Accounting Help - Finance

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Johnathon Blake Davis

Milestone Two: Adaptive Leadership Toolkit

MBA 580

Professor Quinn

November 26, 2021

Business Problems

One of the major problems the organization is facing is ineffective job performance reviews. Based on the employee satisfaction survey, it is evident that the organization does not regularly carry out performance reviews. Job performance reviews are essential in providing useful information to employees on how they can improve their performance. The organization also lacks experts who can develop key Performance Indicators (KPIs) necessary to provide the organization with insights into how it is performing. Instead, the organization relies on simple financial indicators that just jam corporate reporting channels. The other problem that the organization is currently facing is lack of a two-way communication. When employees understand what the manager knows, and vice versa, it creates an attitude of company ownership, resulting in excellent performance (Bucăţa & Rizescu, 2017). However, in this case, employees are not consulted nor engaged when the organization is making major decisions. The other problem the organization is facing is infective employee recognition. Based on the employee satisfaction survey, it is evident that the organization does not appreciate good performance or results.

The adaptive leadership toolkit will address the first problem by putting performance reviews back on track. The leadership toolkit will provide insights into how leaders can use employees' job description to measure individual performance. A good performance review should end with an agreement between the manager and the employee and a fabricated set of performance objectives going forward. The adaptive leadership toolkit will also address the second problem by necessitating communication channels that employees and managers can use to communicate regularly. Lastly, the adaptive leadership toolkit will help address the problem of ineffective employee recognition by providing ways that organizational leaders can use to recognize and appreciate a good performance.

Current Strengths

One current strength that is evident from the employee satisfaction survey is customer service. Most employees believe that the organization has developed and well-sustained relationships with the customers. They also believe that the organization offers a good customer experience to its customers. This particular strength is important for the company because it creates a positive relationship with the customer, which leads to customer loyalty. Customer service is also a valuable asset that drives sales and profitability for the company. The other strength is good compensation programs (Jahanshahi et al., 2011). Based on the employee satisfaction survey, it is evident that the company pays its employees a competitive salary. A good compensation program is important because it gives the employees a good reason to stick to the company. It also creates a good relationship between the employees and the employer. In this case, by paying its employees well, the company is guaranteed good performance as most employees will work harder to retain their positions in the organization. The other strength is that the company makes mission-driven decisions. Most unsuccessful organizations are a result of poor decisions. In the employee satisfaction survey, most employees believe that the company's mission and vision drive major decisions in the organization. This is an important strength that allows the organization to remain committed to its primary objectives and purpose.

Current areas of weakness

One behavior that is a current weakness for the company is poor employee recognition. For an organization to remain competitive, it must regularly motivate its employees who are its engine. This is a major weakness that has resulted in job dissatisfaction over the years. Based on the employee satisfaction survey, it is evident that most employees are dissatisfied with their jobs, most particularly because of poor employee recognition programs. This particular weakness can be improved through the self-assessment program by adopting better employee recognition programs such as a reward system to appreciate well-performing employees. The other weakness is poor training and development programs. A good number of employees from the employee satisfaction survey have highlighted that their supervisors do not engage them in training and development goals (Mozael, 2015). For an organization to cultivate a thriving culture, it must engage its employees in proper training and development so that they can acquire the necessary skills and knowledge. By applying the self-assessment, organizational leaders will be able to reflect on the best training and development programs that they can engage the employees in. It will also equip leaders with better insights on how to bridge the current employee-employer gap.

Personal development plan

Including a personal development plan as an exemplar in the adaptive leadership toolkit is important because it provides a framework that helps one identify areas of strength and weaknesses, as well as how to capitalize on existing capabilities and skills. Including it can also help one build on their current skills. This is particularly important for leaders as it helps them become more enthusiastic and dedicated to organizational goals and objectives. Goal setting is all about identifying a strategic goal and pulling together to accomplish it. This means setting a goal for an individual, team, and for yourself as a leader. It is therefore important for leaders to employ SMART goal setting when making major decisions. In this case, SMART goal setting can help leaders improve their areas of weakness by setting clear goals about their intentions and directing how they want to achieve them (Worden, 2014). It will also help leaders focus on what truly matters. As a leader, setting goals equals having a vision; therefore, when setting SMART goals, it is important to have a bulls-eye that will help you prioritize and focus.

Leadership style

Leadership style refers to a leader's method of implementing plans, providing direction, and motivating people. Developing a leadership style is part and parcel of the management journey, and therefore leaders must choose a leadership style that aligns with their strengths and objectives. A personal development plan can help leaders develop their leadership style by growing their current role and preparing them to take on leadership responsibilities. On the other hand, SMART goal setting can help leaders create an environment that accommodates their leadership style. It will also enable leaders to focus on specific goal-setting techniques designed to motivate and encourage their teams to hit their targets.

References

Bucăţa, G., & Rizescu, A. M. (2017). The role of communication in enhancing work effectiveness of an organization. Land Forces Academy Review, 22(1), 49-57.

Jahanshahi, A. A., Gashti, M. A. H., Mirdamadi, S. A., Nawaser, K., & Khaksar, S. M. S. (2011). Study the effects of customer service and product quality on customer satisfaction and loyalty. International Journal of Humanities and Social Science, 1(7), 253-260.

Mozael, B. M. (2015). Impact of training and development programs on employee performance. International Journal of Scientific and Research Publications, 5(11), 37-42.

Worden, J. M. (2014). An analysis of training focused on improving SMART goal setting for specific employee groups. Edgewood College.