7. The first obstacle is unclear goals. If all the members do not have a clear picture of their goal, it will leave everyone guessing on what they need to do. This can lead to a lack of production and confusion. An example is if a manager says stock the shelves then leaves the worker to figure it out. This will leave a lot of uncertainty on what to do and hope that it gets done right. The second obstacle is unclear directions. A leader needs to "define the path" which means to give a clear set of instructions to get things done how they should be. An organization can see employees doing the wrong work or leave workers lost and unmotivated. The third obstacle is low motivation which focuses on three concepts: having everyone feeling competent, …show more content…
An impact can be that the workers become so overwhelmed and discouraged that they give up. An example would be if a worker has too many jobs and tasks, a leader might pitch in or help relieve the workload by giving it to someone else. The opposite of that obstacle is the obstacle of simple tasks. An easy task might result in low motivation, so a supportive leadership style is needed. This leadership style will help keep workers motivated, encouraged, and build relationships with leaders. An organization can be impacted by this by having workers become unmotivated from the simplicity of their job, and their work suffers. The sixth obstacle is low involvement. This is when people do not feel important or valued within an organization or if their voice is not being heard. This causes low productivity and the organization will suffer. The last obstacle you might face is the lack of challenge. If a job does not have challenging aspects, people will find work to be uninteresting and not worthwhile. This can cause less work to be done or cause the organization to lose their employees. The employees will look for more challenging and meaningful …show more content…
Complex tasks require a directive leadership style. Some tasks are complex and unstructured. An individual might attempt the task, but they might start to get frustrated and feel useless if they are unable to complete the task. Whereas, simple tasks require a supportive leadership style. Simple tasks are repetitive tasks that can lead to low motivation in workers. Although, the task may be simple, it takes a toll on the worker mentally. It can make the workers bored and it will show in their work. This requires a supportive leadership style because followers need some encouragement and motivation. This style provides a human connection between a leader and follower. I think simple tasks are more damaging because it leaves workers unmotivated and uninterested. Their work will suffer because they have no interested in the work they are doing. Also, if one employee starts to slack off, it can spread around the workplace. If someone sees that a worker is doing nothing and still getting paid, they might feel like they can do the same. This obstacle can create an unhealthy work
What are some common threats to each of the essential conditions for successful team performance? What are the psychological factors underpinning these threats?
Full range leadership theory. Effective (FRLT) Full Range leadership theory is described as putting together of transformational and transactional models (Bass & Avolio, 1994, 1997, 1999, 2004). Transformational leadership stresses on the relationship between the leaders and subordinate and workplace situations that result to surpassing expectations. By the application of FRLT, SAHC leaders will effectively manage the MDCs facing the leadership. According to Mhoon-Walker (2013), stimulating inducement, intellectual encouragement, and customized deliberation are three features of transformational leadership utilized to motivate subordinate performance. The application of FRLT has demonstrated to be appropriate in leadership improvement, as a
The very basic definition of leadership is the action or ability to lead a group. It is also the process of social influence, which maximizes the efforts of others and directs it towards the achievement of goal. What makes a good leader? There are some characteristics that represent a good leader, they are:
Answer: “Visions seen only by the leader” (Kouzes & Posner, 2013, p.100). This is a very common obstacle that is both valid and can be overcome. It’s valid because leadership drives vision and purpose. If the leader has not expressed a vision that all can understand or support, the organization will not be successful. This obstacle can be overcome by other leaders within the unit having the courage to identify this failure and address it.
According to Dr. Karlene Kerfoot, “research tells us that the leadership traits of the person in charge work either as a magnet to attract, retain, and inspire or as a force that repels” (Kerfoot 2006, p. 25) and in support of this statement she makes reference to the fact that many persons go to work for a specific company with enthusiasm and eagerness and ultimately leave disappointed because of the management. “People are generally hungry for personalized leadership that speaks to their hearts”, says Dr.Kerfoot and this type of leadership motivates them to accomplish task and complete projects they deem difficult or impossible (Kerfoot 2006, p. 25)
Compare and contrast three leadership theories from chapter 1 (READ TEXT CAREFULLY). Which of the three would you choose to follow and why? I compared and contrasted Trait, Behavioral, and Situational Theories. Based on Trait Theories, a leader counts on having naturally given skills and charisma to lead. In contrary, Behavioral Leadership acquires its leadership skills through proper training. In the other hand, Situational Leadership focuses on “understanding of the situation and an appropriate response” (as cited in McCleskey, 2014, p. 118). The similarity in these three theories is that Trait, Behavioral, and Situational Leaders motivate their followers to achieve shared goals. I would follow a Situational Leader
A leader can be defined as a person who influences a group of people, organization, etc. in to achieving a set out or common goal. The aim of this paper is to identify the different approaches to leadership, but there is no single definition of leadership, as it can mean many different things to many people depending of their profession, environment and leadership style (Mielach, 2012).
Imagine being in a working environment where your flaws are never at the fore front. Imagine being a part of a team that values the strengths of each person, and practices the know how to move quickly from storming to norming in the teamwork cycle. Is this a reality that will produce results for all involved? Is there every such a style? To answer these questions, it is important to look at what leadership theory currently causing success in the professional world. One theory is called Strengths Based Leadership, or positive psychology. This concept is gaining a following; starting with the father of positive leadership, Donald Clifton. Still questions linger if this concept of using person strengths improves their leadership
However, his leadership styles can have a negative impact on the employees such as uncertain if they are doing the right thing, sometimes employees can be too confident in themselves that they do the job inappropriately and sometimes when the leader trusts them a lot they do not feel pressured to perform their task. They might take too much time for one task as stated in Owen (2006).
Financial and educational effects – This particular effect mainly regards to the staff team in the workplace.
Leadership is the glue that binds any business together, identifying and understanding your type of leadership style can ultimately aid you in becoming a better leader in your professional career. A successful business cannot function without leadership therefore this is a crucial aspect of internal employee development for businesses striving to stay relevant in a crowded marketplace. In addition to recognizing your leadership style every leader needs to look to them and identify what type of personality they have. By becoming an informed business leader you will gain trust and respect of your team to guide them into the future and maximizing potential growth. Throughout this paper I will identify my leadership style and also personality type and how it has affected my personal career growth. Identifying these conclusions is extremely important in crafting company culture.
With so many constant changes today with different generations, legal and political circumstances and ever-changing and improving technology sources, organizations have new and recurring issues arising every single day. The reasons for these issues vary widely and develop because of so many different situations. The outcome of the situation depends on many factors including the issue at hand, the management style and the ethics of the organization to simply name a few. These outcomes can certainly make or break an organization if not handled appropriately. The issue I have found to be the most significant is leadership.
The four main barriers are poor communication, an unclear common objective, conflicting attitudes, priorities and values, and the lack of equal responsibility amongst the team.
...adership Practices in Relation to Productivity and Morale." In D. Cartwright and A. Zander, Group Dynamics: Research and Theory, 2nd ed. (Elmsford, NY: Row, Paterson, 1960)
Attitudes are different based on the different types of activities people are involved in. Gym attitudes are different based on the group you are a part of. There are four different types of people you run into at the gym, you have the weight lifters, the wanderers, the beauty queens, and talkative people. These people's attitudes are very distinct, some who think they're the best and others who are there for a more friendly act rather than workout. These peoples attitudes vary with the group they are involved with.