Scenario: Unmotivated And Burnt Out Alexis Closes The Door

Scenario Unmotivated And Burnt Outalexis Closes The Door To Her Offic

SCENARIO: UNMOTIVATED AND BURNT-OUT Alexis closes the door to her office after another employee hands in their resignation. She's visibly shaken; this is the third employee they’ve lost this month. She knows the job can be hard, but something needs to improve or the organization will start to suffer in a way that can’t be quickly remedied. She looks back over the results of the last employee 360 surveys. The results aren’t surprising.

The nonprofit deals with a lot of challenging clients; homeless men and women suffering from mental health issues and addiction. To complicate things, the community is still reeling over having a homeless service center near one of their most treasured parks. Still, Alexis needs to report back to her boss as soon as possible with a plan on how she can improve employee morale so turnover decreases. Alexis pores over the survey results. A lot of employees mention that they struggle with all of the strict rules that they must follow, leaving them with little opportunities to use their professional discretion.

The organization does have a lot of rules, but they are put in place to protect them from undue liability. Perhaps the punishments for rule breaking are too high? Employees also mention feeling isolated from their coworkers and not having enough support from their supervisors. They always feel like they are operating in crisis—with high caseloads, difficult clients, never-ending rules and monitoring, and little agency or empowerment from their superiors. Alexis thinks to herself that they’ve been over this time and time again, but something has to change this time or the center will be at risk of closure.

She disappointingly starts to draft a report with recommendations. Questions: 1. What leadership style(s) do you think are currently present in the organization? What about this leadership style do you think is appropriate for the scenario? What is not appropriate?

2. How might Alexis use a different approach to improve employee morale, even though she's unable to decrease workloads?

Paper For Above instruction

The organizational leadership style evident in this nonprofit agency appears to be predominantly bureaucratic and authoritarian, with a focus on strict rules, policies, and top-down control. This kind of leadership emphasizes compliance, discipline, and adherence to established procedures, primarily to mitigate liability and ensure organizational stability. Such a style may seem appropriate given the challenging nature of the work, especially when dealing with vulnerable populations and high-stakes legal or safety considerations. However, in the scenario described, this leadership approach has proven to be inadequate in fostering employee morale or reducing turnover.

The appropriateness of bureaucratic and authoritarian leadership in this context is questionable. While rules and strict oversight might serve to protect the organization legally and operationally, they can also lead to feelings of restriction, frustration, and burnout among employees. The survey results indicate that staff feel isolated, unsupported, and restricted from exercising professional discretion. These feelings suggest that a rigid leadership model focusing purely on control and compliance does not align with the needs of a workforce operating in high-stress, emotionally demanding environments.

In contrast, a transformational leadership style would be more suitable for this situation. Transformational leaders inspire and motivate employees by promoting a shared vision, fostering innovation, and recognizing individual contributions. Such leadership emphasizes empowerment, support, and professional development, which could directly address the feelings of isolation and lack of support. Implementing this style could help foster a sense of purpose and connection among staff, thereby improving morale and reducing turnover.

Moreover, a participative or servant leadership approach might be especially effective here. These styles prioritize collaboration, listening, and serving the needs of employees. By involving staff in decision-making processes related to workload management, policy implementation, or support mechanisms, Alexis can help create a more inclusive environment. This may also help alleviate the frustration arising from rigid rules and limited professional discretion. A leader who genuinely listens and responds to staff concerns can build trust and resilience within the team.

Given the constraints on reducing workloads, Alexis might consider approaches such as increasing emotional and organizational support to boost morale. This could include establishing peer support groups, providing regular positive feedback, and recognizing staff achievements, which are elements of transformational and servant leadership. Additionally, implementing flexible approaches to rules, where possible, and empowering employees to exercise discretion in certain situations can foster a sense of autonomy and control.

Furthermore, enhancing supervision through coaching and mentoring rather than merely enforcing compliance can foster growth and a feeling of being supported. Ensuring supervisors receive training in emotional intelligence and supportive leadership practices can help improve relationships within the organization. These strategies underscore the importance of leadership that focuses on people and purpose, rather than solely rules and regulation.

In summary, the current organizational leadership seems to lean towards bureaucratic and authoritarian styles, which have limitations in promoting morale and engagement in high-stress social service settings. Transitioning towards transformational and participative leadership approaches offers promising avenues for improving employee morale, bolstering support, and fostering a resilient, committed workforce despite high caseloads and stressful conditions. Such shifts are crucial for organizational sustainability and ensuring quality service delivery to vulnerable populations.

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