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Discrimination within the workplace
How to manage discrimination in the workplace? essay pagarphs
Discrimination within the workplace
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Situational approach defines the different leadership style based on combination of supportive or directive behavior. It also considers the development level of the followers. The development status is defined by commitment and competence level of followers. Development status and commitment level are not very easy to determine by a leader/ supervisor. There is no quantifiable measure to indicate commitment and competence level of any employee, it become more difficult when you are new in any organization working with new people and supervisor. I will explain two situations where commitment and competence are overestimated and underestimated. Most of the people face discrimination because of misunderstanding about their commitment and competence level in organization. I have experience the same when I was working as a research scientist in a pharmaceutical industry. I joined a team working on development of the modified release dosage form. I have previous experience in technology used for current project, but my supervisor choose another guy, who was worked before with him, to lead the experimentation design and planning and execution part to me. It is an example of overestimating competence and commitment level of any one follower, without evaluating capabilities of other team members. I felt …show more content…
You cannot expect full participation of the team in such environment. This has reduced my participation and involvement in project. I felt very non-supporting and demoralizing working environment. I lost my interest and commitment in project for some time. In such situations, leaders also loose trustworthiness and credibility. To overcome this problem, I have discussed this with my superior with open mind and explained him my previous experience and achievements. Then he realized the situation and assigned the work of designing and planning to me along with another
In the context of the Situational model leadership theory, there are three identifiable weaknesses in my leadership practice. These weaknesses represent shortcomings in my role as a leader and might prevent my team from fully executing the organization’s mission. The three weaknesses are:
A situational leader is the one who will use a different leadership style according to the need and specific situation at the moments.
Situational leadership is a theory which was designed in 1969 by Paul Hersey and Ken Blanchard. The “contingency theories of leadership” states that a leader’s effectiveness is dependent on their behaviours in relation to different situational factors. Thus, situational leadership theory, relates to how a leader 's effectiveness is depend on their ability to adjust their leadership behaviour to the required level of the “followers” capability or if the situation is modified.
The situational leadership model in essence suggests that there is nothing like a one size fits all approach with regards to leadership. Therefore, depending on the situation at hand, there are varying levels of management and leadership that are deemed necessary. However, all leaders are encouraged to first identify their most vital priorities or tasks with regard to leadership and management. Again, the same leaders ought to consider their readiness levels and also the readiness levels of their followers by simply analyzing the group’s willingness and abilities. As a result, depending on these kinds of variables, all leaders ought to apply the most effective leadership style that is best suited to the given situation. Situational leadership is divided into four
The situational leadership theory states that leaders use different styles and strategies depending on the situation. There are two models that support this theory. The Fiedler’s Contingency Model of Leadership Effectiveness states that an “effective leadership occurs only when there is an ideal match between the leader’s style and the group’s work situation” (pg
This paper first explains the three articles covered by this study to allow the reader to be informed about its topics. After reading these explanations one could be better prepared to understand the following comparisons, contrasts, conclusion, and recommendations. The first article is written by researchers Wright and Panley (2010) and discusses some unexpected findings for transformational leadership in non-private organizations. The second article is an outstanding article written by researchers Emery and Baker (2007) which examines the findings of transformational and reward based leaderships on customer service personnel and its effects on customer satisfaction. The third article is an excellent article written by researchers El-Gazzar, Fornaro, and Jacob (2008) which studies the voluntary disclosure of the Reports of Management’s Responsibilities (RMRs) to the Security and Exchange Commission (SEC) and its benefits for the related organization.
It is impossible to pinpoint precisely the time when interest in leadership styles emerged. However a set of experiments conducted by 3 social scientist in 1938 is a good time to begin. Kurt Lewin, Ronald Leppit, and Robert White used groups of children to study different approaches to exercising control. Their classic study identified three types of control: autocratic, democratic, and laissez faire. These three types of control came to be known as leadership styles.
Thereby, since we understand that organizational strategies are needed to eliminate on the job discrimination, we also must understand that defeating it can be very difficult and can cause conflict amongst everyone. We all have some form of bias, but within the DOJJ one would think that these bias whatever they maybe would remain off the job, but that can only happen in a perfect world. So, since our world in not perfect, we need to develop some form of strategy to avoid this type of conflict on the job. As we examine this issue we found out that “discrimination often occurs when one culture does not understand another, therefore, organizations need to spend time training staff in cultural diversity and strategies for effective communication” (“Best practice in”,
Encarta Dictionary within Microsoft Word defines leadership as,” the ability to guide, direct, or influence people.” Expanding upon that definition, my personal definition is influencing people to follow to achieve a goal, regardless of how unpleasant. Leadership is not something that happens overnight, it needs to be cultivated over time. During that process, it is necessary to identify delinquencies and make adjustments. Reviewing the feedback provided by my LPI/360 assessment, the three areas identified I need to improve on are, praising people for a job well done, actively listening to diverse points of view, and becoming more visible within the workplace.
In an ideal world, every person is treated equally when it comes to getting a job, advancing in his or her career and being treated fairly in the workplace. Unfortunately, discrimination still exists in hiring, firing and promotions; and the diversity of the workforce regrettably can cause hostility in the workplace when individuals do not appreciate and respect the differences among themselves and their co-workers.
Well as for as situational approach is concerned Donald Trump approach was not that much situational. Situational approach determines that leader may change their leadership style according to changing situations because situations are not always same, and different people behave differently in different situations. So if a leader applies situational approach he will change his leadership style accordingly.
For example, under this theory the leader would employ High Directive/High Support leadership behaviors to the Disillusioned Learner. Ideally, the leader helps the followers as they progress through the stages to achieve the Self-Reliant Achiever/Delegating level. While I do not necessarily fully subscribe to the theory, it does seem to have merit and I do believe that it is important for an effective leader to have the capability and flexibility to adapt his or her style to the needs of the followers in order to encourage everyone’s success. I also believe that an effective leader plays a significant role in promoting and molding individuals’ readiness as it relates to motivation and commitment. As such, I developed my leadership assessment with these points in mind. The assessment focuses on 14 attributes that I believe are important not only for a leader to be successful within the parameters of the SLT, but...
Discrimination is known to exist in all workplaces, sometimes it is too subtle to notice, and other times it is exceedingly obvious. It is known that everyone subconsciously discriminates, dependant on their own beliefs and environments that surround them. However, discrimination can be either positive or negative in their results, and sometimes discrimination is a necessary part of life.
Work plays an important role in our daily life, it is considered much more huge part of our personal life. During our daily work we make many relationships throughout our career history. Sometimes these relationships become lasting, and sometimes employment discrimination might happen. This relationships that we thought it last could be cut off by the devastation of claims of discriminatory treatment. Discrimination in the workforce has been an issue since the first people of workers in United States in the present day and as well in the past. Some employees were subjected to a harsh working conditions, verbal abuse, denial of advancement,, and many other injustices. There was also the fact that certain employees were being treated differently than other employees.
Throughout the interview, Both of my interviewers explained to me how effective gender and workplace can affect a person, and this was the part of the interview I found most surprising. Both party 's said that the more discriminated they were helped them work harder. I mentioned I thought this was what people experience when they both want a higher position at work, and both said it can be very challenging to move up when you 're affected by discrimination, and that the main focus with moving up in a higher position is having a positive attitude and overlooking