Discuss about the Political Activism Organization and Media Relations.
Raphael was promoted and became the Barry’s boss. Barry was the employee of the CTM which was small but growing technology company. It has been analyzed through case study that Raphael often told Barry about his workand performance. The performance of the Barry in the enterprise was appreciated and he was giving effort in the progress of company and Raphael had taken credit of his efforts. It is considered as the political activity because Raphael started to show his performance bytaken credit of Barry.The thought of Barry had changed towards Raphael. It is the part of the illegitimate behaviour which can be considered as the part of political activity. Illegitimate politics defines when someone is not able to get what he desires and start to choose the way which is not ethical (Kinicki and Kreitner, 2012). Same thing was done by Raphael and he just wanted to go ahead at any cost or obtained what he wanted. Illegitimate political power goes against with spoken or unspoken rules of the business. The height of politics appears to ascend as that preferred object. It is considered as the prohibited activities and Barry had right to take action against it because there were some federal laws were presented which could support Barry. Raphael was using benefits of his services because he had the authority to see the email and make the amendments that is why he opted to take credits of efforts of others.The activity which was done by Raphael may have decreased the motivation and trust towards the work and the company’s fairness.
Barry has various options regarding his felling towards his work. Barry should not complaint about his treatment rather than he can approach to the higher authority as per the policies of an organization about the behaviour of Raphael by taking support of factual evidence and logical arguments. Barry can take the support of his co-workers to show that what is going on in the organization and in what manner his manager is taking advantages of his efforts. Moreover, Barry can consult of the group to resolve the situation because no one has the right to take advantages of another effort to fulfill personal desires and for getting appreciated from super authority. However, Raphael has been taking credit of his work and Barry should approach CEO of the company and explain them about occurred situation. There are several tactics which is able to give support Barry.He can take support of soft tactics by discussing the issue with his co-employees. Formal meeting would be helpful for him to discuss what happened with him and resolve the concern clearly there and then. Some of tactics refers to being open with his boss, work harder and show good attitude towards the company and work (Benn, Dunphy and Griffiths, 2014). These tactics will be more helpful instead of complaining at legal basis. In case he would not get any resolution than he can move to the hard tactics and power tactics. He could utilize rational persuasion which defines that he has the authority to show the logical arguments and factual evidence to define that the request is sensible (Micó, and Casero-Ripollés, 2014). Coalition would be helpful for him who refers that he will join the helps or support of others to influence the target to agree. These kinds of tactics would be helpful for him because it reflects that he wanted to be a part of company for a long time and he cares about the organization that is why instead of complaining he approached to the higher authority and discussed about phenomenon (Wildavsky, 2017). He should focus on his careerand keep going with good work. As per case study, it has been analyzed that the experience of Barry in the company is not enough that is why it has been suggested that Barry should be focused on his career and instead of coming in lime light through complaining; he should focus on the promotion.
Complaining and whining is having the similarities but in actual the meaning of both is keeping huge differences. Workplace whining interfere the work of entire project of the company and the employee can get distracted what he want to accomplish and bring the bad environment within the organization while complaining refers to take action against the particular subject. However, whining and complaining is liable to bring the lower power and effect but both of them are dependent upon the situation. For instance, if employee of the organization does complaining due to laziness or bad attitude than it cannot concern under the diminishing of power and influence. It has been analyzed that people or employee who complain about the situation, the main purpose behind complaining of them is to show the emotions regarding negatives instead of considering on what can do best for improving the environment of working place (Colquitt, Lepine, Wesson and Gellatly, 2011). But in the case of Barry, it can be seen that he is fighting with his work and take step against what bad going on within the organization. It is necessary because Barry has right to fight against what had done with him, it will be helpful for another employee as well because it will encourage them to take action against wrong thing and manager like Raphael will not do wrong practice with employees again. Barry can represent that he is not a whiner because he has some factual evidence which has the ability to so how the fairness of the Barry. Raphael has been taking advantages of his work which is not considered as the term of fairness and the promotion and the reputation of thee Barry can get affected if he does not say what occurred with his work. He should avoid disrespectful situation and should not involve in the rumors and whispers of others. It may impact the position of the Barry in the organization. If Barry wants to continue with fight and complaint about the situation, it is required for him to be very active and smart about how to do it. For not becoming the part off whiner, he must not only complaint about Raphael but he must know about the area of improvement as well. Every coin has two aspects and a problem can be resolved easily and hastily if both parties are willing to amend some things. There are several steps which can be helpful for Barry to get prevented from the whining reputation (Gafar, Yusoff, Kasim and Martin, 2015). Barry should reserve his complaints for valid and legitimate purpose and try to come up with a solution not just a complaint. He should not listen of them who wants to boggle his mind because it forces him to take action negatively which may affect the job of him.
Barry should not look for another job because this decision will may bring him in difficult position because it is not possible that he get job after leaving and will get same desire position in another company. There are numerous ways which can be accepted by Barry to resolve the issues and which he could improve the environment of working, he should wait till result come and discussion made among managers or super authority. He could use various tactics to prove himself in the working environment. The decision of leaving job is dependent upon the Barry and it should be taken by him after the result from the CEO. In case CEO does not take any appropriate action with the support of Barry’s query, he can quit the job because with the behaviour of credit taking by Raphael would not be ableto make him satisfied with the job and job satisfaction is vital for the organization for remaining with the company for a long time (Tyssen, Wald and Spieth, 2013). Lack of job satisfaction will bring the situation of crisis and the loyalty of Barry towards the organization may be disappeared.
After 6 months, he promoted in his company as a manager. He took right decision to not leaving job. There are several contingency leadership theories. Contingency theory of leadership defines the ability of the leaders to adapt the various leadership styles at different situation (Healy, 2016). The leaders who adapt contingency theory know that one leadership theory which worked in the past, it is necessary that it will work in potential issues. There are three kind of contingency theories which can be implemented by Barry in leading team. These theories are Fiedler’s Contingency Model, House’s Path-Goal Theory and Hersey and Blanchard’s Situational Model. The most suitable contingency theory for Barry can be Fiedler’s Contingency Model because it approaches to situational leadership (Cornelissen and Cornelissen, 2017).
Fiedler’s contingency leadership theory is a typeof contingency theory. It directly defines that the efficiency of leadership relies upon the situation and there are several factors like the nature of the task, personality of the leader and makeup of the tam being led (Fiedler, 2011). The contingency theory of fielder is one of the effective theories of contingency that defines that effective leadership does not depends only the style of leadership but also leading on the control over the situation. Barry with Fiedler’s contingency leadership theory will be able to handle the team with an appropriate manner. It is the model which created the least preferred co-worker scale, where Barry can ask what personality can be assigned to the co-worker. There are two different leadership style is existed that is task oriented and relationship oriented, both can be effective in different situations. It has been identified fielders that there are there are three different types of variable that can influence the situation of the organization (Dinh, Lord, Gardner, Meuser, Liden and Hu, 2014). They include the relationship between the leaders and followers, structure of task and position power. Barry can use various styles of leadership while performing in the organization or leading a team. It is required for the Barry to being an inspiration for others because whatever had done with Barry, he can improve that condition and situation through his position of present.
Barry could use this theory to bring effectiveness in the workplace. By applying this theory, Barry can be effective in different situation with different people. Barry can focus on particular situation and give solution as per requirement of solution of specific situation. The theory of Fielder defines two types of situations such as low LPC and high LPC. Low LPC refers to the situation when the nature of leaders is towards task motivated and high LPC refers to a situation when the nature of leader towards making relationship with employees on prior basis. Barry should give preference to build good relationship with followers and make them free to share their views and ideas related to bring the changes in the organization. He can manage the team by providing the sufficient knowledge about the work. Due to his variability of leadership style, he will be helpful to make the better relationship with the employees. Good relationship with employer is able for job satisfaction and employees of the organization want to be connected with the organization if they are satisfied from their job (Fairclough, 2013).
The benefit of Fielder’s contingency theory is extremely well researched and defines the task oriented and relationship oriented nature of leaders (Shao, Feng and Hu, 2016).The good relations with leaders are compatible with the poor structured task environment. On the other hand the leaders who are impersonal, they are hired for the well structured environment. Barry has faced various issues regarding management and political activity. He can rectify the issue which is born by Raphael which will be beneficiary for the employees and the environment of the company will be healthy if fair treatment would develop with every employee. It will enhance the trust of the employee over the company (Lin and Cheng, 2017)
References
Benn, S., Dunphy, D. and Griffiths, A., 2014, Organizational change for corporate sustainability. Routledge.
Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011, Organizational behavior: Improving performance and commitment in the workplace, McGraw-Hill Irwin.
Cornelissen, J. and Cornelissen, J.P., 2017, Corporate communication: A guide to theory and practice. Sage.
Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014, Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), pp.36-62.
Fairclough, N., 2013, Critical discourse analysis: The critical study of language, Routledge.
Fiedler, F.E., 2011, The contingency model and the dynamics of the leadership process. Advances in experimental social psychology, 11, pp.59-112.
Fiedler, F.E., 2013, The leadership situation and the black box in contingency theories. In Annual Claremont McKenna College Leadership Conference:” The Future of Leadership Research: A Tribute to Fred Fiedler”, 4th, Feb, 1991, Claremont McKenna Coll, Claremont, CA, US. Academic Press.
Gafar, M., Yusoff, W.F.W., Kasim, R. and Martin, D., 2015, Attitude to Business Reality, Perceived Value Creation and Subjective Norms: How They Impact on Students of Higher Learning Institutions’ Self-Employment Intentions in Malaysia. Mediterranean Journal of Social Sciences, 6(5), p.186.
Healy, K., 2016, A Theory of Human Motivation by Abraham H. Maslow–reflection. The British Journal of Psychiatry, 208(4), pp.313-313.
Kinicki, A. and Kreitner, R., 2012, Organizational behavior: Key concepts, skills & best practices, McGraw-Hill Irwin.
Lin, Y. and Cheng, K., 2017, Differential Leadership and Employees’ Unethical Pro-organizational Behavior: A Perspective of Insider and Outsider, Journal of Management, 3, p.005.
Micó, J.L. and Casero-Ripollés, A., 2014, Political activism online: organization and media relations in the case of 15M in Spain. Information, communication & society, 17(7), pp.858-871.
Shao, Z., Feng, Y. and Hu, Q., 2016, Effectiveness of top management support in enterprise systems success: a contingency perspective of fit between leadership style and system life-cycle. European Journal of Information Systems, 25(2), pp.131-153.
Tyssen, A.K., Wald, A. and Spieth, P., 2013, Leadership in temporary organizations: A review of leadership theories and a research agenda. Project Management Journal, 44(6), pp.52-67.
Wildavsky, A., 2017, The self-evaluating organization. In The Art and Craft of Policy Analysis (pp. 223-251). Palgrave Macmillan, Cham.
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