MGT_III

MGT 3301, Principles of Management 1

Course Learning Outcomes for Unit II At the end of this unit, you should be able to:

3. Apply managerial concepts. 3.1 Explain the importance of teams and how working together is beneficial. 3.2 Identify your leadership style and how it will help with communication.

Required Unit Resources Article: The Impact of Personal and Organisational Variables on the Leadership Styles of Managers (ULO 3.1, 3.2) This article explores the different variables that influence a leader’s managerial style and their impacts on employee performance (15 pages). Article: The Influence of Organizational Context on the Managerial Turnover–Performance Relationship (ULO 3.1, 3.2): This article presents a study explores how the organizational culture impacts managers (21 pages). Article: Pain or Gain? Understanding How Trait Empathy Impacts Leader Effectiveness Following the Provision of Negative Feedback (ULO 3.1, 3.2): The article explores constructive criticism (18 pages).

Unit Lesson Lesson (ULO 3.1, 3.2) The core managerial functions discussed in Unit I, extends into the Unit II Lesson detailing the concepts of how styles of leadership, motivation, teamwork, and communication impact the workforce and how best to manage each concept. Let’s begin this lesson using a mindset analogy. Consider your first thoughts that come to mind when names such as Collin Powell (military), Reverend Billy Graham, (former) Presidents Barack Obama or John Fitzgerald Kennedy, John Maxwell, Oprah Winfrey, Bill Gates, Martin Luther King Jr., Astronauts Neil Armstrong or Sally Ride, Steven Spielberg, or Elvis Presley are mentioned, discussed, quoted, researched, and viewed through media.

UNIT II STUDY GUIDE

Managerial Concepts of Leadership, Motivation, Teamwork, and Communication

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When we hear the phrase “I have a dream,” we immediately think of Martin Luther King Jr.’s leadership. (Wave Break Media Ltd, n.d.) Each has left a mark on their respective area and made a difference in one way or another. Each are unique, intelligent, talented, outspoken, and leaders in their respective time. A few common characteristics are charisma, power, leadership, motivator, collaboration, communication, determination, and persistence to name a few. One of the most influential shared characteristics that most exhibit is leadership. Having the ability to recognize the relationship between power and influence is a vital role in influence and leading effectively.

Leadership Styles The basic concepts of leadership are guiding, inspiring, and developing others to their fullest potential. The nexus of individuals thinking about leadership and practicing leadership and how individuals view the traits and characteristics that comprise a leader can be uniquely complex. Understanding the basics of leadership and selecting a best, appropriate style of leading that works for you can directly influence others through leveraging the key concepts of leadership. There are numerous leadership styles and theories, and no one style will be the best fit for the situation. Often, leaders will interchange styles to accommodate the situation, the organization, and the unique factors. The right leadership style depends on the situation and the individual! Consider a self-analysis of your culture, personality, and uniqueness to determine the best fit and an appropriate leadership style. Generally, leadership styles are a combination of one’s way of thinking, emotional intelligence, and personality (Leadership Styles, 2022).

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(adapted from Chayakulphakdi, n.d.)

The common eight leadership styles are democratic, laissez-faire, servant, bureaucratic, transformational, transactional, autocratic, and servant (Herrity, 2022). One of the most popular leadership styles is the democratic leadership style. The strengths are collaboration, open communication, decision-making authority, contributing, and consulting. This style empowers all levels of employees to have a voice; to be heard; and to contribute their thoughts, knowledge, and skills, which often leads to high job satisfaction and productivity (Leadership Styles, 2022). The opposite of democratic leadership is the autocratic leadership style. Using the autocratic style, upper management will make most decisions without any input from others. Autocratic managers are rigid, stern, and often have a greater challenge of motivating employees and buy-in due to this decisiveness (Herrity, 2022). If an organizational change is being made, the autocratic leader will struggle with support, understanding, and productivity because the leaders do not feel ask for feedback. The positive aspects of an autocratic leader are experience, knowledge, training, education, and proven results and accomplishments. Laissez-faire leaders give their teams the space and freedom to be creative and often take a hands-off approach. This style tends to work best with self-motivated and creative employees (Leadership Styles, 2022). This passive approach works when management empowers the employees with ample resources such as information, time, money, and training to make decisions without direct supervision. Organizational skills and communication are essential for this type of leadership. The key component for transformational leadership is trust and change. This effective type of leadership, inspires and motivates employees to continuously improve, educate, and produce. The challenge to employees is to thrive and survive when the leader raises the bar and increases production through consistent practices of change and transformation. Key characteristics of this type of leader is acuteness of emotional intelligence, vision, integrity, and excellent communication skills. The most directive style of leadership is transactional through the use of rigidness, supervision, organization, rewards, and punishment. Transactional leaders have a clear emphasis on structure, rules, and policies and may be perceived as demanding (Herrity, 2022). Directive leaders feel employees do not need motivation to complete repetitious tasks that have been administered to them. This may affect employee motivation and growth, and if metrics are not met, high employee turnover can be a result. Socialist Max Webber developed the theory of bureaucratic style leadership (Herrity, 2022). Characteristics are organization, authority, regulation, rules division of labor, and task specialization. Such strict guidelines

emocratic

Laisse aire

ervant

ureaucratic

Transformational

Transactional

ervant

utocratic

Situational

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leave little room for flexibility, growth, or sharing of best practices. In hierarchical authority, power is top down and the employees that reject formality, rules, and independence will not be content, challenged, or productive under this type of leader. Servant leaders serve others, individuals, teams, organizations, and the communities above themselves. Among the enduring characteristics of a servant leadership style are listening; empathy; care; self-awareness; persuasion; stewardship; and building people, the company, and the community. The skill set of a servant leader is to lead by example, employee involvement, encouragement, and collaboration. Servant leaders are inspirational and place high value on ethics and serving others. Typically, this style is most productive associating with other organizations that have common values. There are many different leadership ideologies; your challenge is to choose which style of leadership will have the greatest impact in the given situation.

Motivation Managers and leaders alike are challenged daily to motivate employees for multiple reasons and rationale of the success of the organization. There has been much research on the role of motivation and who is responsible for the act.

There is an ongoing debate of whether effective leaders are born or developed, and a similar debate exists over whether leaders are responsible for motivating employees or if employees should be self-motivated. However, as anyone who has ever had a strong leader can tell you, motivation is key to productivity and advancement. Among the many strategies and methods available to managers, the most important skills are the ability to encourage, support, and sincerely care for their employees (Peterson, 2020). Motivation is a skill, a changing of mindset that can encourage others to grow, to be successful and more attentive, as well as to be entuned to the organizational needs. In addition, the skill of motivation can produce positive outcomes and strengthen your role as a leader and foster an inspirational culture of an organization that is thriving. The successful manager recognizes the many benefits of using motivation as a tool that can improve performance, increase satisfaction, and meet and exceed goals and expectations. Understanding how to motivate an employee properly is to understand your team, their goals, and objectives and to set forth a plan that will produce opportunities (Peterson, 2020). Management should explain expectations for each person on the team and which metric will be used to measure the performance. In return, managers should include what the employee and the team can expect from the leader. This type of motivation provides clear goals and a plan of how they will be achieved by the team. This builds a motivational relationship of equal, open communication that supports, encourages, and assists positive employee morale.

Teamwork Most everyone has been a part of some type of team in one form or another. There are multiple types, but for managers, the focus at the core of any team is the people that make up the team. Often managers fail to

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realize the strengths and weaknesses of the basic stages of team development. Tucker’s Model of Team Development (forming, storm, norming, and performing) shares the basic process the team typically encounters (Forming, Storming, n.d.). The core managerial principle of teamwork is understanding the benefits of teams and the managerial skills needed for a team to be effective. The great team manager’s approach is to have a skill set that allows for multiple team approaches and practices that enhance productivity. Celebrating the team’s success in accomplishing goals and highlighting the importance of each team member’s part in reaching those goals is extremely important. All managers should strive to continually grow their team skills in the workplace. At all times, managers should have the team’s best interest in mind. ocus should be on serving the team, not managing the team. Being the manager is a privilege that comes with responsibility. Ask and not demand, be proactive and not reactive, act professionally and speak respectfully, and your team will imitate what they see. The manager sets the example that the team follows. Effective managers always have the team’s best interest in mind and heart. Strive to support and assist the team in achieving the goals without just giving orders; ask for employee input. Never lose sight of the importance of life-long learning and continuing education. Stay updated on trends, and invest in professional development for yourself and your team. Be open and honest with the team; communicating results, changes, and performance will foster a culture of trust and responsibility. The world is forever changing, and often the mangers must change and adapt their styles to accommodate the needs of the team more than their own needs. Managers must be open to change and emphasis constructive and effective communication in the workplace that will encourage and nurture your team’s growth.

Communication Throughout any given workday, managers and employees are communicating constantly. Arguably, the most important characteristic managers must understand is the importance of effective communication. With the different forms of technology at our fingertips, the art of communication is a continuing battle. Pitfalls, blocks, misunderstandings, languages, speeches, and assumptions may be detriments to effective communication. Communication is an exchange of ideas amongst people. There are multiple modes of communicating, and managers must attempt to use a language that promotes a healthy communication and dialogue exchange that is necessary for the organization and the people to grow, communicate, and succeed. Communication is gravely important for both employees and managers. Listening plays a crucial role in effective communication in the workplace. Distractions such as noise, traffic, people, radio, among others can affect communication and understanding. Managers can improve communication through practice. Practice tone, delivery, words, and attitude when communicating with others. Aim for clarity and directness by focusing on key points, and explain technical or confusing terms. Incorporate different methods of communication, such as auditory or visual. Consider the diversity and different cultures within the workplace. Take into consideration multiple factors such as age, education, nationalities, and foreign languages and gestures that may be misinterpreted. Whether the message being shared is verbal, non-verbal, or written, managers must work to eliminate possible distractions and provide employees not only a safe working environment but one that supports and allows employees to prosper.

References Chayakulphakdi, S. (n.d.). Leadership concept (ID 77781128) [Photograph]. Dreamstime.

https://www.dreamstime.com/stock-photo-leadership-concept-red-pencil-standing-out-crowd-plenty- identical-black-fellows-white-table-uniqueness-independence-image77781128

Forming, storming, norming, and performing: Tuckman's model for nurturing a team to high performance.

(n.d.). Mind Tools. https://www.mindtools.com/abyj5fi/forming-storming-norming-and-performing Herrity, J. (2022, November 8). 8 Types of management styles for effective leadership. Indeed.

https://www.indeed.com/career-advice/career-development/management-styles

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Leadership styles: The behavioral approach employed by leaders to influence, motivate, and direct their followers. (2022, December 11). CFI Education. https://corporatefinanceinstitute.com/resources/management/leadership-styles/

Oshagbemi, T. (2008, October). The impact of personal and organisational variables on the leadership styles

of managers. The International Journal of Human Resource Management, 19(10), 1896–1910. https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire ct=true&db=bsu&AN=35175141&site=ehost-live&scope=site

Peterson, S. J., Abramson, R., & Stutman, R. K., (2020, November-December). How to develop your

leadership style: Concrete advice for a squishy challenge. Harvard Business Review. https://hbr.org/2020/11/how-to-develop-your-leadership-style

Revilla, E., Rodriguez-Prado, B., & Simón, C. (2020, September). The influence of organizational context on

the managerial turnover–performance relationship. Human Resource Management, 59(5), 423–443. https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire ct=true&db=bsu&AN=145719067&site=ehost-live&scope=site

Simon, L. S., Rosen, C. C., Gajendran, R. S., Ozgen, S., & Corwin, E. S. (2022, February). Pain or gain?

Understanding how trait empathy impacts leader effectiveness following the provision of negative feedback. Journal of Applied Psychology, 107(2), 279–297. https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire ct=true&db=pdh&AN=2021-34375-001&site=ehost-live&scope=site

Wave Break Media Ltd. (n.d.). Portrait of smiling Caucasian girl holding American flag by Martin Luther King

Jr Day (ID 238885299) [Photograph]. Dreamstime. https://www.dreamstime.com/portrait-smiling- caucasian-girl-holding-america-flag-martin-luther-king-jr-day-digital-composite-celebration- image238885299