A substantial amount of CoolBurst management and employees have worked at the company for a long time and continue to tradition of the close minded work environment. The employment team does not have a diverse background or work history, so there lack of knowledge and exposure to other work environments enhances the company’s rigorous environment. There is lack of creativity in not only the work environment, but also in the problem solving that the company does. The company has become focused just on procedures and policies, oppose to new approaches to problem solving and growing within the market. This makes employees more concerned with the office politics than company success which will hinder the growth of any company.
Vijay seems to have no concept of his subordinates needing to be happy in the setting they work in. According to “Primal Leadership,” a leader’s mood trickles down the company. There is even a science to this that is cited in the article as “open-loop limbic system.” Vijay seems to be a bit of a taskmaster without much awareness for the emotions of those around him. He does not have much emotional
This will give me the ability to gain new insights into the work and find new opportunities for motivating my followers. b. To develop these traits to be an effective leader, I would learn superior leadership skills. 3 How would I ensure that my work goals and plan reflect the organizations goals and plans? .To manage my work priorities and professional development requires me to be a positive role model to have good traits to ensure my work goals and plans reflect the organizations.
A team shouldn’t even exist unless it represents the best way to help the organization achieve its goals (Luecke, 2004, p. 23). And Randy not being cut to be a team player was not a joke; Eric should have paid attention. Aside from unclear goals and a lack of experience with team-based work, Randy would be the thorn in this team. Eric has a total lack of control over this individual allowing him to intimidate reserved members of the team making their opinions or ideas unheard. At some point Eric would have to wonder, if the CEO, Jack Derry thought so highly of Randy, “Why isn’t he leading this strategic realignment?
When one knows their competencies they can step up and utilize their strengths and leverage others when needed. With my strength for leading and taking initiative, I can take command of a situation while working well with others to critically think through ideas and discuss the quality of the arguments and evaluate potential solutions. My ability to cope with pressure can help me to maintain a calm atmosphere for the group. I possess the ability to network well and that will allow me to seek out others to obtain their point of view. Being innovative will also help with assessing arguments through critical thinking.
He also don’t know how to build and use personal power to influences others behavior to achieve his goals. Sometimes he may only care about his own interest but ignore the company’s interest, because he is a very cautious man. For example: when he finds there is a leak after “balance accident”, he just let it pass. He also never talk about business matters with friends to avoids fall into office politics. b) Allen Jones is a branch manager coordinator in Hereford National Bank.
I also bring optimism, imagination and courage to the table in the face of any obstacles that might stand in my way. Interdependence is goal for me, harmonizing the rights of others with the well-being of the group. I value sensibility, following one’s heart to make prudent choices. I am tempered by rationality, and using reasoning to find the rules of life. My personal ethics lens includes my personal actions and behaviors, my core values, and responsibilities.
And promotions are determined by seniority, not the quality of the paperwork. The captain has attended a seminar and to determine how to get the officers motivated to do a better job on their reports. Analysis Using the MARS model of individual behaviour and performance, we have identified the following possible causes of the officers’ unacceptable behaviour Motivation: Officers seem to lack motivation when it comes to doing a good job in reporting, they prefer to rather help people out at fires, accidents and other emergencies. The reason for this lack of motivation when doing paperwork is because there are no financial rewards or promotions for the officers to fill out the paperwork properly. The officers know that even if they prepare an excellent report they will not be financially rewarded and even if they do poorly it will not affect their future promotions or have any other negative consequences.
Requests result in an outcome and we need to be clear in advance of whether we desire an outcome to our question and if so, which outcomes we want. Knowing that in advance will help me phrase the request in a positive way which should solicit a positive response. Both NVC and SCARF are great frameworks for leading and managing social interactions. Being aware of them will change how I interact with others, both peers and subordinates. I believe, they can help me “manage up” as well with people I report to.
Ex7 B. The purpose of a personal development plan (pdp) is to improve and develop your practice by thinking about what you are doing. A pdp is beneficial to me because becoming a reflective practitioner means thinking not only about my actions but also about the people I support. Whilst learning to reflect I will understand people better because of learning to take the time, considering why people act in a certain way. Spending time getting to know the people I support will in turn help me provide a better service.