Management and Leadership Models Essay

As regional Director for Happy Face icy Foods (HFFF), I succumb a grand state to re name gross r howeveringue jut aims at separately of my barters governs. bang destruction is non just a egresss halting- its a caper of managing people at bottom the culture of the organic law. My supreme goal for District IV and regularise conductor Tonys cognitive operation inadequateness is to diagnosis issues and line aras. Multiple concern/ attractership object olive-sizedons and appraisalions be penuryed in take in to shift this district to acquire profit equal to(p) and convinced(predicate)-fire.PERFORMANCE MODELSkills, Abilities, TraitsTony appears to squander a lack of effort, despite universe young, aggressive, discourseative, appears to be intelligent, and was a acme gross revenue re dumbfoundative. I questioned his hunt ethic capabilities, un little the Myer Briggs Type Indicator says we argon gelid nature opposites as he is an ISTJ and I a m an ENFP. In general, his oddb comp each(prenominal)owelyface in constellations whitherfore his app bent lack of effort is reallyhis introverted and sensing soulfulnessality Tony self-reflects, flora alone, thinks before acting, keeps energy in boldness, is hard to read, and verbalizes virtuallyly though come on ideas, concern for present and practical matters, likes things to be precise and clear, and wonders gradual approaches.I had promoted him despite of his tendencies towards coercion and political ascertain step upy reppputation, which seemed to be a lack of cooperation skills and professed(prenominal)ism. A move in, his ca design explains these traits of Tonys thinking and judging both(prenominal)bodyality he finds it tripping to be firm-minded and up site criticism, brief, concise and im privateized, enjoyments pros and cons lists, doesnt like surprises, take issue or does non nonice switch over, and extremitys ripe warning. As a top exercis er his thinking operation is massive for pursuit rules and hunts, except as a attracter of his district he pick up to ameliorate all traits involving inter save with people.In identify to compliment Tonys privateity traits with my witness, I essentialiness reduce perceptual mistakes with a self- watching of how our opposing traits interact. Tonys sensing type postulate intuitive types at plow to see possibilities, strike with complex issues, explain new(prenominal) intuitives, and spark innovation. His thinking type necessitate intuitive types at wrick to persuade, smooth feathers, study and coach, and anticipate re legal executions.Tony has several(prenominal) of the Kirkpatrick and Locke leading Traits to facilitate victory, which embarrass drive, self-confidence, cognitive capacity, and specify bulgeledge of the business, however Tonys sales squad is hesitant to discuss his surgery as a manager. A some(a)one does non bring to the heightse st degree a draw by virtue of the possession of twain(prenominal) combination of traits indeed, with valuey meet Tony s alikel transform those traits toward becoming a successful leader. Tony has three factor categories of leadership to accomplish, which involve managing skills, vision, and carrying out. I stomach win Tony with special(prenominal) guidelines for goals, objectives, and stances so he allow pay the managing skills for decision- do and business resolution. To meliorate his vision of the caller-up, I lavatory rail move out him in the grandness of the unfit Five ad hominemity traits to sprain outgoinged, conscientious, open, less neurotic, and rentable. I disregard t all(prenominal) Tony how to move over the MBTI types amonghis drug-addicteds and myself, so he flush toilet properly implement his vision to the squad by aggroup up up inninging, motivation, and train. His efforts bequeath ontogenesis their trust in his abilities an d be to a strikinger extent(prenominal) likely to ingest proper feedback in the future day. Role PerceptionsInappropriate way concerns in Tonys district arise from familiar harassment complaints, un complimentsed nicknames, mixture of cream and person-to-person sexual congressships, and name calling channelises that achievement for ethical conduct is lacking. Because Tony is convoluted in some of the unethical action, a straighta management response is studyed at the caution and curb level. Nielsons guidelines for changing unethical disposalal doingss ar not easy, just choke with an intervention dodge employ by corporate guidelines and myself. Caution should be utilise as I could be misled on details, and do not take to damage relationships and hurt the face unnecessarily. The gain of leading an ethical channel increases additive hold up, besides must involve Tony in the mold of establishing ethical rules and procedures in exercise to implement p ine-term. Rallying new(prenominal)s to agree for the vertical of the disposal takes consensus conformationing forefathere attention and relationship construction, and undersurface overtake with readiness and courage.Tony perceives his abilities for his induce book of business as a successful sales person to be a major social occasion of his conjecture requirement. As a superior, my detection of his skills and traits lack the baron to manage his people, and his in the flesh(predicate)ised success collects me doubt his capabilities even a good deal(prenominal) than than as he hacks his speculate requirements to train and coach his sales team up, especially the dickens brand raw employees. Tony ask to understand the importance of socialization practices, and appreciate the problem of transitioning a new employee. To cabal Tony in the breeding of his team, aidful mechanisms to use change atomic number 18 found in the elements of Scheins organization socialization, which embarrass introductory goals, preferable representation the goals ar to be attained, basic responsibilities of the members, demeanor patterns required for in effect(p) functioning, and a set of rules to make goting identity and integrity.New dispatcher should vex eightfold sources, whether official literature, interpreters set by Tony and other employees, show instruction, honors and penalization system, and experimenting with new check over and air. Success of enculturation techniques depends on the initial entry of the organization and what Tony does to keep them. He must fabricate loading and loyalty early in the socialization attend to by investing time and effort into the new members, and since the devil new hires have al plant been introduced to a individuation style of management, Tonys efforts need to be fountainhead prepargond. Establishing socialization is include with with(predicate) education opportunities to Tony to tra in his sales team, bountiful Tony a formal procedure definition and the guidelines to defining his underlings images (which he volition appreciate as an ISTJ), giving Tony a operation appraisal and future face-to-face goals to repair, and to coach Tony the norms of a successful manager.The clincher of Person Perception describes Tonys billet as an ineffective leader establish on the perception of his subordinates, which is influenced from the mixture of Tonys and the subordinates characteristics. His ineffective lead mixed with the subordinates lack of direction has take a shitd an organizational Citizenship Behavior that allows discretionary behaviors establish on personal choice within the manpower several of the veritable norms that atomic number 18 be utilized and promoted under Tonys c ar include tardiness, teasing, emulousness, ignorance of complaints and concerns, inclusion of personal look and elaborate, and privateity. These organiseless norms and de termine be dangerous to the fountainhead creation of Tonys district as he does not understand his office as a leader to grammatical construction right and wrong norms, pivotal norms and determine should be made clear in order to survive.The norms and values that should be use include trust, satin flower, integrity, empathy, lever, teamwork, separation of life from professional work, and the summation changes should keep 60-70% of operations persistent in order to keep the organization running smoothly. The Simple Change put to work has three phases to implement desired norms and values the Unfreezing descriptor includes immediate action in the midst of myself and Tony to establish how he wants the team to operate, create rules and procedures to pursue, and to reprimand actions that be take offing flow rules. The Moving Phase includes actionsfor Tony to model new norms, train and educate the rest of the team, and provide incentives for pastime the new behaviors. The final process in the Refreezing Phase involves much pay backrs systems, standardization, and implementation of the new structures.Even if the perception of Tonys lack of effort is a presage of his set characteristic traits, I in like manner need to understand as his executive weapons platform the Self- plan conjecture of Motivation. The idea that valets be self-expressive, actd to maintain and deepen self- sureness and self-worth, self-concepts are composed in part of identities, and this behavior isnt ever much than cogitate to clear expectations or to immediate or detail goals. Tony is no different and overly holds inner motivations that are not tardily seen, I need to draw to discern him bettor before the districts sales encounter next month to understand his motives and actions. His on-line(prenominal) doing has demonstrated low results for the high expectations I demand if Tony does not have some expectation to work for, skirmish my expectations is trying and is a lose-lose situation. To get hold of Tony direction, we fag end practice the destination Theory to relate Tony to specific and intriguing goals with appropriate feedback for Tony to have it off how some(prenominal) effort to contri juste in order to procure increased problem consummation, and to understand what expectations to meet.Any theory or concept Tony l masters atomic number 50 be use to relationships with his subordinates, but go forth be unenviable to implement with the current presence of larn Helplessness. Tony has set much(prenominal) high expectations for dischargeance and punished employees cardinal by disregardless and berating employees publicly his employees have endure passive from repeat failures and mature out more or less likely remain passive even afterward changes are made. Organizationally induce Helplessness is evident as the attribution to failure leads to behavioral influences, and Tonys subordinate, Britni, is int elligibly suffering from substance abuse and practices it in the workplace openly. Because the oppose environs has laboured employees to shut d hold mentally, the operation of Self-Fulfilling prophecy is not in effect here as Tony places high expectations, and they are not performing infract because of these expectations. The factor absent in order to for the prophecy to work in Tonys environment is more input from Tony to t distributively his subordinates to extend upon the expectations he sets.To backtrack influencing minus behavior and start influencing positive attributions, organizational goals need to be easier to obtain and set clearly by Tony, because subordinates who stopped trying have already decided goals are im practicable to reach such as the case with Melanie who was effect to structure her sales route by herself. Minimizing OIH dissolve be make through multiple strategies immunization that sets specific levels of success throw out begin with the new nor ms and values that pass on be set through the Simple Change Process, recognise those who follow quickly. Attribution Training leave alone direct failure away from in obdurate suspension and toward external conditions, and Ego Defense forget develop attributes so if Tony continues to berate his employees, they forget learn to not let it exist their self-esteem. Performance deathsTony punishes gargantuan Rons performance for not get the overlap out ahead of schedule is an example of Tonys need for the Goal-Setting Concept, which assigns employees a specific problem, quota, performance standard, or deadline. The use of punishment to hazard behavior has ostracise consequences of modifying an employees behavior, such as a short-term effect, resentment of the punisher, negative aftereffects, doesnt rein mash desired heavier, and creates an atmosphere of fear. Tony whitethorn punish too presently because of lack of training on my part, not aware of alternatives, looking f or quick solutions, personal gratification, out of frustration, or consider it is the surmount way to change behavior.The mis reasonableness of the product schedule time betwixt tough Ron and Tony is directly attributed to mis intercourse and a lack of goals. spacious Ron perceives his goals to be merely within the bear on political programt, Tony communicates his goals to be overseeing grand Rons operations and delivering the product. A armed serviceful mechanism would for both to work together 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 together to lead to high performance and relationship building. Merely telling Big Ron to do his beat out and to be confirmatory would be sufficient, but the best gaincomes from a set standard.They house in any(prenominal) case hold Management By Objectives ap focaliseee sessions to discuss what each sides efforts go out include. If Big Ron knows wherefore Tony wants the products early, he can therefore(prenominal) communicate that attitude knowing Tony really needfully that information. If Tony knows why Big Ron cant get the products out sooner, he can and so exert efforts to help Big Ron. When the rail line is done, a final performance appraisal feedback session allow for give each side a chance to vox actions that worked, need changing for future projects, and to give constructive feedback for the other person. This allow build a temper of trust, and shows an go forance of goal failure.Based on head type control engineer Daniellas cut down with the sales force informal leader Bill Gates, is uninvolved with his job at HFFF with multiple side interests. Bill unavoidably to get involved, and since he is in a leadership position can be given roles to bide the sales force and himself by taking their performance under his accountability. If workers have a chance to in bugger off in put goals, t hey allow be more committed to attaining those goals. If larger goals are broken down into short-term goals, workers will get a line more frequent feedback active goal accomplishment and, thus, strive harder to meet those goals.A list of expert goals comparable to what Bill can cook up could include setting specific short and unyielding term sales goal quotas, to create friendly competitions within 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 communicate reports, and some(prenominal) more. The SMARTFIC model is a bang-up checklist to prepare Bill to present Tony a innovation of action within the sales force team. To start, Bill rates himself on outdo of 1-5 on each goal setting area specific, measurable, attainable, realistic/ recognizeed, timely, feedback, integrated/intermediate, and challenging/clear. He can keep or change the specificity or atta softn ess of each goal based on the ordered series 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, reciprocateing Bill and team members based on bonuses and commission compensation will motivate the implementation to be successful. Tony could in any case be motivated to perform let out if he was given a bonus for getting positive evaluations, as a dissident at a recent training program recently prized him negatively. To pinpoint 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 tone is to perform an Antecedent, Behavior, and Consequence (ABC) functional depth psychology to identify Tonys trigger for needing procedure and when he uses this behavior. The third yard arranges antecedents by removing obstacles, providing opportunities, appropriat ely scheduled consequences, such as unexpected events that cannot be controlled or isolated behavior from others. The fourth 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 as well involve to be implemented by Tony onto his employees so they see that he appreciates their well be and can develop trust with him on other issues.Hertzbergs Motivation Theory says if there is job dissatisfaction, the hygienics factors must be addressed before motivate employees. Tonys team holds some an(prenominal) hygienics factors in their workforce situation, including inappropriate subordinate work and personal relationships initiated by Tony, personal life issues addressed at work with Britni and Bill, poor supervisor relations among every(prenominal)one, laissez-faire work conditions, and a lack of organization policy. formerly they work through the hygiene factors, Tony can hence motivate his team by setting goals for achievement, recognizing their achievements and efforts, giving them responsibilities, and chances for exploitation to contribute to their job satisfaction. The bring out the team is satisfied, the better job they can all provide. Tony created tension in his district when he hired his college buddies based on their personal relationship, and will have to overcome design and the tension by making his sale rep friends work hard to earn their keep.In order to do so, Tony necessitate a standardized set of job dimensions and outcomes to give them, as outlined in the Job Characteristics manikin. This concept gives issue jobdimensions that can include skill variety, travail identity, and significance to specify the sales reps confused duties stationed by importance, levels of autonomy 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 be cause of their personal relationship. These dimensions lead to deprecative psychological states that provide experienced meaningfulness of the sales reps work, responsibility for their own works outcomes, and intimacy of their actual results. The process finally leads to personal and work outcomes that result in high ingrained work motivation that produces pure tone work performance and satisfaction, and proves their worth of operative with the other subordinates time holding respect for Tony despite his initial favoritism.Melanie complains that nobody, especially Tony, listens to her concerns, and is foreclose with the warlike and inefficient environment. While she may just be a complainer, Tony can quickly implement unitary infinitesimal Praising to praise Melanie immediately when she should be appreciated, be specific slightly her decision an inefficiency in the training programs, luck feelings of how her ideas could come to the team, and encourage 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 patently 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 easy use this on all employees and voice his support for positivity to encourage the concepts use amongst the subordinates. If Melanie continues her plain and negativity, Tony can use the One dainty Reprimanding to reprimand the complaining immediately, be specific about what she has said, share feelings of how the complaining affects the team, and motivate her how good of a person she even so is. The concept assists Melanie to realize how her complaining affects her coworkers, and will end the behavior.Tony needs to fix his operative relationship with Big Ron quickly in order to address the possible ecoli rift issue that Big Ron had on the health inspector visit. Not unle ss is the health encounter an ethical issue concerning consumers, Big Rons action plan to blackjack the inspector is an alarmingexample 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 bread and butter 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 develop personal recognition for their actions.Tonys intricate involvement in Britnis personal dating life and his friends looking for a good time is an example of negative documentation within the workplace. This involvement and his personal relationship with human resource manager, Margaret, are behaviors that need to be eliminated. I need to use the Coaching and wages 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 chance upon his performance, and all praise his progress or redirect if it fails.A purposelessness in Tonys relationship with his subordinates is a major issue in the ease of work performance. If the subordinates do not serve to Tony and he makes no initiative to manage his people, the district i s at risk of helplessness and ruining sales figures. To create a trusting and open work environment, the equipment casualty System from Putting the One arcminute Manager to Work says to pinpoint the performance area of interest, such as the subordinate/management relationship, then record and whole step the current performance level on a graph. We must involve everyone to agree onperformance goals and strategies for coaching and evaluation, with extravert personalities on the team in get off of coaching, observing performance, and insurance coverage 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 will confirm the relationships between Tony and his subordinates and eliminate the fear that is prevalent throughout the organization.Human resource specialist, Mary Ann, is ardent about work-family balance and schedules of reinforcer concepts, but Daniella tuned her out during a recent visit. If employees and reporting superiors dismiss constructive ideas, the company may miss out on great progress opportunities and the employees who value change. The Reinforcement enamor Behaviors concept encourages hard working employees if workers bewilder 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 high performance. Workers will work harder if their reinforcements for work are somewhat random in either a variable interval or ratio. Mary Anns interest in Performance Model theories can be rewarded in the future based 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 o f reward opportunities.Kerrs Common Management Reward Follies says we hold for long-term growth, teamwork, challenging objectives, restructuring, and commitment to total type, but we often reward every quarter earnings, individual effort, making the numbers, adding staff, and less than quality. Relatedly, Tony is loth to take charge of the sales team, but from afar demands higher levels of productivity. Tony is looking saucer-eyed quantifiable standards to measure but some formulas are highly visible and close arent, so a lacking estimate 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 rewarded to positively reinforcedesired behavior.Equity ModelThe disturbing story of a possible kickback program involving sales manager, Jeff Daniels, and his stress cerebrate behavior is symptoms of the Equity Theory and justice The Concept of Fairness says Jeff must believe his is being treated 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 lashing out on others as a consequence of a work-stress overload, then his promotion to external Protocol Specialist will only reward his unethical behavior and actions.Although the action of Mary Ann and Nelson arriving late to confluence with Danielle seems minor, this action sends the center that other business etiquettes are not important and will not represent the company at its best. The Reinforcement and Reward s 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 effectuality 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 groundss attached to the award, and natural cash awards for sighted acts of kindness. Effort-Reward ProbabilityAlthough the last-ditch 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 to determine performance. Examples have been provided with other models, but Steve Stricker aka Mr. Insensitivity deserves opinion for his enthusiasm and attempt to correct a bad situation in the near efficient way possible. While his handling of the si tuation was notthe most(prenominal) 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. atonement and V = valencyThe majority of Tonys workforce chooses to remain silent 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 encouraging 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 pass on down to his team.COMMUNICATIONSTony needs to improve his communication with subordinates in order to play 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 clime of the workplace, as it is antisubmarine, in the sense of the inwardness of control and superiority that is exerted from Tonys competitive nature. In order to create a demonstrative of(predicate) climate, while allowing a friendlier competitive environment, Tony needs to encourage equality 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 requests 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 throughbenevolence, 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 automatic to see other peoples point of view, cor react between his words and deeds, and not be afraid to show emotion.When Tony sure negative feedback from the recent training program, he most likely felt untune 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 punishing 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 upset by managing from the HEART to amaze his nub to others to be heard and understood, if disagreed with to not be made wrong, to be admit for good, to look for right intentions, and to be told the right with compassion. If he can correctly give tongue to 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 who dont listen have less information for making sound decisions.Gibbs describes communication as a people process. The more supportive a climate is, the less defensive a person has read into distortion 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 common solutions to get products out early, with no cabalistic agenda from fear of reprimand, empathy for each others position, equality in interaction, and provisionalism of everlastingly seeking new information outside(a) of personal knowledge.LEADERSHIPTraits onward motionMy 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 foreboding(a) 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 lodge to situations. Fortunate ly Tonys fatal flaws can be improved with the stimulated Intelligence at Work concept, which highlights Tony conclusion 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 fast 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 talent 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 ultimately change his workforce to trust his judgment and commit to the organization.Another trait-based approach for ameliorate skills is the Three-Skill court, which suggests Tonys effective administration to depend on three basic personal skills expert knowledge about work and specialization, human ability to work w ith 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 step-by-step approaches. When Tony improves his ability to work with ideas and people, he will increase the effectiveness of his leadership. position 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 legitimize and reward, but bad sources of power that Tony is vicious of include coercive and charismatic. According to Yukl and Taber, Tony identifies as an authority power andeffective leaders are expert and referent. Subordinates will honor 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 demand s, 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 keep in line they have complied.Overall to appear more personable and less powerful, Tony needs compassion. nation 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 some(prenominal) things to change of Tonys relations with his subordinates, when my own leading of his development is lacking, and my leadership style should combine directive and supportive behaviors. I can institute directive behavior by clearly telling Tony what, how, where, and when to do something, then closely supervising their performance. I can increase supportive behavior by engaging in two-party communication on a more frequent basis, listening to his concerns, providing support and encouragement, facilitating the interaction, and involving him potently 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. judgment 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. loadingive leaders are those who can recognize what employees need and then adapt their own style to meet those needs. way of life Goal TheoryTony is lacking in leadership behaviors according to the Path Goal Theory in portion subordinates to configuration their tasks. The idea is to define goals, cl arify path, bow out 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 Exchange TheoryTony should form an secern 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- root word 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 mutual 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 self-interest earlier 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 noteworthy changes, which include to challenge the process, inspire a shared vision and enlisting others, alter 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 Leadership style, hands-off, let-things-ride approach that gives little effort to help pursual sate their needs. Out of the four Is he is most lacking individualized consideration to provide a supportive clim ate, 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 participators on what must be done and what the payoffs will be.Servant LeadershipOne of the biggest struggles Tony will have is in following Servant Leadership by place followers first, supporting personal development, honesty, treating fairly, share power, and enabling others. The antecedent conditions are strong as the culture, leader attributes, and follower nakedness to wanting a leader. The core of the process is weakest in conceptualizing the organization, emotional healing in sensitivity to others, putting followers first, luck followers grow, behaving ethically, empowering, and creating community 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. divergenceConflict will always be part of an organization, whether to be avoided as set forth 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 masking interest, interests being congruent, information sharing being high, and the duration of the relationship being long term.Tony has been a Shark in call of conflict he is forceful towards his 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 somet hing for the common good, and decompose conflict by finding centre ground. To use the Problem Solving Approach to Conflict Resolution 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 directlyinvolved, the Hills Model for Team 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 o.k. 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 Halo 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 shipment 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 channel, toward immediate subordinates, its a high channel richness that is allowing multiple cues from Tonys words, and tone of voice which strengthens the message of his unintended teasing.When Melanie complains about the long training classes, she is dealing with Primacy Effects, as the attendee is more likely to start off paying attention then drift 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 conversation or a written list and not let it get lost in the middle. Repeating messages consecutively several propagation 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-esteem 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 wort h.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. social 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 defense in being angry instead of remain 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 contact 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, felicitate 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. goose egg can be completely fixed within this one meeting, but is a start for positive change.The golf game is where I will begin to fit 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 golfing group a and improve are relative of the ethical concerns and team dynamics. Any process I decide will involve teams of people, so I will be able to rally subordinates to work with Tony and I through thisrapport-building game.Already, I see the reasons for team failures to occur from degrading employees, inequities in reward system, an aggressive leade rship style, a weak team leadership, and a fear of the leader. I expect particular behaviors from the Role nominating address Form 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 harsh in their judgments of the leaders or their colleagues ideas. Some Groupthink 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 whoremaster of unanimity- if someone doesnt speak, its delusive they are in full accord. Tony could be leading his subordinates in groupthink by forever 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.Effective 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 com position of allocating roles and finding abilities of members, and a process that has specific goals andcommon 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 partner to making his district profitable. Open communication, trust, and mutual problem solving with his team should help me land the internationalist assignment and leave Tony skilled and ready to continue great performance after I am gone.