Week 4 Assignment

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Week 4 Assignment Rian Adams-Mazza BUS 119 – Principles of Personal & Organizational Leadership Ashford University Dr. Richard Leventhal January 24, 2021

To: USAA Leadership From: Rian Mazza, Auto Innovation and Recovery Date: January 24, 2021 Subject: Leadership Out-group Empowerment Skills I write the leadership team to encourage the enhancement of our current out-group empowerment skills for the team members of this organization to improve the work environment. I offer some solutions to adopt moving forward. We have recently identified there is a great deal of out-group individuals in this organization. It is important to understand that these individuals gather our respect and empathy moving forward to make them feel more included and engaged in their unique roles. Northouse (2018) states this about out-group individuals for us all to consider “a leader has an ethical responsibility to respond to out-group members. These individuals are not in the out-group without reason. They may have valid grounds for feeling alienated, unaccepted, or discriminated against, or for choosing simply to be uninvolved” (Northouse, 2018, 10.1). In an approach to resolve the concerns for these out-group individuals, empowering these individuals may help them feel re- engaged in the organization through the process of empowerment. In a recent article, Garcia- Juan and others defined the word empowerment by stating “a process of enhancing feelings of self-efficacy among organizational members through the identification of conditions that foster powerlessness and through their removal by both formal organizational practices and informal techniques of providing efficacy information” (Garcia-Juan et al, 2019, para 2). It is discerning to hear that there are individuals who do not currently feel engaged within their organizations and teams. As leaders throughout the organization, we can make an impact on the day-to-day operations on a micro team level. Empowering individuals can enhance the intrinsic value of the individual and help them see more purpose in their lives, both professionally and personally. In an international conference, Yang and Jing-Han (2017) noted “Organizations should improve its organizational leadership empowering behavior. In highly organizational leadership empowering environments, employees tend to perform their adaptive performance at a higher level” (Yang and Jing-Han, 2017, para 17). This is an interesting statement made that could aid our leadership teams in our approach to empowering these individuals, making them feel more included in our mission here at USAA. Understand that the purpose of this message is deeply rooted at an individual level as an effort to not only produce results as an organization but to help these individuals achieve greater levels of success in their professional and personal life. Part of our core values as an organization is loyalty. We have a fiduciary responsibility as a company to show our employees that we are loyal to their commitment to serve within this organization. We should consider implementing a plan right away to foster an environment for these individuals to know we value them as part of this organization and want them to feel engaged moving forward. Be good to one another! We will discuss this plan and further develop a strategy in our next weekly leadership meeting.

García-Juan, B., Escrig-Tena, A. B., & Roca-Puig, V. (2019). Empowerment in the Public Sector: Testing the Influence of Goal Orientation. Public Personnel Management, 48(4), 443–470. https://doi-org.proxy-library.ashford.edu/10.1177/0091026018819020/ Northouse, P. G. (2018). Introduction to leadership: Concepts and practice (4th ed.). Retrieved from https://content.ashford.edu/ Yang, Q., Dan, W., & Jing-Han, C. (2017). The Impact of Organizational Empowering Leadership Behavior on Individual Adaptive Performance: Cross-Level Mediation Effect of Organizational Psychological Empowerment. 2017 International Conference on Management Science and Engineering (ICMSE), Management Science and Engineering (ICMSE), 2017 International Conference On, 59–64. https://doi-org.proxy- library.ashford.edu/10.1109/ICMSE.2017.8574470/

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