*****For Essays Guru Only*****

Bloom was clearly acting out of character by being fair and distant to most then moving into a managerial position only to being over scrutinizing and being a strict disciplinarian for the smallest of infractions.  She had a good department to start with but was nervous because of her perceptions of herself and from other on how she would be received.  Because of the changes form bloom the organizational effectiveness was in question as the employee commitment was extremely low noted by Simon form HR who was flooded by transfer requests.  What Bloom needs to do is to better understand her self-perception to understand her soft skill set.  Clearly her current understanding is inadequate and does not serve her purpose well in results.

Bloom needs to identify her emotional intelligence IQ, her ethical standpoints, her communication stance, as well as her personality stance.  Once she has identified this through testing she can address this with the employees and potentially elicit feedback form them on their overall understanding and perceptions.  She might have to dial down the minor infractions penalties and perhaps have a different way of addressing this situation such a group retraining or common course and goals course to point out regular faults before they happen.  Through utilizing herself perceptual awareness and eliciting that from other she can find a clearer path.  This path will help to create higher employee commitment and organizational effectiveness by allowing Bloom to sell herself better to the OTHERS, her SELF, and the ORGANIZATION to achieve results in the diamond leadership theory model.

JAST 2

As part of my personality, I like to give advice to people for this particular subject. According to my last employer, I was consistent, approachable, and fair to everyone. I believe those traits are the ones that help me become a successful leader.

The first thing I would do for Bloom is sit her down and discuss the entire situation that is happening in the work place at this very moment. She needs to be made aware that the employee morale that was once extremely good is not so bad that people are leaving or asking for transfers.

It is surprising when a leader brings issue to the attention of the person causing the negative morale issues are not aware of what is happening. They might believe that they are doing what is right for the company and not thinking about the ramifications of the employees. One thing that I preach to all of my staff is that I can not perform and do every duty myself that each member of the staff is what makes my restaurant successful. Of course, there is some untruth to the situation. There are some employees that are not able to do the functions that are required for them to be successful.

I would further the conversation for her to take some action and take some personal enrichment classes. These classes can open a whole new world for her and might be able to get her to see her shortcomings and fix them. Inevitably, it is her responsibility to acknowledge her shortcomings and correct them. I would ask her not to take it personal, I would ask her to assess the situation and look at it from the point of view from the staff. Then I would ask her if she would like to work in that type of environment. Chances ar that she would not and again it would be up to her to make the appropriate changes.