Change is painful for some people, because they do not want to change; they want to remain the same. Countless self-help books and score of motivational speakers would tell you to embrace change, and that change is good/what one need to grow. Transforming organizations is tough! It is more difficult than many people realize just discussing changes in strategies can bring on problems for some people. Generally, leaders attempt change efforts that are too mild and then give them too little time to succeed.
The principal also feels that sensitivity and a selectiveness nature must be given to staff. He feels that staff have many things going on, time is an enemy of all and there needs to be an understanding as to what they can handle. Another factor of importance raised by the principal is the fact that he stated that what supervisors need to be conscious of is the fact that professional development should, in some cases is researched based. With this in mind he feels that those involved need to be mindful of that fact that research-based elicits proving that something is effective. With this key piece he believes creates greater success professional for educators and better higher achieving results for
The learning curve will present challenges in that, employees will maintain the need to refer to the old system to proceed with business as usual. Possible struggles presented by the learning-curve are expected from several employees. Some will adjust more than others, but the main challenge is in the adaptation or orientation phase. Technologically, since the system is equipped with back up software, it should eventually eliminate the need for hard copy records and files. This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change.
• Question 6 “Know thyself” is the essential argument of __________ leadership. • Question 7 People respond to a(n) __________ change strategy mainly out of the fear of being punished if they do not comply with a change directive or out of the desire to gain a reward if they do. • Question 8 A key similarity shared by ethical, authentic, spiritual and transformational leadership is __________. • Question 9 __________ represent(s) forces for change that deal with mergers, strategic alliances, and divestitures as ways of redefining organizational relationships with challenging social and political environments. • Question 10 The leadership context of __________ refers to a dramatic departure from prior practice and sudden threats to high-priority goals with little or no response time.
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.
This style of leadership would be bet suited to new team members and also to existing team members that need close and continual management they require a great deal of supervision and guidance to enable us to meet SLA’s and KPI’s Although this style can be seen by some as a heavy handed, almost as a military approach to leadership, it is necessary. The individual is not placed under any pressure to get things right from the outset. They will hopefully understand that they require additional support and guidance, while they are learning a new role and are able to begin to develop a relationship with the other team members. Democratic (Participative)
Running head: ANALYSIS – TEAM CHARTER Improving Team’s Performance Through Team Charter UOP - MGMT 521 – Week III Assignment Abstract Differences, makes the life interesting and challenging. Every Individual is different by nature and has varied strengths and weaknesses. Success lies in tapping each individual’s strengths and overcoming their weaknesses. As a Team, we all have to make sure to utilize each others strong personality traits and help each other to overcome and strengthen the weak points. It is easier to arrive at a solution, once you know the problem.
Overcoming Resistance to Learning 1 Overcoming Resistance to Learning 2 Malcolm Knowles’ (1989) principles for overcoming resistance to learning have given me a new perspective on adult learning. His techniques for getting people to become self-directed learners have prompted me to change the way my company presents professional development plans to our employees. There are also obvious parallels between Knowles’ principles, and the Principles of Adult Learning course. Resistance to learning is a challenge I am required to overcome quite frequently in my work as a training manager. Some of the training programs I administer are professional development plans for individuals wanting to be considered for a promotion, or recently promoted from within the organization.
These issues cause many rifts in a successful society and workplace and often prevent goals of the organization and the teams within from accomplishing their goals and achieving their missions. Most importantly, leaders must be aware of these challenges in order to rise above them and lead successful teams, while also reaping the many benefits that diversity provides. References Author Unknown. Mind Tools. 1996 – 2013.
Motivation Plan Carey D. Hilburn Jr. LDR/531 November 25, 2013 Luis Ramos Motivation Plan A challenge faced by many organizations is to motivate members. The variety of personalities, skill levels and work ethics between different members makes it difficult to develop a motivation plan that is universally effective. It is important, however, to implement strategies to ensure each team member is motivated, has job satisfaction, and performs well in order for the organization to be successful. Through analyzing the different characteristics and personalities of each team member using the DiSC assessment, a motivation plan will be created for members of Team D as employees of the Education Resource Center. Motivation is defined