Assessing Management Functions The Assigned Reading For T

Assessing Management Functions the Assigned Reading For T

Assume that you are an internal consultant for your current or a past organization and have been asked to assist managers in the execution of their job. Based on your analysis, identify which function of management (planning, organizing, leading, or controlling) and a specific task related to that function you have selected. Explain the reasons for your choice, discussing what is happening or not happening within the organization and the potential ramifications of this situation. Consider whether a particular management function needs strengthening or if certain circumstances require it to take precedence.

This analysis will serve as a foundation for the next assignment, where you will develop potential solutions across all four management functions at the task level, possibly focusing on the one you select here.

Paper For Above instruction

In today's dynamic organizational environment, managers are required to execute their roles effectively to ensure organizational success. The four fundamental management functions—planning, organizing, leading, and controlling—are interconnected and collectively contribute to achieving organizational objectives. As an internal consultant, a critical part of my role involves diagnosing which management functions may be weak or misaligned within the organization and recommending strategic improvements. For this paper, I select the management function of "leading," specifically focusing on the task of motivating employees and fostering organizational commitment, as the primary area needing attention.

Why Leading and Motivation?

The leadership function is pivotal in shaping organizational culture and employee behavior. In my organizational context, there was a noticeable decline in employee engagement and motivation over recent periods. Although the organization had well-established planning, organizing, and controlling systems, the leadership style appeared to be predominantly authoritative rather than participative. This created a disconnect where employees felt undervalued and disengaged. The specific task I focus on is the implementation of motivational strategies to enhance employee commitment and morale.

What is Happening or Not Happening?

The organization’s leadership team was primarily focused on performance metrics and compliance, often neglecting the human element essential for motivation. Managers communicated expectations but failed to involve employees in goal-setting or recognize their achievements. Employees reported feeling undervalued, which resulted in decreased productivity, increased turnover, and a lack of innovation. The absence of supportive leadership behaviors meant that intrinsic motivation, which fosters engagement, was largely missing from daily operations.

Reasons for Selection

I selected the leading function’s task of motivating employees because leadership directly influences employee performance, satisfaction, and organizational culture. An organization cannot sustain long-term success without motivated employees who feel connected to their work and the organization’s mission. The lack of effective leadership in motivating staff created a ripple effect, undermining other organizational processes and hampering overall effectiveness. Improving leadership styles to focus on motivation could significantly impact employee engagement and organizational growth.

Ramifications of the Current Situation

The primary ramifications included reduced productivity, higher absenteeism, and increased turnover. This not only resulted in financial costs but also damaged the organization’s reputation as an employer of choice. Additionally, a disengaged workforce hampers innovation and adaptability in competitive markets. Without effective leadership that energizes and motivates staff, the organization risks stagnation and losing its competitive edge.

Conclusion

To address these issues, targeted interventions in leadership style are essential, including training managers on transformational leadership techniques that emphasize motivation, recognition, and employee development. Recognizing the importance of leading as a management function and focusing on motivating staff can help add resilience and agility to organizational operations. As an internal consultant, guiding managers to adopt more participative and motivational leadership styles can catalyze positive change and foster a more committed, productive workforce.

References

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• Daft, R. L. (2021). Management. Cengage Learning.
• Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.
• Yukl, G. (2019). Leadership in organizations. Pearson Education.
• Robbins, S. P., & Coulter, M. (2018). Management. Pearson.
• Goleman, D. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Review Press.
• Avolio, B. J., & Bass, B. M. (2004). Multifactor leadership questionnaire manual. Mind Garden.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (2011). The motivation to work. Transaction Publishers.
• Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.
• Schaufeli, W. B., & Bakker, A. B. (2004). Job resources, engagement, and proactive behavior. Journal of Vocational Behavior, 64(1), 47-62.