Leadership Styles: Challenges and Strategies for New Managers ✓ Solved

You were recently appointed as a new manager. You face a number of issues in your new position. Please address each. The previous manager used a transactional leadership approach, which has been relatively ineffective. Evaluate one leadership style and describe which you would take.

An experienced executive assistant discovered that she made the same amount of money as a newly hired janitor. Consider the role the human resources department plays in driving organization performance. What HR strategies would you employ to address this? To keep people motivated in a tough economic environment, the company has shifted from annual to semiannual bonuses. Do you think offering semiannual bonuses is a good way to motivate the kind of behaviors organizations need to survive the economic downturn? What might be some potential problems associated with this approach? What other strategies would you use?

Paper For Above Instructions

As a newly appointed manager, I am confronted with several critical issues stemming from the previous management's approach, which predominantly utilized a transactional leadership style. In analyzing this leadership style, it becomes apparent that while transactional leaders may efficiently manage routine tasks and processes, they often neglect the intrinsic motivations that drive employee engagement and innovation. Recognizing this limitation, I would advocate for a transformational leadership approach, which prioritizes the development of employees and encourages a culture of collaboration and innovation.

Transformational leadership is characterized by the ability to inspire and motivate employees to exceed their own self-interests for the sake of the organization and its mission (Northouse, 2018). By fostering an environment where employees feel valued, understood, and engaged, transformational leaders can promote a strong sense of loyalty and commitment, which is particularly essential during organizational transitions. Acknowledging the need for change, I aim to implement a leadership style that emphasizes communication, empowerment, and inclusivity, allowing employees to take ownership of their work and contribute to the organization's success.

Additionally, the issue regarding the salary discrepancies between the experienced executive assistant and the newly hired janitor highlights the significance of equitable compensation and the role human resources play in maintaining organizational performance. To address this challenge effectively, I would propose a review of the organization's compensation structure through a comprehensive job evaluation strategy, ensuring that salaries are commensurate with the responsibilities and market standards. Moreover, it would be prudent to engage in open discussions with employees to assess their perceptions of fairness and transparency in compensation practices.

Furthermore, to keep morale high amidst economic challenges, the recent shift from annual to semiannual bonuses raises pertinent questions about motivation. While semiannual bonuses may serve as a short-term incentive to improve performance, they may not suffice in sustaining long-term engagement and commitment, particularly in demanding times. A significant concern with this approach is that it may inadvertently lead to a performance culture that thrives on short-term results rather than fostering enduring loyalty and dedication to the organization.

To bolster employee motivation, I recommend implementing a multi-faceted approach that combines financial incentives with recognition initiatives and opportunities for professional development. Establishing a culture of recognition—where accomplishments are acknowledged publicly—can cultivate an environment of appreciation that encourages employees to strive for excellence (Bakker & Demerouti, 2017). Additionally, providing employees with avenues for growth, such as mentorship programs or leadership training, can enhance their skill sets and career prospects while reinforcing their commitment to the organization.

As I reflect upon the Level 5 leadership concept, characterized by humility and resolve (Collins, 2001), I recognize the importance of embodying these traits in my leadership practice. By prioritizing the collective success of the team over personal ambition, I aim to foster an atmosphere of trust and collaboration, empowering my team members to engage enthusiastically in achieving organizational goals.

In conclusion, facing the challenges as a new manager necessitates a proactive and strategic response that embodies transformational leadership principles. By prioritizing employee engagement through equitable compensation, recognizing achievements, and investing in development opportunities, I am confident in our ability to navigate economic uncertainties and cultivate a thriving organizational culture.

References

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