Discuss the role of team leaders in managing the work of the organization.
The prime purpose of this paper is to understand the team leaders are playing major role in managing the work of the organization. It is the sole responsibility of the management of the organization to take care of the employees as they are playing significant role in accomplishing the goals of the organization (Alexander et al., 2005).. There are several theories, which are helping the management of the organization specially the leaders of the organization to manage the teamwork. Here in this research paper, the researcher is trying to depict the relationship between the employees and employers. Employers are responsible for recruiting the employees in the organization so it is the sole responsibility of them to take care of the employees by fulfilling the demand of the employers.
For the better analysis of the paper, researcher has chosen Calgary Oil Shale Technologies. COST is the acronym of Calgary Oil Shale Technologies. It is a subsidiary of an international oil field company. The specialty of the organization is in supplying of the goods and equipments, which are necessary in the oil field. On the other hand, the company is specialist in supplying the Database Management System (Blanchard, et al, 2005). The management of the organization believes that employees are the key stakeholder of the organization so they put emphasis on choosing the employees. All the employees in the organization are well educated and skilled enough. Data Management Operation is facilitating the management of the organization to control the price of oil in Alberta, Colorado and Utah. There major functional groups of the organization are operations of the organizations, below ground and the employees, who are managing the equipments. From the recent research, it is seen that the price of oil is skyrocketed; despite of the fact, COST is facilitating other nations to control the price of oil and maintain their productivity (Casimir, 2001). As the supply of oil is limited, in that case many oil producing companies can ask for any amount of price from the customers, it helps to ensure their profit percentage. It is facilitating in improving the productivity and profit margin of the company.
Like many other organizations, the operations of the organization are in the hand of the non-experienced and experienced staffs. Often due to lack of communication between the skilled and non-skilled staffs are facing staffs (Chen and Silverthorne, 2005). Experienced staffs are taking the non-skilled staffs as just a mere employee. The conflict arises when the low skilled staffs refuse of obey the guidelines of the skilled experience. The experienced staffs are trying to impose the rules and regulations on the low skilled staffs that automatically generate trouble. Often it is seen that semi-skilled staffs r the low skilled staffs fails to execute the command of the seniors (Cook, 2009). Highly trained staffs include geologist, engineers and geophysicists. Along with that it is also found that due to overpower of the skilled staffs on the semi-skilled staffs, the semi-skilled staffs are often getting offended.
There are several solutions to this problem but among the several other problems, the most proposed solution to this is implementation of leaders. To maintain the performance of the organization in the global competitive market, it is necessary for the management of the organization to implement various leadership theories(Donnellon, 2006). Only an effective leader can able to manage the conflict between the employees and management. On the other hand, for managing the entire team effectively, the management of the organization should put focus on engaging leaders by keeping in mind that the organizational activities are based on two different types of employees. Leaders should not be biased and proposed solutions, which are beneficial for the growth of the company as well as for the all level of employees.
As the large international organization, the management of the organization has to operate the business from different dimensions. The organization is working for supplying the technologies and Database management system. So it can be said that the management of the organization should concentrate on the cross functional activities (DuBrin, 2005). Before going deep into the study, it is necessary to understand the definition of Cross-functional team. The meaning of cross functional team is to manage different activities of the organization; it means the organization is working for different sectors. The leaders of these types of organization have to face different kinds of trouble. It is the sole responsibility of the leaders of the organization to motivate the employees of different sectors so that they can understand the COST has singular and they should work for the betterment of the organization (Glanz, 2002).
Management of COST is trying to appoint new as well as experienced employees so that jointly they can manage the organizational structure effectively. COST has appointed Carlos Debrito and Howard for mitigating the challenges in the organization. Carlos Debrito is an experienced staff and he is working for COST for twenty-six years. He has experience on every department of the organization and on the other hand, the management also engages Howard, she has no experience. Carlos and Howard are entitled to look after the cross functional activities in the organization and they have to motivate the employees for common set of goals. Carlos is appointed in this organization to look after the conflict between the management and employees of the organization (Kantharia, 2015). Carlos is asked to implement leaders in the COST and she is also asked to understand the functionalities of the organization and based on the functionalities, employees can be engaged. Howard can take help from Debrito as he is a senior employee and he has experience in all sectors.
There are two types of leadership processes, between two types of leadership process, Howard should concentrate on the Fire Side Chat. It is considered as the most effective process of motivating the employees. From the brief of the Fire Side Chat, it can be determined that this can helps to remove the anxiety from the employees. Roosevelt in 1933 has been the former president of America trying to motivate the people of entire nation so that they can fight against any kind of injustice. This theory has invented at the time of the Great Depression in 1930 and World War II (1939-45). At that time just to motivate the employees, Roosevelt has exhibited several speeches more specifically almost 30 speeches and later broadcast those speeches through television and Radio. The speeches had been delivered to the staffs of banking sector and people, who are unemployed (Kendrick, 2012). Even the leaders of these days are following this method for motivating the employees but with slightest twist. In case of the Fire Side Chats, the management of COST should engage all the employees to take active part in the organizational decision making part. The meeting can be arranged at any place and there s no specific space for holding the meeting. The speeches of Roosevelt motivated employees at that time; the employees feel comfortable and motivated. With the help of the Fire Side Chats, employees of Cost can be motivated.
In case of the Problem Busting Team, the management of COST facilitates the employees to choose their own leaders. It is considered as the best way to engage the employees in the organizational operations (Marques, 2007). If the employees of the organization are asked to take part in the decision making process of the organization, in that case they feel that they are the part of the organization. In COST there is Myriad of problems and leaders are the ultimate solution to this. In Problem Busting Team, all the members are asked to take part. The activities of this team is dependent on the identifications of problem in Fire Side Chats and Temporary Team is going to develop for the problems of Fire Side Chats.
Apart from these two theories, Howard should concentrate on the Tuckman;s Team Development. Here in this theory, different stages can be identified. There are four basic stages of development:
Forming: This is the beginning stage, at this stage employees are found curious enough and here leaders have to plays and dominant role to manage the employees and drive them towards a common set of goals.
Storming: In this stage, employees stated learning things so they should be a tendency to break the boundary and limit and set their own (Parker, 2009). The conflict arises when they are trying to break the boundary. Leaders of COST should handle them carefully otherwise the chance of employee turnover will rise.
Norming: This is the stage of learning; at this stage, employees have to learn how to adopt strength and weakness of the other employees and increase their performance.
Performing: This stage helps the employees how to work harder.
Besides Tuckman’s Team development the leaders of the organization should concentrate on Fireside Chats and Problem Busting Team (Proehl, 2007). According to both these theories the employees should provide relaxed ambiance in the organization so that they can share problems with their team leaders.
As the senior employee of the organization, Debrito has to play an effective role in the organization. He is entitled to increase the performance of the organization. He is also engaged to manage the success of the organization in Alberta and Colorado. With the help of the implementation of two types of theories, Debrito and Howards can successfully manage the productivity of the organization (Transformational Leadership: The Emerging Leadership Style of Successful Entrepreneurs, 2015). For managing the activities of the organization, the Derito and Howard have decided to implement Democratic Leadership Style in managing the employees in the organization. At the time of recruitment, the Human Resource Management of the organization has decided to recruit skilled and educated employees in the organization. In that case, to reduce the rate of employee turnover rate in the organization, the management of COST should implement democratic leadership style so that employees can able to get chance in the decision making process of the organization (Williams, 2002). This is the best theory to manage the employees as they are able to state their own views so they feel that they are the part of the organization and they put their best to accomplish the organizational goals. Taking part in the decision making process of COST has increased the loyalty among the employees.
When the question is asked about the efficiency of the Problem Busting Team, it is stated that it is the best idea to engage the employee. It helps to enhance the chance of employee engagement in the workers of Colorado. Leader of Alberta has provided training to the employees to increase the efficiency, so training is the best process to improve the efficiency of the Colorado.
There are five processes of mitigating challenges in the organization and the approaches are
Besides that, the leaders of COST are going to concentrate on the Fiedler Contigency Model. In accordance with the model, there is no particular leadership style or there is not best fitted leadership model. The leaders have to be flexible and depending on the situation, the leadership style should be changed. If there is lots of time to take any decision then leaders should focus on democratic leadership style but if the leaders have less time to take any decision then leaders should take help of Autocratic Leadership Style.
Conclusion
From the above analysis of the paper, it can be determined that leaders have to maintain the leadership qualities to for an effective team. Apart from this, this paper is concerned with the choosing of leaderships style. Among the several other leadership style, the leaders are entitled to choose best-fitted leaders style for the organization (Kendrick, 2012). Along with that management of the organization has to understand that conflict is the inevitable part of the organization and leaders should know the tricks to mitigate the negative impact of leadership. Besides Conflict, strategies are integral part of the organization; leaders with the help of the strategies can able to mitigate the issues in the organization.
References
Alexander, J., Lichtenstein, R., Jinnett, K., Wells, R., Zazzali, J. and Liu, D. (2005). Cross-Functional Team Processes and Patient Functional Improvement. Health Services Research, 40(5p1), pp.1335-1355.
Casimir, G. (2001). Combinative aspects of leadership style. The Leadership Quarterly, 12(3), pp.245-278.
Blanchard, K., Zigarmi, P. and Zigarmi, D. (2005). Leadership and the one minute manager. New York: Morrow.
Cook, S. (2009). Building a High Performance Team. Ely: IT Governance Pub.
Chen, J. and Silverthorne, C. (2005). Leadership effectiveness, leadership style and employee readiness.Leadership & Organization Development Journal, 26(4), pp.280-288.
DuBrin, A. (2005). The breakthrough team player. New York: AMACOM
Donnellon, A. (2006). Team talk. Boston, Mass.: Harvard Business School Press.
. Kantharia, B. (2015). Servant Leadership: An Imperative Leadership Style for Leader Managers. SSRN Electronic Journal.
Glanz, J. (2002). Finding your leadership style. Alexandria, Va.: Association for Supervision and Curriculum Development.
Kantharia, B. (2015). Servant Leadership: An Imperative Leadership Style for Leader Managers. SSRN Electronic Journal.
Marques, J. (2007). The awakened leader. Fawnskin, CA: Personhood Press.
Kendrick, T. (2012). Results without authority. New York: AMACOM.
Proehl, R. (2007). Enhancing the effectiveness of crossâ€Âfunctional teams. Team Performance Management, 3(3), pp.137-149.
Parker, G. (2009). Team communication. Amherst, MA: HRD Press.
Proehl, R. (2007). Enhancing the effectiveness of crossâ€Âfunctional teams. Team Performance Management, 3(3), pp.137-149.
Williams, J. (2002). Team development for high-tech project managers. Boston: Artech House.
Transformational Leadership: The Emerging Leadership Style of Successful Entrepreneurs. (2015). JLAS, 5(1).
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