Weaknesses Of Dgel

The major issues identified in this case study are the skills lacked by Gallagher to handle the staffs and members, the high rated self assessment by Gallagher that speaks about his disagreement to change. Gallagher is a diligent manager who lacks soft skills and is very critical about his staff and can’t delegate, entrust and coach team members. This is why the employees reporting him get dissatisfied to work in the

In chapter two, Abrashoff discovered “90 percent of the time, I was at least as much a part if the problem as my people were” (p. 33). When things go wrong and tasks are not completed, a manager usually blames the employees. Abrashoff used a different approach; he looked at himself and wondered what he may have done wrong in certain situations. By recognizing their own faults, a leader can learn from them and show their employees that they are learning from them.

This work is part one of an ongoing communications portfolio which will be expanded upon weekly. Barrett (2011) describes leadership communication as “the controlled, purposeful transfer of meaning...” (p. 6). The following is a self-assessment (Barrett, 2011, pp. 407-411) which will help gauge my current leadership communication abilities. Each area will be answered with either excel (master of skill) , competent (acceptable but could improve) or need to develop (needs attention).

Those that follow a transformational leadership framework believe that leaders possess many of the aforementioned qualities, but the focus is on one’s ability to inspire and empower others (Ross, Fitzpatrick, Click, Krouse, & Clavelle, 2014). These leaders literally ‘transform’ their followers by inspiring enthusiasm and performance towards a

The other crucial problem affecting the organization is poor leadership. Even though, Jane is qualified and self-driven, her approach in managing the team at the Division of Environmental Assessments is lacking effectiveness. For instance, she is making decisions all by herself instead of discussing some issues with the employees in order to understand their perspective. Such management approaches do not reflect teamwork, and they are evidently receiving mixed reactions from the entire team. The other example is when Jane pushes her team to work hard on new projects, but present their ideas to the Director as her own. This makes it look like

Becoming a transformational leader can occur either because the leader has a model or mentor that is a transformational leader, because he/she is a born transformational leader, or through reflection. Senge (1990) wrote that “Learning through reflection is about finding the creative tension...between an understanding of current reality and a vision of desirable practice” (as cited in Johns, 2004, p. 24). In addition, Schuster (1994) noted that one who desires to become a transformational leader can cultivate certain qualities that are characteristic of such a leader: a stimulating vision for the organization, honesty, empathy, authenticity, the ability to defer self-interest to ensure that others are recognized, a holistic concern for the organization, the ability to share power with others, and the ability to develop others (as cited in Johns, 2004, p. 25). The transformational leader is also an effective communicator who persists during hard times and still has the courage to continue to move ahead even when fatigued and encountering difficulties (Schuster, 1994, as cited in Johns, 2004, p. 25).

Weaknesses – These are internal qualities that hinder an entity or organization from accomplishing its mission and goals. Weaknesses include the poor quality standards that cause an organization not to perform optimally. Weaknesses might include obsolete machinery, high employee turnover, narrow product range or debts. Since they are internal in nature, weaknesses can be eliminated and minimized. For instance, in the business of baseball exercise, the main weaknesses identified include insufficient use of statistics to evaluate layer performance and poor management of baseball insiders. Both of these weaknesses could be eliminated or minimized. An analysis of weaknesses enabled organizations to identify problems or challenges that they can easily address.

There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

Patrick has addressed an issue that all supervisors dread. To add to the direct visible issue of the job not being performed correctly, there is the aspect of dependence on other employees or offices for the directly effected employee must depend. I think that there are some critical information missing from the evaluation process which may have led to the dismissal of this employee.

She treats Bianca for Lars’s sake. Without the treatments Lars would not have been able to move passed this obstacle in his life. She uses levelheadedness as well as kindness to gain Lars trust. Her practice made it seem as though the treatment and the visits were absolutely necessary, because doctors are known for being trusted for their word. Dr. Dagmar’s treatment for Bianca is actually a way to get time alone with Lars. Lars and Doctor Dagmar had conversations that lead to finding out something very hidden from people about Lars. She discovered about his anxiety, hypersensitivity, and his social awkwardness. Lars tells this to her only because he trusts her. There was one situation that they talked about Karen’s baby. Lars was so scared Karen would lose the baby that he had a panic attack in the office. Her levelheadedness helps Lars calm down and relax through the stressful situation he was going through. This situation also displays a way of a holding environment. Jordan Margret, in her review, stated how the doctor created a holding environment which, “…protects [Lars] from having to deal with aspects of reality before [he] is ready to do so.” (Psychoanalytic). This holding environment helped Lars deal with this struggle at his own pace and not be forced to move faster than he wanted

7. Lastly, Anne could cut down on the number of performances to reduce the expenses (if the contract allows for that). From a leadership perspective, the main weaknesses are a vacant CEO position, which makes coverage for the responsibilities of that position difficult, especially in a time of a merger. Secondly, key members such as Keith Lockhart and Ms. Abravanel are skeptical

Weaknesses: Lack of coordinated decision making is a weakness for LorPel. Victor, Aleksey and Igor do not seem to agree on the best way forward for the company. Each of these managers presents his own thoughts and none of them is willing to listen to the other in order to have an informed consent.

Bass, B. M. (1990, Winter). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, pp. 19-31.

Another weakness was the ability of management. Even the idea of switching from a commission base to a salary should never even have left the closed door meeting. This is their key strength which helped them to generate so many sales. Due to this, it seems like their decision making capabilities seem to be lacking as well as their problem solving abilities.

Mr. Deles may not teach all the tasks and responsibility of being a supervisor to his trainees. As he will consider himself as a big loss since he worked for so long in the company and will not let anyone take charge in his position. It will also take time for the trainees to learn all the tasks of a supervisor and in case they were promoted they still need to adjust themselves into new challenges.