Leadership
Discuss about the Leadership and Organization Change.
Organization moves forward through effective leadership that is capable of bringing together all the members into a common goal. Without leadership skill, there tends to be numerous conflicts among the employees leading to drop on productivity level of an organization. These leadership skills are always gained through training and work experience that exposes every leader to different social environments that have different cultural backgrounds (Shea et al. 2014, p.486). Every employee goes through change and development that affect the operations of the entire organization. Change has dependably been there in human life in all angles, for example, political, financial, and political. Notwithstanding, globalization has given greater chance to the development of different parts of human lives, prompting quick change and improvement in both the human life and the tasks of associations. The individual changes results into the entire development of an organization. Therefore organization development refers to the planned changes in an organization to bring a change such as projects . These changes need effective leadership skills to succeed. The process of learning to deal with diverse behaviors helps the organization to reduce employee’s conflicts (Lillingsworth & Eschenbacher 2018,p.450). The paper explores the organization change and development with respect to the leadership skills in XRS laser. The paper explores the leadership skills that have led the increased gap between the staffs, pointing out the macro and micro problems in the leader. The paper also examines available problem solutions strategy and further provides recommendation for the problems.
Leadership is a skill that propels every organization to higher levels. Leaders are managers that have the capability of tapping and motivating the employee’s talents to achieve the organization’s objectives. Such leaders have different skills such as clear communicator, an organized person, confident in the team, high integrity, influential Powerful facilitator, and skilled negotiator among others (Horral et al 2018, p.449). A poor leader tend to have negative impacts on the employees and destroys the company’s bottom line, for example leads to frequent unresolved conflicts among the employees, poor or reduced productivity level, high rate of employee turnover, poor employee engagement and among others.
The leadership skills are subdivided into macro and micro: the macro leadership skills require the leaders to entail fully into trail-finding and building the culture. The trail- finding is summed up as a process of identifying a way into the fruitful future, whereas the culture-building refers to as a process of drawing employees into purposeful organization so as to exploit the current opportunities extensively (Jackson & Garcia 2010, p.241). The micro leadership kills majors on the styles that are capable of creating efficient working conditions and obtain a willing cooperation so as to get the assigned task to be completed. John faces both the micro and macro leadership skills
XRS Laser Leadership Problem
John the XRS team leader has been under pressure from Kate his boss to improve the performance of the team. The team is underperforming mainly because John doesn’t offer effective leadership resulting into friction among the employees resulting into poor performance. John does not participate with the team members in the training , rather is seen busy with non-important issues during the whole training.
Lack of focus of the task at hand- John faces a problem of always loosing as focus on the task in the hand (Zhen et al 2014, p.689). This is evidential at the training when most of the time john just joked, joined his team averagely 30 minutes later and at some point didn’t join the team totally. Joking all around fro along time makes john not to make follow up of what is happening within the group and the whole organization.
Communication skills – John lacks communication skill, an essential aspect in leadership. Communication is a form of information exchange media, that have the capability in bringing together of the same kind of culture. John’s inadequacy of the communication skills is evidential first from inability to have a mutual communication with the team members to identify the source of the problem, secondly, most of the conflicts within the organization (Taplin, Foster & Shortell 2013, p.280). Effective communication aids in aligning and executing the set objectives of an organization. In XRS Laser’s poor performance is as result of John failing to address the team members conflict. It is evidential in many organizations that have faced conflicts, communication have always been the best solution.
Lack of confident- John as a leader is faced with lack of confidence. Being John’s first job to lead a project team, john doesn’t know how to go about the leadership challenges. John tends to be intimidated by the group member hence making him to have less contribution toward the topic of discussion (Strnadova et al 2014,p.16). A confident leader tends to be positive, happy and ability to lead and resolve challenges, an aspect that John is lacking, the conflicts that john has upper hand of resolving had he communicated well with the team members and understood their problem (de Prez 2016, p.158). The inadequate communication also leads to distortion of messages resulting into poor performance of the XRS Laser.
Team building skills- Team building is a process of creating the team members to come together to work toward achieving particular objective (Ulrich 2017, p.145). The inadequate ability of john in building a team created a rift and conflict team members leading to low productivity. Working as a team means that each and every employee supports the back and helps in completing the assigned task, such organizations tends to completes [articular tasks in more efficient way than a discoursed team.
The Macro Leadership Skills Missing in John
Poor people skills- poor leaders tend to be negative thus lack the ability to motivate workers in improving the rate of production (Mackie 2016, p.5). Employees working rate is directly related to the level of motivation around the vicinity. In workplaces with poor working conditions, and inadequate reward tends to break up the level of enthusiasm hence leading to low level of production rate. This is the case with john who is unable to offer positive response to the complaints raised by the team members, leading to the breakage of the morale. With that kind of low morale of the team members, the productivity reduced tremendously.
Macho management technique– macho management is a management style that is characterized with little consultation between employee, managers and the entire organization (Perkins 2016, p.482). John is seen by the team members as the bully who wants to do all the things by himself. The inability of john not to delegate duties makes the project team to fail the mission.
Organization intervention refers to the planned actions that aim at assisting an organization to increase the effectiveness of the organizations (Liebel 2015, p.67). The interventions are always designed majorly to disrupt the status quo of the organization, so as to change the operations towards positive direction. There is several intervention strategies used to safe organizations such as the third party, the intergroup, organizational confrontation strategies, process consultation and among others.
The intervention came after John was unable to rejuvenate the group that he was heading to improve on the performance. These interventions are designed in regards to different levels such as individual, group, organization and trans-organization .The situation forced Kate, the departmental head to reach Ryan, who once had a working relationship with XRS Lacer to save the team from breaking down. This type of interventions is called third party organization intervention.
Third party intervention-Third Party intervention is a common thing in most situations of conflicts whether at individual, group or organizational level, whereby a third party is invited to resolve the problem. Conflict is common in the case of XRS Laser; Ryan was invited to see through the team training.
Team building intervention-Team building intervention is essential in bonding the team in case of a conflict with the team members. The XRS Laser team’s conflict resulted from the poor leadership skills exhibited by John, leading to a retreat (Palmer 2012). That being the first job for john, he lacked variable skills of bringing together the project team. The retreat was organized so as to train the team members on how to work together as one, and how to solve the problems arising among them. Unfortunate, the project team leader was not serous with the program and always joked around.
Organization Development Intervention
The team building retreat was not effective since the main cause if the problem, who was john, never participated fully; therefore it is imperative that Ryan would have done much better to capture the attention of John. To have an effective team building, the organizer should use different theories such as Bruce Tuckman’s Model of team stages, Belbin’s Theory of team roles among many others.
Tuckman’s Model, developed in 1945 by a psychologist who stated that there are four steps of team development; these are forming, storming, norming and performing. the theory emphasize that all the stages involved by the team in the initiate stages are unproductive and only become productive ant the end by becoming a strong unit. The general outcome will depend on the participation of the members in the team building process through the all stages. In the forming stage, expectations are established and similarities are identified. During this stage, uncertainties are numerous, and members start creating bonds within themselves developing trust and depend on the leader (Sulich 2015).
In the storming stage, power and control issues are identified, communication is improved and each member expresses their differences. In the norming stage, members tend to agree about difference in duties, roles and responsibility. Decisions are always made through mutual understanding among the members, meaning that the communication style and level have involvement. The last stage is the performing stage that is an approval of the effectiveness of the group as members of the group trend to be satisfied with the strategy.
In a project team leadership, transformational, scientific skills are critical; a specialized capability in the expert territory of their task is likewise an unmistakable favorable position. Keep in mind, however, that undertakings accomplish their results through individuals – an assortment of individuals cooperating coordinately to deliver the coveted outcomes.
group leader are expected to get the best out of their members, and therefore John should focus on your general management and leadership aptitudes(Perkins 2016,p.481). A portion of these expertise regions that you should focus on are: clarifying venture colleague parts ,setting group and individual objectives ,monitoring and estimating group and individual execution ,feeding back group and individual execution and resolving clashes between colleagues helpfully they can use off every others’ qualities and adjust for every others’ shortcomings(Valentin 2014). Ensuring that you have the correct blend of colleagues in your venture group is hence a vital thought. Leading a group profiling exercise is additionally a successful technique for getting each task colleague to value their individual qualities and shortcomings.
XRS Laser organization intervention
In the event that XRS Laser group stalls out stuck with heaps of ineffective clash, there are various things you can attempt. In the event that you haven’t effectively done as such, get your group together to illuminate and concur the “standard procedures” that represent the group’s conduct. Your “standard procedures” should cover these five key regions of group activity: team gatherings, team working, team part connections and team basic leadership.
Talking about the standard procedures will reveal up to this point implicit suspicions. Each colleague will come to see all the more unmistakably where other colleagues are originating from and what they require from the group to complete their activity. Make certain to post the concurred standard procedures in a noticeable place where the XRS Laser group meets frequently.
Conclusion
Organization success needs effective leadership that is capable of bringing together the members to work towards a common goal. The XRS Lasers are faced with inability of the John to perform the assigned tasks as required; the team underperformed due to the poor leadership skills hence the organization need an urgent intervention from the third party. The third party helped in restoring the leadership of the company and the clients. Use of theories such as Tuckman’s Team strategies help in removing the communication barriers and bonding the team to a stronger workforce.
List of References
de Prez, PJ 2016, ‘A TEAM Model of challenge: Coaching individuals in organisations to meet their challenges’, International Coaching Psychology Review, 11, 2, pp. 155-165, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Gillam, S, & Siriwardena, A 2013, ‘Leadership and management for quality‘, Quality In Primary Care, 21, 4, pp. 253-259, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Horrell, J, Lloyd, H, Sugavanam, T, Close, J, & Byng, R 2018, ‘Creating and facilitating change for Person?Centred Coordinated Care (P3C): The development of the Organisational Change Tool (P3C?OCT)’, Health Expectations, 21, 2, pp. 448-456, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Jackson, L, & Garcia, D 2010, ‘Endorsement of Group Change and Organization Change Affirmative Action Programs for Male and Female Beneficiaries’, Sex Roles, 63, 3-4, pp. 239-250, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Killingsworth, P, & Eschenbacher, L 2018, ‘Designing organizational structures: Key thoughts for development’, American Journal Of Health-System Pharmacy, 75, 7, pp. 482-492, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Liebel, SR 2015, ‘The Efficacy of Third-Party Intervention’, Brown Journal Of World Affairs, 21, 2, pp. 54-70, Academic Search Premier, EBSCOhost, viewed 12 May 2018
MacKie, D 2015, ‘Who sees change after leadership coaching? An analysis of impact by rater level and self-other alignment on multi-source feedback’, International Coaching Psychology Review, 10, 2, pp. 118-130, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Moodie, R 2016, ‘Learning about self: leadership skills for public health’, Journal Of Public Health Research, 5, 1, pp. 2-6, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Palmer, G. A. (2012). Implementing a Critical Approach to Organization Development. Adult Learning, 23(4), 208-209. doi:10.1177/1045159512457355
Perkins, AG 2016, ‘Macho Ethics: Masculinity and Self-Representation in Latino-Caribbean Narrative’, Hispanic Review, 84, 4, pp. 480-483, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Shea, C, Jacobs, S, Esserman, D, Bruce, K, & Weiner, B 2014, ‘Organizational readiness for implementing change: a psychometric assessment of a new measure’, Implementation Science, 9, 1, pp. 1-35, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Strnadová, I, Cumming, T, Knox, M, & Parmenter, T 2014, ‘Building an Inclusive Research Team: The Importance of Team Building and Skills Training’, Journal Of Applied Research In Intellectual Disabilities, 27, 1, pp. 13-22, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Sulich, A 2015, ‘Careers Office At Wroc?aw University Of Technology As A Learning Organization’, Contemporary Management Quarterly / Wspólczesne Zarzadzanie, 14, 2, pp. 63-76, Academic Search Premier, EBSCOhost, viewed 13 May 2018.
Taplin, S, Foster, M, & Shortell, S 2013, ‘Organizational Leadership For Building Effective Health Care Teams’, Annals Of Family Medicine, 11, 3, pp. 279-281, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Ulrich, B 2017, ‘Using Teams to Improve and Performance’, Nephrology Nursing Journal, 44, 2, pp. 141-152, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Valentin, C. (2012). Implementing a Critical Approach to Organization DevelopmentX. Studies In The Education Of Adults, 44(1), 122-124.
Zhen, W, Chaoping, L, Jieqian, W, & Liu, L 2014, ‘The Mediating Effect Of Cooperative Goals On The Relationship Between Team Orientation And Team Member Exchange’, Social Behavior & Personality: An International Journal, 42, 4, pp. 685-693, Academic Search Premier, EBSCOhost, viewed 12 May 2018.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
