11月 30, 2017

加拿大滑铁卢大学论文代写:领导策略

加拿大滑铁卢大学论文代写:领导策略

在这个项目中,我们团队的学生B提出了“自由放任式”领导风格的应用,这种领导风格通常被称为代表式领导风格。在这种领导风格下,团队领导将所有决策权力和责任委托给执行团队(Yang & Peng,2015)。因此,在澳大利亚,由团队决定运营策略,制定应急计划和方向,以改善游客的吸引力和度假胜地。这样,承担责任的责任就会被取消。尽管人们认为委托决策的方面将会导致客户满意的有效策略,但策略的反面是更好的情况。这种领导风格的应用有它的另一面,因为它导致了最低的群体生产力来自缺乏适当的动机驱动(Williams,2013)。因此,由于我们的领导对我们的领导没有太大的指导,而我们期望能够解决我们自身的问题(Saleem,2015),因此,委派领导风格对于我们的团队来说并不是合适的策略。接待和旅游是一个敏感的领域,需要服务提供者的精心呵护。

加拿大滑铁卢大学论文代写:领导策略
然而,一些学生的经验有限,缺乏必要的知识和解决问题的能力。这导致了战略的失败。这就是为什么“放任式”领导风格被多次批评的主要原因,但只有当团队成员在工作中有经验,并且在没有任何扩展指导(Northouse,2015)的情况下有相关的问题解决技能时,策略才会变得高效。
因此,形势需要采用另一种领导策略,我们小组的学生C提出了情境领导策略的应用(Politis & Politis,2016)。我们提供了一个关于情境领导的简要概念概述。我们向我们解释了战略情境领导本质上的参与和严格的审查和情景研究,这有助于理解在给定的情况下,什么样的领导策略是适用的(McCleskey,2014)。这个概念是建立在一个事实之上的,即没有任何一套或最好的领导风格,但涉及某些管理技能。一个有效的管理者会根据给定的任务和团队能力(Javed et al .,2014)来选择和制定所需的程序。它需要考虑几个内部和外部的参数,这些参数涉及员工的绩效能力、激励驱动和团队信心(Goetsch & Davis,2014)。研究人员和战略分析人士认为,采用情境领导策略将有利于采用Pygmalion效应。在这种方法中,重要的是要扮演经理的角色,或者最好的,作为一个教练或激励者。老板的任命在其含义上是极其严格和权威的。因此,它限制了员工管理的交互作用范围。然而,采用激励者或技术教练的角色会加强员工管理的互动,提高团队的绩效。在假设一个有技巧的激励因素的作用下,团队领导者有必要具备所有必要的行为特征和素质来提高团队的生产力。

加拿大滑铁卢大学论文代写:领导策略

On this account, student B from our team suggested the application of laissez faire style of leadership which is popularly known as the delegative leadership style. In this style of leadership, the team leaders delegate all the decision making power and responsibilities to the performing team (Yang & Peng, 2015). Therefore, it rests upon the team to decide the operational strategies and set the contingency plans and directions to improve the visitor’s attraction and resorts in Australia. In this way, the load of responsibility would be taken off the team leader. While it was thought that the aspect of delegating the decisions would lead to effective strategies of customer satisfaction in terms of hospitality, the reverse side of the strategy got the better of the situations. The application of this leadership style had its flipside in the sense that it resulted in the lowest group productivity from the lack of appropriate motivational drive (Williams, 2013). Therefore, the delegative leadership style was not appropriate strategy for our group since we had limited guidance from our leader and we were expected to solve our own problems (Saleem, 2015). Hospitality and tourism being a sensitive area require meticulous care from the service providers.

加拿大滑铁卢大学论文代写:领导策略

However, a number of students in the group had limited experience and lacked the required knowledge and problem solving skills. It resulted in the failure of the strategy. This is the primary reason why the laissez faire style of leadership has been criticized on several account but the strategy becomes productive only when the team members are experienced in the line of work and have the relevant problem solving skills without any extended guidance (Northouse, 2015).
Therefore, the situation required the adoption of another leadership strategy and student C of our group suggested the application of the situational leadership strategy (Politis & Politis, 2016). We were provided with a brief conceptual overview of the situational leadership. It was explained to us that strategic situational leadership essentially involved and intense scrutiny and situational research which helps in understanding possibly what kind of leadership strategy would be applicable in the given situation (McCleskey, 2014). The concept is founded upon the fact that there could be no set or best leadership style but involves certain managerial skills. An effective manager would choose and strategize the required procedures based on the given task and team capability (Javed et al., 2014). It requires taking into consideration several internal and external parameters which involve the employee performance power, motivational drives and team confidence (Goetsch & Davis, 2014). The researchers and strategy analysts suggest that in adopting the situational leadership strategy, it will be beneficial to adopt and employ the Pygmalion effect. In this method, it is important to assume the role of a manager, or best, as a coach or a motivator. The designation of a boss is extremely restrictive and authoritative in its implication. Therefore, it limits the employee-management interaction scope. However, adopting the role of a motivator or a skilful coach would enhance the employee-management interaction, and improve the team performance. In assuming the role of a skilful motivator, it is necessary for the team leader to have all the necessary behavioural traits and qualities to improve the group productivity.

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