Respond to the two student discussion post 1-2 paragraphs for each.

Respond to at least two of your classmates' postings. Responses should be at least 100 words or more

Week Three

Mei Zhang (students name)

After read the attached article, I agree with author’s perspective. That means good leadership can make the entire climate of organization safe and keep employees stay longer. If leaders are not helpful and supportive, there is a lack of opportunity for career, the working schedule is not flexible or poor fit to the role.

I had a bad situation happened when I just joined the Navy. I was E3 (seaman) at deck department. I am an immigrants who original from China. My English was not good at that time so my supervisor treated me different. He always say he doesn’t understand what I am talking, he never explain to me, just let me do this do that instead of giving me proper training. I working over 10 hours every day and also need to stand watch, I tried my best to work, to study, to get qualification, etc. I knew my English was not good, I have accent all the time. People from different states have accent, military accepts diversity, people from all of the world, they all have accent too. My supervisor only pointed to me do extra work, overnight watches. I was so scared to see him whatever I did, he never satisfied. I was super sad and wanted to give up until I got a chance to transfer to another department.

So I realized a leader who manages tends to shape a toxic workplace. Fear replaces motivation and innovation. When good work is not recognized, people will stop putting in the effort to work to the best of their ability. Managers who don’t appreciate their employees will be blamed for a lack of career progression. It is crucial that managers make their people feel their contributions are appreciated, otherwise employees will look where for the challenge and recognition they desire.

During the COVID-19 pandemic, strong and decisive leadership is crucial for time-critical decision-making. The virus has affected different places at different time phase without any warning or notice. In such a situation, the main aim of leaders has been to provide for advanced planning and preparation as well as central strategy for taking necessary action. Fighting a pandemic requires containing and suppressing infections until the relevant vaccines and drugs become available. This must be done in a manner that minimizes human casualties and limits the impact on economic activity.

The following steps I will take as a leader:

1. Define and find the problem

2. Think of as many solutions as possible

3. Choose a solution to try

4. Plan how you are going to implement the chosen solution

5. Carry out the solution

6. Review how it went and may there is any problems

7. Repeat the process if the chosen solution does not solve the problem

Reference

A. S. Bhalla (11 Feb 2021) https://www.orfonline.org/research/leadership-challenges-and-the-covid-19-pandemic/

Hyacinth, B. (2017). Employees don’t leave companies, they leave managers. LinkedIn. December, 27.

McConnell, C. (2021). Chapter fourteen Human Resource Management in Healthcare: Principles and Practices (3rd edition)

Charles Lawless (students name)

Hello everyone,

            Found the article (2017) to be correct through my own experiences, and it follows a continued theme we have been talking about, that organizations are nothing without the individuals that staff them and that staff will give it their all when they are happy with their jobs. The four types of ‘bad bosses’ were enjoyable to read about and I found the names for them to be highly accurate and humorous, and unfortunately have witnessed all four at least once. All of my experiences have been with the Navy, so I will be pulling from those and I am not fully aware on how different they are from non-military positions though it never appears to be too much. Unfortunately I have had several friends/coworkers that wanted to stay in the Navy or they were on the fence and very poor leadership (was actually just one member of leadership) became the catalyst in them deciding to get out and wanting nothing more to do with Navy, which ultimately also reduced their overall productivity until they got out. The unfortunate part is that the military, Navy especially, currently has a toxic leadership problem (Delloue, 2021), and unlike many other jobs it leaves members basically being held hostage during deployments and operations, leading to stress, fatigue, and mental health concerns. The pandemic has resulted in poor leadership only becoming worse, with some not able to manage the pressure correctly, some blaming their staff for the extra work, or simply not being able to rise to occasion, which unfortunately only comes down to the staff and patients suffering. The only thing that I can really do is continue to try my best to develop my abilities as a leader, learn from the mistakes of the poor leaders that I have seen and experiences, and ensure that I don’t let past negative experiences occur again.

 

References

Delloue, T. (2021, December 15). No Shortage of Bad Leaders: Sailor Recalls Hostile Captain Who Set a Toxic Tone. Retrieved from The War Horse: https://thewarhorse.org/bad-military-leadership-set-toxic-tone-navy-officer-recalls/

Hyacinth, B. (2017, December 27). Employees Don’t Leave Companies,They Leave Managers. Retrieved from Linkedin: https://www.linkedin.com/pulse/employees-dont-leave-companies-managers-brigette-hyacinth/