8-2 Milestone Three (1)

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MBA 699

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Psychology

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Feb 20, 2024

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8-2 Milestone Three PSY-614 Psychology of Leadership Ariana Carter Southern New Hampshire University Professor Irina Zlatogorov Introduction When it comes to Fortuga. Doug Jeffers encountered many issues within the company due to his leadership style. His leadership style is described as a mix of narcissistic and autocratic. When you are a narcissistic and autocratic leader some of the traits that you do not portray as a leader is being empathetic, listening to your employees, Not being a great listener and not being open to accepting feedback from your employees or other people around you. Doug Jeffers needs to develop into a Transformational Leader. Doug Jeffers also needs to show his appreciation for his employees and show some type of empathy. Doug Jeffers should take a

look in the past at Peter Fortuga and adopt some of the leadership skills that peter possessed which is why everyone loved him as a leader. Peter was empathetic, caring, and considerate of others and acceptant of feedback. The reason this plan is being made is to enable Doug to be able to gain respect from him, his employees, and for his staff to be able to Trust him. Typically, Doug Jeffers is not out there. He does not really interact with his employees, and he is incredibly quiet. So, what he needs to do is put himself out there and begin to do team building activities that are going to bring each branch together and show that there is unity, and that dough does care about the Employees. Doug must be open to honest feedback from his employees so that he can make the necessary changes he needs to make for the organization to successfully operate. Doug has goals that he wants to achieve, and he is not going to be able to achieve them if he does not have people in alignment with his vision. “When Individuals feel stressed by anything big or small their tendency is to defend themselves ” ( Contemporary Leadership and Intercultural Competence , n.d.). I think that one crucial step that Doug needs to take before he can gain followership is to personally connect with his employees one-on-one to get feedback on how they feel about him and what he could do differently so that he can make those changes within the organization. Additionally, this will help Instill trust into his employees. It is important to open the floor for his employees at a large meeting and let them speak. As hard as it is going to be, it is important to hear how other people feel, especially when the environment, environment, environment that people want to. It is important to find out why that is the case. One option could be to get the employees a survey that they could take. The survey could have questions like how they felt about their previous leadership team and how they feel. As well as what their current leadership team could do differently to make them feel more comfortable in

their place of work. This would be for example something such as a survey that Fortuga would benefit from because it would help to increase employee performance. It would help us to understand what motivates employees so that it could be implemented inside of the workplace. By completing this type of assessment, there will be a quick response and turnaround rate. This will allow the leadership team to handle some of their issues and problems more effectively. Another effective assessment would be to do performance reviews with the employee and human resource department to go over the employee's performance and set goals for what they can achieve moving forward. This will be a wonderful way to keep track of performance overtime and will place the leader in the position to praise the employees for their accomplishments as well as hold them accountable to achieving their goals based on the feedback, they have received in previous performance reviews. Validity and Reliability The management team is the ones who should oversee the assessment measurement plan. They are the ones who can keep data of the goals that the employees have and make sure that they achieve the goals and hold them accountable if they do not. Something that Fortuga can do to measure their employee's success and so that the assessment plan is valid and reliable is set standards for their Artist to achieve each month and measure whether or not they achieve the goal that is set for them. This goal can be used to measure the assessment plan and make sure that it is achievable. Having achievable and measurable goals that the employees are invested in themselves can overall help the organization reach their goals in general because employee morale will be changing for the good. Interpretation

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One of the most important things in the assessment plan is to make sure that the plan is successfully rolled out and implemented inside of the workplace so that people can follow it. It is important that there are clear boundaries set in and there is room for revision when it is needed, if things do not go as planned There is clear room for people to come in and put their input in so that they can change what they see is not working. There should be room for revision in the assessment plan as necessary so that there is opportunity for growth. In the past, the company was run by Peter Portugal, who had an extraordinarily strong customer base that was led off positive leadership strategies and encourages employees to contribute to the workplace and make sure that they work in an environment where the culture is inviting. It is also important that every has a sense of belonging. When Peter led the company, he made sure that he was the type of leader who made sure his employees felt like they could voice their opinions and establish an open and effective relationship where communication was at the forefront of their minds. This is the type of Environment that Peter created for his employees. He made sure that they felt they had a voice and that they were valued and that their input and opinions mattered when it came to his decision-making process. On the other hand, when Doug Leffers came into the new position that he obtained when Peter left the leadership was so different and it was obvious because there was so much turnover, and people were leaving and did not want to sign their contracts and extend them to work for Doug. These employees who did not want to sign their contracts again ended up going to the competitor and working for them for more money, better benefits, and a better work environment. It is important that as a leader, make sure that you are recognizing your employees' hard work and that you are offering them rewards when they are succeeding and achieving their goals. It is also important to make sure that your employees feel like they belong in your organization

and like they bring value to your organization. As I mentioned before, it is important to give employees benefits such as paid time off or two weeks of paid vacation or even give them bonuses. You can have something to work toward, and if the result is to be rewarded, employers tend to get a better outcome in getting the job done. Using incentives helps to create employees who are motivated and want to contribute to the organization. This method could help build trust within the organization. It could help build relationships and it could help expand the company due to allowing innovative minds to come together and offer their opinions and ideas. Doug Jeffers should focus on trying to make sure that his employees know that they can come to him and that he is open to honest communication. As well as allowing employees to come to him when they feel like they have concerns, ideas, or situations that they do not know what to do with. It is important to change his leadership style to see the company continue to grow and succeed.

References Lauenroth, T. (2022, March 22). Evidence-based management — recognizing your own capabilities . https://www.workpath.com/magazine/ebm#What-is-evidencebased-management- EBM Contemporary leadership and intercultural competence . (n.d.). Google Books https://books.google.com/bookshl=en&lr=&id=YRFzAwAAQBAJ&oi=fnd&pg=PA175 &dq=assessment+instruments+in+workplace&ots=V62OIv1Nfe&sig=CIiVKu163KVbj5 UHa-8AGMwzyek#v=onepage&q&f=false

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