Part 1: Leadership Theories and Styles in Workplace
The style of leadership style is a vital way to ensure that the successful form of the development and an effectual form of performance is taking place in various organizations. Therefore, there are certain forms of implementation that are in a very improper style in leadership that may lead to the destruction of the situations in the organizations. However, the style of the leadership channelizes the turnover of the organizations and also change in the form of the expenses for the lacking of the safe and sound environments. Therefore, to stablelize the situation, the transformational style in the leadership pattern is very much needed.
The company specifically focuses on the strict styles of leadership due to their trust that it will surely help to maintain the conduct and control over the institution. This is because of the approach and the culture of the organization that has been nurtured due to the bureaucratic styles of leadership that has is slowly impairing the structure of the organization (Parida et al., 2015). However, this has created the issues for control management, as the employees tend to become demotivated.
The employers and the managers of the human resource management handle the relation issues of the employees on a daily basis that includes the involvement of the developing programs that focus on the improvements of the organizational performances. The large scale organizations employs the employee relations specialists with the departments of the human resource. Such form of the specialists are particularly that are as valuable as the legal form of the responsibilities of the relation of the business in relation to the employee becomes more complex. This is because we have moved away from the centralised system that most of the workers in a particular form of industry that would be given the same form of working conditions under the system of reward.
Therefore, it can be said that the organizations has not been able to invest much of the research and development for developing the correct styles of leadership. Therefore, the company tends to face a large amount of turnover of the employees, the employees becomes demotivated, the improper way for budgeting and the scheduling, the lack of certain levels of security and regulations.
Generally, it is seen that there are no form of finance for the investments of the program for the development of leadership. Instead, it has been observed that the managers will always tend to trust the ideas of the ideas and the perceptions of leaderships.
a. Company Investment for Leadership
It has been seen that it is highly probable that the organization ensures a bureaucratic implementation for the structure of the organization, that ‘”employs the large number of professionals who are highly professional for performing the core form of activities” (Bolman & Deal, 2013, p.79). However, according to the description of the structure of the organization that can fail while considering the opinions, the concerns and the communication that have the lower form of hierarchy from the company.
Another form of flaw in the structure of the decisions that are topped with the management had no changes in any new form of technology objectives that are measurable, realistic and very much specific. While the main form of objective was to raise the level of capability and the performance of the current company that are optimum and precise. However, the level of hard work and effective for the system in the various collaboration with the employees that can be effectively measured through the various forms of questionnaires, surveys that can eventually help them in the success of the organization (Pongpearchan, 2016).
Therefore, with the rise in the paper works due to the change in the residence of the employees, in spite of correcting the strategic issues that the system can be ultimately considers as a failure due to the economic concerns of the company.
There are four adverse effects of the predominating styles of leadership. They are
- Lack of communication
- Lack of security protocols
- Lack of organizational control
- Lack of proper planning and scheduling
On the assessment that been derived from the organizations, the factors that are needed to be changed and transformed are as follows:
- To have a motivational approach towards the employees
- The styles of management always focuses on the shared form of decision that are made for implementing the policy
- Communication and the engagement of the policies
- Monitoring, supervision and the competency feedback for the manager
The Improvement in all the aspects will eventually help in the organizational form of leadership to overcome the issues that are specified.
There are certain factors in the organization that acts as an key factor for changing the styles of leadership. They are as follows:
- The Board of the Members is having a little engagement with te lower level of th organizational that concerns the staff management.
- Lack of proper way of communication
- Lack of the research and the development
- Possibility of the personal and the professional form of bias
Whenever, the company tend to change majorly in all its structure and domains, it is very important to consider the all the forms of the intrinsic and the extrinsic factors that are needed for influencing the change. However, without any proper form of the feasibility and the analysis of the risks the change in the organization cannot be successful.
The increased amount of employment that are seen in the various services infers for all the urban nations that do not have the advantage for the increments in the imports that are been done additionally for the expansion in their income and the profit.
b. Predominated Leadership Style
The offshoring of the decisions that are been taken by the company are been influenced by the recent forms of the trends that are been adopted by their competitors for outsourcing and offshoring their resources for the more form of profitable and the enhancement of the performance with the global form of coverage (Pongpearchan, 2016). For maintaining the level of competition, the company needs to decide for adopting to the offshoring as well. However, it has to be ensured that this form of change is widely acceptable for all the potential stakeholders that is important that they can follow the change in the management plans.
One of the most appropriate form of the styles of leadership is to identify the problems and the issues that are needed to be amended in the company as the part of the Transformational styles of leadership. However, based on this particular components of the styles or the theory, it is very much evident for the company for facing the dilemma in leadership and management for which they can lose the control over management of the employee, retention and motivation. Therefore, it is vey important for the company to maker the immediate form of amendments for developing the cultures that can promote the transformational styles of leadership rather than any rigid styles of bureaucratic styles.
The five major problems that is affecting the business of the company are:
- Higher rates of the employee turnover
- Lack of the motivation in the employees
- Over budgeting and the wrong scheduling
- Lack of the controls of security and regulations
- Lack of the proper form of communication and the engagement
Some of the strategies adopted to engage clients in the first month will include:
- Conducting the weekly or the bi-weekly meetings
- Setting of the agendas with the mutual form of consensus
- Developing a short term goals and the objectives
- Conducting the weekly basis orientations for the motivation of the employees.
Following are some of the theories of change management that can be used to implement transformational changes successfully.
Kotter has proposed the eight steps for getting the changes in the organizations on a bigger platform and for a longer period. These steps evaluates the basic changes that exits to acquire the changes in the organizations. The steps are as follows.
- “Sufficient Staff and the Sufficient Urgency
- Guiding Team
- Getting the Vision Right
- Communication
- Empower Action
- Creating the Short Term Goals
- Do not Give Up
- Sticking up with the Change” (Kotter, 2002).
Communication Plan
For ensuring the changes that are brought is successful, it is very important there must be the effective form of the continuation of the levels of the organizations. Any form of ambiguity can create the misunderstandings for the issues during the changes. Therefore, there are measures for ensuring the plan of the communication (House et al., 2013). They are:
- The top-level position of management must be reported formally, and all the changes that are being implemented. The changes are needed to be followed with a brief orientation sessions for their managers and the subordinates.
- The management at the mid levels also ensures to have a continuous and transparent form of the communication between both the executives and the subordinates. Any form of issues and problems along with the recommendations are to be effectively communicated.
- A formal form of notification or the memorandum must be regulated whenever there are any decision that are being made.
One of the approaches that are needed to be stuck around are the proposed and the recent form of the conveyed form of the change that are inside the office and they create a short term objectives that are to be accomplished. For example, the senior management can make short-term plans that are temporary. However, when they become effective they tend to amend that plans in the policy of their business. Along with these lines, they have the capacity and capable in their employment.
c. Elements that require the Change and Transformation
Sometimes, there can be an issue for the conveyed form of the arrangements, which can be in the legitimate time and the adaptability before they can be assessed for their effectiveness.
Since this factor is comprehended, there has to be an innovative form of management that requires the methodologies like controlling, planning and designing. It actually prompts the plan that are sensitive form of the data that are being precisely connected with the innovative form of framework. It consists of taking the Project plans; Implementation plans; Training plans; and Support procedures (House et al., 2013).
The ventures and the plans are very sensitive in nature and there are datas that requires the greater form of measures that are being conceptualized for the understanding and for compelling the other plan. It eventually requires the managerial and the organizational capacities similarly. As the needs are, the offering and the start of the finishing plans of venture with the specialized and non-managerial staffs are not all important. Rather it has to be kept very much confidential. Rather, it has to be kept confidential. However, the highlights remain that times of the actions for the innovation framework.
Correspondingly, there is Support, the Implementation plans that are ought to be very similar, and that can grant the phenomenal form of forethought. The executions always require the collaboration of the legitimate concepts and the special form of capacities. In this form of manner, it could be granted to the specialize and the managerial staffs (Jardine & Tsang, 2013). However, it is totally dependent on the employees who must be aware of the plans, the goals and the completed goals. This has been the conceivable form of social affairs that can have the discussions that can happen to pick the propelled form of the procedures for the execution of the framework.
The training plans are more concerned to both the specialized and the non-specialized staffs and the managers. The staffs need to work and utilize them the recent form of framework. Despite the way in which the managers need to be instructed they tend to oblige to the training points or the view, the considerations of the subordinate staffs that can help in the better form of assessment of the plan of training ewith the obliged form of change and proficiency (Jardine & Tsang, 2013).
The change of the organization and its capacity to move from the current state to its future-state is extremely subject to its most basic stake: its family. As needs are, the last target of Organizational Change Management competency is to help our customers secure stakeholder commitment frank, place resources into their ability to get up and go and to manage their concerns, whether neighborhood or worldwide, on a progressing premise from conception through to the affirmation of honest to goodness business benefits.
d. Factors Influencing the Leadership Style
Some of the milestones for the change being imposed include:
- 1 Month
- Re-regulating the security policies
- Conducting the weekly employee for the meetings for engaging them to change the process
- Orient the employees for the effective change
- 3 Month
- To Generate the feedback of the employee regarding the mechanisms of the company, changes, and the new policies
- Conducting the employee for the meeting for discussing the issues and their effective solutions
- 6 Month
- For assessing the employee to motivate them and increase their job satisfaction level
- Targeting the reduced rates of turnover
- Increased form of retention
For bringing the stated form of changes, it is very important for changing the psychology of the organization and their culture. For this purpose it is very important for developing the research and the development departments that can be collaborated with the departments of the HR to assess the needs of the employees, the requirements of the company and adding up to their coherences. They also must develop the trainings and the orientations of the modules that the employees needs for their performance and the efficiency.
This would require an estimate of:
- Development the new Research Department: $100,000
- Collaboration of HR and research department (Communication mediums): $50,000
- Research and development funding: $25,000
The criteria for measuring for any improved implementation for providing the plan of improvement include:
- Rise in the level of satisfaction of the employees
- Higher rate of retention and lower level of employee turnover
- Implementation of the protocols of security and to reduced the number of the reported incidents
- Implementation of the modules of training for facilitating the employees
For making sure that, the changes are implemented in the organizations for the sustainability. It is very important for developing a long-term plan of control for management.
Conclusion
The developing society needs to adapt to the changes for the fostering the creativity. In the pursuit of the continual form of the improvements and the maintenance of the implementation are essential for the contemporary form of the organization.
In addition, the contemporary form of competitive business that have raised the importance of the strategic maintenance functions that holds true for the organizations that holds significant form of investments for the physical assets.
The five form strategies that are been applied for the identification of the maintenance management are, the maintenance of the methodology, the process of support, the structure of work in the organization, the culture that can be compared and the general form of the management skills (McGrath, 2015). The three form of factors that essentially permeates in the dimensions are the wise form of leadership, the excellent form of communication and the understandings of the factors of the nature of the human that are involved. Therefore, the report establishes the various form of leadership that is implemented for the strategic maintenance function for improving the structure of the organization.
References
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