In scenario 1, a state correctional agency is implementing a new automated offender management system. In order to address the issues expressed in the common themes, the style of leadership motivation chosen for this project is very important in ensuring success of the new system. There are two motivational strategies that could be used her, each one different form the other. The first being McGregor’s Theory X & Y, specifically theory X, and the second being the idea of Dispersed Leadership. While both of these styles may complete the goal of implementation, one may be more beneficial to the overall process in the organization.
McGregor’s Theory X views most employees as last and unwilling to work hard unles forced to. These employees only
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Regarding this concept, there are several possible ways to get the implementation of the new system using this strategy. First, each department head would be notified of the upcoming changes and detailed instructions would be given on how this would be accomplished. A mandatory completion date would be included in the instructions. An incentive would be offered to the first department that could show complete proficiency with the new system. The department that was completed first could have a reward of a catered lunch provided as well as an extra paid day off. This would be the upfront reward to set a competition between departments. All departments who could demonstrate proficiency by the mandatory completion date would receive a small caterd lunch for their department. For any departments that fail to meet the required training and implementation there would result in serious punishments. First, all members of the department would receive written disciplinary actions recorded in their files. Every week after that the implementation wasn’t completed would result in othe written warning and if a set number of warnings occurred, …show more content…
This leadership theory maintains the idea that every employee in an organization is, and can be, a leader. This theory gives authority to all levels of an organizational hierarchy and empowers team members to make decisions and implement resolutions. When using this theory for the scenario one of the first things they would be done is scheduling a meeting with the entire organization explaining all aspects of the new system. During this meeting the system integrator should be present to explain how the process will work, and what the plan of action will be for the entire implementation. There should be an open question and answer session at the end to help alleviate any concerns of the team members. It’s very important for the organizational leaders to be transparent and disclose as much relevant information as possible to show the team that they are an integral part of the process. Next, Department heads will be trained first so that they fully understand the new system in order to help answer existing questions and to work with the systems integrator on the organization specific issue which may come up in future employee level trainings. These department heads would also choose a senior team member in their department, preferably those with a longer tenure, to be partnered with the system integrator assigned to deliver the training to
An organization cannot function successfully if the leadership is flawed. Therefore, it is wise that organization choose leaders that will be beneficial to their operation. With that said, leaders need to be evaluated consistently when they are in charge of an operation. In this assignment this author will investigate how leadership is officially assessed in a correctional organization. The leadership positions that will be the subject of this assignment will a correctional facility warden.
Management should share the responsibility with employees to calculate how fast bonuses are generated and earn. This may be a sensible strategy explained by the Vroom 's Expectancy theory; which suggest that people will be motivated to accomplish an objective if they feel it benefits them and also help accomplish the objective. Thus, the employees feel a significant worth of respect, and their sense of liberty increases. The modification to the Scanlon Bonus Plan directly relates to the motivation of employees and has them embrace the social system they operate in at the organization. These adjustments of the Scanlon Bonus Plan straightforwardly identifies with the motivation of employees and how they embrace the social
My impression of leadership is the ability to motivate, inspire, set a visualization, connect, and lead by example. To become a successful leader you have to be able to convince your followers that you are trustworthy of being followed. During this semester, we have learned many, if not all of the major leadership theories and how they play a role in our everyday lives. But personally, a few of these leadership models caught me and intrigued me the whole semester so much that this paper is going to predominately be referenced about them. For example, the proposed framework that organizes leadership theories based on each theory 's focus and approach. Focus is referred to as whether or not leadership is viewed as a set of traits or actions.
You can lead a horse to water, but you cannot make him drink is a proverb I have heard since I was young. Leadership is the skill of influencing people to accomplish goals (Huber, 2014). In today’s world with policy and technological changes the leaders must use their leadership skills to not only get the horse to the water, have him drink, but also do it with a smile an invite others to join him. Leaders use a variety of styles to accomplish their goals. I will discuss the leadership style that I utilize most often, how my style relates to leadership theories and the work type environment it is most useful in.
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
Leaders: Strategies for Taking Charge is an organizational management book written by Warren Bennis and Burt Nanus for those who aim to become better leaders. The authors emphasize that having executive positions or being a manager does not automatically make one a leader. A leader is one who inspires his staff, help them find purpose in their work, and effectively implement their plans. They separate the book not quite into chapters on different topics, but rather by four strategies that they have determined are vital for any leader to take on. The strategies are effectively concluded as attention through vision, meaning through communication, trust through positioning, and the deployment of self. A prominent feature of Leaders is the various
The style of leadership is very task orientated. Therefore, it would be easy to establish goals and quotas for followers to target in order to achieve higher levels of pay, promotions, or incentives. For example, a restaurant manager may design a contest in his or her restaurant that can reward the highest seller a bonus. This type of leadership has many avenues to inspire employees by rewarding them. Equally, with rewards however, they can come with punishment. Leaders are able to have measurable result that can also have consequences.
...takes to set up information in the system. The level of understanding would improve through partaking or getting involved and henceforth could be adapted easily. All the bits and pieces of the project would rapidly increase or grow as per the workflow process. At the end, the overall CPOE system should be able to compare the manual method with the new electronic system and tell which is best and accurate to use and also tell how much time and money will be saved when using either system. At the end of the project the team should be able to come together and discuss whether or not the project met all of the company’s needs such as if it is reliable, efficient, safe and secure and also does it save time and money. Then, if the system has more advantages than disadvantages and it is worth all of the team’s time and effort it would be best to continue with the project.
The team needs to establish a policy and procedure which would be a step toward an organizational structure. This process will be a framework that defines formal reporting relationships between the different levels of management. For example, the guidelines can be used as a protocol of the process managers needs to follow to assist their employees through the change process. The team also needs to provide in house trainings for all departments so employees can be aware and implement the new changes. The training will increase skill level and improve staff productivity.
With that interview, I have learnt a lot of leadership styles and motivational theories, which I studied in my University lectures from Mr. John. This paper is the reflection of what I learnt from him.
The systems planning phase is the first phase completed in the SDLC. It encompasses evaluating the feasibility and the cost of the system, identifying the risks involved with implementing the system, and determining the responsibilities of each of the team members. To begin the planning phase, a systems request is submitted to the IT department, detailing the problems and changes to be made in a system. (Rosenblatt, 2014). It is important to note that the request may be a large, significant request, or it can be a smaller, more minor request; however, each request should be addressed using the systems development life cycle. After the request has been made, a feasibility study is conducted that determines the costs and benefits of the new or improved system. The study then recommends a strategy that is best for the system in terms of technical, monetary, and time factors.
Leadership Theories and Studies. (2009). In Encyclopedia of Management. Retrieved July 20, 2011 from http://www.highbeam.com/doc/1G2-3273100155.html
Motivation and Leadership are intrinsically linked in the fact that one allows an easement in the process of the other. Without the ability to use the mutual relationship of leadership to influence the motivators of followers, leaders stagnate and are limited by their own inability to accomplish all that must be for real change to occur. In less Rostonian terms (that is, based on Rost (1993)), without a motivated group of followers leaders are stranded and not achieving to a level of excellence. This paper will discuss some areas of importance for motivation in leadership as well as an application to leadership theory and a discussion on personal motivators.
The team implementing the new system were required to do both functional and systematic requirements thus affecting the implementation of the new system
According to McGregor’s Theory X, it can best be described as employees who have issues with taking responsibility to go to work with the desire to work and who are resistant and who require pressure in order to perform their job duties and complete production. Theory X is considered to be negative as labeled by McGregor. (Robbins, 2013)