Please answer original forum with a minimum of 250 words and respond to both students separately with a minimum of 100 words each!
Page 1 Original Forum with References
page 2 Hector response with references
page 3 julius response with references
Original Forum
Examine your organization and leadership through the following questions:
1. How does your organization/leaders link rewards and appreciation to standards of excellence?
2. Are standards clear and how are they communicated? What changes would you recommend?
3. Is leadership defined by walking around (visible) and listening in your organization? How are examples and expectations set?
4. What does support look like/mean in your organization?
5. What recommendations do you have to improve the organizational dynamics?
Your initial post should demonstrate and integration of readings and research from the lessons to support your views. Support your work with references and intext citations.
Student Response
Hector
Good Afternoon Professor and Classmates,
I hope that everyone is having a great start to this week. The leadership in my organization developed different types of awards and recognition to increase organizational motivation. The prize and appreciation are separated into two categories, by individual and recruiting station performance. Individuals that go above and beyond on their monthly enlistment mission are recognized with Army awards and time off. When the recruiting station achieves its monthly mission, every recruiter receives a three-day weekend.
The standards and discipline are evident in the organization. There are regulations and standard operating procedures that all Soldiers and civilians must follow. Everyone in the organization acknowledges and understands how relevant are the standards. Regulations communicate the standards; there is no one to remind us of what not to do since we are all at least a Sergeant.
Examples and expectations set by the leadership in my organization are leading by example. Leadership is defined by the leadership actions to accomplish the mission and take care of their followers. An excellent example of a leadership style is the servant leader. “Servant Leaders likely reflects the realization that employee development and success due to better performance is a way that organizations can effectively leverage investment in leadership development (Winston & Fields, 2015).
Leadership support is critical in my organization. Leaders take their time to ensure that they provide the recruiters with the tools to be successful. The Battalion leadership spent money out of their pocket to buy masks and gloves for all of the Recruiters. Not every leader is willing to do that, and Soldiers can see this leadership actions.
My only recommendation for improving the organizational dynamics is by having more servant leaders that want to take care of the Soldiers. There are a few managers in my organization that are here only for them and not the Soldiers. The organization should invest more time training and developing those managers into leaders.
Reference:
Winston, B., & Fields, D. (2015). Seeking and measuring the essential behaviors of servant leadership. Leadership & Organization Development Journal, 36(4), 413-434. doi:http://dx.doi.org.ezproxy2.apus.edu/10.1108/LODJ-10-2013-0135
Kool, M., & Dirk, v. D. (2012). Servant leadership and commitment to change, the mediating role of justice and optimism. Journal of Organizational Change Management, 25(3), 422-433. doi:http://dx.doi.org.ezproxy2.apus.edu/10.1108/09534811211228139
Julius
Hello Class,
Similar to our reading for the week, my unit employs a contingent reward. “To acknowledge the task-orientedness of leadership, the contingent reward element of transactional leadership is used. It is one of four major characteristics of transactional leadership ([5] Bass, 1990). It means that the leader promises rewards in exchange for good performance. Contingent reward leaders offer tangible and intangible support to their followers, set rules, and determine the reward for goal accomplishment ([6] Bass, 1998; [57] Walumbwa et al. , 2008) We have multiple awards all at different levels, identifying the hard work that has been done by the individual. The standards of excellence is well communicated across all working members from the highest ranking to the lowest. Our unit hold frequent meetings, Quarterly, Semi-Annually and annually to ensure that we stay task oriented and focused. As far as leadership presence, it is very lax due to the fact that most recruiters are geographically separated. Though a mandatory office visit and phone calls are put in place to let it be known that top leadership is avail be regardless of the distance between one another. The ability for leadership to commute day in and day out is the direct example of showing that they care. On top of leadership checking in, we utilize a wingman concept where we all have the responsibility to look after one another. In regards to trying to improve the organizational dynamics, I would refine how we get the new recruiters trained. The lack of trainers can be detrimental to an organization if they cannot train the incoming recruiters in time. I would implement, trainers in all section of the organization so that we wont have to rely on a couple trainers driving all over the state to conduct a face-to-face training.
-Julius
Kool, M., & Dirk, v. D. (2012). Servant leadership and commitment to change, the mediating role of justice and optimism. Journal of Organizational Change Management, 25(3), 422-433.
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Video/YouTube links: Encourage the Heart – Death Crawl Illustration (click to view)
