Finial Paper Worksite Development Paper Essay Example | Topics and Well Written Essays - 1250 words

Finial Paper Worksite Development Paper - Essay Example The executive do not show any respect or loyalty towards the leader. The only emotion visible on their faces after submitting their work for feedback and discussion is fear and loathing. The entire team is well qualified and intelligent yet they are not able to collaborate, the problems if any are not brought into the open till the last moment, there are sub groups in the team and they mistrust the "outsiders" to their group, even healthy comment and criticism is viewed with suspicion. The project manager has full faith in the abilities of the team leader and his executives but they are not able to 'get along' and this shows in the quality of their output. They rarely come forward with suggestions, just carrying on the instructions of their leader half heartedly to fill the working hours and get out of the office. It seems that the team leader is tone deaf to his subordinates. He is obsessed with getting them to work and deliver, yet forgetting that they are not machines which can be switched on at 9 in the morning. He lacks motivational skills, also while reviewing the work the feedback is more of a character assassination than artful critique, (Goleman p, 172). A plan has been chalked out by the HR division wherein the team leader would be asked to take self assessment tests on emotional intelligence. Lead... A plan has been chalked out by the HR division wherein the team leader would be asked to take self assessment tests on emotional intelligence. The tests being self assessment based would show him that he needs to improve his people handling skills in terms of motivational skills, conflict resolution, inter personal skills. Leadership is "getting the job done through high quantity and quality standards of performance, and (2) getting the job done through people, requiring their satisfaction and commitment" (Luthans, 1998, p 427). Thus he will have to develop empathy and trust towards his team. It does not mean that the empathy and trust are only towards the team, but it is the change in personality traits which would ultimately help his team mates. To have empathy he would necessarily be aware of his own emotions first, all the joys and disappointments that life offers. Once the sensitization happens towards own feelings, the same will be developed towards others emotions and perspectives as well. Once these two traits are well entrenched there will be definite change in body language which will communicate to the subordinates as well. He will be more open to new suggestions and willing to share ideas, lend sympathetic ear to knotty problem and lend a helping hand. The other trait which needs polishing is the art of giving feedback which motivates rather than destroys confidence and enthusiasm. He needs to recognize that getting angry and blowing up on employees only clamps them, makes them defensive and stubborn and shirk responsibility sometimes even losing a well trained and educated employee. Here the art of critique as proposed by Harry