Discussion Prompt 2
Harry needs to change the management philosophy and structure of his company. In modern times, the relationship between employees and managers is broader than the economic and legal aspects of the employment terms. As Hill (2008) highlighted companies such as Ford have enhanced productivity by adopting human resource management principles that favored employee engagement and union management. Further, organizational structure dictates the reporting structure of an organization which influences employee behavior ( Clawson & Pitts, 2008). Consequently, Harry’s textile company will benefit by adopting a management philosophy that prioritizes employee needs and a structure that enhances employee engagement. As a suggestion, Harry should adopt covenantal management which emphasizes leaders to portray justice in their compensation and rewarding merit, humility, mutual accountability, and honoring of employees' rights (Hill, 2008). Through covenantal management, Harry will promote fair compensation of all employees which will motivate them to perform better.
Failure to make changes in the company will result in dissatisfied employees. As Hughes et al. (2019) observed, dissatisfied employees, are highly likely to leave an organization, engage in counterproductive behaviors, and have adverse relationships with their leaders. Thus, failure to make changes will result in high rates of staff turnover, low productivity due to counterproductive behaviors, and strained relationships between the company’s employees and management team.
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Personally, one feels motivated and appreciated when working in a workplace where managers appreciate your input. As an employee, a competitive salary is not the only factor that motivates one to enhance their performance. A workplace where one’s job tasks are well defined and the company structure supports easy interactions with leaders to raise suggestions and air complaints make an employee feel appreciated and satisfied.
The lesson learned in the current topic is useful for a leader seeking to reduce the high rate of staff turnover in their organization. As observed above, the management philosophy and structure of an organization are influential in determining employee’s level of satisfaction which is crucial in retaining staff. As a result, leaders could adjust their management structures and philosophies to enhance staff satisfaction and improve employee retention.
Discussion Prompt 2
The three plant managers at the company display different traits and leadership capabilities. For that reason, the situational leadership model is the most appropriate leadership style as it will enable the CEO to adapt to different manager ’ s needs (Do the right thing part 6, n.d.). The situational leadership model comprises of four levels that indicate the level of readiness or maturity of an employee to handle their roles. Betty’s leadership maturity is level 2 as she possesses a high willingness to achieve her task but has low leadership capability due to lack of formal training. Thus, the appropriate leadership behavior should include high levels of task behaviors and relationship behaviors such as explaining why considering employee input is vital (Hughes et al., 2019). Task behaviors refers to the extent a leader defines the roles and responsibilities of an employee while relationship behaviors is the extent to which a leader engages with employees (Hughes et al., 2019). For that reason, the most appropriate leadership style for Betty is coaching where the CEO defines her leadership roles and tasks (Schweikle, 2014). On the other hand, Chuck’s leadership maturity is level 3 because he has low willingness due to equipment breakdown and high ability given his vast experience. Therefore, the appropriate leadership behavior should include high levels of task and low levels of relationship behaviors (Hughes et al., 2019). As such, the most suitable leadership style is offering support for motivation (Schweikle, 2014). The leadership maturity level of Jay is level 4 because he has high ability and high willingness due to his previous experience. As a result, the appropriate leadership behavior should include low levels of task behaviors and low levels of relationship behaviors (Hughes et al., 2019). Thus, the CEO should delegate decision-making to Jay but also evaluate the performance of the plant frequently to offer support where necessary. Thus, situational leadership can aid the CEO to enhance the overall performance of all company plants.
References
Clawson, J. G., & Pitts, T. (2006). Organizational structure. Retrieved from https://www.researchgate.net/publication/228144159_Organizational_Structure
Do the right thing part 6 (n.d.). Retrieved from https://nv.instructuremedia.com/fetch/QkFoYkIxc0hhUVIwL21FQ01Hd3JCeHVGcEY4P
Ghazzawi, K., Shoughari, R. E., & Osta, B. E. (2017). Situational leadership and its effectiveness in rising employee productivity: A study on North Lebanon organization. Human Resource Management Research , 7 (3), 102-110. DOI: 10.5923/j.hrmr.20170703.02.
Hill, A. (2008). Just business Christian ethics for the marketplace (3rd ed.). InterVarsity Press.
Hughes, R. L., Ginnett, R. C., & Curphy, G. J. (2019 ). Leadership: enhancing the lessons of experience (9th ed.). McGraw Hill Education.
Schweikle, N. (2014). Situational leadership: How to effectively lead and motivate employees through each development stage [Thesis]. Centria University of Applied Sciences Retrieved from https://core.ac.uk/download/pdf/38112472.pdf
