Collaboration with the Stakeholders
Discuss about the Leadership and Management for External Stakeholders.
Internal stakeholders are the ones who have already been committed to work for the organisation in behalf of prosperity such as the employees, board members and others, whereas the external stakeholders are the ones who gets impacted by the work of the internal stakeholders such as the clients, customers and others. In the case of the chinook choppers the key internal stake holders are the chief mechanics James and Carl who were working under Boyd who is another internal stakeholder of the organisation (Bolden, 2016). The key external stakeholders of the organisation chinook choppers are the customers and the suppliers of the organisation. In this case the primary external stakeholder is their customer Conway “The Stallion”. One of the other external stakeholder who is very much worthy of the mentioning is the supplier of the parts in this case the faulty carburettor. The work of the internal stakeholders directly effects the experience of the external stakeholders. Also in case if there is no contract or supply from the external stakeholders there would be no work for the internal stakeholders. Hence both the parties are equally independent.
The chinook choppers is one of the most reputed organisation is the America which is famous for its most hot and fabulous customised choppers. The primary stake holders of the organisation are the employees of the organisation, James and the Carl who works as the head mechanics in the organisation. The key external stakeholders of the organization is the Stallion who gave one of the major project to the organisation. The concern of the Conway is to get a customised chopper for his upcoming race which was going to be held in Florida within 4weeks. The client wanted to get the work done within a 3week of time, so that he can get set of the bike before using it in the upcoming race (Bolman & Deal, 2017). The key concern of the internal stakeholder James and Carl is to complete the entire chopper within a span of 3weeks which is tough to complete. The aim of and prospectus of the Boyd who is the manager of the organisation is to manage the entire task. One of the other key stake holder is the suppliers of the organisation. The expectation from the suppliers is that the factor that the suppliers needs to supply right amount of good in the given time. As the project leader, the work of Boyd is to make sure that all the procedures of the making the machine is done in a right way and there is no any delay in the project and to deliver the same in the given duration of time.
Primary expectations of the key stakeholders
Some of the major challenges that are faced by the employees of the organisation is the time of the project completion. The time limit of the project is very much tight and the employees are facing some of the serious problems regarding that (Thomas, 2015). Also at the end of the time limit even when the chopper was completed for run, the test drive of the vehicle revelled some of the major problems in the carburettor system of the machine (Carnall, 2018). This created one of the major problem for the internal stake holder. One of the other major challenge for the team that came up after the testing was done was the faulty carburettor which in fact delayed the delivery of the entire project. The challenges that the external stakeholders faced that the client got the delivery of the choppers late than the expected time. Hence the driver would not get enough time to make with the vehicle before the race starts. Thus it became a huge problem for the manager to deal with the customers. The other problems included things like the delayed delivery of the products from the supplier, which caused huge problems for the internal stakeholders in order to make the project on time.
In order to make the task in a proper way the team needs to contact with the customer in real time, that is the teams needs to collaborate with the stakeholders in a proper manner. Two of such techniques are
- Providing real time updates: The team can call up the client in a fixed interval of time to show the progress of the work that is done (Edwards,et al., 2015).
- Getting Updates: When the team calls up the client with real time updates, then the customer can provide with proper feedback from the customers and hence can help the team to meet up the task in time in a proper manner.
Due to the delay in the project the major consequences that the organisation as well as the external stakeholders face. The major impact was on the client of the organisation, who got delayed in the race due to the problems in the manufacturing of the chopper. One of the other major consequence that came up due to the delay in the project is that at the mean time of the delivery there came up problems with the mechanism of the machine and thus reducing the efficacy and the project time. The manager Boyd also faced some of the major defamation in this case as this was the first case of the management under the new manager. The concern of the Conway is to get a customised chopper for his upcoming race which was going to be held in Florida within 4weeks (Solomon, Costea & Nita, 2016). The client wanted to get the work done within a 3week of time, so that he can get set of the bike before using it in the upcoming race Due to the delay in the project one of the other consequence that the lead mechanics of the organisation may face (Goetsch & Davis, 2014). Due to the lethargic behaviour of the employees the project somewhat got affected and was delayed with days and hence can face charges. Other than this the supper may face issue with the same as the supplier is not able to provide proper resource at the given time and hence the organisation can with the supplier.
Critical challenges faced by the stakeholders
Some of the major demotivating factors that may hamper the team of the Byod are
1: Demotivation by Fear: AS the team has missed the deadline of the task there may be fear of sacking of the employee from the organisation, demotions. This are some of the major factor that generated fear among the employees when a project deadline is missed (Gold & Thorpe, 2016). IN this case also the same happens. One of the other major fear is that the client may not pay the amount of money meant for the project hence causing loss in business.
2: Demotivation due to grief: This is one of the other major factor that is responsible for the employees to get demotivated. This becomes one of the major reason where the employees can fell use less to the organisation and becomes demotivated. As the organisation is one of the most reputed organisation this type of the project delay is not expected from their part and hence the employees becomes demotivated.
3: Demotivation due to not knowing what to do next: It can be seen that the project would need another 6 days for the successful completion of the project, but there is not that much time. At this phase the employees can feel that it is uncertain what to do next and hence there are chances that the employees gets demotivated (Hallinger, 2018). Thus it becomes one of the huge problem for the employees.
4: Demotivation of not getting further projects: As the customer is one of the most reputed client in the city and the project is not successfully completed as per the client it can hamper the client’s satisfaction and as a result it may hamper the future projects of the organisation thus making the team demotivated.
In order to make the team motivated again and make them feel confident about the task many motivation techniques can be used, some of the motivation techniques that can be used are :
- Sharing profits: If the employer shares the amount of the profit that is made in the project with the employs that is the team members of the project then it can help the member in getting motivated again.
- Can’t Lose System- This technique is one of the best way to combat fear of failure or demotivation among the workers (Jeston, 2014). It works by listing fears and identifying ways to cope with the problem. The team can make alternate plans to deal with the problems and make the project successful again.
- Apprising and feedback. This may not look like one of the best way of motivation but in terms of project this is one of the major techniques which motivated the employees, that is when the employees understand where there is fault and how the fault can be revised with simple techniques this becomes one of the best ways for getting motivated (Snyder & Dionisio, 2017).
- Recognising achievements: This is one of the other major technique that is used for the better motivation, if there is proper achievement recognition the team can feel less pressure and hence will be motivated again to do the work in a better manner.
The Herzberg Theory states that there are primarily two main factors that are mainly taken by people into consideration when they are motivated. With the use of the Herzberg Theory, it can be said that by simply eliminating the root causes of dissatisfaction within a particular job would not be able to create a level of satisfaction (Johnston & Marshall, 2016). It would only be able to create a kind of situation in which the concerned person would neither be in a state of satisfaction nor in a state of dissatisfaction. This condition could be termed as a ‘neutral state’ in which the person would not be motivated within their job.
Effecting collaboration
With the help of the Herzberg Theory, it would be extremely important for leaders to realize the fact that with the removal of a certain source of dissatisfaction within the sector of business, it would help in increasing the level of motivation within the workplace (Newcomer, Hatry & Wholey, 2015). Various skilled leader make use of this theory in order to identify and thus prioritizing the culture of improvement programs.
The managers and the leaders have an important role to play in order to create an atmosphere and a kind of culture of productivity and enthusiasm within the employees of a workplace. The theory establishes the fact that the satisfaction within the job and the dissatisfaction would be able to operate separately within the organization. The theory proposes the fact that the individuals are mainly encouraged by different motivators. With the help of this theory, the leaders have to keep a check on the satisfaction of the employees. Satisfying the factors based on the maintenance of the employee would be helpful in enabling the leaders to develop a sense of motivation. The enrichment within the job is the main procedure of developing motivators within their position by making them stimulating and appealing.
The Herzberg theory states that there are certain neutral state of the satisfaction and dissatisfaction among the employees of the organisation (Norris, 2017). Thus it can help the team to understand that not always there will be job satisfaction, sometimes there may be reasons that there will be certain reasons where there will be dissatisfaction. Hence the team needs to take both the factors in a confident manner and work accordingly. Like in this project, as the deadline is missed thus making the team demotivated. But proper follow up with the work can help the team to overcome with the mishap and be better prepare with the future works.
In order to make personal motivation, Boyd can use many techniques to gain personal confidence and motivation. Boyd can set up personal goals for the betterment and gaining proper motivation, when the self-goals are gained it helps one to become more and more confident. Self-questioning and answering is one of the other self-motivation techniques that Boyd can use for increasing self-confidence (Rothaermel, 2015). As Boyd is new to the organisation and the team members of the organisation, it can take time to make with the team, starting slow is one of the other major self-motivating technique that can be used for gaining self-confidence. Fear of failure is one of the other major reason for demotivation, Boyd needs to make overcome the fear of failure in order to make personal confidence and make the team confident being the manager of the team.
References
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