A Team Leader’s Challenges at Work

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Introduction

Every organization aims to improve its performance and limit its weaknesses. Managers have also ensured that they introduce different approaches, such as encouraging teamwork and focusing on organizational culture and leadership styles. However, some aspects can impact organizational behavior. For instance, employee satisfaction, motivation, conflicts, and decision-making can primarily affect the behaviors of workers and the company’s performance. Thus, this report involves interviewing a team leader to understand the challenges he is experiencing at work and acquire practical responses that can help resolve these challenges.

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Summary of the Key Issues

The interviewee, a team leader in a technology company, provided adequate information that reveals the various challenges impacting organizational behavior. One of the issues the leader addressed involved introducing change in the company. He argued that workers resist some changes due to a lack of adequate information regarding the importance of the new approaches. Some workers can also reject the new plans and mobilize others not to accept these approaches. Cases of staff who have gone on strike due to changes in an organization have been experienced. In this case, the leader claimed that he faced challenges when some members declared that they would boycott their responsibilities if the new changes did not focus on employee satisfaction.

Organizational culture is another major factor that impacts business behaviors. In this case, the team leader stated that the employees have adapted to the organization’s culture and changes in the cultural impact on employee performance. For example, the firm has developed an approach that encourages all members to be responsible and present their ideas to improve the productivity of their teams. The team leader also asserted that many members feel that the changes in the organizational behavior can oppress them, which leads to their resistance.

Another significant challenge addressed by the interviewee involves motivation. Many people in organizations face challenges due to a lack of inspiration. For instance, some leaders do not acquire benefits from their leadership activities. In addition, team members may fail to perform better due to a lack of motivation, such as allowances and bonuses (Colquitt et al., 2020). Having informed the interviewee that I am taking a course in organizational behavior, he told me that many companies fail to reach their goals due to a lack of motivation that can improve workers’ behaviors and encourage them to focus on organizational goals.

The Approaches that the Interviewee Has Tried to Resolve These Issues

One of the approaches that the interviewee has implemented to limit resistance experienced when introducing changes in his team is by focusing on effective communication. The team leaders stated that he has ensured that he learns how to improve his communication skills and guarantee that he can interact with different members to learn about their opinions regarding the changes. Correspondingly, the interviewee argued that educating the members about the advantages of the new strategies is another solution that can limit challenges faced by leaders when introducing change. Therefore, he has ensured that he informs workers about various ways that the changes can benefit them.

Involving workers during the decision-making process is another solution that the interviewee has exercised. In this case, the leader stated that changing the organizational culture can be difficult. Therefore, leaders are encouraged to guarantee that they involve other members when designing new approaches. Also, encouraging other workers to participate in the decision-making process is vital as it motivates them since they feel appreciated and valued (Wagner & Hollenbeck, 2020). Moreover, it becomes easy to introduce the changes since other members are aware of the new procedures. The leader also stated that resistance is limited since team members present their ideas to guarantee that the changes do not oppress them and employee satisfaction is achieved.

Another solution involves the second challenge related to motivation, whereby the leader has encouraged the company to focus on job satisfaction and other programs that can motivate the employees. He stated that the company had introduced different awards to ensure that workers can improve their skills and work harder to achieve their goals. For instance, the organization introduced bonuses, whereby employees received some funds after attaining a particular goal. Also, the organization has ensured that a conducive working environment is developed where all workers are valued and appreciated irrespective of their differences. Many companies have also used house, transport, and health allowances to motivate their workers and guarantee that employee satisfaction is achieved. Thus, the leader has encouraged the company to ensure that allowances are used to persuade the employees to increase their performance.

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Another solution involves trying different leadership styles to ensure that all workers are motivated and focus on ways to improve their skills. For instance, the leader argued that the transformational leadership style is used to guarantee that he works with the workers to identify the change needed and create a vision to motivate workers. Transformational leadership is also vital since it helps leaders inspire members and involve them in decision-making to acquire more ideas (Hansbrough & Schyns, 2018). Correspondingly, the approach encourages employees to develop ways that can create meaningful change. Therefore, the interviewee argued that he had implemented these solutions to limit the challenges he faces and guarantee that the organizational behavior improves the company’s performance.

Recommendations

Analyzing the challenges is one of the significant factors that an individual should consider. Therefore, the leader is encouraged to ensure that he understands why the challenges are being faced. After analyzing these aspects, the leader should ensure that he focuses on individual mechanisms. For instance, trust, justice, and ethics are encouraged in leadership. Typically, workers are likely to embrace an honest leader and can trust the changes introduced by the leader. Hence, the leader should ensure that he is trustworthy to limit resistance experienced in the organization when introducing new programs. Justice is also essential in organizations since it assures workers that equality is achieved. The interviewee can guarantee that all individuals are treated equally, and bias is curbed.

Ethics are also essential in every organization. In this case, the leader can focus on business ethics before introducing changes and ensure that employee rights are protected. Job satisfaction is another solution that can be encouraged. In this case, employees should be encouraged to present their opinions to ensure that they reveal the challenges they encounter in the organization. The company can then use workers’ feedback to develop changes that can ensure that employee satisfaction is achieved.

Another solution involves focusing on the organizational culture. The company should ensure that workers are aware of the culture and focus on improving the firm’s performance. Issues such as discipline and being responsible should be encouraged. Decision-making is also a vital aspect of every organization (Champoux, 2020). In this case, the leader should guarantee that all individuals have the chance to present their ideas and engage in the decision-making process. This can limit resistance and conflicts that are steered by changes in an organization. Understanding individual differences is an essential factor that the leader should learn. People differ, and every member of a business has his or her behaviors. Consequently, leaders can also focus on the integrative model since it is one of the approaches used in motivating employees in a business, which shows how individuals behave due to internal and external factors in an organization. Thus, these recommendations can be of great significance to the interviewee and the organization.

The reason why these recommendations are essential is that they focus on the challenges introduced by the interviewee. Moreover, being a team leader can be difficult since it involves introducing changes and interacting with different people. Thus, these solutions can help the interviewee to raise new approaches to the teams easily. The integrative model can also help the interviewee improve the members’ performance since it entails programs to enhance customer service and increase participation and the decision-making process. The model has been practiced in firms to enable leaders to develop an organizational behavior that involves hard work and discipline to meet corporate goals. Therefore, these recommendations are essential since they focus on employee satisfaction and improving organizational performance. Moreover, the recommendations can address the different perspectives about individual behaviors at work that the interview has revealed.

Conclusion

To conclude, organizational behavior is an essential factor that can impact the performance of an organization. Therefore, various aspects such as corporate culture and leadership styles should be analyzed to guarantee that they do not limit the performance of a business. Involving other workers in the decision-making process can also limit challenges experienced due to changes in a firm. Leaders can also ensure that they focus on traits such as trustworthiness and being fair. Therefore, there are many factors involving organizational behavior that one can analyze.

References

Champoux, J. E. (2020). Organizational behavior: Integrating individuals, groups, and organizations. Routledge.

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Colquitt, J., LePine, J., & Wesson, M. (2020). Organizational behavior: Improving performance and commitment in the workplace (7th Ed). McGraw-Hill.

Hansbrough, T. K., & Schyns, B. (2018). The appeal of transformational leadership. Journal of Leadership Studies, 12(3), 19-32. Web.

Wagner, J. A., & Hollenbeck, J. R. (2020). Organizational behavior: Securing competitive advantage. Routledge.

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