Leadership Theory Contemporary Challenges

Leadership Theory Contemporary Challenges

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Leadership Theory Contemporary Challenges

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Leadership Theory Contemporary Challenges

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Discuss About The Coworking As An Emerging Workplace Choice.

I know how to identify the challenges I have and how to change them for good. My past experiences build my strengths for good. Isabel made a mistake in  document she was processing. The supervisor started to insult her in the presence of everyone else. Isabel, walked out of the workplace and everyone else walked out with her. The organization was brought to a standstill the whole day.

I felt betrayed by the people who I was really sacrificing to assist.

I had given myself too much to the task but nobody appreciated.

It was psychological. I was deeply depressed.

The situation was not affected in any way.

I suffered psychological harm.

Most of my colleagues with whom we struggled were demoralized.

I could have been happier that my efforts had made an impact in the company anyway.

I am on my feet and working as within my schedule.

I have learned to live with my situations

Letting the company understand the need for appreciating the workers for the sacrifices they make.

I need the support of all the colleagues to ensure that the organization can implement the policies on workers’ welfare.

Most workers experience frustration. There are several demands which the society, the organization and individual concerns put on us. Frustration results from the lack of resources necessary to the task we are mandated to do resulting in poor performance. In addition to inadequate resources, the underperformance of other employees undermine the efforts we are making (Beehr 2014).
Being a leader is a challenging task. All decisions lie on you. All the achievements and failures are attributed to the leader. However, being a leader gives you an opportunity to decide what the best way to go to ensure success is achieved. It would be most difficult for me if I should be adopted as the leader (Van Wart 2013).
We operate on an open office system, which allows the managers to interact with other workers freely. I see this as an opportunity which the workers can have easy contact with the manager. Quarterly valuation of performance on every individual makes it easy for the workers to express themselves regarding any concern within the organization (Ross and Ressia 2015).
It is a process to develop emotional intelligence. However, the decisions made are highly focusing on the future achievements. We plan and have organized operations at the start of the day. However, there are some plans which are not executed because of fatigue among some of the workers who have not adopted the changes.
I organize meetings and provide avenues for multiple pieces of training and workshops. Moreover, I have a long conversation with each worker about how he or she feels about the job, the needed motivations and the proposed rewards and benefits (Ashkanasy, Zerbe and Hartel 2016).
Felix has shown a significant improvement in how he handles work. He still needs a little training. However, Brian makes some mistakes and is yet to be acquainted with some roles. I have made them work together so that Brian can be motivated by the progress that Felix makes. Since Felix learns from other experienced workers and me, it is possible to make all of them perfect in their duties (Dixon 2017).
Ashkanasy, N. M., W. J. Zerbe, and C. E. Hartel. 2016. Managing emotions in the workplace. Routledge.
Beehr, T. A. 2014. Psychological stress in the workplace (psychology revivals). Routledge.
Dixon, N. M. 2017. The organizational learning cycle: How we can learn collectively. Routledge.
Ross, P., and S. Ressia. 2015. “Neither office nor home: Coworking as an emerging workplace choice.” Employment Relations Record 15 (1): 42.
Van Wart, M. 2013. “Lessons from leadership theory and the contemporary challenges of leaders.” Public Administration Review 73 (4): 553-565.

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