Situational Transformational Transactional -Myassignmenthelp.Com

Question: Discuss About The Situational Transformational Transactional? Answer: Introduction Tom has been recently promoted to a new managerial position and he is kind of overconfident with his expertise. He is not ready to listen to the advice that his boss has to share with him. He was not really clear with the exact business demand. In other words, they were not really sure about what is the exact Kiosk business demand that would attract the attention of the customers (Berson et al. 2015). Employees need a reason to care about contributing One of the managerial issues that were present in this company was perhaps the lack of motivation or the lack of a reason to contribute towards the overall growth of the company. Frank must try and use methods that would motivate all his employees. He must try the method of praising and appreciating his employees and their ideas. Though Tom seems very ambitious and is not ready to get the guidance of any of his superiors, but he does have some very good expertise in his own filed. So, if Frank keeps on overhearing them then Tom would no longer feel wanted within the company. Managers need to create a positive work environment The managers did not put forward any effort to make a positive environment for the employees. In the strategic planning meeting, there was a constant clash of interest between Tom and Frank Davis. Even during the meeting, they were not very confident regarding their agenda. Tom was not ready to take any suggestions from Frank and vice versa (Avolio 2016). Egotism and overconfidence of employees Egotism of the employees often becomes one of the major problems. The same was happening in the given scenario. Tom was ambitious and was overconfident about his skill and his expertise. As a result of this, he was not even ready to take any piece of advice from his superiors. So, this was becoming a major issue in the path of progress of Tom in particular and the overall organization in general. The above-mentioned issues are likely to cause several impacts on the business organization. If there is such a miscommunication and confusion among the senior management employees then it is likely to have a very big impact on the morale of the other employees. They will be suffering from this constant fear and threat that if this is the condition among the two senior managers or the leaders then there will be no one to guide them in future. They will also be very afraid about their future growth and development. They might feel that their voices will never be heard within the organization and they will always be dominated by their bosses. If these issues are not resolved then there will be a major problem in the overall production of the company. There will be a constant problem in communication among the employees. There will be power struggle going on around in the company. No one will be ready to take the opinion of others. It is clearly evident from the behavior of Tom. He feel s that whatever knowledge he has is sufficient and he does not need to follow the advice of any of his superiors. Similarly, Frank who is Toms boss, must also be a bit tolerant towards Tom and must at least pay some attention in listening to his ideas. The leaders or the bosses will have to be tolerant and patiently deal with any and every issues that their followers. It is true that Tom is new to his promoted post and is not very well acquainted with all the job roles and responsibilities, he is also way too ambitious, but Frank must realize that Being a leader it is his responsibility to help Tom realize his mistakes and correct them. The three motivation theories that must be used in the context of the above-given scenario are as follows McGregors theory X and theory Y talks about two different sets of human behavior that is visible within any business organization. It can be seen in the given scenario that Tom does not like any change in his routine work schedule. Though he has been promoted to a new post he likes to concentrate on his own projects and plans rather than listening to his boss Frank. So, tom's present behavior can be categorized under theory x. So, it is wise for Frank to apply theory Y which will make Tom much more responsible and he will also become obedient towards Frank. For doing this Frank can reward Tom for his excellent work or can at least listen to Toms business ideas and views rather than rejecting them fully. Frank can also apply Herzbergs motivation theory. There are two different factors namely hygiene factors and motivators. Tom currently is demotivated by the hygiene factors (Lawter, Kopelman and Prottas 2015). He does not like the constant supervision by Frank. He is also uncomfortabl e with the working conditions as well. He resents the fact that his business ideas are constantly being overlooked by Frank and he is also being asked by his seniors to work on his behavior and to take suggestions from other managers in order to gain the expertise. All these factors are demoralizing Tom. So, if Frank applies the motivators then perhaps he will be able to make things right for Tom. He has to use methods like recognition, level of responsibility. Frank must try to recognize the expertise and the talents of Tom to some extent and must believe him with the assigned responsibilities. Frank can also use the Maslows hierarchy theory (Anderson 2014). For ensuring that the employees are motivated, Frank has to ensure that all the needs of an employee have to be fulfilled. So, he has to focus on the safety needs, the belongingness need and also the esteem needs. The sense of belongings has to be inculcated among all he employees working within the organization and particularly within Tom. If Frank constantly keeps on rebuking Tom for everything and does not pay any attention to whatever he has to say then Tom will never be able to feel that he is a part of the organization. He will suffer from this feeling that he is being ignored at every step and he is not being accepted by his Boss and also by rest of his co workers. On the other hand Tom also needs to be corrected because he is not ready to listen to the advices of his superiors. So, it is advised that that If Frank wants to amend all these situations in his organization, then he will have to implement all these r ules. He will have to make sure that all the efforts that Tom has given so far are recognized properly and are rewarded and recognized so that Tom can feel wanted within the organization. Selection and recruitment This method must be used in this company as it will help to make a proper selection among the employees for the respective posts. There are many different methods that must be followed by the management before selecting the employee for the post. Though Tom is a very talented employee he is way too ambitious and does not really want to stay under the guidance or the supervision of any of his superiors. So, this would not have happened if Frank had done an analysis previously about Tom or would have taken a vote from the rest of the employees regarding Toms conduct with them. So, from now on he must follow this process so that he has complete information about the employee before hiring him for a particular post. The information will not only be about the talents or the knowledge of the employee but also about the behavior and the conduct of the same (Hitka and BalÃ… ¾ov 2015). There has to be a proper selection method and a voting system that will help in selecting the right employee . Performance management This process will also be very much helpful in the context of this particular organization because it seems that there is a strong miscommunication among the employees. There is also a huge clash of interests taking place between Frank and Tom. In order to ensure that this does not cause any harmful effects on the overall performance of Tom, Frank must use several methods like emphasizing on the appraisal process, awards and recognition and several other such methods. If Frank wants to improve the present situation within the organization, then he has to ensure complete employee satisfaction. He must give Tom some freedom so that he is able to manage his work independently (Matthews et al. 2015). Two of the leadership theories that Frank must use in order to improve the current situation of his organization are as follows As it can be seen that currently the situation in Frank's organization is quite disturbing and there are several clashes of opinions taking place between Frank and Tom. This is also creating a harmful impact on the rest of the employees. In order to handle this situation, Frank must use the theory of situational leadership. In other words, he must act as per the need of the situation. In this situation, Frank must try to support and motivate Tom. Frank must lead Tom in a right way. He must recognize the efforts and the ideas of Tom and must show him his faults in a polite and friendly manner. Frank must not use abuse or accuse Tom of his misconduct rather he must be friendly towards Tom and must show him the right path to proceed (McCleskey 2014). The situation demands that Tom has to be guided properly by Frnak. Transformational leadership Frank must follow this particular theory of leadership so that he can bring about a change in the present behavior of Tom. Tom has been promoted to a new post and he is not really aware of the fact that he needs to learn from his seniors as well. He thinks that whatever he knows is enough and he does not want to follow the orders of his superiors. This mentality, however, needs a change or a transformation. Frank has to bring about this change by making Tom understand that taking the help from his coworkers and his seniors will guide him in the long run (Banks et al. 2016). References Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzbergs two-factor theory.Life Science Journal,14(5). Anderson, A., 2014. Maslow's Hierarchy of Needs.The Prairie Light Review,36(2), p.7. Avolio, B.J., Keng-Highberger, F.T., Schaubroeck, J., Trevino, L.K. and Kozlowski, S.W., 2016, January. How Follower Attributes Affect Ratings of Ethical and Transformational Leadership. 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