BUS-474A Session 2 paper

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Colorado Christian University *

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474A

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Feb 20, 2024

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1 Session 2: Paper By: Halle Ross Colorado Christian University BUS-474A Prof Mark Plaiser 1/28/2024

2 Session 2: Paper A workplace problem I have witnessed that seems to be a common issue is lack of efficient training. I have found that new hires practically get thrown to the wolves without proper education and knowledge. Often times they learn from their own experience through trial and error. This can be extremely detrimental to employee performance as well as organizational performance. Formal training should be a must and should address how an employee can most effectively accomplish job duties specific to their position. One of the most important aspects of effective training is choosing the right individual to train for the position. Often, employees get thrown into training with someone who has never been in that position before, and does not know how to communicate job duties properly. The trainer should have background and experience within that specific job title. I believe that a task motivated leader is most effective in conducting formal training in the workplace. A leader that is task-motivated who can control the situation and provide sufficient training would create better results than one who is relationship oriented. If one is only using a relationship-oriented approach it might make the trainee too comfortable and not perform as well. “Task oriented leaders can create structure and make sense out of confusion” (DuBrin, p. 52, 2019). This is why I believe a task-oriented leader would be the most appropriate fit for the situation. When leaders can alter situations to match their leadership style, they have a greater chance of being effective. Leaders may gain more control over situations to accomplish goals when they feel they need to increase work productivity. In order to gain control a leader will “increase task structure by engaging in behaviors related to initiating structure, such as being more specific about expectations, providing deadlines, showing samples of acceptable work, and

3 providing written instructions” (Dubrin, p. 123, 2019). This allows for effective communication and increase team productivity. It is pertinent for leaders to have emotional intelligence to influence the situation they are in. “ Leaders who have high emotional intelligence can build trust and rapport with their team members by empathizing with their emotions and needs” (Jain, p. 2, 2023). This can also create a positive and uplifting work environment where employees feel valued and supported. In this case, the manager was emotionally intelligent and communicated with the employee about what they needed. Then, they corrected the problem by revising the training protocol and implementing new guidelines. In this specific case, the subordinate’s competency level ranked highly. They were a smart individual that had a background in the field and their values aligned with the company’s. It was not the employee’s fault the training lacked structure and education. If I were in the leadership role I would ask for feedback after revising the training protocols. This way I could gauge how effective the changes were, and see if any more improvements were necessary. I would create a positive environment where employees felt comfortable to ask questions and develop a deeper understanding of their job role. These additional steps aid in creating a shared vision for the employee by getting everyone on the same page and moving in the same direction. “Creating a shared vision enhances learning, as organization members develop a common purpose and commitment to having the organization keep learning” (DuBrin, p. 357, 2019). Having a shared vision also gives the team direction and motivation to be the foundation for goal setting and creating a plan of action. It can align team members of the company around a common direction to pursue. A shared vision acts as a glue or staple that keeps the team in sync. Another way to get employees to have a shared

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4 vision is involving them in the creative process. At this point, the vision becomes “our vision”, and the group will share excitement in the milestones they achieve to fulfill the vision. This will increase overall team morale and boost productivity. All of these factors should be taken into consideration when trying to determine what leadership style is most useful in a situation. This self-awareness allows us to unveil areas where improvements or adjustments can be made. What leadership style we choose to use plays a significant role in determining the success or failure of an organization. By looking at our strengths and weaknesses we can create opportunity for continuous learning and refinement, ultimately becoming a more effective and adaptable leader. Having a shared vision, emotional intelligence, and good communication are all essential in this process. We can all positively influence our team and boost productivity when we practice an effective leadership style that works for us.

5 References DuBrin, A. J. (2019). Leadership: Research findings, practice, and skills (9th ed.). Cengage Learning, Inc. Jain. (2023, September 9). Good leadership is about asking good questions . Harvard Business Review. https://hbr.org/2021/01/good-leadership-is-about-asking-good-questions

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