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Organizational Leadership

Name

Institution/School

Course Number and Title

Instructor Name

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Interview

From the interview, what do you think are the major factors of the identified challenges?

The mentor's mentoring technique may have influenced the leader's leadership. A

manager may approach his staff in the same way if he or she was mentored as they rose through

the ranks of the organization, attended meetings with them, and looked through calls and

appointments for areas for improvement. The manager might view this as the secret to success

since it was a crucial to his ascent to leadership if they were raised in a more democratic

environment where management sought the thoughts of the team.

Employee Personalities is another aspect that affects leadership. Different people react

differently to different leadership philosophies. A leader who is coercive or even sets the pace

may overwhelm someone who is shy. This person can continuously worry that his career is at

danger or believe that he will never be as excellent as the pacesetter. To better understand how

managers and employees interact, business leaders have begun using personality tests. Managers

can then comprehend topics like how to encourage a competitive worker to achieve his best

levels of accomplishment in peer comparisons.

Describe in detail the issues and leadership dynamics you see.

It is a fact that 2020 onwards was a period with numerous significant issues. Like this

organization, many organizations are still being destroyed by constant waves of change as a

result of the global pandemic and economic unpredictability. The leadership in this organization

must learn to serve in order to ride these waves to success. Leaders must cultivate the flexibility

and agility necessary to adapt to the new challenges, as opposed to fighting change. Leaders

must make a choice regarding whether they will let the waves of change to overwhelm them or

whether they will adapt.

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In meetings with executive clients, the strategic backdrop of today's rising expectations

on leadership is evident. Some of the most pressing queries have surfaced. We were all aware

that we would be closing the offices and working remotely. And today, businesses are starting to

either engage in a hybrid setup or return to an in-person workplace, while some businesses are

embracing the very audacious attitude of being fully virtual. The leadership should know how to

adapt our existing beliefs to this new normal.

In what environment, or world, does the leader view the organization as existing?

How decisions are made will depend on culture. Decisions inside a business body that

has "fear" at the core of its culture will either be avoided, postponed, or put off. Major harm has

undoubtedly been done to the organogram of the entity by the leadership, not the followers, if the

team that you as the leader have built suspects savage retaliation for a poor decision from you. In

contrast, decision-making will always be supported by trust and confidence in a free and frank

environment where information is shared and communication is unrestricted.

Which of the organizational metaphors listed in Morgan best describes the organization?

Explain its advantages and disadvantages.

The Instrument of Domination metaphor best describes this organization. It is a means to

impose one’s will on others and exploit resources for personal gains. The other one is the

Machine organization. This organizational setup reflects an organization as a series of connected

parts arranged in a logical order in order to produce several repeatable outcomes. While some

people are followers by nature, others are leaders by nature. Therefore, it is advantageous to have

a dominant member so that the leader is also at ease and the followers are. When a decision is

made unilaterally rather than after discussion among the group, it is usually made fast and carried

out more successfully.

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However, this can also be a drawback because the group may not always feel adequately

represented, and as a result, resentment festers and causes discord and discontent. Even while

having a leader guarantees that the group's decisions will be followed, not always everyone in the

group's preference is chosen in the end. The aimless group without a leader yearns for a powerful

person to lead them, yet the crowd always complains.

Provide alternative explanations and theories that might explain why the problem exists.

Well, this transactional theory was created during the Industrial Revolution to increase

business productivity. These managers value structure highly and use their power to enforce laws

in order to motivate people to do their best efforts. According to this ideology, employees

receive rewards for fulfilling their assigned goals. The idea also assumes that employees must

follow managerial orders. Transactional leaders keep a close check on their employees, ensuring

they receive praise when they meet goals and punishment when they don't. The expansion of a

corporation is not, however, sparked by these executives. Instead, they focus on adhering to the

company's regulations and standards to make sure everything goes according to plan.

The Great Man Theory is one of the first theories on leadership and bases its claims that

certain traits come naturally, implying that leaders are innate and cannot be taught.

According to the great man theory, a leader is born with a certain set of traits. These traits

include, glamour, wisdom, assertiveness, appeal, and decisiveness. This frame of view

emphasizes that people cannot be trained to be successful leaders. It's a characteristic that you

either possess or lack. The theory also contends that these leadership traits are timeless and

relevant to all businesses, regardless of the context in which these leaders work. Another

cornerstone of this leadership philosophy is that extraordinary leaders appear when they are

needed.
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This theory, like the contingency theory, emphasizes the importance of context and

maintains that a leader should adapt to the changing circumstances in order to attain goals and

form judgments. How these leaders choose to lead may be influenced by the degree of skill and

commitment of the team members. A situational leader must have a few key qualities, according

to the theory, including the capacity for problem-solving, trust, adaptability, insight, and

coaching.

Detail an action plan for the leader that includes how they can resolve the challenges you

described.

New managers now need to learn how to speak up in front of senior management and

represent their staff or department. Gaining visibility with higher management, comprehending

the corporate structure, culture, and politics of the organization, and navigating organizational

transformation for oneself and their team are a few examples of new talents. Those who lack

great political aptitude may struggle in their managerial roles.

First-time managers must be able to distinguish between duties that can be completed by

themselves and those that can be delegated to staff members. The ability to give up control (for

instance, the mental shift from wanting to complete tasks independently to allowing others to

take ownership) and trust team members to complete the work that the first-time manager

ultimately will be responsible for are among the new skills that come with managing a team.

First-time managers need to know which jobs they can complete independently and

which ones they should delegate to staff members. Knowing when to step in and help team

members without micromanaging or taking over a task are among the new skills. Other new

skills include letting go of control (for instance, the mental shift from wanting to complete tasks
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independently to allowing others to take ownership) and having faith in the team members to

complete the work that the first-time manager will ultimately be responsible for.

The difficulty of treating employees fairly and consistently is one of the most prevalent for

managers.

The management may permit some employees to violate policies and rules while not

allowing it for others, or they may completely disregard them. By "stretching" the rules in favor

of particular employees, employers run the risk of creating a host of liabilities and bias and

favoritism impressions that have far-reaching negative impacts on the workplace.

Write policies in a straightforward manner, and notify managers of any modifications. Establish

precise standards for hiring decisions, especially in cases when managers must discriminate

between people (recognition, reward, development, etc.).

Additionally, make it clear which policies managers may implement at their discretion

and which they may not. Enabling Change is an aspect that the management ought to implement

in this organization. This is because we are wired to resist change, so it can be challenging to

open people's hearts and minds to other ways of thinking and acting than they are accustomed to.

Change is necessary to stay ahead of or surpass the competition, but every industry is in a state

of upheaval.