In organizations where the workers operates remotely and geographically scattered across the world and work in distinct regions, it’s difficult for managers to keep track of every operation and employee individually. Besides the provision of remote work coordination platforms, the work environment tends to be isolated because of uneasy and quick access to bosses. The managers are can’t reach the offices to ask argent questions. The situation lowers the work efficiency for remote employees due to lack of information from headquarters and promptness of information (Brotheridge & Long, 2007). Besides, managers have to keep going and traveling for effective communication and clarity which ingrained issue despite technological mechanisms provided to enable employee interaction. Facilitation of communication between workers ensuring transparency and promptness of shared information regardless logistical barriers are key duties of managers
Conflicts Within Teams
Managers often find themselves in disagreements with their workers, and effectively resettling them and securing smooth workflow within groups and attainment of collective and personal goals. When the conflicts are addressed managers are found in difficult situations of making the judgment as the resolution depends on their care and decision-making ( Brotheridge & Long, 2007). The conflicts contributing to the challenge are such as the division of resources, goals, tasks, and personality conflicts.
Face-to-face conversation with every worker is the answer for success for any manager and therefore the organization. Workers merit consistent feedback from their employers and employees because it enables them to feel appreciated and recognized. It allows them to develop within their company. The challenge is rooted in the transparency and regularity of conversations between workers and managers. (Brotheridge & Long, 2017) Having chats often with the employees and discussions based on their achievements and failures and giving help with work and individual life indicates that managers look after their employees. Consequently, conflict results from the challenge as a result of a lack of making information too personal.
Explain the three (or more) most important actions a manager as a leader take to address the challenges. What is done to make a difference? How do managers decide on the best approach to action? Who helps them to develop the strategy?
For the manager to face the challenge of managing remote workers that result in conflicts with employees, he has to establish organized daily check-ins. He can make daily calls with distanced employees that may take the form of one-one calls if the worker works separately from the other or a group call if the job is highly collective. The best part is that calls are predictable and efficient and that a discussion in which workers get the opportunity to consult with the manager so their queries and concerns are heard. Cannella, Finkelstein & Hambrick,2018) Another mechanism to solve the challenge of managing remote workers is by establishing rules of engagement. Remote employees become fulfilling and efficient when a manager sets a prediction for the regularity, means, and perfect timing of conversation for their groups. It can be facilitated by the use of videoconferencing for daily report forums. Also, the manager can let the workers know the right way and time to reach him during the workday to guarantee the distribution of information as required.
One method of solving the challenge of conflicts within teams is avoidance. Avoiding the conflict especially when the cause of the disagreement is trivial. for instance, when an employee accidentally does not get an e-mail is an appropriate approach. The manager may also avoid the conflict when he wants the group to tackle it informally. Additionally, if the conflict doesn’t interfere with the production of the organization the manager may opt to avoid the matter if no possible solutions to addressing the disagreement. (Bolden, Gosling & Dennison, 2013) Another approach is domination. It is an ideal response to an emergency circumstance or when fast, decisive action is required. It can also be an effectual tool for unpopular resolve or when a group member is individually affected. Besides, for the manager to keep free from conflicts and enable a smooth flow of work should develop a management plan and gets everything working. The manager is helped by the top directors or board, administrators, and all staff to develop the management plan.
What Kind Resistance Did managers Face and From Whom? How Do They Overcome That Resistance? What Can Happen If the Changes are Differently?
One of the resistance managers face is the logical resistance which basically results from the duration employees take to adjust and get used to changes. For instance, when accountants have to shift from paperwork to digital accounting. It takes them time to change. The second resistance facing managers is Psychological resistance which occurs as a result of psychological and Mindy factors. Employees may be afraid of changes due to fear of the untold and less endurance to change. The last resistance is sociological (Curtis & White,2012). It is associated with the common morals and customs of a team. Employees may be opting to make a shift but due to peer pressure from the team they belong to, they get influenced to protest with them.
To overcome the resistance the managers firstly should convince the employees that the reforms they are put forward are essential. Outline how the employees and the company will gain from the reforms. Secondly, the management should keep some consideration to make the reforms smoothly: Changes should be done in stages which is easier to carry out and the reforms should not generate insecurity among employees. Additionally, the managers should value the ideas of all workers on whom the reform will have an impact. (Ellis, 2012). The managers should demonstrate acceptance of the changes to enable the employees to accept. Finally, training should be conducted for workers to make accept the reforms with confidence. If the employees are not given a clear explanation about the changes, they have to simplify the situation for themselves. In such conditions, the opponent of the changes and all the leaders involved in making the interventions leading the turmoil should be presented to the forefront.
How Managers Feels Toward Entering into Reforms and How their Feelings May Have Changed During the Experience.
Stressed and Angry About the Inconvenience
Introduction of new processes and applications or working in a new area makes the managers feel exasperated and tensed (Wittig, 2012). Addition of activities or new components to learn to make them feel like an inconvenience which may demand the addition of more time and work during weekends as they try to carry on with their daily workload.
Doubting the Leadership’s Vision
The announcement of organizational reforms provokes doubts to employees, some may differ with the direction the company is taking and others may take change as harmful to the task they are allocated (Wittig, 2012). The managers may lose hope in the organization’s leadership in times of company change because they don’t totally trust in the plan.
Happy About the Challenge
Besides stress being an ordinary reaction towards reforms in organizations, it’s also crucial for employers to mind that workers also welcome reforms. Depending on the manager’s personality and exposure to the organization (Wittig, 2012). They may be happy with the new reforms and interested in what may come.
Ready to Make Adjustments
Besides positive and refusal feelings towards reforms, some managers remain middle ground. They keep reservations for what may occur and also accepting to be prejudice-free about the new company structure (Wittig, 2012). The managers know that despite the difficulties in adopting change there can be helpful results such as promotions. As the managers cope with the changes, they find it appropriate to proceed to do tasks as before making them then take in something advanced in difficulty. Managers perceive reforms as a way of providing stability to the company during hard times
What it means to be an effective leader
Share Their Vision
For a manager to be an effective leader should have a transparent idea of where he wants to be, how to reach there, and how prosperity looks like. Should be able to illuminate his perceptiveness clearly and devotedly ensuring the group comprehends how their personal efforts donate to top-level goals (Notar, Uline & Eady, 2018). Individually performing toward a viewpoint with perseverance, tenacity and interest influences others to work the same
Leading by Example
A good leader should be able to build reliability to achieve an appreciation of others to leave an example. Show the behavior that other employees should follow. Setting high standards for oneself if interested to have a team (Notar, Uline & Eady, 2018). Organizing words and deeds will win the trust and encourage the team to follow the example.
An honest leader draws employees’ values to gear their ideas, behaviors, and operations with others. He has a true belief of what is just and wrong and is therefore honored for being trustworthy, principled, moral, and consistent (Notar, Uline & Eady, 2018). He can keep his promises and relate with others. Showing honesty through everyday actions rewards confidence, confidence, and respect from workers.
A good leader should have the ability to converse clearly, briefly, and thoughtfully is an important leadership competence. Communication doesn’t only entail listening and answering appropriately (Notar, Uline & Eady, 2018). It also involves sharing relevant information, posing brilliant questions, asking for inputs and advanced ideas, shedding light on misunderstandings, and making expectations clear. A good leader also animates his staff.
Make Hard Decisions
A good leader must have the ability to make quick, hassle decisions with short information. When he is faced with a difficult decision, should begin by determining what he is trying to attain. Review the result of the decisions and any present alternative (Notar, Uline & Eady, 2018).
Analysis of A Manager
An organization manager is a worker who is accountable for planning, guiding, and supervising operations and financial health of a company or operating components within the organization. He is responsible for supervising the activities of teams, maintaining activity systems, and planning strategies and policies that encourage optimal performance. Have known the leader through his fellow workers, he has been involved in many levels of business. He has also been invited in forums on a discussion involving the motivation of teamwork. He is involved in establishing teamwork in organizations to boost performance (Hoskins & White, 2013). On the side of getting the interview, I first analyzed the work description of the company though asking the manager to give a copy of the work description and read it carefully how they describe themselves, education, competencies, and experience required for the job.
Their responsibilities as managers and needs specified as required for the job. Secondly, I investigated the company website to know about the company, what they offer to the world, their prospective customers, and studying their home page.
Thirdly, I put google to work collecting essential data about the company. I used the search engine to examine their products and services to learn what is presented, written, and videoed about the goods and services. Looked for product reviews and gathered information about their opponents (Bonevski et al., 2014). Finally, checked the organization profile to gather some data to help develop the interview questions. Besides, the experience of the data gathering was hard because the manager had the attention of the confidentiality of the company information and disclosing personal information. In the aspect of follow-ups, I gathered several contacts and e-mail addresses and requested permission to utilize them.
Leadership Strategies, Principles and Models in Leadership Style
Distribution of Responsibility
Leaders achieve the competencies through practices which demand autonomy. High-level leaders should distribute power bottom words, across the company, enabling all the employees to make decisions. Distribution of accountability gives developing strategic leaders a chance to reflect on what can happen once they take the risk (Quong, & Walker, 2010). It capacitates teams to handle a variety of activities and solve different problems. It enables adaptability and the ability of the company to recover fast after difficulties.
Honest and Openness About Information.
The management framework traditionally embraced by companies originated from the military
and was developed to control the movement of information. Such leadership information is equal to authority. The leadership faced issues when the information was to be delivered to a specific employee. Consequently, workers had to make hidden decisions. They lacked to know what components are significant to the approach of the company. They find it hard to speculate when one is not influenced to interview information that comes on the way (Quong, & Walker, 2010). The absence of information erodes confidence in testing a leader or suggesting an idea that contradicts the leaders. Transparency promotes communication about the significance of information enhancement of daily practice
Developing Multiple Paths for Hoisting and Testing Ideas
Creating and donating ideas is a key competence for the strategic boss. And the ability to link the plans the way the organization develops is important. By enabling employees to bring in their contemporary thinking to board. A leader assists them to learn to take advantage of their own innovation (Quong, & Walker, 2010). From the interview, it can be summarized that the leadership style enables all employees to participate in daily functioning decisions and know that the decisions are circulating across the company in a single direction. It helps by developing a surrounding where each employee is dedicated to a common innovation
Business strategy can be described as a decision that an organization takes to achieve its business objectives and be competitive in the business. Can also be described as what the company requires to do to achieve its objectives which help in guiding decision-making for the procedures of recruiting and allocating resources.it helps distinct departments to collaborate guaranteeing departmental goals support the general direction of the organization. It comprises a cross-sell many goods. The approach is focused on selling better to the same client (Harrigan,2011). It is mostly applied in banks and office supply organizations and e-retailers. An increase in the product sold per client increases the cart size.
A slight increase in the curt size provides a considerable effect on profitability without spending to find new clients. Secondly, it involves innovative goods and services. Many organizations especially technology companies differentiate themselves by developing cutting-edge goods. Thirdly it involves growing sales from new goods (Harrigan,2011). In this aspect, some organizations prefer investing in research and creation to consistently innovate even having successful goods. Finally, it comprises of improving customer strategy. The strategy is applied to those businesses that have had problems in rendering quality consumer service. Organizations have created firm popularity for having extraordinary client service.
Lessons on Business Strategies
Business approaches aids in planning. It helps businesses identify major procedures to take to achieve business goals. They also strengthen and weakens. The procedures of creating the business approaches help identify and examine the organization’s strengths and debilities developing an approach that will exploit strengths and overcome the weaknesses (Harrigan,2011). Strategies aid in enabling effective allocation of funds for the business operations. Besides, as a result of the business strategies business gain more profit and improved activity efficiency
Marketing approaches are developed to enhance market shares for an organization and its brands using a variety of marketing mechanisms to carry out a specific objective for new client’s acquisition and enhance consumer loyalty. A business owner is expected to outline the marketing approach to external and middle stakeholders such as credit officers and marketing workers. The strategy requires one to have good communication skills to influence more customers in the business. The marketing strategy conveys company information, its goods and services, and trading objectives to add relevancy to the strategy (Morgan et al.,2019). It describes the organization’s strategic viewpoint and reasons the company decided to enter the firm. It tells the audience what the company opts to accomplish with its goods and services despite generating income.
It discloses the need that the organization serves and the merits the goods provide. Additionally, business strategy expresses the nature of competition in the market industry.
It contains a list of key competitors and weighs up the company’s goods and services on its own. It focuses on the weaknesses it would wish to plan to benefit from its competitors without neglecting discussion on their individual abilities and competitive advantage. They help the company demonstrate that they are totally informed of what their opponents are doing to capture confidence to listeners that the marketing methodologies will keep the company ahead of its competitors (Morgan et al.,2019). It can be learned a company using marketing strategies, effective distribution is established since a company knows the features the product offers and targeted customers and what prices to appoint to the products. Assist with market communication. If a company has to be a retail store and does not have a sales force it can operate as a wholesale
A marketing mix can be described as a strategy for enhancing the elements of a company’s product and services. It is a tool for defining marketing options in terms of cost, promotion, and distribution so that the goods satisfy consumer needs. It can also be described as locating the right good to the right location at the right time. In a marketing mix, a marketer is required to develop a product that a specific group of customers wants, sell it at an area that those consumers visit frequently, and appoint a price that compares with the value the clients feel they can afford when they are willing to buy. In the marketing mix, plenty of work is required in finding out what client’s desire and identifying their shopping areas. A marketer is required to figure out how to manufacture the product at accost that means value to them (Thabit & Raewf,2018). Avail of them at a critical time. If some component goes wrong, it can lead to full disaster. Marketing mix is composed of product which is the good or service that is rendered as a solution to fulfill customer needs.
The product is developed in consideration of its life process and plan for distinct challenges that may result during its stages. Once it hits its last stage, it’s time for the marketer to renovate the product to capture the demand of the consumers again. The second element is the price of a consumer prepared to pay for the product. It helps the marketer determine the gain he is likely to generate. When appointing price for the goods one has to consider the production cost, price levels of the competitors, and goods value. The third element of the marketing mix is a place which entails the distribution centers of the good and channels used to distribute to consumers (Thabit & Raewf,2018). The marketing mix certainly helps marketers understand what their goods and services can render to consumers and make businesses use their abilities to eliminate redundant costs. The impact of marketing mix is developing value and fulfillment to customers
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