Economics

Challenges of Groups and Teams Paper Berle Henry LDR/531 April 5, 2010 Angie Sokol My Leadership Style According to the analysis and interpretation of “What’s My Leadership Style” survey, my leadership style focuses on people-orientation instead of task orientation. People-orientation means that I focus more on group interactions and the needs of individual members. My Role in the New Restructured Organization I was asked by my management team to define my role in this new organization. Therefore, I decided that based on my background and experience, I will manage the Health Department of my organization. I have approximately 20 years experience as a registered nurse. Most of those years have been in the critical care units and trauma emergency rooms in various hospitals within New York and Washington DC metropolitan areas. In this role I will be responsible for case managing all employees that have any acute or chronic illness. I will case manage these employees files to make sure that we are able give them the best care under the insurance policies that the organization offers. In addition, if necessary, I would seek and emphasize to chronically ill (asthma, dialysis, and mental health issues) employees the need to take advantage of the short-term disability programs that the organization has in place. In my research, I realized that most employees do not understand that short-term disability actually pays them when they get sick. In addition, the payment starts sometimes within three days of the disability. I will also seek out employees that have issues with tardiness and/or absenteeism. I realized that employee’s families illnesses can impact their ability to be at work on time and as scheduled. For this reason, I have asked senior management to advertise our organization’s participation in the Family Leave Medical Act (FMLA). This act is mandatory by law. However, many employees are not aware of it and do not know that it exists within our organization. But, since our organization has been restructured, employees will become aware of all services offered. Management was afraid that employees would abuse this new law. I will monitor new hires toxicology tests (all new hires must subject themselves to urine and background checks) and current employees that have known substance abuse problems. For example, employees that have addiction to alcohol, prescription pain killers and recreational drugs. In doing so, I will work closely with outside addiction centers to make referral for our employees. All records will be house in the health suite under strict confidentiality rules and regulation. My staff will include a receptionist, a filing clerk, a physician. I will perform all phlebotomy work as well as maintain the office and make necessary referrals for employees if needed. I will report directly to the physician who reports directly to senior management. This role, I believe, suits my leadership style because it not only allows me to work with people, but it also allows me to focus on group interactions (alcoholics, chronic asthma) and their individual needs. Strengths and Weaknesses of My Leadership Style My leadership style is more in lined with the Path-Goal Theory of Leadership. “The essence of Path-Goal theory is that it’s the leader’s job to provide followers with the information, support, or other resources necessary for them to achieve their goals” (Robbins & Judge, 2006). Another theory that is similar to my leadership style is the Leader-Member Exchange Theory. “The leader-member exchange theory argues that because of time pressures, leaders establish a special relationship with a small group of their followers. These individuals make up the in-group--they are trusted, get a disproportionate amount of the leader’s attention, and are more likely to receive special privileges” (Robbins & Judge, 2006). While these two theories are closely aligned, in my opinion, they differ because the former does not give particular attention to a few within the group, thereby forming an in-group, but instead gives attention to all subordinates. The strengths and weaknesses of these groups are as follows: The strength of path-goal theory is that subordinates will have the support and mentoring of their leader. “The greatest weakness is reliance on expectancy theory as the primary basis for explaining leader influence” (Yukl 2006). Expectancy theory states a “person decides how much effort to devote to the job at a given point in time” (Yukl 2006). I seem to have strong charismatic tendencies based on a score of 104. This simple means that I have heroic or extra ordinary talents. Therefore, it would be acceptable to my subordinates for me to apply the path-goal theory since the theory is so named because the leaders is supposed to clarify the paths to help subordinates to reach their goals. This does not mean that my subordinates will be spoon fed or me micromanaging them. But rather, as their manager, I will be their serving as their mentor encouraging, supporting and empowering them to reach their goals. Since I do not have a high trust for others, it is not surprising that I am aligned with this theory. Hence, this could also be view as my low trust for others as the reason why this theory is so closely aligned with my leadership style. On the other hand, I am seen as trust worthy by my subordinates. This trust was built up overtime. As I continue to encourage them to engage themselves with their work and provide them with the security, I was able to put my team at ease, hence reducing their anxiety, I was able to gain their trust going forward. I will need to improve on deficiencies as I proceed to discipline subordinates. This certainly is a weakness. Because of the strong relationship that I have with subordinates and the bond that has been established, sometime it is difficult to see myself as manager and not friend, hence the need to improve. In addition, I find myself disciplining with out warning on a few occasions. However, I am still considered to be in the top quartile for team building skills. This is because I continue to look for ways to motivate my team. I stay ahead of the competition by following trends in our specific area of expertise, making sure persons coming to the health suite are walking the path less traveled to ensure their identity is kept from the rest of the organization. My team has received many rewards for their hard work. I am not power oriented and my preferred type of power is referent. I not only know what to do in different social situations at work, but exactly how to do it in a sincere, engaging manner that disguises ulterior self serving motives. As I moved forward with the organization it is my hope that I have made a strong argument in support of my perfect position. This position is ideal for me and one that I know I can excel in. In addition, my leadership style is best suited for this position. Employees coming to the healt suite can be view as sick in body or mind depending on their co-workers’ perception. Therefore, the area I chose for the health suite is off the beaten path and is strictly by appointment. Employees commented on our in house but remote location that makes them feels that they are not sharing the personal business with the entire organization. I have designed my perfect position and is now waiting for my start date in our new organization. References Judge, T.A. & Robbins, S.P., (2007). Organizational Behavior. Retrieved from University of Phoenix eBook Collection database Yukl, Gary, (2006). Leadership in Organization. Retrieved from University of Pheonix eBook Collection database