Case Study 8.1 Executive Leadership
Shrikaa
ExecutiveLeadership.pptxAvalon entertainment is a renowned production houses established by us. This company was started in 2009 and had grown significantly in Film and Entertainment Industry.
We want to be one of the remarkable production houses in USA
We work with the aim of producing heart-warming stories
We believe in encouraging and launching a fresh talent pool of directors and actors who are rising stars
We encourage good talents as we believe that they deserve right platform
AVALON ENTERTAINMENT
Adds Life Onscreen
We want to inspire community with moments of optimism and happiness.
Most talents are lost because there are no people to support or back them.
We aim at producing quality films that has a potential in transforming the society rather than being a mere commercial product.
We value experienced actors, but random talents are waiting to be discovered by us.
Our Significance
The Theory X management style is based on a pessimistic view of human nature and assumes the following:
The average person dislikes work and will avoid it if possible.
Because people don’t like to work, they must be controlled, directed, or threatened with punishment to get them to make an effort.
The average person prefers to be handled, avoids responsibility, is relatively unambitious, and wants security above all else.
Mcgregor Theories
This view of people suggests that managers must constantly prod workers to perform and closely control their on-the-job behavior. Theory X managers tell people what to do, are very directive, maintain, and show little confidence in employees. They often foster dependent, passive, and resentful subordinates.
A Theory, Y management style, is based on a more optimistic view of human nature and assumes the following:
Work is as natural as play or rest. People want to and can be self-directed and self-controlled and will try to achieve organizational goals they believe in.
Workers can be motivated using positive incentives and will try hard to accomplish organizational goals if they believe they will be rewarded.
Under proper conditions, the average person not only accepts responsibility but seeks it out. Most workers have a relatively high degree of imagination and creativity and are willing to help solve problems.
Mcgregor Theories
Managers who operate on Theory Y assumptions recognize individual differences and encourage workers to learn and develop their skills. An administrative assistant might be given the responsibility for generating a monthly report. In short, the Theory Y approach builds on the idea that work and organizational interests are the same. It is not difficult to find companies that have created successful corporate cultures based on Theory Y assumptions
Mcgregor Theories
Theory Z advocates combining all best attributes of theory Y and modern Japanese management principles, which place a large amount of freedom and trust with workers and assumes that workers have a strong loyalty and interest in team-working and the organization.
Work to be proactive, but not overly micromanaging
Try to build long-term relationships
Work to cultivate individual responsibility rather than assume its existence or lack of existence
Have more information control over subordinates
Work to crate more group collaboration
Theory Z also places more reliance on the attitude and responsibilities of the workers. In contrast, McGregor's XY theory is mainly focused on management and motivation from the manager's and organization's perspectives.
Our success is centered on our management
Provide greater interdependence among leadership to create more effective collaboration across functions in bringing new film projects to market.
Increase leadership involvement across functions in gathering consumer insights and translating these into profitable ideas for new products.
Collaborate collective capabilities to act together in groups and across boundaries to implement strategies, solve problems, respond to threats, adapt to change, or support innovation
Adapt Leadership culture across organization implementing leadership practices such as boundary-spanning, employee engagement, or creating opportunities for others to lead
Develop the leadership needed to implement business strategies; through careful planning, dedicated effort, and often substantial investment
Our Leadership Strategy
Theory Z also places more reliance on the attitude and responsibilities of the workers. In contrast, McGregor's XY theory is mainly focused on management and motivation from the manager's and organization's perspectives.
Does your management view/rate all employees the same?
We ensure all employees including ELTs (Executive Leadership Teams) are working towards organizational goals.
We evaluate an employee’s current and past performance relative to his/her performance standards.
Performance management and appraisals help correct deficiencies and maintain quality.
Performance Management and Appraisals
EI helps self-regulate, motivate, empathetic and also develops social skills.
EI allows us to understand the process clearly and perceive individuals from their perspective and thereby enhances the team work.
Higher EI helps individuals to be better equipped to work cohesively within teams, deal with change more effectively, and manage stress - thus enabling them to more efficiently pursue business objectives.
How does Emotional Intelligence (EI) change the way we view people today
EMOTIONAL INTELLIGENCE
Situational leadership theory encourages the adaptability of different times. It accommodates past, current, and future experiences and needs. Leaders, therefore, match the needs and challenges presented at all times and in the long run. The sustainability of the firm is enhanced for a long time, thus limiting inhibitors.
Collaboration among the team members is also encouraged under the situational leadership theory. The style encourages a decision-making process that considers various stakeholders' ideologies. Employees are involved in the decision-making process, especially in decisions that affect them. The result is an effective way of managing change resistance from the employees.
Which contingency leadership theory do you believe is best suited for your organization and why?
Advantages of situational leadership
Leaders can use whichever leadership style they believe is best in a given situation.
A situational leadership style can be more comfortable for good leaders who know how to use it.
This leadership style is relatively simple, as all that is needed is assessing a situation and adjusting to it.
Situational leadership can create a more comfortable environment for employees as the leadership style implemented will typically match their needs.
This type of leadership accounts for the various levels of development in employees and helps to address each employee's skill level and needs.
A true situational leader can successfully assess their team and implement various leadership styles to meet the team's needs in each situation. These leaders offer support where needed and encourage growth and independence among their groups to promote increased productivity and success.
Frequent teaching to managers. This can be done by attending managerial conferences and other talks to help them learn ethics that they can
Making the managers more responsible by rewarding performing managers and punishing those who negatively influence the employees. This will help the manager be aware that there are consequences to anything they do and will result in doing things as per the policies and goals of the organization.
Instilling a managerial hierarchy where each manager has someone to report to. Have a manager who is not monitored is more likely to make them comfortable.
Closely monitoring their progress will make them think of whatever decisions they make and will help them to provide a more ethical influence to those under them.
How do your managers influence employees (power, politics, networking, and/or negotiating) for the good of your organization?
The best solution would be to establish ethical standards of communication, influencing, relationship, and other behavioral situations to address most scenarios and serve as a guide for managers and employees. It has to be established specifically for that organization considering the company's mission and values.
How would you assess communication in your organization?
Communication
and
Leadership
We value our communication channels and ensure on end-to-end communication; between our managers or between our managers and their team members.
Give examples of good and poor communication in your organization.
| Good | Poor |
Team understands the goals and is committed to attaining them
Members of team make high quality decision together
The messages aren’t consistent, timely, or relevant
Better Response from all stakeholders
Not giving clear directions
Strong Business Relation
Strong Decision Making
More productivity
Not having time to meet with team
Refusion to talk to team
Not offering constructive criticism
Communication also helps ensure that projects are completed as successfully and quickly as possible. In contrast, poor communication leads to mistakes, which affect the speed and quality of the project. Excellent communication also leads to ideas being shared. This, in turn, leads to more significant innovation.
In short, effective communication within an organization boosts morale and output, helps build trust among employees, increases loyalty, and can prevent major problems from arising.
References
Catherines-Career-Corner/181823665164047?ref=hl. (2021, January 04). 12 most effective communication channels for change. Retrieved May 14, 2021, from https://catherinescareercorner.com/2017/06/22/12-most-effective-communication-channels-for-change/
Learning, L. (n.d.). Principles of management. Retrieved May 13, 2021, from How Managers Can Encourage Ethical Behavior | Principles of Management
Lussier, R. N., & Achua, C. F. (2016). Leadership: Theory, application & skill development. Australia: Cengage Learning.
Seven effective communication strategies to boost productivity & morale. (2020, June 29). Retrieved May 15, 2021, from https://blog.zoom.us/7-effective-communication-strategies-to-boost-productivity-morale/
