Q1) Evaluate Modi 's experience at the leadership training program?
The training helped him to understand his ability and areas where he is lacking in leadership. Sometimes working with people don 't mean you are a good people leader. This can 't be built overnight and needs patience and perseverance.
After completions of questionnaires that was supposed to measure his style of leadership, he thought of he is high on people-centered job. But he was the person high on task oriented job.
Mr. Modi has myths that his role is to build relationships with individual subordinates to make sure the operation runs smoothly with minimum interruptions. But the reality is his entire team got affected. He need to create a culture that will allow the group
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Over a period of time Jaitly would feel that all his hard work would be ignored and people like Laloo would make reap the fruit of his efforts.
Laloo would get more comfortable goofing around and would start to take Modi for granted.
Laloo’s goofing has be infectious and others are taking work casually.
Jaitly has lost interest in working because he feels Modi is in favor of Laloo.
Q3) What changes in Modi 's leader behavior is needed to improve the performance of his unit?
He need to reward the strong performers and keep higher target for non-performers along with good rewards. This should help non-performers to pull up their socks.
Also, if situation doesn 't change, he should give tougher feedback and set examples which should be a stern warning for all (in extreme conditions).
Modi should start to treat both Jaitly and Laloo equally so that he would get better response from his unit.
Modi should continue his Task oriented style of leadership and also incorporate more on people oriented leadership.
People oriented Leadership should be followed by concentrating both on Jaitly and Laloo equally so that nobody feels
These must be recognised and overcome where possible with a more “let’s not look for obstacles not to coach” and a more “let’s find a solution to do it” frame of mind!
The dark side of human nature and suffering would meet up with the two of
Some leaders have natural capabilities but even they have to cultivate and develop their skills to achieve success. Individuals who do not have natural instincts for leadership communication can develop them if they have the energy and desire to do so. Developing these skills involve learning one’s self and capabilities. During this process a lot of information emerges and a lot of introspection is needed. While doing this self-evaluation areas such as image, dealing with the feelings of others, and various communication dynamics must be examined. This process can be time consuming and effective, it is worth the time and effort that is required in order to be successful. The process will reveal those areas that need improvement and areas where a person can excel. Once these areas are noted an improvement plan with goals can be created in order to work on becoming a successful and effective leader. It is a gradual process which if done seriously and efficiently could have outstanding results for the leader and his or her group.
in leadership can be traced to his character which is shaped by his moral values and
After reading the HBR article “The Army Crew Team” by Jeffrey T. Polzer, I believe that Coach P. should intervene to improve the performance of Varsity team and if he could not solve the situation soon, he should simply promote JV team to Varsity team. To be successful in racing, the crew must
the change would be evident very quickly. Let the game be played the way it was
people would stand up for their rights and try to shed light on these issues, along
...lization. Then, they would continue to build chinampas, and this beautiful cycle between humanity and nature would live on.
In according with Army Regulation 600-20 (AR 600-20) (2008), “Commanders are responsible for everything their command does and fails to do”; therefore,
In order for a leader to be a leader he/she must begin with the assumption that you are the one who matters most. As a leader you have to possess that level of confidence in yourself that you are capable of leading yourself “before you can lead others”. And when you develop this belief then you are better able of affirmative influence “on others”.
Leadership in the work conditions is not determined by one’s ability to make decisions quickly or by being self-confident but rather depends on a person’s ability to harmonize workers and having their interests at heart.
1) He is facing huge protestation from the employees due to their angriness. This is because the employees are resisting the change in the organisation which is break out in the form of their protesting nature.
After meeting with the president and listening to the issues and concerns regarding, Jack I would highly recommend for a personal improvement plan (PIP) to be developed. I would suggest for the president to have a one-on-one meeting with Jack regarding the negative feedback he has received from the staff. Jack should be fully aware of the expectations that are being sought as a result of this improvement plan. When laying out the areas of improvement, the first concern would be the negative attitude he has toward his staff. Next, would be to address the several complaints on company surveys from his department as well as outside of his department. These situations take time so I would recommend a 90-day plan with a follow up with the employees immediately after the plan has exhausted. The purpose of the PIP would be to improve employee morale, create a healthier work environment, and assure that the employees are receiving adequate support and resources needed to perform productively. Jack would also be informed of the consequences he could face if he is not compliant and open to this PIP. I would suggest for an outside,
He strongly believes that self-motivation is the key to success for any individual and therefore advocates that every employee invest time in finding what makes them happy and to focus more on making a difference and less on running towards titles and defined roles.
It is not possible to only use one type of leadership style. I need to learn to read situations better which will allow me to adapt my leadership style accordingly. It is also important to consider the individual follower when determining whether to be more task-oriented or relationship-oriented. As I found out from the experience I explained above, people’s day-to-day mindsets and feelings should be taken into consideration in order to be the most successful. It is impossible to always come to the correct conclusion on how to approach a situation, but taking the time to consider it is guaranteed to reduce the likelihood of making the wrong