Servant Leadership at Aon Hewitt The largest challenge to Servant Leadership is the perception managers would not be able to effective manage teams. Servant Leadership “is a very collaborative style because the leader puts the needs of the followers first and helps in their developmental paths” (Northouse 2013). Servant leadership calls for collaboration, autonomy and respect. Not every manager is geared to be as flexible. Often times giving members this type of litheness involves risk and cultural shifts. When this is couple with the idea that most organizations base leadership approaches on solid research and proven outcomes and potential complaints from managers of their inability to manage their team due a new approach, organizations are
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AH is in the people industry, meaning they create requirements from people, people develop processes, people administer the process, people utilize the process and when people experience issues, people contact AH to have the problems resolved. One thing this is sure to do is create “noise”. Noise is internal jargon for complaints. When noise reach a certain level management is sure to intervene by attempting to cookie cut the process for each team. This leaves team managers in a position to support corporate practices miss the mark for organizational members and client …show more content…
They work to give back to the community and support the needs of those who invest in their good efforts. There is a value convergence within the organization because all Aon Hewitt employees work to serve the needs of the community and extend those efforts into philanthropy and that would not happen if the employees did not share the same organizational values.
On the other side of the coin, due to huge financial losses the strategy AH is employing may not be desirable but necessary. No organizational leader want to realign resources, reduce staff or restrict performance of business, however AH must contain the bleeding. In addition to force reduction, AH should reconsider cutting services and find functions that could be off-shored. Currently AH employee approximately 2,600 workers in India. AH can make better use of their off-shore resources by realigning their function. AH should also utilize OmniPoint for new client/technology implementation, exclusively. Part of the reason AH have to onboard new teams for each new employee implementation is because implementation teams struggle to implement technology and client requirements, with the recent addition of the leading implementation company, AH has the opportunity to leverage their experience and skills to benefit them. In closing, if AH does not address current weaknesses
AH is in the people industry, meaning they create requirements from people, people develop processes, people administer the process, people utilize the process and when people experience issues, people contact AH to have the problems resolved. One thing this is sure to do is create “noise”. Noise is internal jargon for complaints. When noise reach a certain level management is sure to intervene by attempting to cookie cut the process for each team. This leaves team managers in a position to support corporate practices miss the mark for organizational members and client …show more content…
They work to give back to the community and support the needs of those who invest in their good efforts. There is a value convergence within the organization because all Aon Hewitt employees work to serve the needs of the community and extend those efforts into philanthropy and that would not happen if the employees did not share the same organizational values.
On the other side of the coin, due to huge financial losses the strategy AH is employing may not be desirable but necessary. No organizational leader want to realign resources, reduce staff or restrict performance of business, however AH must contain the bleeding. In addition to force reduction, AH should reconsider cutting services and find functions that could be off-shored. Currently AH employee approximately 2,600 workers in India. AH can make better use of their off-shore resources by realigning their function. AH should also utilize OmniPoint for new client/technology implementation, exclusively. Part of the reason AH have to onboard new teams for each new employee implementation is because implementation teams struggle to implement technology and client requirements, with the recent addition of the leading implementation company, AH has the opportunity to leverage their experience and skills to benefit them. In closing, if AH does not address current weaknesses