Strident Team Building
Successful corporations and organizations are essentially comprised of groups of individuals working together to obtain the corporate objectives. Effective strategic leaders equipped with multiple tools, acknowledge the importance of an operational organizational culture, guided by leadership yet employed by the members of the group to excel in performance (Glynn et al. 2013). Exceptional leaders direct groups of employees to develop improved communication among individuals in order to create an effective environment with collaborations and communiqués conducive to obtaining the set objectives. The use of analytical models expose existing and unseen factors inhibiting the group’s success, identifying areas in order …show more content…
2012). As Bernie Jacobs retired, his son, Alex Jacobs, elevated to the company leader with an existing, experienced management team in place creating immediate and long term challenges. In general, people either accept or resist change whether it is personally or professionally. According to Kurt Lewin, within any working group in order for change to occur there are two influences, driving forces and restraining forces, with change occurring only if the driving forces exceed the restraining influences. Engaging the Force Field Analysis, Strident Property Services problems unmasked poor communication, dictatorial leadership, and lack of employee value. For example, Alex begins his leadership by demeaning employees in regards to socialization, dress code, and work ethics rather than engaging the coworkers for ideas to improve teamwork and professionalism. As the company’s leader, Alex demands results or threatens demotion or job loss creating a fear atmosphere among coworkers resulting in less performance. Poor communication between Rebecca and Alex in regards to salary, specifically the imbalance of Joe’s and Rebecca’s, equals the perceived loss of value in Rebecca as an employee; therefore, creating poor work habits and attendance. The JoHari model allows for known facts, self-discovery, sharing of information among employees whether seen by self or how persons or actions are viewed by coworkers. If the company used the JoHari model, multiple issues would be discovered in each employee. First, Alex would learn that his leadership quality is offensive and demeaning as he shows his arrogance, disgust and disappointment in the employees. In addition, employees such as Rebecca and Sue would realize that Alex depends on Rebecca, valuing her as an
Successful corporations and organizations are essentially comprised of groups of individuals working together to obtain the corporate objectives. Effective strategic leaders equipped with multiple tools, acknowledge the importance of an operational organizational culture, guided by leadership yet employed by the members of the group to excel in performance (Glynn et al. 2013). Exceptional leaders direct groups of employees to develop improved communication among individuals in order to create an effective environment with collaborations and communiqués conducive to obtaining the set objectives. The use of analytical models expose existing and unseen factors inhibiting the group’s success, identifying areas in order …show more content…
2012). As Bernie Jacobs retired, his son, Alex Jacobs, elevated to the company leader with an existing, experienced management team in place creating immediate and long term challenges. In general, people either accept or resist change whether it is personally or professionally. According to Kurt Lewin, within any working group in order for change to occur there are two influences, driving forces and restraining forces, with change occurring only if the driving forces exceed the restraining influences. Engaging the Force Field Analysis, Strident Property Services problems unmasked poor communication, dictatorial leadership, and lack of employee value. For example, Alex begins his leadership by demeaning employees in regards to socialization, dress code, and work ethics rather than engaging the coworkers for ideas to improve teamwork and professionalism. As the company’s leader, Alex demands results or threatens demotion or job loss creating a fear atmosphere among coworkers resulting in less performance. Poor communication between Rebecca and Alex in regards to salary, specifically the imbalance of Joe’s and Rebecca’s, equals the perceived loss of value in Rebecca as an employee; therefore, creating poor work habits and attendance. The JoHari model allows for known facts, self-discovery, sharing of information among employees whether seen by self or how persons or actions are viewed by coworkers. If the company used the JoHari model, multiple issues would be discovered in each employee. First, Alex would learn that his leadership quality is offensive and demeaning as he shows his arrogance, disgust and disappointment in the employees. In addition, employees such as Rebecca and Sue would realize that Alex depends on Rebecca, valuing her as an