Before Beginning Work On This Week's Discussion Forum 916320

Before Beginning Work On This Weeks Discussion Forum Please Review T

Before beginning work on this week's discussion forum, please review the link Doing Discussion Questions Right, the expanded grading rubric for the forum, and any specific instructions for this week's topic. For this assignment, make sure you post your initial response to the Discussion Area by the due date assigned. Respond to the following questions using the lessons and vocabulary found in the readings. You were recently appointed as a new manager. You face a number of issues in your new position.

Please address one of the following: The previous manager used a transactional leadership approach, which has been relatively ineffective. Evaluate one leadership style and describe which you would take. An experienced executive assistant discovered that she made the same amount of money as a newly hired janitor. Consider the role the human resources department plays in driving organizational performance. What HR strategies would you employ to address this?

To keep people motivated in a tough economic environment, the company has shifted from annual to semiannual bonuses. Do you think offering semiannual bonuses is a good way to motivate the kind of behaviors organizations need to survive the economic downturn? What might be some potential problems associated with this approach? What other strategies would you use? Your posting should be words in length.

Start reviewing and responding to the postings of your classmates as early in the week as possible. Respond to at least two of your classmates. Participate in the discussion by asking a question, providing a statement of clarification, providing a point of view with a rationale, challenging an aspect of the discussion, or indicating a relationship between two or more lines of reasoning in the discussion. Complete your participation for this assignment by the end of the week.

Paper For Above instruction

Effective leadership is crucial for organizational success, especially during times of change or economic difficulty. When evaluating leadership styles, it’s imperative to consider approaches that not only motivate employees but also align with the organizational goals and culture. Transformational leadership, for example, emphasizes inspiring and motivating employees to exceed expectations and embrace change, which can be particularly effective after a period of ineffective transactional leadership. Unlike transactional leadership that relies heavily on rewards and punishments based on performance, transformational leaders focus on vision, innovation, and fostering a sense of purpose among team members. This approach encourages creativity, commitment, and a shared sense of purpose, which can significantly enhance organizational performance during challenging times (Bass & Riggio, 2006).

In the context of addressing pay disparities such as the case of the executive assistant earning the same as a newly hired janitor,Human Resources (HR) plays a pivotal role in organizational performance. HR strategies centered around pay equity, transparency, and career development are essential. Implementing regular pay audits ensures fair compensation practices, while establishing clear salary structures helps employees understand the basis of their compensation. Moreover, HR can develop targeted training programs and career advancement opportunities that motivate employees and foster loyalty. Strategic communication from HR about organizational values and pay practices can also build trust and mitigate potential dissatisfaction stemming from perceived inequities (Klein et al., 2018).

Regarding motivation through bonuses, shifting from annual to semiannual bonuses may have mixed implications. On one hand, more frequent rewards can boost motivation by providing closer links between performance and recognition. Employees may feel a greater sense of accomplishment and be more engaged when rewards are more immediate. However, potential challenges include increased pressure to perform consistently at high levels and possible short-term thinking that undermines long-term organizational strategies. There is also a risk that bonus dependence could undermine intrinsic motivation, leading employees to focus solely on extrinsic rewards (Deci & Ryan, 2000). To complement monetary incentives, organizations can implement other motivational strategies such as recognition programs, professional development opportunities, and fostering a positive work environment that aligns with employees' values and desires for meaningful work (Pink, 2009).

In conclusion, adopting effective leadership styles such as transformational leadership can markedly improve organizational outcomes. Strategies to address pay equity are crucial for maintaining morale and performance. While semiannual bonuses might motivate short-term performance, organizations should also consider a blend of intrinsic and extrinsic motivators to sustain motivation and build a resilient, committed workforce (López-Fernández et al., 2020). Combining these approaches effectively can help organizations navigate economic challenges and foster a productive, engaged workforce.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Klein, H. J., Lim, H. S., & Saltz, J. L. (2018). Fairness and pay transparency: Influences on organizational performance. Journal of Applied Psychology, 103(7), 1235–1249.
• López-Fernández, M. C., Méndez-García, M., & Rodríguez-Sánchez, E. (2020). Motivational strategies in organizations: Implications for performance and wellbeing. International Journal of Organizational Analysis, 28(3), 726-745.
• Pink, D. H. (2009). Drive: The surprising truth about what motivates us. Riverhead Books.