The nature of leadership and administration procedures involves hierarchical frameworks that organize leaders, according to seniority. The persons serving as assistants or followers have significant roles in shaping the leadership skills of their supervisors. Although followers are supposed to be corporative to their seniors, it is their ethical obligation to review decisions before committing their support. The actions of both the supervisors and the followers are significant in influencing the performance of a workforce.
The Ethical Nature of the Relationship between the Immediate Supervisor and Myself
The relationship between my immediate supervisor and myself is guided by the ethical obligation of facilitating the performance of my supervisor in his official duties. The nature of the relationship is that it is based on the corporation in the articulation of various duties assigned to our office (Lord et al., 2019). According to the nature of the relationship, my main role is to facilitate the productivity of my supervisor by ensuring efficiency in the various processes of executing his roles. Although the relationship demands a great deal of loyalty and corporation, I consider the evaluation of ethical facets involved in the processes of making leadership decisions.
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My Roles as a Follower That Contribute To Improving the Strengths of My Supervisor
One of the most important roles that I play as a follower is coordination. It is my role as a follower to organize and coordinate the various projects that are performed by my supervisor. The coordination role entails the setting up of the meeting, harmonization of the various projects that the supervisor is undertaking. It is my role as a follower to update my supervisor on the progress of different projects (Lord et al., 2019). This role improves the performance of my supervisor by informing him on the emerging challenges in the various official projects. The act of anticipating and highlighting possible obstacles in a project helps in developing the preparedness of my supervisor in addressing unexpected situations.
It is also my role as a follower to officer advisory and counsel to my immediate supervisor on various issues that require critical decision making. This statement implies that part of the role if to research the sensitive issues and the possible solutions to the specific issues. For instance, it is my role as a follower to examine the legal complexities involved in projects and offer sound and pragmatic counsel to the supervisor. This role improves the efficiency of the supervisor in making decisions that do not compromise the legal procedures involved in different projects (Pietraszewski, 2019). Besides, it is my duty as a follower to offer advice to my supervisor on the ethical issues involved in various decisions. The role helps my supervisor to maintain an ethical connotation among critics.
The Impact of My Supervisor's Actions on My Team
One of the impacts of my supervisor's actions is criticism. The role that my supervisor plays involves the making of certain decisions that easily attract the attention of critics. On the course of his performance, my boss, at times, finds himself in situations that present him with a real-time dilemma. The decision taken by my supervisor on such occasions draws a lot of mixed reactions from various groups of people (Pietraszewski, 2019). The reaction of the critics could, at times, pile pressure on our team. Negative criticism of my supervisor's decisions places my team in a complicated situation as it tries to solve the cause of such criticisms.
Besides, the actions of my supervisor compromise the ethical relationship between my team and other teams working under different supervisors in the police force. A time my supervisor takes decisions that compromise the operations of other teams in the police force. Such scenarios place my team in a critical situation and an ethical dilemma (Lord et al., 2019). Although my team remains loyal to the supervisor in all the courses, various actions of the supervisor present members of my team with tempting dilemmas.
Recommendations for Improving My Fellowship
My followership could be imporoved by accessing reliable descriptions of the roles that are expected of my team and me. The followership would be improved by understanding the various duties that I am expected to perform as a follower (Lord et al., 2019). Besides, the understanding of my responsibilities would also involve the understanding the legal aspects involved in my role as a follower.
Another recommendation that would aid in improving my followership is the creation of a reliable team that will aid in executing the various responsibilities of a follower. I would recommend the development of an informed and dynamic team that will aid in executing the specified roles. The followership will be improved by exposing my team members to various legal and ethical procedures involved in followership roles (Uhl-Bien & Carsten, 2018). Followership can be improved by feedback from the supervisor regarding the quality of performance of the followership. It is highly recommended for leaders to offer genuine responses regarding the performance of the followership occasionally. Genuine feedback from the supervisor will help to identify and address shortcomings in the performance of followership.
Conclusively, the follower has several leadership roles that facilitate the effective performance of supervisors or leaders. Ethical and legal obligations define the nature of the relationship between my supervisor and myself. My role of advising my supervisor as a follower in relevant in ensuring that my supervisor takes ethically and logically sound decisions. Some of the decisions made by my supervisor present the members of my team with serious ethical dilemmas. I would recommend the development of a reliable followership team as a strategy of improving followership in management.
References
Lord, R. G., Epitropaki, O., Foti, R. J., & Hansbrough, T. K. (2019). Implicit leadership and followership: theories and dynamic processing of leader information. Annual review of organizational psychology and organizational behavior.
Pietraszewski, D. (2019). The evolution of leadership: Leadership and followership as a solution to the problem of creating and executing successful coordination and cooperation enterprises. The Leadership Quarterly.
Uhl-Bien, M., & Carsten, M. (2018). Reversing the lens in leadership: positioning followership in the leadership construct. Leadership Now: Reflections on the Legacy of Boas Shamir (Monographs in Leadership and Management), 9, 195-222.
