Theory Of Individual Performance : Values, Theories, And Theories Of Organizational Influences

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The US Army’s leadership is failing the individuals (Soldiers), groups (Units), and the organization as a whole. Communication, structure, motivation and job satisfaction is lacking due to the errors and selfishness of the leadership staff. As Throughout this paper I will examine this case issue as well as the theories and concepts that are most relevant to this case. The three theories and concepts associated that will be addressed are theories of Individual Performance: Values, Theories of Group Influence: Communication, and Theories of Organizational Influences: Structure. Here I will be able to determine what the case issues are within the US Army, as well as conforming ideas as to what needs to happen or change. I will also be…show more content…
Robbins & Judge (2011) shares that “OB is the study of what people do in an organization and how their behavior affects the organization’s performance” (p.10). While I was a leader in the US Army, I felt that it was my job to be able to accept change and learn new innovated ways to help my organization grow on all levels. A major issue I have seen within leadership in the US Army is the failure to accept change and encourage their Soldiers to do the same. It is the role of the leaders in the Army to lead by example and if they are not then how can they expect their employees to be successful? Leadership’s effectiveness requires strong intrapersonal and interpersonal skills. Why? Because as a leader without great individual or intrapersonal abilities you are less inclined to have the capacity to create great interpersonal aptitudes, presentation abilities or initiative aptitudes. Robins & Judge (2011) shares that “leaders are responsible for the motivation and direction of employees and are required to perform duties that are ceremonial and symbolic in nature” (p.6-7). Evaluate By leaders in the US Army walking around and engaging with employees on a day-to-day, it helps them gain insight as to what is going on and pinpointing possible flaws and or what needs to be improved. Robbins & Judge (2011) shares that “ample evidence shows that employees who are more
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