Project #86781 - Discussion on this Learning Activity/ reply

Dr. Schuttler/all: I have really enjoyed reading these ERRs over the past several classes and this class does not disappoint me. The first ERR I selected was the article written by Dandira (2012) titled "Dysfunctional leadership: Organizational cancer". I personally have seen several of these signs of dysfunctionality that I could probably write my own book.

 

Personally, I have described "leadership" as an art of influencing people to accomplish a mission/goal. Dandira (2012) describes this term (leadership) in the same manner. I also enjoyed reading the part where he states: As the old Chinese proverb states, "If anyone thinks they are leading but has no?one following them, they are merely taking a walk". This is so true. I see leadership as leading people and managing resources. However, Dandira (2012) then discusses the signs to be aware of when it comes to leadership.

 

Dandira (2012) writes about several dysfunctional signs -- the ones that resonated with me were the following:

 

1.  Poor communication -- I truly believe this should be #1 when it comes to dysfunctionality. Without a proper communication channel, the employees are completely lost and the "vision" of the organization is not within sight. If the leader does not set the vision/mission of the organization, then you cannot expect your employees to work "their tails off" to accomplish the goal. I was on active duty for 24 years in the USAF and can say without a doubt that the vision of our organization was always talked about - everyone in our organization were made aware by posters throughout the base and constant discussion about it at meetings. This is one thing that I really enjoyed about the Air Force - great communication.

 

2.   Lack of collaboration -- How ironic - as a UoPX student, this is one of our five primary goals we should walk away with when we receive our diploma -- to be a good collaborator. Collaboration is simply "teamwork" and as a full-time staff member and adjunct faculty for UoPX, I can attest that this company lives by this motto. Dr. Sperling would "turn over in his grave" if we changed this vision.

 

3.  Inefficient use of resources -- While serving our country, I was once stationed at Luke AFB, AZ. I was the Officer in Charge of the Command Post. The value of the resources under my watch totaled over $10M --  I was responsible for resources that affected the entire base. Talk about stress level above my thought process -- I never though in my wildest dream that I would have this type of responsibility. But, the wing commander trusted my decision-making process and entrusted me with these resources -- and I didn't disappoint him. 

 

Reference:

Dandira, M. (2012). Dysfunctional leadership: Organizational cancer. Business Strategy Series, 13(4), 187-193.

 

2- Week 3 Starter Questions:

Which organizational theory or theories can best be used to improve conditions regarding employee alienation? What are some examples of how employee alienation is handled in your experience or in your organization? How might you handle employee alienation?

 

Subject Philosophy
Due By (Pacific Time) 10/15/2015 12:00 am
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