Essay on Identification of the Different Problems Faced by Organizations

Cultural diversity is one of the major issues where the organization has multiple employees with different cultural differences that needs to be productively related

Poor leadership has been seen within the organization due to the poor decision-making processes realized in the company

Possible solutions for the identified problems.

Synthetic approach for training the involved parties in the company

Objectives of designing this approach. Where the goals for the training are identified and are matched with the effect in the problems facing the company

Program Participants:

Introduction of the program participants. The participants involved to the program are introduced to the program ment to hep them handle the above mentioned problems

Elements of the Program

The program has a number of elements that will be covered one after the other for effective learning and application of the program

Engagement: this involves the assessment of the program participants with leadership skills and qualities.

Creating the Space: objective being to Provide the environment for participants to engage as a learning network

Sharpening the thinking of the participants by asking questions that support their decision-making process

Targeting the Effort which aims at the delegation and improvement of self-management processes

Holding the Boundary helps the participants optimize there personal traits to benefit their teams

Implementation of the Program.

Purpose: this covers a brief review of the programs main purpose within the organization

Organizational requirement: these includes the different requirements needed for the program to successfully run.

Impact of the Process on the Stakeholders: and then an analysis of the impact of this to the stakeholders

Types of Leadership Assessment

These includes the different techniques that will be employed by the program to assess the participants progress within the program.

Leader Behavior Description Questionnaire (LBDQ-Form XII): The Ohio State leadership scale (LBDQ-Form XII) measures two major leader behavior dimensions of consideration and initiating structure. The scale is frequently used in leadership research

Least Preferred Coworker: The scale seeks to identify the underlying beliefs about coworkers, particularly where leaders view some as positive and others as negative.

Myers-Briggs Type Indicator (MBTI): This instrument of leadership self-assessment assesses the type of personality under the psychodynamic approach

The Topics to be covered in the Program

Effective leadership: The leadership training program will cover the topic of effective leadership as a key element to the success of teams

Integrity and honesty: Good leadership exudes honesty, integrity, and trust. In an organization, people are sensitive to specific leadership behaviors such that leaders are expected to be honest, upright and trustworthy

Self-awareness: Self-awareness is one of the most important competencies of leadership albeit being one of the least discussed.

Team building and Conflict Management: Good leaders have the qualities to inspire their teams to achieve organizational goals

Social and Emotional Intelligence: Social intelligence is one of the great skills of effective leadership. Poorly understood and under-researched, this skill is rather broad but it is associated with understanding social situations and dynamics.

Theoretical Framework

Behavioral theories: Define leaders in terms of their behavior

Trait theories: suggest that effective leaders share some personality characteristics

Contingency theories: Recognize the fact that there is no single correct leadership type and that the best style depends on the prevailing situation

Power and Influence theories: Looks at how leaders use power and influence to get things done

Leadership Ethics: These are the several frameworks that are particularly directed towards ethical decision-making, among which, the virtue and utilitarian approaches are selected

Leadership Development Training Program for Health and Human Services

Introduction

This is program plan for leadership training for my organization Health and Human Services where am working with Hurricane Evacuees for Housing. Due to a number of different findings within the organization that have been addressed below in relation to leadership such as poor communication skill, lack of competent decision making skill, inter personal communications barriers among other limitations, the program has been put together to address these challenges in depth and help the leaders tackle them proficiently. His also affects the organizations interactions with the clients which strengthens the organizational client relationship. Leadership within the organization plays the key role in the running of the organization as well as the success of the organizational goals. Over the past few months the companys management has had a rough time making different changes within the organization as well as managing roles have been challenged a lot. A leadership program is the most effective approach for the current situation within my organization.

Goals of the Program

Contemporary organizations have unique challenges that need to be identified and unique solutions found. Having acknowledged the potential solutions for the identified complex problem within the organization, it is important to develop and implement an effective program to mitigate the issue from the root (Nanjundeswaraswamy, & Swamy, 2015). Problems in organizations are common, and an organization is required to be well prepared with methods to deal with the problems effectively. Cultural diversity within an organization is one of the common problems that are likely to be encountered in every phase, as the workforce comprises and requires a sense of diversity among employees (Karkouti, 2016). In addition, organizations involved in social work often deal with culturally diverse clients. Problems such as poor leadership have adverse effects on the effective delivery of organizational goals and objectives (Firend, 2014). Hence, to develop the program, it is important to clearly set the goals and identify the possible risks to be encountered while implementing the plan.

Funke (2010) stated that involving others in the organization's planning process is an important solution for mitigating issues and grievances in the workplace. Therefore, making the flow of information appropriately is a crucial task. In alignment with the problems, it is important to follow a proper approach, in which a plan can be developed and implemented successfully. Considering the nature of problems and evaluating the potential solution or approaches, the Synectics approach can be considered the most effective plan to be developed and implemented. It had been identified earlier that, under this approach, a major focus can be provided to develop a flexible working environment, an effective corporate culture, and alteration of leadership styles (McWhinney, 1997). Hence, to implement these within an organization, it is important to follow a structured method to ensure the success of the program. The Synectics approach is not only considered a method of solving complex problems within an organization but is also recognized as a powerful approach for training individuals working therein. This training helps them become more flexible within the entire work process, providing the capability to tolerate ambiguity and irrelevance. Hence, the ultimate rationale behind selecting this approach is that it primarily concentrates on enhancing the team spirit and develops the team. Thus, this will help largely mitigate the identified issues (Funke, 2010).

The objective of designing this program is to enable leaders within the organization to develop and apply coaching skills with their subordinates to facilitate learning, raise self-awareness, challenge thinking, critique decision making and take on responsibility for action. This program design is informed by the events following Hurricane Harvey. The key priorities of the program are to invest in leadership development and the create peer support relationships.

Participants of in the Program

In the spirit of fostering cultural diversity, the management of the organization comprises people of all gender, different cultures, and different religions. The leadership training program targets team leaders within the organization some of whom are these managers. The inclusion criterion for the training program is that all the managers and team leaders within the organization will be invited to participate in the program.

Elements of the Program

Phases I: Engagement which has a number of objectives which include Collaborative development of goals (participants + line managers), Participant commitment to time lines and finally, Completion of a self-assessment by the participants against the program competencies. The involved elements within this phase; Assessment of personal development goals (online) and the outcome copied to the project manager, Self-assessment against leadership competencies online (including networking strategies).

Phase II: Creating the Space this phase involves the following objectives Provide the environment for participants to engage as a learning network, create peer coaching skills, create a culture of challenge and support for the program, Analysis and development of the learning network with the following elements are present in this phase. Social discipline framework, Speed introductions, Coaching input, Practice and feedback of issues on peer coaching Assessment and action planning of the learning network

Phase III: The Sharpening the thinking its objectives being Asking critical questions that support the decision-making process, Relevant questions that elicit and develop thinking, Powerful questions for the strengthening of thinking and problem solving among team members, Practice and feedback of skills and finally Exploring the knowledge gaps by spotting what is not being said by the network. The phase has a number of elements as well; Use different styles and pace to practice critical and important questioning techniques, Apply the techniques to real issues with the network to obtain feedback and develop skills, develop personal question checklist, exploring the surface to deep meaning and application of symbols and metaphors.

Phase IV: Targeting the effort Delegation, improvement of self-management, practice of solution-focused thinking, elimination of energy drainers and the application of job support tools with the following elements; Setting priorities or mapping of domains, Planning of delegation, Planning of use of job tools Self-assessment of personal organization and Inventory of resources Decision-making

Phase V: Holding the boundary with a number of objectives; Optimization of personal traits for the benefit of the teams, Clarification of core responsibilities, Engaging the management for support as well as Mapping relationships. The involved elements being; A dynamic map of relationships Establish relationship control and influence Create an Action plan based on the established priorities Mobilizing resources and finally engaging the management support for future planning.

Implementation of the Program

Purpose of the program: being to enhance cultural diversity, improve leader-follower relationships, strengthen loyalty, and achieve sustainable market positioning.

Organizational requirements: being Undertaking individual responsibilities and Teamwork through the selected approach. Tis will have an impact on the st...