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    Businees

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    Huseynov Ali
    Laura should focus on being a leader and delegate managerial responsibilities to the two managers. To build staff confidence, Laura needs to give managers greater independence, communicate regularly about changes, support learning opportunities, engage in team building, incentivize performance, address her negative conversation style, involve staff in hiring, and communicate without reprisal about issues causing high turnover. Laura and the managers should complete leadership assessments, determine their strengths, and work together using complementary styles to effectively run the department and support employees. A transformational leadership style treating employees as human beings and creating motivation through vision and trust would be most effective in this scenario.

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    Businees

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    Huseynov Ali
    57 views2 pages
    Laura should focus on being a leader and delegate managerial responsibilities to the two managers. To build staff confidence, Laura needs to give managers greater independence, communicate regularly about changes, support learning opportunities, engage in team building, incentivize performance, address her negative conversation style, involve staff in hiring, and communicate without reprisal about issues causing high turnover. Laura and the managers should complete leadership assessments, determine their strengths, and work together using complementary styles to effectively run the department and support employees. A transformational leadership style treating employees as human beings and creating motivation through vision and trust would be most effective in this scenario.

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    Laura should focus on being a leader and delegate managerial responsibilities to the two managers. To build staff confidence, Laura needs to give managers greater independence, communicate regularly about changes, support learning opportunities, engage in team building, incentivize performance, address her negative conversation style, involve staff in hiring, and communicate without reprisal about issues causing high turnover. Laura and the managers should complete leadership assessments, determine their strengths, and work together using complementary styles to effectively run the department and support employees. A transformational leadership style treating employees as human beings and creating motivation through vision and trust would be most effective in this scenario.

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    Download as docx, pdf, or txt
    57 views2 pages

    Businees

    Uploaded by

    Huseynov Ali
    Laura should focus on being a leader and delegate managerial responsibilities to the two managers. To build staff confidence, Laura needs to give managers greater independence, communicate regularly about changes, support learning opportunities, engage in team building, incentivize performance, address her negative conversation style, involve staff in hiring, and communicate without reprisal about issues causing high turnover. Laura and the managers should complete leadership assessments, determine their strengths, and work together using complementary styles to effectively run the department and support employees. A transformational leadership style treating employees as human beings and creating motivation through vision and trust would be most effective in this scenario.

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    of 2

    ZU-047 - Hüseynov Şahmirzəli

    1. How can Laura more effectually use both leadership and management skills in her
    role as an associate director? What combination of the two works the best in this
    setting?

    A director can be a manager and a leader simultaneously. Since both managers are
    clearly capable and directly manage all of the department staff, Laura must focus
    on being a leader. Laura must delegate the managerial responsibilities to the two
    managers. Thus, building up the managers’ confidence and use their problem-
    solving skills to help their staff. It will also enable Laura to focus on building a
    greater sense of staff commitment to the company’s mission statement.

    2. What steps are needed for building the staff’s confidence?

    Due to the high turnover in the company and Laura’s negative conversation style, the
    staff is uncertain about their future in the company. The following steps are necessary
    for building the staff’s confidence in Laura:

    ● Giving managers greater independence and the necessary information to


    manage their staff.
    ● Communicating regularly with the staff about changes
    ● Supporting the staff in pursuing learning opportunities, professional
    development, and making time for them to do so
    ● Engaging in team building interactions and exercises
    ● Incentivizing high-performance
    ● Addressing Laura’s conversation style directly and explaining to her how it
    affects staff perceptions
    ● Involving staff in the hiring process
    ● Communicating with the staff directly and without reprisal, about the issues,
    they think cause high-turnover
    3. What advice would you give Laura on enhancing her leadership skills and to the
    managers on developing their management skills?

    Laura and the managers should complete a leadership or management assessment to


    determine their personal skills, learn how they can support their employees in the best
    way possible, and figure how they can work together to use each other’s strengths to
    run the department. The managers can use the style approach to structure their
    managerial styles as manager 1 uses a task-oriented approach whereas managers 2
    demonstrates a relationship-oriented style. Laura may also focus on developing her
    leadership skills by building on her current strengths. Furthermore, Laura may want to
    revisit the responsibilities and roles of every position and how her division’s work
    supports the overall organizational mission. Aligning with the general mission and
    communication it to the staff can help enhance morale and provide clarity on the
    department’s direction and role.

    4. Which leadership style do you think a leader would need to be effective in this
    scenario?

    Various leadership methods can be appropriate for the position detailed in the
    scenario:

    Skills: Focusses on the capability to resolve complex problems. The non-profit is


    experiencing various difficulties at the organizational level involving high-turnover.

    Path goal: Encourages employees by defining goals, eradicating obstacles, clarifying


    path, and providing support. This kind of leadership can work well in boosting
    employee morale.

    Transformational: Treats employees as complete human beings, consider standpoints


    and emotions. Creates motivation by providing a clear vision, acting as a social
    architect, developing trust, and building positive self-regard.

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