The Problems At Work

Published Date: 02 Nov 2017

Introduction:

Leadership is all about people, here when we are talking about people; working together to achieve an objective, uncertain what to do next and struggling to overcome difficult situations. I just defined the leadership from my perspective now a day because success in any organization depends on people and so great leaders believe, behave in accordance with that belief that real long term success in best delivered through embracing the skills and energies of people. Here we don’t forget that leadership also it’s about vision in other hand. But in this assessment I want to focus into leadership modules and theories. First one describing or explaining specific characteristics and behavior and this called Descriptive/Empirical as Donaldson, T. & Preston .The second one which is identifying the connections or the lack of the connection between the stake holder and the corporate, which called Instrumental. The third one the normative theory and this meant in the function of the corporation. Finally I will share what I have learned from this course.

Synthesize theories and models from the Module readings and literature?

As we know that there are three modules we will discuss:

Descriptive/Empirical:

This module is looking into the leader’s behavior compared with the two main elements people and the productivities:

Team leader which concern for people in high concern also the productivity to be high concerned; which means when deciding to do this approach requires that all the staff to be constructive parts of the organization. This will be achieved when the staff able for continuous improvement; enabling empowering developmental achieve continuous improvements.

Accommodating which concern for people in high concern; which the leader considers people, interests, and personal development and needs when accomplish the task for an example. In other hand this approach is meant into people are satisfied and secured they will work hard and harder in other hand we don’t want to forget the productivity side; which will be low concern for productivity; which the leaders emphasizes their organizational efficiency, productivity and firm aim when accomplishing the task. Here its downside of less productivity due to low direction and control.

Dictatorial here we are dealing with low concern for people and high concern for productivity; which means here we are dealing with the unimportant mentality for the staff; they are paying the salary conversely they expect the maximum performance. Furthermore when we are talking about rules, punishments and sanctions they are used in order to be ensuring aims are met.

Instrumental:

Here we are taking about the stakeholders and the nature of the corporate which means to maximize shareholder value we must pay attention about the stakeholder relationships. Firms have a stake in the behavior of the stakeholders them self’s, firms view as a part of an environment that must be managed in order to gain the profits, and revenues also the returns to shareholders.

Normative:

Here we are dealing with the leaders that they are focusing into the function of the corporate:

We can say here that the main purpose is to allow the job to get done, which means to extraordinary things done; by clarifying the values by setting the example, enlist others to envision the future, experiments and take risks for searching an opportunities, foster collaboration strength others and recognize contributions celebrate victories, values and accomplishments. In other hand we are into develop individuals even within a team or a group that needs the individual to be recognized, respect and safety. Then we can build good team that will be supportive of each other, take shared responsibility for reaching the goal and to understand their expectations and contributions. Then it will lead us to achieve the task in effective way, on time and accurate also.

Discuss how each of the three stakeholders might make sense of how the situation or problem should be addressed?

Problems at work are not just a problem that arises at work, but it is miscommunication or misunderstanding in the work space. This can run the while like problems, from the healthy till why to absence, so your working performance and team playing have big weight about in the problem while soling it.

Let’s start with the workplace problems; when staff have problems that get in the way of their work the organization has a problem, the responsibility for doing the tasks, and while having that affect the environment mentality, emotions but its not to be ashamed of or pretend doesn’t exist.

While we are talking about the awareness to the staff that will lead us to accept the other, when integrate all the ideas or opinions it will lead us to the growth.

Here we can mention the three stakeholders with their problems:

Descriptive/Empirical

First of all if the environment not healthy and I will give an example about this, if there is a company that contains staff that not equivalent in the level of the education which means there is a lot of differences which lead us for miscommunication or misunderstanding issue. If the manager in the same time not concluding the employees which also will lead to explore all the relations between the staff themselves and between him and the staff so basically, in this case it will be like the manager can’t control and he can’t handle the employees so it will lead unaccomplished the work in effective way, furthermore the manager will lose the respect or in other case if the staff wants to accomplish the work; it will be accomplished but no good relation after accomplishing the tasks. Furthermore the gain of the establishment will be going down a lot also this is the starting step so the organization will be destroyed.

Instrumental:

Unless you or separate, not living in the island population of just yourself, the people we interact with every day of your life. Therefore, we development to create a relationship with the people you know and meet on an ongoing basis. You have to manage anyway why this relationship? I think that was very calculated, it is planned. Why they do not just happen and change in their own way? They do things, you have a job, and they will meet you in the middle of something. Sadly, it does not work that way.

Calculation effectively managing the person means a bit of preparation and work your part. However, at work, take a new and different importance to manage the relationship. You have to face with colleagues, superiors, subordinates, suppliers, customers, customers and suppliers. I think about the many relationships that may occur during the day. You should give more thought of them; you are giving responsibilities and goals. I can go on special courses to help you also. As expected from colleagues about your ability to manage or others inside and outside the corporate ladder to the top of the company. Since you cannot have been able static relationship can, this is reason why this happens: they develop, to work properly, it must continue to grow. Good working relationship is dynamic.

This is a method that does not fall into a predictable pattern is when there is a miss when they become outdated. In addition, however, the relationship between the 'mgmt', which means that we are aware of the difficulties and problems that change occurs, requires alert and needs, to be resolved. Here we will knock partnerships tune and off-balance-sheet, if there are any numbers of. There are times when you may feel that you have a lot of other people have received from more than hope, or have upper hand.

When things go wrong, it is that other people around long, or not feeling at the receiving end of criticism, more than you know. Things like how to relate to other people as long as it is a technique, one that has always been a desire for them to change things in a different way, to be conducted to better your life. Meet good idea Wonder went much more cooperative from which all humans or other end will be a talking on the phone, with a more complete understanding of the debate ", only if" I have experienced left .

Normative:

In recent discussions and the number of people in the company of the client, the point is one of the main problems, their problem-solving department or function, and may have a new problem that occurred in other departments is raised to be. In today's environment, the value is set to take the responsibility for solving the problem quickly, it must be taken to ensure that the notes are the root cause of the problem is resolved "can kick the road is" No, it is not the only problem, the pain move from one function to another only. Whatever the process simple for all, how high three features three parts, and may be related.

Increase in most of the processes, involved in every progressive feature, the truth is more complicated many steps. To solve the problem as soon as practically possible, with cross-functional group representing all stakeholders from input to output, employment, and it is important. To solve the problem that you are successful, we must begin by defining the end-to-end process by determining the root cause and eliminate it, there was a problem. You need to consider the output delivered to the next step of the input, and the work itself. To do it right, to get the maximum benefit from this effort, and should involve the owner of each functional area subject matter experts. Where can I find the cause, in many cases, there are steps that a problem is found, it can be upstream of the process. For example, it may be due to its function specifications of the print to buy quality problems identified in this paper to digital printing, which may or may function upstream of synthetic further upstream.

To use cross-functional team approach to problem-solving, the problem with all of these functions are affected during the analysis and implementation of corrective actions necessary knowledge to identify the root cause is correct and complete will ensure that the communications were included in the study and. Without the use of cross-functional approach to solve the problem, it cannot take into account the influence of the next process step or steps before conclusions are made on the basis of individual regions is easy. And recognized as slow initial cross-functional teams, were together may involve cooperation with many efforts to ensure that it is efficient and the most accurate removal method permanent problem finally. The scope and timeline of the team's dedication should be established in advance to facilitate a solution.

How would your response or articulation of the problem vary for each of these stakeholders?

Descriptive/Empirical:

We've all seen the pain and confusion felt by his colleagues created the problem. Ironically, the biggest problem is used to control error handler to avoid problems. Stay away from the employee and put additional burdens on other employees trusted. This has led to a number of other important issues. The First one consults with the employee. They cannot imagine their performance or behavior is unacceptable. Secondly, describing the problems; they are intended to show and both it should, what, why it is not accepted. Third thing start with the staff with positive attitude and make them becausing why they want to start doing their work. Then set clear expectations. Maybe think it can be, depending on the man's job to send the expectations about the timeline and reasonable performance and behavior, and you want to add a few months or a week or two - it is important to fix the problem might. After that be concentrated on what must be doing, what would be, and how to reconnect and even when. While this meeting, it must be well documented every single thing.  When you start working with your employees is weak, it may be the only choice by firing them. By keeping a record of reaching out to all the trouble, can you please make sure that you prepare yourself for? It can save you a ton of time and money later. Tell them through their problems, if you understand the nature and its employees on a deeper level you really want, the ability to teach is developed. But helping your employees of your company" you hesitate and tested for changes / improvements you want is not listed, a major negative impact on your business, leverage wait for the cause.

Instrumental:

Go to the people and places that make an effort to return all, to extend ourselves, we create some kind of connection to us. We relationship when it is well managed growing. Because trust is built and loyalty, I am looking forward to, look forward to the year, we are grateful. There, the people I managed to contact a very high level enough that through communication excellence developed the best relationship itself. If you think about it, you have it for you. Like when I entered the conference experience of being a 'process' I do not know what's going on really well,, exhibition stand or hung up the phone, and went away out of one-on-one feel well taken care of, listened with attention, in response studied. Ties on board and motivated, well-managed feel that they are aligned, people are committed. Their needs and wants often times, their behavior and processing methods, the individual is accepted, their contribution is observed. Communication is always necessary that this is not the case when dealing with other people (it seems to work without difficulty effort!, When it became a natural part of the style of the people, it is not conclusive can easily see).Sure, we think they will come back when you manage people well, they want to transact with you or your company. If you showed the difficulty is not going to get a face they have vacant, would know not to respond or get defensive they are, you, "Well, it really does not matter my"

Normative:

Before you can convince your priority goals of the organization, members of cross-functional teams, to be clear what the goals. In most cases, each team member must remind its purpose. It will help in spite of external influences occasionally, the entire project is to stay on target. As well as a good way to keep the focus of everyone, in order to establish the basic criteria in order to work together, the team's charter it is useful here.It is not sufficient simply to manage the cross-functional teams - you have to do is read. Create a leadership key to your success, and to develop strong leadership, team cohesion. The pressure of the outside, this type of team, you need to be committed to live with because inner strength. At the same time, the team leader, you need to have to know when and how a functional expert to be able to lead. After the leaders of all, when you bring together a group of people who are very talented, you are a lot of people in the team, you can learn more about the problem, rather than - from the point of view of their own team. This situation requires a careful balance of leadership. Activity is regulated tightly, are organized, if necessary, people need to have to use their talent and expertise freely. Because of this, it is the key to leading cross-functional teams effectively using the appropriate style of leadership.

To add more intensity target cross-functional teams, senior managers, there is a case that the work of the success of the project wants to make sure that it is one of the objectives of each functional department. Cross-functional teamwork since it is independent of the regular duties of man frequently; he had been responsible for the competition. If it is consistent with the goal of cross-functional teams, departmental goals, there is a range of high more for collaboration, chance of success. We must support the decision-making body to the team, senior manager, or override, does not impair the authority otherwise: it is not just the leaders a capability to make changes. We provide individuals with specific expertise in order to explore the problem thoroughly together cross-functional teams, to solve the problem. You're it, must support all if you're going to take advantage of cross-functional effort.

Whenever you are leading a cross-functional team, the team members as the opposite, he will manage the expectations of functional managers and their team members in his how much time should be spent working on a project sector job you need to pay attention to. In order to establish an appropriate balance must be granted some privileges, department administrator, a leader in cross-functional teams to determine the needs of the department. Team members should not feel torn between the needs of the department or team: there is no risk that people in this situation will give 100% to any role. In many cases, the leaders will communicate well with each other, to establish a dual reporting structure is an ideal solution. In addition, In addition, when you create a cross-functional team, you must give it sufficient authority in decision-making. For many organizations, it is not a simple adjustment!

Describe, compare and contrast and evaluate the various approaches to leadership discussed throughout the Module

Here I would like to make them as points not categorized for the sake of being much accurate in my paper. Down below the styles and the modules:

The leadership transformed is the best because the leaders of deformation of the team they want to own the best. The team of this high productivity and participation of all people are connected.

The transactional leadership leaders agree to abide by the idea that when team members take their leadership style. "Deal" Organizations generally as a reward for their efforts to comply with team members pay means. Leaders have the right to "punish" team members; if you can work do not meet the criteria.

Participation / democratic leadership democratic leaders made a final decision, but the team decision-making is included. They encourage creativity, and team members are often heavily involved in making business decisions and offers.

Focusing on leadership tasks task-oriented leaders can do the job and concentrate only be a dictatorship. Place the structure in a role where it is needed, and are actively working to define, plan, organize and supervise the work. The leaders also perform important tasks, such as creating and maintaining performance standards.

Dictatorial leadership of executive leadership is an extreme form of the negotiating power over his people. It will be the organization or in the best interests of the team, but the staff and crew were more likely to be proposed.

Leadership People-Oriented/Relations-Oriented Absolutely, organizational support, and the people on the team are focused on the development of responsible leadership focuses on people. Tend to encourage the participation of style and good teamwork and creative collaboration. This task-oriented leadership is across the street.

Charismatic Leadership this leadership style of charismatic leadership to encourage enthusiasm and dynamic team leader to motivate others to move forward deformation can be seen.

Servant leadership leaders in since 1970 by Robert Greenleaf coined the term, often officially recognized does not work. At all levels within an organization can be described as a people to meet the needs of the team "type of leader."

Laissez-faire French terms "he says," is to be a leader in people so that they can work in peace. Administrators control their work and more than enough when you're not the type of leadership can also occur naturally.

Direction bureaucratic Leader "by the book". They follow strict rules, make sure that the people in accordance with the appropriate procedures. Could get most of the bureaucratic leadership position because of the ability to adapt and apply the rules rather than their qualifications or experience. Team members take their experience or advice you do not, which can lead to anger.

As well as what you have learned about yourself to being a leader in this particular situation. Provide alternative directions for bringing resolution based on several different perspectives?

I have to understand the characteristics of the needs of each participant or team, to understand the main points of some leaders, the first day of all my courses that I can do to strengthen my leadership. Leadership contains all the necessary resources to do the job. Because people with knowledge and skills, or resources, including people. Knowledge is what people learn through experience and familiarity you know. Skill is the ability to use what you know. Their comments included in the belief that it is possible to do this trust and want to do some kind of motivation. To get a job, you can use the knowledge and skills of the participants in the group, participating leaders to improve their skills and gain experience. They also showed a positive attitude towards the use of skills. I keep an inventory of the program's ability to use and publish date of the plan. Understanding the major goals of the organization and also the resources of their participations. Check the parents of the participants, who included in inventory program functionality. Find resources in your messages; participate in skills, and interests. To treat people I respect, people grow, causing treating people as individuals. Consider the following, in order to improve their skills in obtaining information, listen carefully. I like to make notes and sketches. Ask questions, repeat understanding what is being said. By providing information to improve your skills: Make sure before you speak, others listen. Gradually speak clearly. If necessary, draw a diagram. I want to receive information on them to take notes. Listeners had to repeat an understanding of what is being said. This prompted me to ask questions. Plans, which are an integral part of everything we do and explore.

Here is a simple process for the plan: Consider a task or goal. What you want to achieve? Let me think on the spot, knowledge resources, skills and attitudes. Please consider alternatives. We will make sure that you are typing a message to check each of the options, make decisions, plan view, implement the plan, and evaluation plan. This understanding helps me put things in the planning and programming. To request a valve to prevent motor operation on its own soil, the control panel is required. When everyone goes in the same direction, the group will work together better. If the plan is done correctly that will occurs when a person cannot lead the effort. Control is the function you want to assign to the group leader to get the job done. This happens as a result is a control group; we recognize the difference between a team to go. The leader is responsible for developing a plan to help the team achieve its goals. When setting up an example, this is the most effective for the control group. Know what's going on, check the team's pitch attitude, the instructions are clear and well, help when needed, related to the crisis quickly, manual recording for self-discipline. To build trust; understanding to build trust between the participants in the group. I can help you get a job analysis, to measure the performance of the joint working group. Suggest ways to improve computer performance. Through an informal survey of participants in a conversation or message, why they joined my post, I'll try to find? Do not expect the program, then? What are your main concerns? For the future, what are your plans?