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This assignment will not only help you improve your leadership and communication skills, but it will also prepare you for other critical thinking assignments you will receive in other courses you take at CSU-Global. You will also get the opportunity to practice the practical skills discussed in this week’s lecture.
Research the topic of leadership and communication. Next, review and analyze the below scenario. Finally, write a paper that addresses these two questions:
What communication strategies are associated with effective leadership?
What does Williams need to do differently to communicate effectively as a leader?
Ben Williams is the CEO of a public relations firm. He has four direct reports who are in charge of different components of his firm including operations, human resources, finance, and administrative support. On a semiannual basis, the firm surveys the employees to assess their level of satisfaction with the leadership.
Williams has noticed a trend in survey results over the last year. Comments and scores indicate the staff is unhappy with the level of communication from the top down. Williams does not understand why this is an issue.
Currently, Williams communicates with staff when there is a problem or if he believes they need to make a change. He does this by telling them exactly what they need to do, but not why they need to do it. Staff often find out about new projects when others have already begun working on them. Williams does not like electronic communications, nor does he believe that meetings are useful. However, as he reviews this trend, he realizes he must change the way he communicates.
Requirements:
Write a 3-4 page paper analyzing this scenario
Include two additional pages for the title and reference page
Include all elements listed below in your paper
Incorporate information you learned in Module 2, Leadership and Communication
Include a minimum of 2 additional references from the CSU-Global Library or the open web
Research the topic of leadership and communication. Next, review and analyze the below scenario. Finally, write a paper that addresses these two questions:
What communication strategies are associated with effective leadership?
What does Williams need to do differently to communicate effectively as a leader?
Ben Williams is the CEO of a public relations firm. He has four direct reports who are in charge of different components of his firm including operations, human resources, finance, and administrative support. On a semiannual basis, the firm surveys the employees to assess their level of satisfaction with the leadership.
Williams has noticed a trend in survey results over the last year. Comments and scores indicate the staff is unhappy with the level of communication from the top down. Williams does not understand why this is an issue.
Currently, Williams communicates with staff when there is a problem or if he believes they need to make a change. He does this by telling them exactly what they need to do, but not why they need to do it. Staff often find out about new projects when others have already begun working on them. Williams does not like electronic communications, nor does he believe that meetings are useful. However, as he reviews this trend, he realizes he must change the way he communicates.
Requirements:
Write a 3-4 page paper analyzing this scenario
Include two additional pages for the title and reference page
Include all elements listed below in your paper
Incorporate information you learned in Module 2, Leadership and Communication
Include a minimum of 2 additional references from the CSU-Global Library or the open web
Leadership Model
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Place Your OrderThe leadership models can be defined as the guide which further suggests particular behavior of the leadership in order to utilize a specific situation or environment. Furthermore, they make use of graphical representation to demonstrate the required behavior of the leadership. One of the leadership models is Blake and Mouton's leadership grid (Blake et al., 1985).
This model interacts with the performance outcomes of the employees with regard to their teams. The leadership grid demonstrates two dimensions of the behavior of the leader i.e. the concern for people which can be seen on the x-axis in the above-given diagram and the concern for production which can be seen on the y-axis in the diagram. They are ambulant from low to high which further creates distinct positions in which the style of the leader may fall. The discrete styles of the model are:
? Impoverished management-
Under this style, the leaders have the low concern for the satisfaction of employee and the deadlines, and this results in disorganization and disharmony in the organization. The leaders are defined as ineffective.
? Task management-
Under this style, the leaders are less concerned about people and are more concerned about production. The leaders believe that proper work systems of the organization can only result inefficiency.
? Middle of the road-
Under this style, the leader tries to manage the balance between the company’s goal and the employee’s needs. Therefore, the needs of the production and the employees are not met completely.
? Country club-
Under this task, the leader is more concerned about the needs of the people by creating a positive environment. The leader believes that this will help the employees to remain motivated and they will work efficiently. Therefore, the leader is less concerned about the task.
? Team management-
This style is defined as the most effective and efficient one. As the leader believes that the various elements like trust, commitment, etc. will help in developing an atmosphere that will result in a high level of satisfaction and production.
? Impoverished management-
Under this style, the leaders have the low concern for the satisfaction of employee and the deadlines, and this results in disorganization and disharmony in the organization. The leaders are defined as ineffective.
? Task management-
Under this style, the leaders are less concerned about people and are more concerned about production. The leaders believe that proper work systems of the organization can only result inefficiency.
? Middle of the road-
Under this style, the leader tries to manage the balance between the company’s goal and the employee’s needs. Therefore, the needs of the production and the employees are not met completely.
? Country club-
Under this task, the leader is more concerned about the needs of the people by creating a positive environment. The leader believes that this will help the employees to remain motivated and they will work efficiently. Therefore, the leader is less concerned about the task.
? Team management-
This style is defined as the most effective and efficient one. As the leader believes that the various elements like trust, commitment, etc. will help in developing an atmosphere that will result in a high level of satisfaction and production.
Contemporary Leadership Theory
There are various leadership theories, and one of them is the servant leadership of contemporary leadership theory (Peus et al., 2013). This can be easily understood by its name only which means serving others. Servant leaders put the interests and desires of the followers ahead of their personal desires and self-interests (Dinh et al., 2014). They basically value the creation of their followers, build the various communities, act veritably and further share the power. The servant leaders have the various qualities like they are active listeners, they have the capability to empathize, have the capability to heal their followers and themselves, they are aware of the issues which impact the organization and the members, can influence others, have the capability to foresee the various consequences, have the quality to conceptualize the goals and the vision in order to form strategies, they are committed to liberation and growth. They are also committed in order to build a sense of mutual commitment and the community (Parris et al., 2013).
Let us take a real-life-based example in order to understand this theory in a better way. I worked in an organization for a period of two months in order to gain some experience during my holidays. The leaders of the company were using the behavioral and charismatic leadership theory, and the company was not getting consistent results because the company was facing an issue regarding the efficiency of the employees. The efficiency and effectiveness were not consistent of the employees because they were not satisfied with the working environment. In order to solve this problem, the company decided to use another theory of leadership to make the efficiency of employees consistent. The company started using servant leadership, and the result was tremendous as the servant leaders were interacting with the employees more in order to become friendly and created a comfortable environment for them to work effectively. The servant leaders showed empathy towards the employees to understand their emotions. The leaders also influenced the employee to work more productively. The leaders were paying more attention towards the personal and work-related issues of the employees. The theory increased the interaction level between the leader and the employees. The strengths of the employees were maximized, and they were able to work more efficiently and effectively in teams and individuals as well. Therefore, the company was able to increase the level of productivity with the help of servant leadership theory and the relationships between the employee and the leaders were improved.
REFERENCES
Blake, R. R., & Mouton, J. S. (1985). The managerial grid III: The key to leadership excellence.
Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62.
Parris, D. L., & Peachey, J. W. (2013). A systematic literature review of servant leadership theory in organizational contexts. Journal of business ethics, 113(3), 377-393.
Peus, C., Braun, S., & Frey, D. (2013). Situation-based measurement of the full range of leadership model—Development and validation of a situational judgment test. The Leadership Quarterly, 24(5), 777-795.
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