Due to the advancement of technology, and innovative ideas the increased competition among businesses is rising. Almost every company is faced with competitive pressures. Despite this challenge, the company must stay competitive to remain profitable. As a result of this challenge among companies, it has turned out to be important for companies to define successful methods, for adapting to the changing business condition they face. Organizational leadership is important in managing the business and the relationship of the company (Givens, 2008).
The organization I chose, is one that I worked for. This organization provides dental services to the public, with private or in office insurance, as well as to patients without insurance. The services vary and depend on the individual needs of the patient. This office is known for its great staff, and out of state dentistry. Most of the procedures are done under one roof, and only difficult cases are referred out. This office is an older office, and it is depending on acquiring new patients that bring the highest revenue to the office.
The office also depends on retaining their current patients to stay competitive and remain in business.
The office employs an operational manager, who is responsible for the smooth running of the office, as well as for creating new marketing tools to promote the office so it can stay competitive in the quite dense market. The operational manager previously worked as an office manager, and her responsibilities were different than they are in this company. The operational manager let’s call her Sharon, has had a hard time dealing with both responsibilities at the same time.
She once explained that the marketing part is not really part of her job she knows how to do, but the team felt that she wasn’t good at office management either. The office team saw no support from her side, many times the team felt that she had a hard time with all her responsibilities and delivering the basic duties. The team felt no sense of direction, and issues that were discussed were never resolved. For example, the office had scheduled huddles at 7:45 am every day. Instead of every day, they happened on occasion, with no important information discussed. The huddles were not constructive, and even if there was some issue brought up, Sharon would find a way how to make the problem not a big deal and swept it under the rug. The team started to feel that her managerial skills are not there to support them, or their ideas for improvement of the company. The team had a meeting with the owner to discuss this issue. After this meeting, her involvement improved for some time, but after a while, it fell back to the same pattern, if not worse. She started many small projects at the same time, but none of them was finished on time, or at all. She didn’t follow through with many tasks. She seemed to be overwhelmed with the tasks, and sometimes it felt that she was not mentally present. Sharon was inconsistent and not clear about what campaign or task she was working on, what were the due dates, release dates of the campaigns, or the expectations she had from the team. As a result, the team was more and more confused and frustrated about her expectations and refused to help her out with certain tasks, and many of these tasks were at the end not started nor finished.
The operational manager does not have an effective leadership style. This had caused low satisfaction of employees, confusion in performing tasks, following the marketing campaigns and overall functioning of the office and building a stronger and competitive business. The team also resigned in helping with presenting their opinions what works well, and what doesn’t, where she as a leader could have gained more perspective on the existing problems. The operational manager needs to change her leadership style as well as improve her performance and follow through with the tasks. Sharon’s leadership style became confusing and had no efficiency (Bedgood, 2019). The company would benefit from a more defined style of operations manager, (transformational style) and transformation or delegation of some of the tasks to the office manager or another experienced employee.
The operational manager, Sharon, should never want to change just for the sake of change. Instead, Sharon should want to change to improve her leadership style, which requires her to have a complete understanding of her existing leadership style and current situation. Understanding her leadership style is her starting point. She also must have a definitive goal and a vision of ending point. In a dental practice, there are statistics that will help her monitor and measure the changes implemented and if they are having a positive and sustainable effect. Transformational leadership wouldn’t be the right fit for this organization if it was a new organization where no structure exists. But for this organization, transformational leadership would work well because the change is needed here. The role of the transformational leader encompasses creating an idea, that will help with change and development of the organization, that will support the followers and encourages their transformation, builds trust and cooperation within the team (Bass and Stogdill, 1990). Transformational leaders involve the team in the process and rely on communication with the team. They initiate the change in organizations, teams and even within themselves. They set challenging expectations that help them to have a higher performance. Transformational leaders empower their followers (Givens, 2008).
However, Sharon’s style is very different from transformational leadership. It is more of a laissez-fair leadership. She has some authority within the team, but the team works on its own, without her interfering in their work. Therefore, for the company it is necessary that Sharon changes her style, so she can become the leader this company needs in order to succeed, grow, and stay competitive on the market.
Sharon should show more interest in every employee, and their job and start building trust within the office team. She should start scheduling morning huddles at the right time as well as finishing on time so patients in the waiting room do not overhear any of the important topics the team will discuss, but most importantly the patients waiting are taken back on time. Meetings should be short, informative, and to the point, and if there is some issue to be solved maybe lunchtime meeting can be scheduled. These meetings will help her learn a little bit more about the employees, what are their concerns, what helps them to stay motivated and what can be improved in the overall operation of the office, or what are the employee’s expectation whether from the management or her. She should also make sure that none of the employee if they have any questions or concerns, is brushed off and she will listen and give them the attention they need and require. Furthermore, Sharon should learn employees work background, and if there is anyone capable of helping her with some of the tasks she has a hard time managing such as the marketing part of her job. She should also ask for feedback from the employees to help her address her own performance.
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