The Pitfalls of Authoritarian Leadership
Discuss About The Supporting Performance Management Business.
The approach of the manager in the given scenario is wrong from two perspectives. First of all, the manager is following the authoritative style of leadership whereby the given manager, Mike is dictating the orders and the new enforcements instead of actually seeing to it whether the time frame allotted for the task is correct or not (Borrego et al., 2013). Secondly, the manager is not guiding the staff with respect to how actually the given change can be maintained in the organization but instead is just leaving it on the assistant managers to take the respective steps and decisions. Such a pressure from the senior authority would go don wrong and would force the given organizational members who are mainly the assistants to just resort to any means if they are interested in fulfilling the demands o the senior manager (Vukši?, Bach & Popovi?, 2013).
Leaders should be the one who knows the way goes the way and shows the way, but this is not the case for Mike, who is just setting up the vision, but is unable to mention the path ahead. Secondly the authoritarian approach of the manager is incorrect and the leader is required to form a proper outline of the tasks and allot sufficient time to being about the change management in the organization. This will ensure effective changes being made (Joshi & Knight, 2015).
The issue in hand seems to be a very serious one and thus for this reason, their needs to be instant communication between the staff members and the senior authority. The following will be communicated to the team members:
- The feedback reports
- The complaints received from Bob`s Boats
- Performance standards expected
- The gap as identified between actual performance and expected performance.
- Planned corrective measures
- Facilitating two way flow of information
The two way flow of information between the team and the management can be implemented by facilitating a new way of business whereby the organization will be required to implement and install a new system which involves usage of communication technology. The various communication technology tools include Messengers, Instant messages and others (Driedonks, Gevers & van Weele, 2014). The given groups which may be maintained will be taken care of by the administrator. This will ensure that all the team members stay in touch with one another and can easily fulfill consumer demands.
It is very important for an organization to ensure that the team purpose, organizational goals and the roles are responsibilities are well known among all the members. This will ensure that the members often organization are able to perform and abide by their responsibilities very carefully. This can be done by the following:
- Developing an understanding of team purpose- The team purpose of the staff needs to extremely clear in the eyes of the different customers who will be availing the given service.
- Involving members in decision making- The different members need to be made understood their importance and they need to be involved in decision making process (Kaplan, LaPort & Waller, 2013).
- Senior Management discussing the goals with them- The senior management needs convey the vision and mission of the organization regularly to the various members
- Ensuring adequate staff involvement- Staff involvement plays a key role in ensuring that the organization is successful (Buckingham & Goodall, 2015).
Improving Performance through Effective Communication
Team members will be encouraged in the given manner:
- Providing incentives- They will be given incentives to ensure that they are successful in their activity.
- Reward systems- They can be rewarded for providing better ideas.
- Ensuring other non-monetary incentives- They can be given other benefits to ensure success.
In order to develop inculcating responsibility among the various team members the company can encourage and develop the given policies and procedures:
- Consulting the employees- The employees need to be consulted and communicated with in order to identify the various problems which the organization has been facing.
- Ensuring work based performance measures- If the organization formulates a way using which the organization can easily measure the contribution of an employee and assess it further.
- Setting deadlines- The employees can also be asked to work within certain deadlines so as to ensure they are able to complete the work on time (Mone & London, 2014).
- Setting targets of the organization is able to set various targets for its employees, and then it becomes easier for the organization to assess whether the firm is working well or not.
- Ensuring adequate resources- Resources will ensure that those employees do not face any problem with respect to performance of jobs.
- Communicating roles, responsibilities and objectives- Proper communication needs to exist in order to ensure that organization is successful in the long run.
- Praising people- Praising people is also considered to be an important aspect of motivating the employees.
Strategies are considered to be an effective part of an organization as they help in ensuring that the organization is successful and the able to achieve the goals. Strategies can be described as conscious actions and approaches that go a long way in helping the organization to determine the best way or the development and success of the firm (Mahembe & Engelbrecht, 2013). Given below are some strategies that can be undertaken:
- Effective team communications- If the team communicates well, that will ensure long term effective relations and ease I operational aspects.
- If effective team communication is ensure it goes a long way in maintaining strong relationships with the different members to ensure they take effective participation in the planning process.
- Resolving work problems- All work problems need t be solved adequately in order to see to it that the organization is able to function well and the members do not face any problems.
- Fostering a common purpose- The organization will be able to function well a common purpose is fostered. This will ensure that the firm is able to perform well and the members will be able to gel with each other.
- Team collegiality- The team members should understand towards one another and this will ensure sharing of informal information which can assist in decision making.
Performance plans provides the details of the work and expectations that needs to be fulfilled in order to see to it that the organizational as well as the departmental targets are achieved. They go a long way in ensuring that the organization is able to define the roles and responsibilities and determine how to proceed about it easily (Van Dooren, Bouckaert & Halligan, 2015).
The work goals and objectives need to be formed in order to ensure that the work which is being distributed is easily understood by the various members. This shall ensure that the different members of the organizational are able to easily abide by all the norms and they are easily able to understand what is being said and what is expected by them. Performing well in the given firm and adhering to the needs of the customers is the main objective of the given employees in the hotel.
They Key Performance Indicators are used to measure whether the performance of the employees is up to the mark or not. The employees will be required to fulfill the KPI in order to see to it that they are able to perform well. KPIs for the firm could be the number of happy customers, total customer served, ratings received and others (Pulakos et al., 2015).
The team members will be supported in the following manner:
- Regular meetings- The team management will be required to ensure that regular meetings are held. The regular meetings which will be held in the organization will ensure that the members work in an efficient manner and they are able to easily understand what is expected out of them.
- Feedback- They need to be given better feedback so that they will be understand and perform better with respect to their daily duties
- Praises- they will be required to be praised regularly to motivate and ensure that they perform well.
- Resources- Adequate resources need to be arranged so that they do not face any problems.
- Ensuring adequate training- Proper training and development needs to be provided to the different employees so that they are able to perform well and no complaints are received.
- Ensuring better package for better performance- Secondly, the firm needs to ensure that the employees are offered adequate packages which will ensure that they do not face any better offers outside and leave the organization (Pangil & Moi Chan, 2014).
- Renovation of the hotel- The hotel facilities need to be maintained and restored to ensure better facilities (Kilpatrick et al., 2013).
- Operational management system for check in and check out procedure- There exists a big problem with respect to the check in and checkout procedure. This can be solved by ensuring that the principles of operational management are applied in order to ensure that there exist no delays and loopholes in the given process.
It lays the duty of the organization and the hotel to ensure that they provide facilities to the staff that will then be able to contribute to the welfare of the hotel and receive positive feedbacks.
References
Borrego, M., Karlin, J., McNair, L.D. & Beddoes, K. (2013). Team effectiveness theory from industrial & organizational psychology applied to engineering student project teams: A research review. Journal of Engineering Education, 102(4), pp.472-512.
Buckingham, M. & Goodall, A. (2015). Reinventing performance management. Harvard Business Review, 93(4), pp.40-50.
Driedonks, B.A., Gevers, J.M. & van Weele, A.J. (2014). Success factors for sourcing teams: How to foster sourcing team effectiveness. European Management Journal, 32(2), pp.288-304.
Joshi, A. & Knight, A.P. (2015). Who defers to whom & why? Dual pathways linking demographic differences & dyadic deference to team effectiveness. Academy of Management Journal, 58(1), pp.59-84.
Kaplan, S., LaPort, K. & Waller, M.J. (2013). The role of positive affectivity in team effectiveness during crises. Journal of Organizational Behavior, 34(4), pp.473-491.
Kilpatrick, K., Lavoie?Tremblay, M., Lamothe, L., Ritchie, J.A. & Doran, D. (2013). Conceptual framework of acute care nurse practitioner role enactment, boundary work, & perceptions of team effectiveness. Journal of advanced nursing, 69(1), pp.205-217.
Mahembe, B. & Engelbrecht, A.S. (2013). The relationship between servant leadership, affective team commitment & team effectiveness. SA Journal of Human Resource Management, 11(1), pp.1-10.
Mone, E.M. & London, M. (2014). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Pangil, F. & Moi Chan, J. (2014). The mediating effect of knowledge sharing on the relationship between trust & virtual team effectiveness. Journal of Knowledge Management, 18(1), pp.92-106.
Pulakos, E.D., Hanson, R.M., Arad, S. & Moye, N. (2015). Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. Industrial & Organizational Psychology, 8(1), pp.51-76.
Van Dooren, W., Bouckaert, G. & Halligan, J. (2015). Performance management in the public sector. Routledge.
Vukši?, V.B., Bach, M.P. & Popovi?, A. (2013). Supporting performance management with business process management & business intelligence: A case analysis of integration & orchestration. International journal of information management, 33(4), pp.613-619.
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