Discuss about the Influence Of Leadership Styles On Organizational Commitment.
Need for coaching
Coaching is needed in the workplace for enhancing the preconceived skills, expertise and knowledge of the employees regarding the basic managerial skills. This is specially applicable when star performers expose poor performance (Cunningham, Salomone & Wielgus, 2015). Aligning it with the case of Australian Hardware, Pat needs coaching for contributing to the sales teams’ overall performance. Here, input from Pat is necessary in terms of approaching to the issue in a rational and tactful manner. Therefore, counselling session with Pat would prove beneficial in terms of gaining his viewpoints regarding the perceptions about him. Liberal approach is to maintained for understanding whether he knows about his current strategic position. If Pat emerges successful in pointing out the issues, which he is facing, then planning for the coaching session would be easier.
Emotional intelligence would be one of the important components of the coaching session (R?ducan & R?ducan, 2014). This is in terms of handling Pat’s empathy and listening skills. Using emotional intelligence model would be effective in terms of upgrading the listening skills of Pat. Herein focus, needs to be placed on awareness of Pat towards the strengths and weakness of emotional intelligence. Within this, readings regarding Pat’s emotional expressions can be noted for gaining an understanding regarding his social awareness about controlling the emotions in front of the other persons. This activity would be helpful in specifying Pat’s approach towards the relationship management (Bolman & Deal, 2014). Inspiring Pat towards executing self-management would be an effective way towards managing his emotions. Motivation and encouragement would help Pat in overcoming the drawbacks.
- In the workplace, the employees belong to different socio-cultural background. This results in the difference of opinions. For example, some of the employees might feel that their colleagues like to remain secluded. She does not take part in any of the office functions. Taunts and mocking are also a common issue, which arises in a workplace, where diversity prevails.
- Counselling sessions can be organized for making the employee aware of the issue regarding the misinterpretations of the cultural expressions (Goetsch & Davis, 2014). These sessions would result in the face to face interactions, which would provide both the employee and the counsellor the opportunity to understand each other’s approaches. Group discussions can also be an effective method in terms of achieving a negotiation. Applicability of Ethical Code of Conduct would be fruitful in terms of making the staffs aware of the importance of diverseity management and workplace culture.
- Discussions and open forums would provide the team members with the opportunity to voice out their opinions regarding the issues, which they are facing in the workplace. Allowance can be provided to the staffs regarding availing the benefits of Anti-Discriminatory Act, Data Protection Act among others (Balon, 2014). However, they need to make proper utilization of these acts for achieving effective means of negotiation.
Pat’s awareness about weakness and strengths of emotional intelligence
Pat is a star performer of the sales team in Australian Hardware. He has a good record of meeting the targets. Along with this, he is also enlisted within the good book of the company for having an excellent customer service rating. These strengths of Pat means that he is very well aware of controlling the emotions, thoughts, feelings and ideas of the customers. Recently, the colleagues felt that he is becoming a burden for the team. This is because he is not available for customer service when required. He is busy with some other thing while on duty (Willis, Clarke & O'connor, 2017). This is adversely affecting his abilities towards executing the allocated duties and responsibilities. Based on these negative aspects, Pat’s awareness towards emotional intelligence attains a negative perception. Theoretical consideration in this case would be effective in terms of regulating his emotions. Mixed Model of Emotional Intelligence by Daniel Goleman can be relevant in this context. The first component is self-recognition, which assists Pat in gaining an insight into his place within the workplace. This also includes the emotional outbursts of Pat and their impact on others. Emerging successful in self-introspection would assist Pat to gain an insight into others’ reaction towards his thoughts, feelings and emotions (Hallinger et al., 2016).
The other two parameters of emotional intelligence relates with regulation of thoughts, feelings and emotions. If Pat is assisted in this task, he would be able to achieve regulation for the thoughts, which he possesses for his team members. Practical tests in this direction would be crucial in terms of managing Pat’s emotional parameter.
- In the workplace, emotions attain secondary position as compared to the business activities. This might make the employees feel that their values and culture are not being respected. This contradicts the principle of adaptability in emotional intelligence.
- Knowledge of the learning capacity, personality type and communication styles help the managers in allocating tasks accordingly (Amanchukwu, Stanley & Ololube, 2015). This knowledge is fruitful in terms of maintaining the workplace culture and diversity. Training sessions provide the employees with an easy understanding of the workplace norms. Apart from this, it is also assistance in terms of maintaining the stability in the relationship between the employee, employers and managers.
- Relating Gibbs Reflective Cycle with that of Maslow’s Hierarchy of Needs would help in fulfilling my needs. Reflecting on the experience would provide me with the actual description regarding my identity. My emotional needs can be an obstacle like that of the employee. However, I would have to gain control over my emotions, which would be necessary in terms of improving my performance in the workplace.
Theoretical considerations for Pat’s goals and performance gaps
GROW model is one of the efficient means in terms of providing coaching to the employees. The components of the theory are goal, reality, options for overcoming the obstacles and willingness for moving forward in life. This segment of the assignment would deal with reality for assessing Pat’s goals and performance gaps.
Space needs to be provided to Pat, so that he can describe his current reality. It is a common sight that the managers try to solve the problems of the employees without setting goals (Jeon et al., 2015). This leads to negative outcomes, deviating the managers from the objectives. There is a lack of evaluation, which results in the managers either missing some important points, which would help to fulfil the identified and the specified targets. Preparation of the survey questionnaire would help in providing coaching to the employees regarding the exposure of proper approach towards performance and the expectations. Practical tests would be beneficial in terms of upgrading the performance of Pat towards the allocated duties and responsibilities.
The results of the practical tests would be useful towards excavating the real gap in Pat’s performance. The areas, which need to be stressed are the emotional intelligence skills and approach towards the situation in which he is placed (Edwards et al., 2015). Within the questions, inclusion of the current stage, undertakings for the achievement of goals needs to be fruitful in terms of estimating Pat’s growth and development. Within this, the issues, which he is facing would be a crucial aspect.
The current perceptions about Pat are that he is a burden for the team. Indulging in other tasks while on duty hours is against the workplace norms. This contradicts all of the positive records, which he has earned for himself. Indulging Pat into varied and diverse activities would expand the scope and arena of his knowledge. Typical example of this are group discussions and open forums, which would place Pat within a diversified environment. Taking Pat’s opinion can be one of the ways in which his skills can be improved (Norris, 2017). However, rationality and consciousness would be vital in terms of respecting the individual sentiments of Pat.
Helping Pat in preparing goals for himself can be an innovative step towards improving his performance. This approach would help him to interrogate his self in terms of the behaviour, which he is exposing in the workplace. This self-introspection would regulate his behaviour when he is amidst the colleagues. This regulation, in turn, is vital for enhancing his image in the minds of the managers. Here, exploratory approach is needed for selecting the prospective option, which would help Pat in achieving growth and development. The survey questions at this stage can be as follows:
- What else can you do?
- If you are provided with the opportunity to change something, what would that be?
- What are the advantages and disadvantages of the selected option?
- What are the things, which you would stop doing for achieving the goal?
- In the workplace, business objectives and emotionally weaker people cannot be placed side by side. This is because emotionally weaker staffs fail to adjust within the workplace environment without the assistance of the senior and the experienced staffs. These people need to be taught every minute business details, which delays the completion of projects within the stipulated time (Caruso, Fleming & Spector, 2014).
- Considering the emotional aspects of the staffs’ character, results in the undertaking of better decisions. This is because staffs’ individual sentiments prove beneficial in implementing the right decisions. Involving the employees in the decision-making process, acts as an evaluation for the undertaken steps. This evaluation is crucial in terms of assessing whether the objectives are being fulfilled.
- Decision-making process can be conducted with the consideration of emotional impact of the workplace activities on the staffs. Herein, lays the appropriateness of Ethical Code of Conduct, which helps in deciding the intensity of the impact (Hurley & Barron, 2018). However, decisions made in terms of the emotional impact can include setting performance targets or exclusion of certain programs. For this, the consent and opinions of the staffs is vital. If the consent of the employees is not taken, the psyche of the staffs would be adversely affected. This affectation can further stall the productivity.
- Legislations, policies and procedures are essential in terms of adopting good business practices. This is applicable for all of the business aspects. Emotional aspect of the staffs is mostly subsided in the pressure of achieving the goals and objectives. However, it is one such issue, which needs to be catered for gaining productive labor (McCleskey, 2014). Typical example of this are Data Protection Act (1998), which helps in maintaining the privacy of the data belonging to the staffs. Along with this, Anti-Discriminatory Act is also effective in terms of preventing the conflicts, discriminations and harassments, which emotionally affects the psyche of the staffs. Apart from this, ethical code of conduct is appropriate in terms of making the staffs acquainted with the workplace culture.
- The modern WHS laws prove effective in providing a balanced and nationally consistent framework. This includes all of the business areas. Adherence and compliance to the standards and codes enable the personnel in taking appropriate decisions. Encouraging the staffs, to act according to the protocols of the WHS legislations and practices, assists in enhancing the productivity (Goleman, 2017).
Theoretical considerations for Pat’s willingness to perform
One of the components of GROW model is willingness, which reflects the approach of the staffs towards improving their performance. This is the stage after the exploration of the options for achieving the goals and objectives. By developing the willingness, the moral of the staffs would be boosted up. Here, the questions can be :
- What will you do now and when? What else will you do?
- What could stop you from moving forward? How will you overcome this?
- What are the motivational strategies that you can adopt?
- How frequently do you need to evaluate your progress?
Experiments need to be done in terms of assessing the progress with these questions. If these questionns do not work out, alternative planning is to be done reaching to the goals and objectives (Ramchunder & Martins, 2014). The alternative planning would make staffs like Pat aware of their current position and the benchmark level of performance that they are to achieve.
If the willingness is properly inculcated in Pat, he would be able to gain an insight into the duties and responsibilities, which he needs to fulfil. This realization would bring significant changes into his behaviour. Herein lays the need for coaching by the senior and the experienced members. Skilled and efficient members are acquainted with the workplace processes. Therefore, they would be able to guide Pat in an efficient and effective manner. This would result in the knowledge transfer, mitigating the knowledge gaps. At the initial stage, Pat’s approach towards altering his approach needs to be ensured (Parrish, 2015). This is in terms of developing prospective options so that the staffs can achieve the targeted goals and objectives. Training and development programs prove effective in terms of enhancing the preconceived knowledge, skills and expertise of employees like Pat. Continuous support from the experts would be beneficial in terms of upgrading the knowledge of Pat regarding restoring him back into the mainstream management acts.
Development of short-term goals would inspire Pat towards upgrading his performance according to the identified goals and objectives. Along with this, the goals would improve his focus towards the allocated duties and responsibilities. Adequate motivation and encouragement would increase Pat’s confidence regarding his capability to perform the challenging and enduring tasks (Joseph et al., 2015). In this process, one of an important component would be the communicative skills of Pat. Narrating instances and taking note of his approach would help the managers to plan effective steps for improving his performance. Developing the mindset is the primary step in terms of invoking Pat’s willingness towards restoring his lost position in the workplace.
Transformative coaching can be adopted for modifying Pat’s behaviour. This is in terms of bringing noticeable improvements within his performance. Planning helps in deciding prospective programs for Pat. Consideration of problem-solving and goal setting would bring Pat back to the operations (Mathew & Gupta, 2015). Consideration of transformational leadership would be fruitful for the managers in terms of managing the emotions, thoughts and feelings of staffs like Pat. Here, Great Man Theory can be brought into the discussion. This is in terms of evaluation, which would help Pat and the managers, in modifying their workplace performance.
In terms of excavating the willingness of Pat, the managers need to consider the preconceived skills, expertise and knowledge. Ignoring this consideration might make Pat feel that his opinions are not being valued. Consciousness towards the aspirations of Pat would help the managers in taking appropriate steps towards convincing him towards the business operations (Barbuto, Gottfredson & Searle, 2014). Along with this, the managers need to assess whether Pat is aware of his strengths and weaknesses. This awareness would be a further assistance in terms of assigning tasks to him according to his capability.
One of an efficient means can be asking Pat the kind of working environment he prefers. Provision of choice would enhance the awareness of the managers regarding Pat’s approach towards his capability. Experimentation with the working environment might distort the organizational structure. However, it helps the managers to gain the satisfaction, trust, loyalty and dependence of the staffs like Pat. Along with this, group discussions would be fruitful in terms of achieving an understanding about his adjustment with the colleagues from other socio-cultural backgrounds (Dabke, 2016).
Counselling the other staffs would provide insight into their approaches towards the performance of Pat. This would result in the introduction of schemes towards maintaining the stability in the relationship between the staffs. Feedback from the customers would also be vital in terms of recommending prospective decisions about Pat. However, this would act as a leakage for the private information from the internal environment to the external environment. Rationality and consciousness needs to be maintained in terms of taking the approaches of the customers (Li et al., 2016).
Taking the steps after evaluation of the performance would result in undertaking prospect decisions for Pat. Assistance from the experts would be productive in terms of assessing the feasibility of the decisions. Meetings and conferences with the board panel would act as assistance in terms of assessing the taking decisions based on the responses provided by Pat. These responses would be vital in terms of deciding the training and development programs, driving Pat towards achieving the identified goals and development.
Adherence and compliance to the legislations would be effective in terms of maintaining the workforce (Njoroge & Yazdanifard, 2014). This adherence would help Australian Hardware in exposing appropriate attitude towards human resource management. Along with this, consideration of the conflicts would project the effective implementation of HR policies. Implementation of these policies in a proper manner would act assistance in terms of adopting good practices within the workplace.
Pat’s cultural background needs to be considered for helping him in adjusting within the workplace environment. Ignorant attitude towards this approach would lead to the negative outcomes, as it would degrade the workplace culture and values. This degradation would spoil the reputation, which Australian hardware earned through hard work (Parke, Seo & Sherf, 2015).
Consistent evaluation is needed in terms of upgrading the standards and quality of performance. For this, the employees need to be trained in such a way, which lures them for generating productive performance. Herein lays the appropriateness of motivation and encouragement in adequate levels. Developing frameworks would expose the strategic approach towards the execution of the tasks in an efficient and effective manner. Within this, inclusion of short-term goals would enhance the awareness of employees like Pat towards the appropriate workplace behaviour. Tracking the performance of the staffs is fruitful in terms of appraising the performance of the staffs. This is one of the innovative means for luring staffs like Pat in terms of retaining them. However, consciousness needs to be exposed towards preserving the privacy of the individual sentiments of the employees. This is to achieve loyalty, trust and dependence from the staffs.
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