Replys

Reply 1

Question A:  Leadership paradox is the situation where one perceives leadership in a different angle. It is quite important that a leader is present in a team (Turner, 2004). The presence of a leader in the team is to ensure threatening of the team’s autonomy. Leadership paradox is paramount in the team because of the transformations it brings. Firstly, it ensures that the morale of the employees is boosted because it incorporates their ideas and since there is culture of democracy, leaders ensure that their subjects are free and they don’t perform their duties out of fear.

            In participative management system, there are a number of reasons that will lead to a leader facing difficulties. Firstly, it is obvious that the operations of the team will be affected largely by leadership styles that are implicit. Leaders face difficulties in implicit leadership because in most cases they consider themselves worth of manipulations. If the leader considers himself or herself worth of manipulations, team members will rebel against their leader and there will be no respect between the leader and the team members. Lack of respect between the team members and their leader will mean that the leader will have no control over them.

Question B: All employees must be fully engaged in their in their duties to ensure that participative management system is implemented by the leader. According to Thompson, 2014, all the employees must do their delegated duties well so that there is no case where other employees will feel favored or discriminated.    Employees doing their delegated duties will ensure that all employees are resourceful to the company and hence the company will reap their maximum skills something that will help the company meet its target (Sherif, 2015).

It is by common sense that a leader cannot do all the duties of the company. It is therefore the responsibility of the team leader to delegate all the works of the company to his or her team members according to their skills so that the employee’s skills are maximized by the company to achieve its targets and use the skills to remain relevant in the market and competing favorably with other companies (Thompson, 2014).

Question C: In the inter-team conflicts, social biasness tops the list. Social-biasness is the inability of the team to solve its differences (Barker, 2007). Disunity among team members is the major cause of social biasness. According to Turner, 2004, changes between two conflicting parties is difficult to work out because of the related misassumptions. If in the event that the effort of one team is overlooked by another team, the overlooking team will want to perform duties of the other team and since they cannot handle all the duties at once, work flow will be distorted in the process of implementing the company’s goals.

                        It is important that a leader works out the issues of misassumptions and biasness. It has been proofed time without number that teams have failed to deliver on their duties because of biasness and misassumptions. This causes hatred among the team members and a good leader needs to reconcile the worrying parties so that the company can achieve its targets.

Reply 2

A.    Leadership paradox is one of the most contested disciplines with different scholars coming up with different definitions for leadership paradox. Before we can define what leadership paradox is, it is essential to understand what leadership is; leadership is an act whereby a person (a leader) exercises the ability to influence a group of people in an organization to attain the set objectives. Leadership paradox, on the other hand, can be defined as situated ion whereby leadership is perceived in different points of view. For instance, in a group, a leader may be needed a guide to the team on the way to go, and at the same time, the presence of the leader can be seen as an interference of the team’s anatomy (Gunderson, 1997).  In many instances a leader may face a lot of difficulties in managing newly formed teams using the participative management system, this can be attributed to the fact that the leader may not have an adequate understanding of the group members and therefore the use of this system may be a little bit hard for the manager.

B.    Participative management is one of the desired managerial styles that seeks to involve all the group members in the affairs of the group. Different strategies are used to encourage participative management in the workforce. Some of the policies that are applicable in promoting this system of governance are by first showing the workforce that their contribution regarding ideas will be appreciated by bringing change in the organization, this is attained by involving the workforce in important decision-making process especially where the matters of discussion affect them (Pardo-del-Val et al., 2012)

C.    Different groups pose different issues that lead to biases, in most cases, conflict of interests is deemed to top the list in the creation of biasness between groups. The preferences are manifested in different ways such as in inter team’s tasks. Teams in the organizations may differ regarding composition and the objectives they are formed to attain, one thing that stands is the fact that they are all interlinked in the organization, and they all work to achieve the organizational welfare. Lack of unity among these teams is also one of the leading cause of misassumption. These biases have a negative impact on the productivity of the teams in the sense that if the biasness is let to escalate it can lead to distortion of the teams efforts toward the attainment of their goals as a lot of time may be spent trying to resolve the issues between the teams rather than engaging in productive work (Tajfel& Turner, 2004).

Reply 3

A.    A general presumption in a gigantic section of the writing on leadership is that a pair will have to manipulate the numerous. Watching in reverse over history, an unpretentious conviction has stayed by means of unrests, reorganizations and recoveries - the conviction that someone have to recommend the majority methods to reside, rising from a significant query of others and of self. This suspicion prompts a look for manage however with an either/or mentality: on the off chance that i have manipulate, at that point others can not have as so much as me, or they're going to be a threat. Associations, and the people within them, when on side, stumble upon restrained potential to be taught and alter. There may be an elective, paradoxical technique to fully grasp management that is right in the company world. This choice process for leadership called "management by using self-separation" has its foundations in Dr. Edwin Friedman's family frameworks speculation. This goes past readily self-learning. Self-separated or self-characterised pioneers are the participants who can set their own distinctive heading, direct their possess certain uneasiness and might stay associated with others whilst no longer reacting to their on side requests. It's normal for these pioneers to determine the right way to confront their emotions of trepidation, venture their suppositions and alongside these strains have the capability to change their self-awareness. A leadership Paradox diagrams such an non-obligatory point of view of leadership and offers a mannequin for engaging in separated (characterized) management. Every body of us lives and takes an interest in frameworks of connections. A portion of these frameworks have an air of dread and anxiety. Others increase states of transparency, flexibility and self-assurance. A leadership Paradox points management is certainly one of only a handful couple of basic levers prepared for changing frameworks of dread into frameworks of opportunity.

 

B.    To start with sight, designation can suppose like more obstacle than it is worth, anyway with the aid of appointing successfully, can immensely grow the measure of labor that is conveyed. Designation will also be drawn nearer by way of making a choice on the result desired to the final populace being trusted to convey it; build up controls, admire cutoff points to the work and provides adequate support (Thompson, 2014). Staying up with the today's with boost, and spotlight on comes about versus techniques is important when appointing. It is pressing to provide acknowledgment the place it can be merited too. To appoint effectually implies deciding on the right errands to assign, distinguishing the opportune participants to delegate to, and to designate in the correct way.

 

C.     Biases for probably the most part come up within the intergroup connections between no less than two social events aswell as their person individuals and their associations are routinely noteworthy to whole the worknecessary to work a word associated. The vast majority of the gatherings which can be engaged with biases even as theyare having strife stumble upon mental inclination the place there is thetendency favoring participants whoareforming phase ofany specified workforce or gathering.