Thank you for such an insightful station! How great is it that you were able to straight associate to Tammy in traveling into a place of leading within an organisation where you had antecedently been working? I wholly agree with you in that Tammy will necessitate to further relationships that promote productiveness.
I wonder if Tammy will be tempted to tilt towards a more 1. 9 managerial manner where she focuses more on relationships than on production. “His purpose as a trough. nevertheless. is to avoid coercing for production at a rate higher than that which would win credence from organisational members” ( Blake-Mouton. 191 ) . I imagine that it would be hard to concentrate every bit much on production as on relationships when you already have established friendly relationships with the people that you are seeking to take.
It sounds as though you were able to carry through more of a 9. 9 managerial manner. which is rather a effort! In order to concentrate more on production. she will necessitate to follow a leading manner that is high in originating construction. As Dr. Wagner talked about in his picture. “Initiating Structure and Consideration. ” Tammy will necessitate to put and keep definite criterions of public presentation for her squad if she hopes to turn the YMCA around. Thank you once more for an first-class station!
Julia
Teresa.
I agree with you when you say Tammy will hold to originate construction and consideration. In this instance I think these manners of leading are both every bit of import. Additionally it may be good for her to non merely understand her staff but to understand her ain alone leading manners. She posed several questioned refering to her ain leading. saying. “do I have the accomplishments and competencies to efficaciously alter the current state of affairs? ”
Tammy is wise in presenting these inquiries and understanding that simply holding consideration may be futile. as there is no direct relation between consideration and occupation public presentation. How good do you believe it will be for Tammy to cognize her managerial manner? Where do believe Tammy falls on the grid? I would venture to state she possibly The 9. 9 Managerial Style. It will be of import for her to put a structured environment whereby staff can freely believe. be originative. and express. Harmonizing to Blake & A ; Mouton “when people can believe. when they have influence on results. they support instead than follow or defy. “ ( Blake & A ; Mouton pp. 196 ) Blake. R. & A ; Mouton. J ( 2010 ) .
The Managerial Grid. In J. T. McMahon ( Ed ) Leadership Classics ( pp185-199 ) Long Grove. Illinois: Waveland Press. Bowers. D. G. & A ; Seashore. S. E. ( 2010 ) A Four-Factor Theory of Leadership. In J. T. McMahon ( Ed. ) Leadership Classics ( pp 200-210 ) . Long Grove. IL. Waveland Press. Ken Mark and Gerard Seijts. “The Scarborough YMCA: Getting Back on Track. ” in Cases in Leadership. erectile dysfunction. W. Glenn Rowe and Laura Guerrero ( Los Angeles: SAGE Printing ) 107-115.
Your station was insightful. You mentioned that Tammy will make good for three grounds: 1. Her co-workers already view her as a equal and trust hrialer.
2. She will non hold to travel through an initial phase of holding the squad become familiar with her and frailty versa to be able to set up a trusting relationship. 3. Since they already see her as a equal. her ability to actuate and animate them will be enhanced.
This is true. Additionally I have found that peer leading doesn’t ever represent for positive results. Tammy may see some push back from staff that persist to stay in averageness and complacent. Some staff may believe that Tammy has gotten “big headed” due to her freshly assigned leading function. When I took on my new managerial place unluckily. some staff had to be released. It was painstaking but necessary. In the instance of Tammy. she agreed to take on the place if she had the authorization to to the full director staff. I would venture to state Tammy was being proactive and may hold foreseen this inevitable destiny for some of her former equals.
While Bower & A ; Seashore province the findings confirm there is important and strong relationship between managerial and peer leading features. there are other considerations. ( Bower & A ; Seashore. pp 209 ) One consideration is sited in Leadership Classics as “seven of the eight leading features outlined in “A Four Factor Theory Of Leadership” play some portion in the prognostic theoretical account generated from informations ; merely peer interaction facilitation seems to play no alone function. ” ( Leadership Classics. p 209 ) In the instance of ‘peer leadership’ . it is no statement that there are pros and cons and the result is unpredictable.
