You are the supervisor of a new hire in your department. Whilst you notice that this new hire has an outstanding resumé and excellent references from her previous employer, she seems to be struggling to connect with her co-workers and this seems to be impacting her ability to complete tasks within her team. Using the Situational Leadership model how would you coach this new hire to address the challenge she seems to be facing?
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You are the supervisor of a new hire in your department. Whilst you notice that this new hire has an outstanding resumé and excellent references from her previous employer, she seems to be struggling to connect with her co-workers and this seems to be impacting her ability to complete tasks within her team. Using the Situational Leadership model how would you coach this new hire to address the challenge she seems to be facing?
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- Blanchard and Hersey's Situational Leadership Theory describes employees in the earliest stages of development as a) high in both commitment and task competence. b) low in both commitment and task competence. c) highly committed, but with low task competence. d) high in task competence, but with low commitment.According to the situational leadership model, which style of leadership will be most appropriate for subordinates who have low levels of development and commitment? A. Directing style B. Middle-of-the-road management C. Supporting style D. Coaching styleYou are a manager in a mid-sized organization, and your team has been experiencing a lack of motivation and productivity. You have noticed that there is a lack of trust and communication between team members, and there have been several conflicts within the team. You have decided to assess your leadership style to determine if it is contributing to these issues. Using the situational leadership model, analyze your leadership style and its effectiveness in addressing the issues within your team. What changes could you make to your leadership style to better address the current challenges?
- Alexandra is a production manager at a marketing media company. 9 months have passed since she joined the company, and she has been performing very well. When she first joined the company, Alexandra was very focused on organizing and planning how her team completed the work. She is now focused on motivating the tear to higher levels of performance by building a relationships with the team members based on trust and open communication. Which of the following best describes the different leadership approaches Alexandra demonstrated? O a. Transactional and Participative Leadership O b. Directive and Situational Leadership O с. Consideration and Trait Theory of Leadership O d. Boss-Centred and Transactional Leadership O e. Initiating Structure and Leader Member ExchangeAvondale Industries’ senior leadership has identified several standout employees who are highly productive and motivated, have a great attitude, and have strong communication skills. The leadership team has asked the training and development office to develop a leadership training course for these outstanding employees. Which of the following is the best reason to offer leadership training? Through the leadership training course, the company can teach effective ways to provide feedback to motivate and increase the skill level of their team members. The leadership training course will improve the skills these employees have and enable them to make better decisions in their current roles. Employees who receive opportunities for career growth through learning and development activities will likely stay with the company longer. Providing leadership training will help these employees develop their own personal leadership style that team members will best respond to.When using the continuum leadership model, before selecting one of the seven leadership styles, the leader must consider all of the following variables EXCEPT: the subordinates. the task structure. the boss. the situation/time.
- You are the manager for Superstar Incorporated. This company has been operating successfully for over a decade, producing high-quality products for its customers. However, in recent months, your management team has observed a significant decrease in employee motivation across various departments. This decline has resulted in decreased productivity, increased absenteeism, and a general sense of disengagement among the workforce. Using your knowledge of management theories, outline a management plan to help boost employee morale. Conclude by clearly describing your rationale for why you included each part of the management plan.A manager is not only responsible for planning workplace initiatives and setting goals for their organization, but they must also create activities that boost morale and create a sense of unity. Imagine that you are the manager in a workplace where morale seems to be declining and the employees are becoming less productive. What type of activities would you plan to help create a sense of cohesion between your employees and help to raise the overall self-esteem in the workplace? Things to consider are the financial costs, whether or not to include family members, how to feed everyone, etc.You are a manager in a mid-sized marketing firm, and you have noticed a decline in your team's motivation and performance. Despite your best efforts, team members seem disengaged and lack enthusiasm. You decide to apply guidelines for motivating people to improve the situation. 2.1. Based on the scenario, discuss three key guidelines for motivating employees in a corporate setting. Provide practical examples. 2.2. In the given scenario, you have decided to use the Expectancy Theory to motivate your team. Explain how this theory works and how you plan to apply it to boost your team's motivation. Provide specific steps and examples to illustrate your approach
- What is the difference between a work group and a work team? If you are a manager and your goal is to build an effective virtual team, what ingredients or variables are required if you are to create an effective team? Be very specific and detailed in your response.Workplace conflict is common and likely to happen whenever people are asked to work together. For the scenario below, you are the manager of the two direct reports described in this scenario. An employee in your department (Sarah) who has always performed at the highest level, communicated effectively with team members, and is a strong candidate for promotion recently became more reserved in her office interactions, is coming in early, and working late - but just does not seem to be herself. You've asked her if everything is okay and offered resources, but she indicates everything is fine in your discussions. While making copies in the copy room, you hear part of a conversation between a newer employee (Sam) and what appears to be a representative from one of Sarah's top sales accounts. You are not concerned as it is common for team members to help each other out during busy times of the year. A few days later at the monthly team update meeting, there is obvious tension between…Managing a variety of personalities can be challenging for an employer who has a mix of Gen Y, Gen X, and Baby Boomer employees. As a manager, it is important to have some knowledge of psychology. It is your job to make sure everyone on your team is being as productive as possible, even if you have to treat everyone a little bit differently to do so.The more effective you are at flexing your managing style, the more effective your employees will carry out their assignments. Devora Zack writes in her book Managing for People Who Hate Managing: "Flexing your style means being versatile in how you lead, communicate and motivate. A tough approach propels one employee; mild-mannered encouragement inspires another. Being flexible requires proficiency in a range of techniques; to draw upon as needed."Why is understanding psychology important for management and organizations? Examine the applicable traits managers must have to manage a wide range of personalities in the workplace.