiliating the former leader This behavior highlights his lack of referent power, as he governs through fear rather than earning respect or value from his team.
Drive: Terrence Fletcher always shows relatively high desire for achievement
Fletcher is dedicated to achieving perfection and remains relentlessly committed to his coaching philosophy During rehearsals for their new song "Caravan," he insists that the band will not leave until one of the drummers masters the performance.
Fletcher's unwavering commitment to articulation and perfection is evident in his philosophy that relentless and ruthless actions are essential for nurturing truly exceptional musicians He criticizes the modern perception of jazz, believing that many have settled for mediocrity, while he and Terence strive for greatness at any cost Although Fletcher acknowledges that he may never be recognized as a legendary artist himself, he is devoted to mentoring those who have the potential to achieve greatness, claiming to have successfully transformed individuals into outstanding artists, which he views as a superior accomplishment compared to the efforts of most.
Honesty and integrity: It could be perceived from the movie that Terrence
In the film, Fletcher exhibits a lack of moral integrity towards his students, particularly targeting Andrew Neiman with bullying tactics, ethnic slurs, and personal insults Despite his cruel behavior, Fletcher shows a moment of vulnerability when he mourns the death of Sean Casey, a former protégé, indicating that he is capable of empathy Additionally, his softer side is revealed through friendly interactions with a former student and engaging playfully with the student’s daughter, hinting at a potential future connection with his band.
In the film, Fletcher expresses a strong desire to cultivate greatness in his students, believing that his harsh leadership style ultimately separates the talented from the less capable Despite criticism for his abusive methods, he remains convinced that his approach inspires true artists to excel, justifying his actions—even when they involve throwing chairs or exploiting fears Fletcher's assertion that a student's inability to recognize their mistakes is worse than deliberate sabotage highlights his belief in the necessity of his brutal tactics His need for control is evident as he subjects students to grueling auditions and public humiliation, reinforcing his dominance within the band.
Terrence Fletcher is a dedicated music professional at the prestigious Shaffer Conservatory, where he serves as a jazz player, conductor, and coach He passionately leads an elite studio band, demanding excellence during both performances and practices Fletcher's relentless pursuit of musical perfection enables him to detect even the slightest discrepancies, as demonstrated when he critiques first-year drummer Andrew Neiman for being off tempo by a mere millisecond, declaring, "Not my tempo."
1.3.1 Based on Behavioral Theories of Leadership a Terrence Fletcher as an autocratic leader
Autocratic leadership is characterized by a single individual making decisions with minimal input from team members This style relies heavily on the leader's personal beliefs, often sidelining suggestions or advice from others A notable example is Terence Fletcher, who employed autocratic leadership to achieve flawless performances from his team He focused on identifying any member who was out-of-tune, fostering an environment where dissent was discouraged and conformity was paramount.
Autocratic leadership, often compared to a dictatorial style, can have detrimental effects on employee morale and may result in higher attrition rates Despite its drawbacks, this leadership approach offers advantages such as swift decision-making and enhanced control over company processes Terence Fletcher exemplifies a production-oriented leader who effectively identifies and pursues his objectives.
Task orientation, as defined by Blake and Mouton, emphasizes a manager's commitment to production and effective task completion This quality is characterized by strong discipline in meeting deadlines and ensuring high standards of quality A task-oriented manager prioritizes timing and performance, driving their team to achieve goals efficiently.
A leader with a strong focus on their goals may be perceived as authoritarian, as they tend to implement their plans with minimal employee input This approach can lead to a lack of consideration for the needs and contributions of their team, highlighting the importance of balancing leadership direction with employee engagement.
Fletcher exemplified a task-oriented leadership style, prioritizing performance over the emotional well-being of his team His disregard for employees' feelings was evident when he ignored the fearful expression of a trumpeter and focused solely on their ideas This is highlighted in a scene where he aggressively reprimands the trumpeter without allowing him to speak Fletcher's emphasis on results is further underscored by his statement, “I’ve carried you for too long, Met I’m not gonna have you cost us a competition because your mind is on a Happy Meal instead of on pitch,” illustrating his belief that achieving excellence in the orchestra takes precedence over individual emotions.
Charismatic leadership is characterized by a leader's exceptional communication skills, persuasiveness, and charm, enabling them to effectively influence others These leaders are particularly crucial in organizations experiencing crises or challenges, as they forge deep connections with people While charismatic leadership and transformational leadership share several traits, the key distinction lies in their approach: charismatic leaders depend on their personal charisma and abilities to inspire action, whereas transformational leaders focus on a collective vision to drive change.
Fletcher was confident in his abilities and believed he was right, prompting him to ask the players to demonstrate their skills once more After a brief assessment, he asserted, "My ears are not wrong," reinforcing his conviction in his judgment.
Evaluation of Terrence Fletcher’s Leadership Styles
Studying Fletcher’s leadership style, many people see that he has strengths of his own
He exhibits a strict demeanor with his orchestra, which serves as his most potent tool Despite the diverse personalities within his team, each member is compelled to listen to him, largely due to his influential presence.
The conductor employed a variety of leadership techniques, including autocratic, charismatic, and transformational styles, to effectively guide the orchestra This diverse approach allowed each member to resonate with different aspects of his leadership, fostering a cohesive and responsive ensemble.
Members of the orchestra frequently describe him as charismatic and thoughtful, highlighting his leadership style Under his direction, the orchestra has emphasized melodic focus and demonstrated remarkable solidarity among its musicians.
He united his team through discipline, solidarity, and precision, transforming the orchestra into one of the era's most successful bands Each member demonstrated exceptional effort, pushing beyond their limits to achieve greatness.
While Fletcher's leadership style is driven by a desire to push his students to reach their full potential, it is marred by significant limitations He encourages initiative but relies on intimidation, using verbal and physical abuse to force his students into greatness or drive them away Although his methods elevate their skills, they do not foster a love for learning; instead, his students endure his harsh training for the promise of becoming superior musicians Additionally, Fletcher's approach lacks appreciation, as he predominantly uses fear to maintain control over his students.
25 dominate His excessive coercing could lead to bullying, making the work environment unsustainable, and abusive relationships, loss of confidence in the members of the band
Recommendations
Establishing Trust and Mutual Accountability
Effective coaching focuses on fostering a winning mindset, setting clear priorities, and guiding individuals toward success For optimal results, it is essential that all participants are aligned and committed to the coaching process.
Fletcher's approach hinders Andrew's desire to please, as he fails to provide clarity, show understanding, or establish clear intentions An effective coach establishes a positive environment from the start, encourages clients to remain present, and takes accountability for their choices They also manage their authority wisely, creating a supportive atmosphere that promotes idea exchange and learning.
Strengthening Competencies and Reinforcing Positive Behaviors
The relationship between teacher and student has been fraught with tension since their initial encounter, with Fletcher fixating on Andrew's shortcomings rather than nurturing his musical talent Fletcher's approach is harsh and relentlessly critical, revealing a darker side to his personality despite occasional glimpses of humanity This dynamic lacks any encouragement or confidence-building, as true coaching should uplift rather than belittle A business coach who resorts to ridicule or scorn is failing to fulfill their role effectively.
Showing a Vested Interest in Personal Welfare
Fletcher's aggressive approach and lack of connection with his students indicate a disregard for their well-being, fostering a hostile and vindictive relationship rather than a supportive learning environment Unlike a true educator who values respect, constructive dialogue, and student success, Fletcher shows no interest in Andrew's achievements Effective coaching requires emotional investment, collaboration, and thoughtful reflection, devoid of competition or hostility.
Promoting Growth Through Correcting Mistakes
Fletcher's disdain for flaws leads him to criticize Andrew's approach, leaving Andrew feeling helpless and unable to learn from his mistakes Effective business coaches understand that a zero-tolerance policy for errors fails to yield results; instead, they recognize that true learning stems from failure By fostering self-esteem, providing positive feedback, and alleviating stress, these coaches empower their clients to improve their performance.
The autocratic leadership style can be advantageous in certain environments, yet it also has drawbacks and may not suit every situation or team If this is your primary approach to leadership, it's essential to reflect on key factors whenever you assume a leadership position.
Subordinates should feel empowered to voice their concerns, even if their feedback doesn't change the leader's decisions Autocratic leadership styles can lead to team members feeling overlooked or dismissed, which can impact morale and productivity.
To ensure team members adhere to established rules, it is essential to clearly define guidelines and ensure that every team member is fully aware of them.
After ensuring that your team comprehends the established rules, it's essential to verify that they possess the necessary skills and education to complete the assigned tasks If there are any gaps in their knowledge, provide the required oversight and training to support their development.
Inconsistent leadership can erode team respect; therefore, it is crucial to consistently enforce established rules By demonstrating reliability, you foster trust within your team, making them more inclined to follow your guidance.
To maintain team motivation, it’s essential to prioritize recognizing successes over solely pointing out mistakes When team members feel appreciated for their achievements, they are more likely to respond positively to constructive feedback By fostering a culture of recognition, you can enhance team morale and encourage a more supportive environment for growth and improvement.
This study explores the relationship between power usage and ethical leadership through the lens of the movie "Whiplash." The findings suggest that while power is a crucial tool for leaders, its excessive use can lead to ethical dilemmas To mitigate the risk of unethical power usage, it is essential for organizations to foster an ethical climate that supports ethical leadership and limits the potential for misuse of power.
Analyzing leadership strategies and their theoretical frameworks provides essential insights that help us apply knowledge in everyday situations and prepares us for the challenges we will encounter upon returning to work.
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5 Will Kenton, 2019 Hersey-Blanchard Model [online] Available at:
The film "Whiplash" explores the controversial teaching methods of Terence Fletcher, whose abusive style raises significant ethical questions Fletcher's relentless pursuit of excellence and harsh criticism push his students to their limits, prompting a debate on the morality of such practices in education This analysis delves into the implications of Fletcher's approach, examining the balance between discipline and abuse in the quest for artistic mastery Ultimately, the film challenges viewers to reflect on the fine line between motivation and cruelty in the pursuit of success.
7 Tlu.ee 2021 The University of Michigan Studies [online] Available at:
8 iEduNote.com 2021 Ohio State Leadership Studies Explained with Examples [online] Available at:
9 Scripts.com 2021 Whiplash Movie Script [online] Available at:
10 Aspentimes.com 2021 ‘Whiplash,’ Take Two: A Shortfest winner transforms into one of 2014’s most buzzed-about features [online] Available at:
11 Verywell Mind 2021 How Does Laissez-Faire Leadership Work? [online] Available at:
12 Verywell Mind 2021 Is Democratic Leadership the Best Style of Leadership? [online] Available at:
13 Cram.com 2021 Whiplash Character Analysis - 1798 Words | Cram [online] Available at: