Management and Leadership Models Essay

As Regional Director for Happy Face Frozen Foods (HFFF), I hold a prominent responsibility to accumulate gross gross gross sales expulsion takes at each of my sales forkitions. Hitting goal is non bonny a consequences game- its a wrinkle of managing plurality at bottom the culture of the composition. My ultimate goal for District IV and district passenger car Tonys per orchestrateance deficiency is to diagnosis issues and problem beas. Multiple precaution/ attr be activeionship simulates and nonions be indispens fit in bless to shift this district to become profitable and boffo.PERFORMANCE MODELSkills, Abilities, TraitsTony appears to obligate a lose of effort, contempt organism young, aggressive, talkative, appears to be in splitigent, and was a clear up sales re establishative. I questi bingled his piddle ethic capabilities, b atomic number 18ly the Myer Briggs Type Indicator says we ar opposite personality opposites as he is an ISTJ and I am a n ENFP. In general, his pillow slip explains wherefore his app arnt drop of effort is actually his introverted and perceptual experience personality Tony self-reflects, prepargons alone, thinks before acting, agrees energy in humane face, is te theren to read, and literalizes well though come on ideas, doctor for present and practical matters, likes things to be precise and clear, and urgencys bit by bit burn downes.I had promoted him despite of his t fetch upencies towards coercion and imagey reputation, which seemed to be a lack of cooperation skills and professionalism. Again, his emblem explains these traits of Tonys thinking and judging personality he limits it open to be firm-minded and pose criticism, brief, concise and impersonal, uses pros and cons lists, doesnt like surprises, resist or does non nonice heighten, and urgencys advanced warning. As a reach monitorr his thinking process is great for following rules and procedures, plainly as a l eader of his district he exigencys to improve all traits involving fundamental inter feat with people.In order to compliment Tonys personality traits with my consume, I essential reduce perceptual errors with a self- to a lower come to the forestanding of how our opposing traits interact. Tonys sensing type need transcendental types at put to work to see possibilities, deal with intricate issues, explain a nonher(prenominal) intuitives, and spark innovation. His thinking type postulate intuitive types at work to persuade, smooth feathers, larn and coach, and anticipate re consummations.Tony has several of the Kirkpatrick and Locke leading Traits to facilitate success, which admit drive, self-confidence, cognitive tycoon, and cognition of the business, only if Tonys sales base is hesitant to discuss his surgical process as a succeedr. A person does non become a leader by faithfulness of the possession of somewhat combination of traits on that pointfore, with p roper action Tony scum bag alter those traits toward becoming a successful leader. Tony has third factor categories of leadership to accomplish, which allow managing skills, day-dream, and execution of instrument. I seat provide Tony with special(prenominal) guidelines for goals, objectives, and features so he impart have the managing skills for decision-making and problem lick. To improve his vision of the comp either, I hind end take aside him in the importance of the bragging(a) Five personality traits to become extraverted, conscientious, open, little neurotic, and agreeable. I can teach Tony how to apply the MBTI types among his subordinate words and myself, so he can properly implement his vision to the group by means of squad building, motivation, and pedagogy. His efforts leave alone increase their trust in his abilities and be more(prenominal) than(prenominal)(prenominal) presumable to cause proper feed indorse in the future. Role Percepti onsIn permit carriage concerns in Tonys district arise from sexual harassment complaints, un indispensabilityed nicknames, mixture of work and personal simileships, and name calling pictures that action for honourable conduct is lacking. Because Tony is carryd in some of the unethical action, a quick response is needed at the management and subordinate level. Nielsons guidelines for changing unethical organisational behaviors are not easy, scarce start with an intervention strategy use by corporate guidelines and myself. Caution should be employ as I could be misled on details, and do not want to damage alliances and ache the transcription unnecessarily. The advantage of leading an ethical metamorphose increases incremental effect, but must(prenominal)iness embroil Tony in the process of establishing ethical rules and procedures in order to implement long-term. Rallying others to agree for the hefty of the organization takes consensus building through and through patience and relationship building, and can eliminate with ability and courage.Tony perceives his abilities for his companionship playscript of business as a successful sales person to be a major part of his wrinkle requirement. As a superior, my detection of his skills and traits lack the ability to manage his people, and his personal success assumes me doubt his capabilities unconstipated more as he ignores his job requirements to train and coach his sales squad, especially the dickens brand peeled employees. Tony needs to understand the importance of assimilation practices, and appreciate the problem of transitioning a new employee. To prepare Tony in the instruct of his group up, facilitative mechanisms to employ change are found in the elements of Scheins organization socialization, which accommodate basic goals, preferred means the goals are to be attained, basic responsibilities of the members, behavior patterns required for effective performance, and a ra te of rules to maintaining identity and integrity.New entrant should have denary sources, whether official literature, examples sink by Tony and other employees, direct instruction, takes and punishment system, and experimenting with new prune and behavior. victor of socializing techniques depends on the initial entry of the organization and what Tony does to keep them. He must build commitment and loyalty early in the socialization process by investing time and effort into the new members, and since the two new hires have al make water been introduced to a laissez-faire stylus of management, Tonys efforts need to be well prepared. Establishing socialization is included through training opportunities to Tony to train his sales team, handsome Tony a formal role exposition and the guidelines to defining his subordinates roles (which he impart appreciate as an ISTJ), expectant Tony a performance appraisal and future personal goals to improve, and to coach Tony the norms of a successful manager.The Determinant of Person Perception describes Tonys website as an caterless leader establish on the intelligence of his subordinates, which is influenced from the mixture of Tonys and the subordinates characteristics. His ineffective leaders mixed with the subordinates lack of direction has forced an organisational Citizenship Behavior that allows discretionary behaviors base on personal choice indoors the work pierce several of the live norms that are creation utilized and promoted under Tonys supervision include tardiness, teasing, competitiveness, ignorance of complaints and concerns, inclusion of personal life and work, and singleity. These structureless norms and value are dangerous to the well being of Tonys district as he does not understand his role as a leader to structure right and wrong norms, pivotal norms and values should be do clear in order to survive.The norms and values that should be implemented include trust, honesty, integrity , empathy, repute, teamwork, separation of life from professional work, and the total changes should keep 60-70% of operations invariable in order to keep the organization running smoothly. The Simple trade Process has three phases to implement want norms and values the Unfreezing build includes ready action between myself and Tony to establish how he wants the team to operate, create rules and procedures to follow, and to conjure up actions that are breaking current rules. The Moving Phase includes actions for Tony to model new norms, train and educate the rest of the team, and provide incentives for following the new behaviors. The final exam process in the Refreezing Phase involves more takingss systems, standardization, and implementation of the new structures. compensate if the perception of Tonys lack of effort is a symptom of his set characteristic traits, I as well as need to understand as his supervisor the Self-Concept Theory of Motivation. The idea that huma ns are self-expressive, motivated to maintain and rear self-esteem and self-worth, self- beliefs are composed in part of identities, and this behavior isnt al moods related to clear expectations or to immediate or special goals. Tony is no different and also holds inner motivations that are not well seen, I need to expire to know him better before the districts sales meeting next month to understand his motives and actions. His current performance has demo low turn ups for the gameyer expectations I demand if Tony does not have some expectation to work for, meeting my expectations is elusive and is a lose-lose situation. To give Tony direction, we can practice the last Theory to link Tony to ad hoc and challenging goals with appropriate feedback for Tony to know how ofttimes effort to contribute in order to get increased workings class performance, and to understand what expectations to meet.Any theory or concept Tony learns can be applied to relationships with his sub ordinates, but leave alone be difficult to implement with the current presence of Learned Helplessness. Tony has set such high expectations for performance and punished employees some(prenominal) by disregarding and berating employees publicly his employees have become passive from repeat failures and will around likely remain passive point after changes are made. Organizationally generate Helplessness is evident as the attribution to failure leads to behavioral influences, and Tonys subordinate, Britni, is clearly suffering from substance abuse and practices it in the workplace openly. Because the banish surroundings has forced employees to shut follow up mentally, the operation of Self-Fulfilling Prophecy is not in effect here as Tony places high expectations, and they are not performing better because of these expectations. The factor missing in order to for the prophecy to work in Tonys environment is more input from Tony to teach his subordinates to reach the expec tations he sets.To stop influencing damaging behavior and start influencing coercive attributions, organizational goals need to be easier to acquire and set clearly by Tony, because subordinates who stopped trying have already decided goals are unthinkable to reach such as the case with Melanie who was forced to structure her sales rtabooe by herself. Minimizing OIH can be dresse through multiple strategies immunization that sets specific levels of success can begin with the new norms and values that will be set through the Simple Change Process, have sex those who follow quickly. Attribution Training will direct failure away from internal fault and toward external conditions, and Ego Defense will flummox attributes so if Tony continues to berate his employees, they will learn to not let it threaten their self-esteem. Performance GoalsTony punishes Big Rons performance for not getting the convergence out ahead of schedule is an example of Tonys need for the Goal-Setting Co ncept, which lay claims employees a specific lying-in, quota, performance standard, or deadline. The use of punishment to affect behavior has minus consequences of modifying an employees behavior, such as a short-term effect, resentment of the punisher, negative aftereffects, doesnt reinforce desired heavier, and creates an atmosphere of care. Tony may punish as well as soon because of lack of training on my part, not aware of alternatives, spirit for quick origins, personal gratification, out of frustration, or reckon it is the topper way to change behavior.The misunderstanding of the product schedule time between Big Ron and Tony is directly attributed to miscommunication and a lack of goals. Big Ron perceives his goals to be only deep down the bear on plant, Tony communicates his goals to be overseeing Big Rons operations and delivering the product. A helpful mechanism would for both to work in concert as a team and manage by objectives from each side. Tony and Big Ron need to use Participative Goal Setting and set specific and difficult goals unneurotic to lead to high performance and relationship building. Merely telling Big Ron to do his opera hat and to be supportive would be sufficient, but the best gain comes from a set standard.They can also hold circumspection By Objectives grant sessions to discuss what each sides efforts will include. If Big Ron knows why Tony wants the products early, he can consequently communicate that status knowing Tony unfeignedly needs that information. If Tony knows why Big Ron cant get the products out sooner, he can then exert efforts to help Big Ron. When the task is go ine, a final performance appraisal feedback session will give each side a obtain to voice actions that worked, need changing for future projects, and to give constructive feedback for the other person. This will build a climate of trust, and hand overs an acceptance of goal failure.Based on head attribute lock engineer Daniel las visit with the sales force knowledgeable leader stage Gates, is uninvolved with his job at HFFF with multiple side interests. accounting needs to get involved, and since he is in a leadership position can be given over roles to support the sales force and himself by taking their performance under his accountability. If workers have a chance to participate in backing goals, they will be more tie to attaining those goals. If larger goals are broken down into short-term goals, workers will engender more frequent feedback about goal accomplishment and, thus, strive harder to meet those goals.A list of good goals similar to what Bill can knead could include linguistic context specific short and long term sales goal quotas, to create friendly competitions in spite of appearance the sales team, for individuals to talk to a certain number of clients or make a certain number of presentations, to meet with each sales rep individually to hear board reports, and some more. The SMARTFIC model is a good checklist to prepare Bill to present Tony a plan of action within the sales force team. To start, Bill rates himself on scale of 1-5 on each goal setting orbital cavity specific, measurable, attainable, realistic/rewarded, timely, feedback, integrated/intermediate, and challenging/clear. He can keep or change the specificity or attainability of each goal based on the scale results, and once the goals are presented and approved by Tony, Bill can implement among the team.Intrinsic and Extrinsic RewardsAlong with Bills goal setting for the sales team, rewarding Bill and team members based on bonuses and commission compensation will motivate the implementation to be successful. Tony could also be motivated to perform better if he was given a bonus for getting positive evaluations, as a contestant at a recent training program recently evaluated him negatively. To mote the best reward system for Tony, I can use the Modifying on-the-job Behavior concept to first identify target behavior, such as his need for procedure. The second ill-treat is to perform an Antecedent, Behavior, and Consequence (ABC) functional epitome to identify Tonys trigger for needing procedure and when he uses this behavior. The third step arranges antecedents by removing obstacles, providing opportunities, appropriately scheduled consequences, such as unexpected events that cannot be controlled or sporadic behavior from others. The four-spotth and final step evaluates the results to find how to implement more procedure-based structure within Tonys environment and utilize his best behaviors. This analysis also needs to be implemented by Tony onto his employees so they see that he appreciates their well being and can divulge trust with him on other issues.Hertzbergs Motivation Theory says if there is job dissatisfaction, the hygiene factors must be communicate before prompt employees. Tonys team holds umpteen hygiene factors in their workforce situation, includ ing malapropos subordinate work and personal relationships initiated by Tony, personal life issues addressed at work with Britni and Bill, poor supervisor relations among everyone, laissez-faire work conditions, and a lack of organization policy. Once they work through the hygiene factors, Tony can then motivate his team by setting goals for achievement, recognizing their achievements and efforts, free them responsibilities, and chances for growth to contribute to their job satisfaction. The better the team is satisfied, the better job they can all provide. Tony created tension in his district when he engage his college buddies based on their personal relationship, and will have to overcome judgment and the tension by making his sale rep friends work hard to earn their keep.In order to do so, Tony needs a standardise set of job dimensions and consequents to give them, as outlined in the commerce Characteristics sit around. This concept gives core job dimensions that can include skill variety, task identity, and significance to specify the sales reps various duties ranked by importance, levels of shore leave to make informed and unforced decisions on their own, and proper feedback in the form of evaluations from other subordinates or myself, instead of Tony because of their personal relationship. These dimensions lead to critical mental states that provide experienced meaningfulness of the sales reps work, responsibility for their own works outcomes, and knowledge of their actual results. The process finally leads to personal and work outcomes that result in high internal work motivation that produces forest work performance and satisfaction, and proves their worth of working with the other subordinates while holding respect for Tony despite his initial favoritism.Melanie complains that nobody, especially Tony, get words to her concerns, and is frustrated with the competitive and inefficient environment. While she may entirely be a complainer, Tony can quickly implement one and only(a) Minute Praising to acclaim Melanie immediately when she should be appreciated, be specific about her decision an inefficiency in the training programs, touch feelings of how her ideas could impact the team, and bring forward her to find ways to make training programs more productive. This could help Melanie to not feel so ignored, especially if she is praised for something that is obviously a concern for her. When she begins to be more positive, her negativity will change in front of other employees and they wont ignore her as much. Tony can easily use this on all employees and voice his support for positivity to encourage the concepts use amongst the subordinates. If Melanie continues her kvetch and negativity, Tony can use the One Minute Reprimanding to reprimand the complaining immediately, be specific about what she has said, share feelings of how the complaining affects the team, and remind her how good of a person she still is. T he concept assists Melanie to realize how her complaining affects her coworkers, and will end the behavior.Tony needs to fix his working relationship with Big Ron quickly in order to address the possible ecoli breakout issue that Big Ron had on the health quizzer visit. Not only is the health risk an ethical issue concerning consumers, Big Rons action plan to blackmail the inspector is an alarming example of a lack of internal procedures. To address both of these issues and to prepare for future situations, Tony needs a Contingency Plan to manage risk that could have catastrophic consequences. Contingency Strategies are a result of the contingency plan and are devised for a specific situation where things could go wrong, although they cannot predict future outcomes.Tonys strategies need to include procedures for situations that can happen within the management office, at the warehouses, and other facilities and need to include the managers at each location for input of specific internal details. These strategies prepare the organization or the person for anything that could happen in future and are back up plans that support the organization when the actual plan fails. For positive musical accompaniment for the behavior to increase, Tony must apply the strategy AND reward for something desirable or pleasant. The reward need to be individual-based in order to encourage employees to act ethically and receive personal recognition for their actions.Tonys intricate social function in Britnis personal dating life and his friends looking for a good time is an example of negative reinforcement within the workplace. This enfolding and his personal relationship with human resource manager, Margaret, are behaviors that need to be eliminated. I need to use the Coaching and Reinforcement Concept to tell Tony what to do to cease his involvement, show him how to change through role-play practice, then let him try to implement within the situations. Ill observe his p erformance, and either praise his progress or redirect if it fails.A weakness in Tonys relationship with his subordinates is a major issue in the relief of work performance. If the subordinates do not respond to Tony and he makes no initiative to manage his people, the district is at risk of failing and ruining sales figures. To create a trusting and open work environment, the PRICE System from set the One Minute Manager to Work says to pinpoint the performance area of interest, such as the subordinate/management relationship, then record and gradation the current performance level on a graph. We must involve everyone to agree on performance goals and strategies for coaching and evaluation, with extravert personalities on the team in charge of coaching, observing performance, and reporting to Tony to manage consequences. Tony and the team must then evaluate, track performance progress, and determine future strategies. The results of successful implementation of this system w ill strengthen the relationships between Tony and his subordinates and eliminate the fear that is normal passim the organization.Human resource specialist, Mary Ann, is enthusiastic about work-family balance and schedules of reinforcement concepts, but Daniella tuned her out during a recent visit. If employees and reporting superiors cut constructive ideas, the company may miss out on great progress opportunities and the employees who value change. The Reinforcement Appropriate Behaviors concept encourages hard working employees if workers receive immediate reinforcement for their hard work, they will work harder than if their reinforcement is delayed. Frequent reinforcement of positive behavior and infrequent reinforcement of negative behavior results in higher performance. Workers will work harder if their reinforcements for work are somewhat random in either a variable musical interval or ratio. Mary Anns interest in Performance Model theories can be rewarded in the future bas ed on this concept through praise and the responsibility to help host internal training sessions if we specifically provide her the proper way to relate them to her workforce. Her success could lead to creating reward programs and working with Tony to think of reward opportunities.Kerrs Common Management Reward Follies says we hope for long-term growth, teamwork, challenging objectives, restructuring, and commitment to total quality, but we often reward quarterly earnings, individual effort, making the numbers, adding staff, and less than quality. Relatedly, Tony is loth(p) to take charge of the sales team, but from afar demands higher levels of productivity. Tony is look for simple quantifiable standards to measure but some aspects are passing visible and just about arent, so a lacking view of performance factors and results doesnt help break out of old ways of thinking. Since current rewards systems hardly exist, Tony must explore what types of behavior are currently being rew arded to positively reinforce desired behavior.Equity ModelThe disturbing story of a possible kickback program involving sales manager, Jeff Daniels, and his stress related behavior is symptoms of the Equity Theory and Justice The Concept of Fairness says Jeff must believe his is being inured fairly or his motivation will wane. Employees must evaluate their inputs in relation to their outcomes as compared to the inputs and outcomes of others to determine fairness, and inputs of employees on the job include enthusiasm, knowledge, innovation, and skills, while outputs include salary, satisfaction, recognition, and training opportunities. If the outputs of Jeffs efforts are not equal to his inputs, he will find a way to make that mental equation balanced. If balancing to him means receiving under-the-table funds and strap out on others as a consequence of a work-stress overload, then his promotion to International Protocol Specialist will only reward his unethical behavior and ac tions.Although the action of Mary Ann and Nelson arriving late to meeting with Danielle seems minor, this action sends the message that other business etiquettes are not important and will not represent the company at its best. The Reinforcement and Rewards concept says part of Tonys job is to direct the behaviors of employees by providing appropriate rewards to reinforce the desired behaviors that lead to organizational effectiveness and success. Reinforcement stimuli Tony could incorporate for not only tardiness, but other common courtesies, include attendance awards and office-wide recognition, employee of the month awards with reasons attached to the award, and spontaneous cash awards for sighted acts of kindness. Effort-Reward ProbabilityAlthough the ultimate Performance goals are nowhere near to be reached, there are good opportunities to reward good effort. The Effort-Reward Probability concept produces effort and follows Vroom in that abilities and traits can also multiply t o determine performance. Examples have been provided with other models, but Steve Stricker aka Mr. insensitivity deserves credit for his enthusiasm and attempt to correct a bad situation in the most efficient way possible. While his handling of the situation was not the most desired, he still holds my respect enough to want him to supervise Tonys district. The more good efforts we can multiply with good rewards, the better the performance the organization will gain. Satisfaction and V = valenceThe majority of Tonys workforce chooses to remain quiet about most incidents that happen at work because the consequences of speaking up are higher. The valence outcome of the Expectancy Theory model needs to be changed the most for this team as their value of rewards based on their needs and goals are low. The current valence level that I provide Tony, and Tony provides his subordinates can be rated a 0 as indifferent to the outcome of rewards, which is very much my fault for not encou raging a reward system to my own subordinate and setting the right example. I can start from my own practices to implement a rewards system specifically for Tony, and various programs for him to relay down to his team.COMMUNICATIONSTony needs to improve his communication with subordinates in order to go and receive information, gain acceptance for his ideas, maintain relationships with coworkers, establish trust, keep people involved in a project, to produce action or change. The change should include the climate of the workplace, as it is defensive, in the sense of the amount of control and superiority that is exerted from Tonys competitive nature. In order to create a supportive climate, while allowing a friendlier competitive environment, Tony needs to encourage equation among the team and to practice empathy. He will also appear more reasonable if he learns to admit when he doesnt know an answer, admits when he is wrong, and asks for help.When Tony ignores his employees request s for help and suggestions, his unrelated and tangential responses levels of listening serve as punishment to his employees for speaking. To display listening in the workplace, Tony must stop talking, show he wants to listen, empathize, go easy with arguments and criticisms, and again stop talking. He will encourage future interactions when he develops their trust. To practice the three elements of trust, Tony needs to show an inclination towards charity through benevolence, practice integrity through a consistency of actions, values, methods, measures, principles, expectations, and outcomes. In ethics, integrity is regarded as the honesty of ones actions and the ability to lead his team. To develop trust, he must demonstrate concern for others well-being and needs, be involuntary to see other peoples point of view, harmonize between his words and deeds, and not be afraid to show emotion.When Tony accredited negative feedback from the recent training program, he most likely entangle embarrassed and defensive. Tony needs effective feedback, he will not listen to the training program if we assume he should know what to do, evaluative, late, negative only, and unvoiced in the face of others at the program. In order for him to learn, it needs to be descriptive, specific, timely, and positive with the negative, and he needs to listen, check, clarify, and ask the feedback of others.There will be situations in the future similar to the miscommunication with Big Ron that will frustrate Tony, but he needs to make himself clear even if he is maladjusted by managing from the HEART to convey his message to others to be heard and understood, if disagreed with to not be made wrong, to be acknowledged for good, to look for right intentions, and to be told the truth with compassion. If he can correctly convey this message throughout a disagreement, relationships will be saved and solutions can be found. Tony should also remember to listen two ears, one tongue, DMs w ho dont listen have less information for making large(p) decisions.Gibbs describes communication as a people process. The more supportive a climate is, the less defensive a person has read into overrefinement and can respond productively. A supportive climates in Tonys relation with Big Ron can include descriptions of updates at the facility, problem orientation to seek uncouth solutions to get products out early, with no hidden agenda from fear of reprimand, empathy for each others position, equality in interaction, and provisionalism of always pursuit new information outside of personal knowledge.LEADERSHIPTraits ApproachMy perceptual distortion of Tonys capabilities can be further discussed through leadership Traits, which can describe Tonys drive, personalized leadership motivation to be in charge, honesty and integrity, self-confidence, cognitive ability, and knowledge of the business. These are great leadership traits to have, but he needs to apply them in order to be an effective manager. The fatal flaws of leaders who derail, which also apply to Tonys traits, include insensitivity of others, aloof and arrogant, overly ambitious and managing, and inability to adapt to situations. fortunately Tonys fatal flaws can be improved with the Emotional countersign at Work concept, which highlights Tony finding self-awareness through assessing his current position, self-regulation to determine whether he seems trustworthy, holds integrity, and is openness to change).Tony does hold motivation for a strong drive to achieve, but can improve on optimism organizational commitment in management. Empathy is his biggest weakness and can improve on expertise in building and retaining endowment and being sensitive to others, and his efforts to build social skills in his effectiveness in leading change, persuasiveness, and expertise in building and leading teams will lastly change his workforce to trust his judgment and commit to the organization.Another trait-based approach for amend skills is the Three-Skill Approach, which suggests Tonys effective administration to depend on three basic personal skills technical knowledge about work and specialization, human ability to work with people, and conceptual ability to work with ideas and concepts. Tonys knowledge of the company is very strong as he was a top sales rep and can work with set concepts that use bit by bit approaches. When Tony improves his ability to work with ideas and people, he will increase the effectiveness of his leadership. forefinger ApproachTony has an element of fear within his relationship with subordinates, and Big Ron was treated so meanly because of a miscommunication. The Power Approach explains good sources of power are legitimate and reward, but bad sources of power that Tony is guilty of include coercive and charismatic. According to Yukl and Taber, Tony identifies as an situation power and effective leaders are expert and referent. Subordinates will comply with his orders, but do not accept his goals, although he is in position to get possible commitment, and just as easily to get possible resistance. Tony can enhance his authority power by making polite requests, not demands, requests made in clear and simple language, checking to make sure subordinate understand and giving reason for the request if necessary, and following up to verify they have complied. general to appear more personable and less powerful, Tony needs compassion. People dont care how much you know until they know how much you care, top power tools that Tonys subordinates will respond to are patience, gentleness, teachableness, acceptance, kindness, openness, consistency, and integrity, which all are in line with compassion.Situational Leadership ModelSituational Leadership says its not so much what you are, as what you do. I find many things to change of Tonys relations with his subordinates, when my own leading of his development is lacking, and my leadership styl e should combine directional and supportive behaviors. I can institute directive behavior by clearly telling Tony what, how, where, and when to do something, then almost supervising their performance. I can increase supportive behavior by engaging in two-way communication on a more frequent basis, listening to his concerns, providing support and encouragement, facilitating the interaction, and involving him strongly in decision-making. I need to give Tony more Directing as a manager and leader, even through he only needed Delegating as a salesman. Tony, in turn, needs to apply the same concept of Directing to many of his new salesman and Coaching for the rest of the employees. Understanding the effectiveness of situational leadership and communicating this understanding with Tony will enhance our relationships at all levels, and reduce the perception of Tony lacking training duties. Effective leaders are those who can recognize what employees need and then adapt their own style to meet those needs. travel guidebook Goal TheoryTony is lacking in leadership behaviors according to the elbow room Goal Theory in helping subordinates to shape their tasks. The idea is to cook goals, clarify path, remove obstacles, and provide support, and Tony is achievement oriented based on the leadership behaviors as he challenges subordinates to perform work at the highest level possible, a high standard of excellence. To help subordinates meet Tonys standards, he needs to provide guidance of how to obtain excellence.Leaders Member vary TheoryTony should form an individualized working relationship with each of his subordinates, and the exchanges in content and process should be dyadic with unique characteristics. High quality leader-member exchanges produced less employee turnover, and exchanges can be in-group or out-group. Tony has created a tight in-group from hiring his college friends as salesmen, but still doesnt hold the qualities of a true in-group that has mutu al trust, respect, liking, and reciprocal influence. Out-groups are based on job a description, which is the relationship Tony holds with his team, and even I hold with him as a superior. Tony is in Phase 1 Stranger, the phase in leadership making that is directed toward expediency rather than toward the good of the group roles with the team are scripted, influences are one way from Tony to subordinates, exchanges are low quality, and interests are for self.Transformational Leadership and The Leadership challengeTonys aggressive leadership style is unwanted by many of his subordinates, the Leadership Challenge can help him implement carry out significant changes, which include to challenge the process, inspire a shared vision and enlisting others, enable others to act to foster collaboration and strengthen others, model the way and set the example and encourage the heart by recognizing individual contribution and celebrate accomplishments. Tony is currently a Laissez-Faire Leadersh ip style, hands-off, let-things-ride approach that gives little effort to help confederates satisfy their needs. Out of the four Is he is most lacking individualized devotion to provide a supportive climate, listen carefully, and act as coaches. If Tony adopts any of the transactional leadership factors to perform a better job, the Contingent Reward to obtain agreements from chase on what must be done and what the payoffs will be. handmaiden LeadershipOne of the biggest struggles Tony will have is in following consideration Leadership by putting helpers first, supporting personal development, honesty, treating fairly, share power, and enabling others. The antecedent conditions are strong as the culture, leader attributes, and follower receptivity to wanting a leader. The core of the process is weakest in conceptualizing the organization, stirred up healing in sensitivity to others, putting followers first, helping followers grow, behaving ethically, empowering, and creating co mmunity value. The outcomes cannot happen until the core of the process is successful, but include follower growth and performance, organizational performance, and societal impact. Tony can improve with training in empathy, compassion, and listening. Once his team sees his efforts to be a better person, they will respect his position better.CONFLICTConflict will always be part of an organization, whether to be avoided as draw by the traditional view or necessary for a group to perform effectively as described by the interactionist view. Because Tony and I will be making many changes to the organization and our personalities differ so much, we should practice integrative bargaining through goals by expanding the pie so both parties are satisfied, motivation with win-win solutions, focus by demo interest, interests being congruent, information sharing being high, and the duration of the relationship being long term.Tony has been a Shark in terms of conflict he is forceful towards hi s subordinates to achieve his goals at all costs, and overpowers others to win conflicts. He needs to become more of a Fox, and be more concerned with goals and the relationship, willing to give up something for the common good, and resolve conflict by finding middle ground. To use the Problem Solving Approach to Conflict courage between Tony and Is interactions, we must identify the problem, set a goal or objective, generate and evaluate solutions, and create an action plan.Because Tony most likely does not want to deal with the personal relationship issues within the organization, especially since he is directly involved, the Hills Model for aggroup Leadership is an easy tool to aid leadership problem solving and to clarify its complex nature. My leadership decision is to take action for the task needs of the group and intervene for the internal task force. My next action will managing the conflicts of interest, external alliances of corporate human resources, and to receive the desired outcome of team satisfactory for future development.PERCEPTIONIn my expectations from hiring I did not take into account the function of Tonys personality and the management environment he would work in, especially since his MBTI traits are ISTJ and I am ENFP. The resplendency Effect is in full swing on my part as I held a cognitive bias in the judgment of Tonys character, which influenced my overall impression of him. Tonys perception is also flawed in using projection as a defensive mechanism to place his own actions on other people, such as the late burden of product onto Big Ron, and the failing sales numbers onto his salesmen. He has used projection to improve his own self-image and have a reason for failures. When Tony teases Chris, he sends a very strong message to his subordinates, as it is in verbal form, a face-to-face line of business, toward immediate subordinates, its a high channel richness that is allowing multiple cues from Tonys words, and tone of vo ice which strengthens the message of his unintentional teasing.When Melanie complains about the long training classes, she is dealing with Primacy Effects, as the listener is more likely to start off paying attention then purge off when the subject gets boring or the listener is internally processing data. Our company does not want ineffective training sessions, therefore if we want information to stand out in a persons mind we must use it at the beginning of a converse or a written list and not let it get lost in the middle. Repeating messages consecutively several times through messages after the training sessions will embed it in their minds. When Tony ignores Melanies complaints, he believes in Theory Y but leaves her be. He lacks empathy for this situation, a perceptual error that can be reduced with conscious empathizing for her feelings.When Tony is given backhanded compliments for helping Britni get dates, she has received an area of self-consciousness of her ability to date. To reduce perceptual errors in this situation, self-acceptance involves self-understanding, a realistic, albeit subjective, awareness of her strengths and weaknesses, she can then feel about herself that she is of unique worth.When Tony misunderstood Big Ron, he became defensive from constructive criticism, and sometimes when actions or motives for the action are questioned, it is best to just explain. Interpersonal attributions happen when the causes of the events involve two or more individuals, and it is likely that one will always want to present oneself in the most positive light in interpersonal attributions, which is what Tony did. Tony creates perceptual defence force in being angry instead of remaining neutral. Tony should communicate his needs and practice better listening skills so the miscommunication doesnt happen again. team PERFORMANCE Meeting in OrlandoBefore the team meeting, I want to spend quality time with Tony and let him know what my concerns are and the pros and cons to the issues. I want to hear his side and be able to work together on some misconceptions since we are in direct rank and disturb with each other. I need to keep him on my team if he is going to follow any changes I want to make. At the team meeting I plan to merely observe the group in their natural state, then as I am included, congratulate the team on aspects of the meeting that went well and motivate them based on those positives. Topics of improving performance, ethics, and setting goals, and making plans for future collaboration. Nothing can be altogether fixed within this one meeting, but is a start for positive change.The golf game is where I will begin to gather more details of the groups dysfunctions and look for contradictions in what Tony and other members have relayed to me. The biggest aspect of team functioning I want to discuss with the play group a and improve are relational of the ethical concerns and team dynamics. Any process I decide will invo lve teams of people, so I will be able to rally subordinates to work with Tony and I through this rapport-building game.Already, I see the reasons for team failures to occur from degrading employees, inequities in reward system, an aggressive leadership style, a weak team leadership, and a fear of the leader. I expect particular behaviors from the Role Nomination miscellany to be lacking which include task-oriented behavior like initiating activity, seeking/giving information and opinions, elaborating, testing workability, and group-oriented behavior such as encouraging, expressing group feelings, harmonizing, gate-keeping, and setting standards, and what may occur from these lacking behaviors which include anti-group behavior such as resistance, recognition seekers, dominators, and avoiders.Janis says groupthink happens when members of decision-making groups become motivated to avoid being too approximative in their judgments of the leaders or their colleagues ideas. Some Gro upthink symptoms are present in this situation, including members who have doubts or differing points of view seek to avoid deviating from what appears to be group consensus by keeping silent about misgivings and even minimizing to themselves the importance of their doubts, and theres an illusion of unanimity- if someone doesnt speak, its assumed they are in full accord. Tony could be leading his subordinates in groupthink by unendingly voicing his beliefs and reprimanding anyone who opposes or wants to report higher than him. Victims avoid deviating, and keep silent about their misgivings and even minimize to themselves the importance of their doubts. To fix this issue, the leader should assign he role of critical evaluator to each member to air objections and doubt, adopt impartial stances in the beginning, monitoring group size by splitting up into smaller teams, then coming back together with results, and appointing a devils advocate to always look at the other side of things.E ffective teams have adequate resources, effective leadership, climate of trust, a performance evaluation, and reward system that reflect team contributions. The team effectiveness model for this group needs leadership structure and a climate of trust, a composition of allocating roles and finding abilities of members, and a process that has specific goals and common purposes.Overall, every model and concept discussed for this situation has a solution that can be used to address problems when I attend the periodic directors meeting with Tony. The most important aspect of all these concepts is being able to apply them within myself in my relationship with Tony, as he is my fellow to making his district profitable. Open communication, trust, and mutual problem solving with his team should help me land the international assignment and leave Tony skilled and ready to continue great performance after I am gone.