3-1 Discussion: Adaptive Leadership Toolkit
Catharin Manriquez posted Aug 13, 2021
After reviewing the Employee Satisfaction Survey Results it became clear that employee satisfaction rates were clearly affected by supervisor employee relationship. How the the supervisor interacts with the employees, through feedback and recognition, and wither or not the proper tools are presented to the employee affects how the employee perceives their employer see them. Employees are the foundation of a company, they attribute to the success of the organization and therefore should be treated as so. so when employees are asked questions like “I am proud to be a part of this company” and “My company cares about its employees”, that there will be a decreases in recent favorable results if they don’t feel like they have a good relationship with their supervisors or if they are made feel like they just aren’t important to the organization.
Leadership behaviors needed in order to improve the work environment would be the supervisors overall caring connection skills and relating skills. According to the employee satisfaction survey, employees felt like a decline in how much the company cares about its employees, 4 years ago soring 75 and only scoring 60 this current year. The survey also showed that employees didn’t feel like their supervisor showed appreciation for their work, with a sore of 55 four years ago and only 38 this year, and employees felt like they origination didn’t provide leaders who acted in just and ethical ways, scoring 53 four years ago and 35 this year. The employees feel such a disconnect with their supervisor that the organization only had a 35 for the question “When I am having difficulty my Supervisor is there to support me so I do not feel abandoned” , the highest score in this question was a 44 and that was four years ago, suggestion that employees haven’t been satisfied in this area in the past either.
The leadership skills that I would recommend including in the organizational leader’s toolkit to help improve the identified leadership behaviors would be mentoring developing, relating, and interpersonal intelligence skills. improving these skills will help address employees dissatisfaction and the feeling that their supervisors lack interest in providing emotional support and will improve the employees perception that the origination doesn’t care about it’s employees. Simple little changes can make a big difference in these areas, like acknowledging the employees strengths, recognizing when an employee goes above and beyond, extending ones support during difficult times. superiors addressing difficulty’s and reassuring the employee that an issues will be resolved as a team and providing them with support to address it makes a big difference. Sometimes people just need to be heard and know they are not alone that someone cares, the feeling that you are being heard makes such a big difference, or just being able to vent and saying the problem out loud, makes the situation clear that we are able to solve the problems on our own. Knowing that our supervisors see all the good not just the bad, all of our hard work and our dedication to the organization, its motivating and encouraging. Addressing the dissatisfaction in employees will defiantly trickle up the ladder and improve the overall organizational performance. People work best when they are motivated, when they want to come to work, when at the end of a long eight hours of hard work they feel like they are appreciated and that their supervisor is aware and grateful of all the effort that was put into the work day. The employees performance will be up, their numbers up, their employee-customer interaction satisfaction will go up, and this will be reflected on the organizations financial records, all while being in a pleasant work environment.
Last week, in Module Three, you completed the first of two components of this discussion topic, determining the desired leadership behaviors and skills you wanted to develop to improve leadership behaviors in your organization. This week, in Module Four, you will review the initial posts of two to three of your peers, addressing the following “Stop/Start/Continue” feedback questions:
- Stop: What are the leadership behaviors/skills the learner has selected that you recommend be stopped, i.e., not pursued? Provide the rationale as to why you believe a leadership skill they have selected may not be the most appropriate focus area based on your review of the employee engagement survey results. If you don’t identify any leadership behavior focus area to stop, then how would you suggest one or more of the targeted leadership behavior areas be modified to better address the outcome desired?
- Start: What leadership behavior/skill do you recommend the learner add as a focus area? Provide the rationale for your recommendation as well as one to two suggested ways this leadership skill/behavior could be targeted for improvement.
- Continue: For the recommendations that the learner has made that you fully agree with, provide commentary as to why you believe the selected leadership behavior/skill area is appropriate to be addressed.
Directions
For your response posts, do the following:
- Reply to at least two classmates outside of your own initial post thread.
When responding to at least two of your peers’ postings, your responses should show that you have given thought to what the original post said. They should also push the conversation forward, offering insights or asking clarifying questions if necessary.
Write a post of 1 to 2 paragraphs.
Consider content from other parts of the course where appropriate. Use proper citation methods for your discipline when referencing scholarly or popular sources.
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