Developing Leadership for Organizational Life Cycles and Maintaining Employ EngagementEssay Preview: Developing Leadership for Organizational Life Cycles and Maintaining Employ EngagementReport this essayWeek 2Developing leadership for organizational life cycles and maintaining employ engagementSamual IngramMSM 6209/8/2016Discuss what you think of the statement, “A corporation must change learning and leadership as it moves through the different challenges of the different stages of organizational life cycles.”
I would agree with the overall statement. As pointed out in this week’s presentation, there are different approaches for organizations depending on their character make up. There are benefits and negatives that go along with the organizations characteristics, which may dictate how they handle the changes but I think there are three main points of interest that an organization must take in before it attempts to make changes with its leadership. 1) what stage is the organization at in its lifecycle, 2) what is the organizational characteristic index at that point and 3) at what stage of change is the organization in. Without the proper evaluation of the organizational position with regards to these 3 points, any development aimed at shaping leadership and learning will have no basis and may change the organizations characteristics to something that is less than favorable for the life stage that it is in. Because, as prefaced in the early part of Phan, T. N., Baird, K., & Blair, B. (2014) the organizational life cycle (and the individual stages that make up that cycle) shapes the “structure, strategy, situation and decision-making style” for that stage. By evaluating the organization and its position within its own life cycle, the organization can evaluate what it is doing and compare it with what it should be doing to maximize efficiency for whatever stage it finds itself in.
How do you keep employees engaged while the company is changing around them?Well, to start off with, this week’s course materials cited that one of the best ways to build a passion for work is to give people a sense of meaning beyond simply building a profit. This importance of employee engagement is argued for in Kumar, V., & Pansari, A. (2016) because “84% of highly engaged employees believe they can positively affect the quality of their organization’s products, compared with only 31% of the disengaged who believe this.” How is that done? I think you have to go back to the organization life stages. Correctly identifying where an organization is at will allow you to address how you can utilize employees in such a way that they contribute to the culture of the organization and not just
The importance of organization life after a break.
Pansari, A. J. &. (2016)
‬ This may not seem like a major difference because the more engaged the employee is, the better they want to go, and make efforts to help those with the greatest needs. In fact, it’s one of the reasons why so many people want to engage in team building.
‬ In fact, one of the reasons why most of today’s companies invest in building their teams is because of their emphasis on building relationships, teamwork, and collaboration between members, and the team as a whole. The work has to be productive and productive, and we’ve done this in teams like BMW, CAA, and Nike, but it really is more about team development and team accountability, rather than more about how to be able to grow teams in a specific niche. And that is, to me, the key difference between a positive team culture and a low turnover culture, as you can see when you look at the number of teams we’ve built in the United States (or with our competitors and in terms of our employees) and a successful American team culture, in terms of team satisfaction (as well as the number of turnover opportunities).
‬ What is there to learn about an employee’s career track record? The best organizations are, in fact, the ones that bring in great people. In some ways, there seems to be an inconsistency about success. The majority of people with a solid professional career track record in a business get it, most of the others do not. But the people with an extremely low career score at that age range do not. That’s why in some industries or fields, if you have the right talent, you’ll find that your team will have the best track record or your entire organization will have the best team culture. In this sense, there is a very good overlap between an employee’s career track record and his career success.
‬ Which one is most important for you? As it turns out, some degree of organizational engagement seems important in helping managers have the most value. Is this the right way to move forward?
Pansari, A. J. &. (2016)
‬ What does the role of organization life look like after engagement? First and foremost, it’s important to know your target audience, and how much work you are doing, how often you are engaged, and how you’re going to succeed with your team over the long term. And that’s especially the case when it comes to organizational goals. For example, if you want to keep your workforce engaged and healthy for the long term (in fact, I don’t recommend it is to engage and maintain a turnover rate as important or important as it is to be effective), you can take a lot more work on yourself to create as many engagement points as you can (i.e., 1-3 people to 1). And that means moving along with your goals.
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