It will more than likely take his subordinates and co-workers even longer to trust that he has changed and that he will adhere to his new found values and attitudes. He needs to work on being more considerate. When he sends out emails that berates his subordinates he is disregarding his employee’s feelings. The emails he sends out are harsh and accusatory, such as asking “Why aren’t you as committed to this project as I am?” (Daft, 2011, p.129) This tone is offensive and does not work towards a solution to the issue. Along the same lines, he needs to be more respectful.
The leaders shies away from attention and gives credit to the success towards leaders in the organization. Executive A is also quick to accept responsibility for mistakes and poor results. Executive A also believes the company will go on without them, and is developing leaders within to promote succession plans. Leader B appears to be more closely aligned with the traits of a transactional leader. Transactional leaders guide or motivate their followers in the direction of the established goals by clarifying roles and task assignments (Robbins & Judge 2007).
The first step of effective leadership is to recognize the various needs and concerns of the clique and the social network on the job. In the simulation, the manager realizes that it is not so a desirable circumstances of being responsible for the teams that have clearly resisted the leadership. The manager had to resize and restructure the team for the best intentions of the team to understanding the formation and fundamental sub-structures, and their impact on supporting the group thinking towards organizational goals. The success of the leadership was reliant on the leadership style and decisions that utilize the influence of the teams’ behavior and the kind of teams that was chosen to execute those decisions. It is not always likely to sustain a fixed leadership style to deal with change interrelated
This is very difficult because in order for the team to feel as equally passionate about the common goal, the manager must communicate the goal in a way that makes each employee feel they are doing their part individually to achieve the common goal. The same goal cannot be communicated to the IT staff in the same way that it is communicated to the operations staff. Each subset of teams has a separate objective all leading to a common goal. Knowing when and how to deal with employees who are performing low is also pertinent as a general manager. Ultimately the general manager wants to have a great team.
Though this organization was successful, they were not successful enough to be in the stuck state they were in. The growth of the Levon Corporation should have been the primary focus of everyone in the company especially the management team. Even though bringing the project management consultant in to outline to the management team the importance of project management functionality was stubbornly agreed upon it proved to be the first and most important step in the company’s change process. The employees will feel their opinions are suggestions are valued as a result of the management team taking the time to hear out the consultant. The apprehension of the management team is understood because that is the culture; however, once the functionality is implemented and the management team sees the growth and positive change, the company will be more adapt to change.
Decision making with your employees will let them gain respect for the leader and become more determined. This style will bring strength between you and your employees. Laissez-Faire-This style is used when the leader is lazy or distracted, it’s more of a you do what you want style. This style can be used when the team is highly capable and motivated, it’s when the team doesn’t need close monitoring or supervision. This style can cause failure when the leader expects the group to make the decision between themselves when they are un sure about what they need to achieve and how they need to accomplish the task.
In order to become a great leader, you need to be a follower first. Here are the three reasons why a leader should be a follower first: Better understanding of the plight of subordinates A leader who came from the ranks usually knows and understands the plight of his or her underlings. You won't only be able to empathize with your teammates, but you will also know the tricks under their sleeves. You will know when to show compassion and when to be strict. It is a known fact that employees or followers have tendencies to procrastinate, look for ways to make their jobs easier even if the quality isn't good, and try to steal company resources, such as time and supplies.
Reflection To realize their goals, organizations need to enlist the support of their employees. This assignment has provided me the insight to be able to identify some of the barriers that has complicated the communication process within my organization. Through my research I have gathered that communication cannot be easily defined but the conclusion has been the same among all researchers. They all agree that effective communication is a vital component in the achievement of high customer satisfaction. During my research I have concluded the foundation of a good organization is regular and complete communication.
When employees feel empathy they give up their best but, on the other hand, when people experience lack of empathy they only work for the money and not for any internal joy. Lastly, there is the need for need to stay connected.A good leader should be able to connect socially with the subordinates and build relationship both within the organization and outside,If a leader can handle relationships well, he will be able to move the whole company on the same line he is towing.s Emotional intelligence can be transmitted from one person to another, so leaders who have emotional intelligence unconscious transfer it to their workers. It beholds on all leaders to have emotional intelligence, those who do not have it can learn since with practicing for a long time throughout the lifetime of a person can help one have it. There is the need to instill emotional intelligence in kids because there is a positive correlation between children who are taught emotional intelligence in their early age and their adult life.However, recent research indicated that the number of emotional intelligence among children have gone down because of technological and social changes that make parents always neglect their childrenOne can also learn emotional
There should always be good communication between management and their staff, being misunderstood and feeling out the loop are signs that communications have broken down, Which can lead to a situation of frustration and may result in work not being carried out correctly. Inductions. Induction training is absolutely vital for new starters. A good induction training ensures new starters are productive in their role. Inductions are not just about training they are also about communicating