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Running Head: SUMMATION ASSIGNMENT
Summation Assignment
Xavier Collier
Liberty University
Author Notes
Xavier Collier
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Xavier Collier
Email: xacollier@liberty.edu
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SUMMATION ASSIGNMENT
Summation Assignment
There are many concepts that go into an employee’s experience in the workplace. The
three most important concepts are leadership, management, and followership. With the correct
combination, these three can make the employee’s experience amazing, but with the wrong
combination, the employee’s work experience could be troublesome. The most important factors
that affect these three groups are stress, selflessness, responsibility, and style of leaders or
managers. Below, you will understand why these are the major factors that affect leadership,
management, and followership.
Concepts Affecting My Company
Leadership
Leadership will have a major effect on an employee’s work experience, because he or she
will have to adapt to the type of leadership that is utilized. “Leadership is also the ability to
influence others and is dependent upon whether the leader possess that which the followers
seek.” (Satterlee, 2018, p. 5). Great leadership in companies start at the top, with senior
management, and it trickles down throughout the company. Most of the leadership is mirrored
from senior management to be sure that all departments are aligned, but there will be differences
in some. Most of these leaders have democratic and transformational leadership and some of the
leaders will have autocratic and transactional leadership. The democratic and transformational
leadership will inspire their subordinates to accomplish more and will make them feel a part of
the process. Autocratic and transactional leadership constricts employees’ creativity and makes
them feel neglected.
Although it is great to have diverse styles of leadership, I believe some companies should
do away with autocratic and transactional leadership. Sanda and Arthur (2017) perceive
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transactional leadership as reinforced desired follower behavior and eliminating the undesirable
behaviors. Having this type of leadership as a part of a business isn’t good because it doesn’t
promote retention and increases staff turnover. This increases staff turnover because it doesn’t
allow for the employee to be themselves or for employee development and growth. Being
democratic will allow the employees to express themselves and will keep the employee in the
company for potential growth within the company.
Management
Management is a very important concept to an employee’s experience because they’re in
charge of planning, strategizing, and organizing processes within the company. A manager’s
plan, strategy, and organization of the department is important for the employees under him or
her because it effects their rhythm. The managers planning out the weekly and monthly schedule
for the department with the employees is key because it helps cover all bases, and not just
whatever the manager thought was best. This action gives everyone in the department
responsibility and makes them feel included in the overall process. The manager can use the
schedule to organize the month, by determining who will do what tasks. “High‐performance
organizing is a capability routine that involves mobilization of resources to conduct activities that
lead to organizational goals” (Zoogah ,2017, p. 2). High-performance organizing is achieved by
managers having great communication through blocking out all possible noise and being assured
that the employee understands their role. Effective communication enables the manager to give
the employee more responsibilities, as long as the employees proves he or she is successful.
Previous managers had poor planning, strategic, and organizing skills because their
communication was not clear, and they were presenting misleading information in meetings.
Some managers have been ones to give tasks last second because they didn’t plan ahead, and it
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stressed the employee because they needed to complete the task as soon as possible. When the
employee is stressed, they are more likely to not complete the task given to them without any
mistakes. Misleading information in meetings for future tasks can also lead to the same scenario
for employees, which also reflects bad on the manager. This can be solved with solid
communication and the manager using the Lean Principles. If the manager encourages creativity
and flexibility, the employees will be able to help, each other with the daily responsibilities
needed to complete tasks at hand and creating the team environment, allowing for input from all,
when planning the department’s week. It would also reduce stress from the employee to know
that the manager is admitting their mistakes and not just demeaning the employee for not
completing tasks on short notices.
Followership
Followership within the organization is vital and it affects all employees within the
organization. Some of the participant followers can be negatively affected by the isolators and
bystanders followers. The isolators effect the other employees because the employees see how
they react to leadership and wonder if they can do the same or why are they treated differently.
Followers with bad followership are not always so interested in being followers to a manager
trying to lead (Alvesson & Blom, 2019). There are also some employees who strive to be
diehards followers and do everything they can to assist the leader in keeping the peace and by
assisting at completing the workloads of others. This selflessness inspires others to want to make
the right decisions and work as hard as them.
Along with having diehard followers within the company, businesses can counter
negative followership with meetings and Human Resources becoming more active. By having
meetings with the employees, the manager will be able to get a feel for which employees need
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assistance with being a better follower. These meetings will get rid of any noise that might have
affected previous communication. It also might help turn the follower’s mentality into being a
positive follower and wanting to assist the team. These meetings will clarify the expectations of
both the employees and managers. Human Resources becoming more active will assist the
leaders in weeding out the rotten apples. Weeding out the bad followers (employees) will reduce
the overall stress around the department because the employees will be able to talk freely and not
worry about is the work being done correctly. Having a great HR department is essential because
they will be able to see if a potential employee is pretending to be a hard worker and not willing
to comply with the company’s processes.
Conclusion
As shown above, leadership, management, and followership are most important to the
employee’s workplace experience. These three concepts positively or negatively affect the
worker’s experience and can possibly affect their work. If the three concepts are combined
correctly, the employee will be selfless, take on more responsibility, not have to stress, and
respond well to the positive styles of leadership. Even if leadership, management, and
followership don’t combine well for the employee at his or her job, that employee still has to
persevere, like a leader would, while showing some initiative. Jesus never had the perfect
combination of those concepts, but he persevered through tough times and made the best of his
situation. So, employees should follow in his footsteps and persevere through the rough times.
All in all, these three concepts will appear at an employee’s place of employment, it is up to the
employee and his or her coworkers to come together and make their work environment as good
as possible.
References
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SUMMATION ASSIGNMENT
Alvesson, M., & Blom, M. (2019). Beyond leadership and followership. Organizational
Dynamics, 48(1), 28–37. https://doi.org/10.1016/j.orgdyn.2017.12.001
Sanda, A., & Arthur, N. A. D. (2017). Relational impact of authentic and transactional leadership
styles on employee creativity. African Journal of Economic and Management Studies, 8(3),
274–295. https://doi.org/10.1108/ajems-07-2016-0098
Satterlee, A. (2018). Organizational management and leadership: A Christian perspective (3rd
ed.). Raleigh, NC: Synergistics International. ISBN: 978193478169
Zoogah, D. B. (2017). High-performance organizing, environmental management, and
organizational performance: An evolutionary economics perspective. Human Resource
Management, 57(1), 159–175. https://doi.org/10.1002/hrm.21869
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