The Tannenbaum-Schmidt Continuum

 Management styles

As a leader, there are four different styles that you can use to make decisions for an organization. Leadership behavior can be expressed along a line (The Tannenbaum-Schmidt Continuum), ranging from “boss-centered”, where the leader sets the tasks, to “subordinate-centered”, where the leader builds relationships among subordinates (Cottrell, 2021).

The Tannenbaum-Schmidt Continuum

Figure 1: https://slideplayer.com/slide/7658714/ (SlidePlayer, 2021)

Tell

The leader identifies problems, makes decisions and announces to subordinates, expects implementation. The autocratic style in which the leader gives specific instructions and monitors staff closely is most useful when the team cannot tackle the task unaided is unwilling, new, or suffered a previous leader who allowed standards to deteriorate. It is the style most people accept in a crisis (SlidePlayer, 2021).

 Sell

The leader still makes decisions but attempts to overcome resistance through discussion& persuasion.
A persuasive style, in which the leader gives clear direction and supervises closely but also explains decisions, encourages suggestions, and supports progress. It is most useful when motivation is lacking. It is also the best style where a task is non-negotiable but where the team's motivation is vital to achieving the results required. For this style to work well you need to Develop team skills, monitor how those skills are implemented, Spend time with each individual addressing standards, skills, and motivation, Monitor closely, and be directive to keep performance to agreed standards (SlidePlayer, 2021).

 Consult

The leader identifies the problem and passes on the solving and decision-making to the group. Presents it to the group. Listens to advice and suggestions before making a decision. The manager presents a problem, get suggestions, makes the decision. This is a collaborative style in which the leader discusses the task and listens to the team's ideas, taking them into account as he or she makes the key decisions. It is most useful when the team has sufficient skills and competence to make a contribution but where the leader feels a need to retain control. That need can result from an imbalance between the team's competence and the risk involved in the task (SlidePlayer, 2021).

 Join

The leader defines the problem and passes on the solving and decision-making to the group. Manager permits subordinate to function within limits defined by superior a facilitating style in which the leader allows the team maximum responsibility, this is most useful when the team is competent and has a positive attitude towards the task (SlidePlayer, 2021).

Figure 2                                                                                                                                                       https://www.academia.edu/11695751/Leadership_Decision_Making_Tell_Sell_Consult_Join  

Video

Source: https://www.youtube.com/watch?v=xFYHLbUZZ9A

Conclusion

Successful leaders know which behavior is the most appropriate at a particular time. They shape their behavior after a careful analysis of themselves, their subordinates, organization, and environmental factors.

Reference

ACADEMIA, 2021. ACADEMIA. [Online]
Available at: https://www.academia.edu/11695751/Leadership_Decision_Making_Tell_Sell_Consult_Join
[Accessed 17 Dec 2021].

Cottrell, D., 2021. RUGBY COACH WEEKLY. [Online]
Available at: https://www.rugbycoachweekly.net/rugby-coaching/team-management/management-style-coaching-tips/
[Accessed 17 Dec 2021].

SlidePlayer, 2021. SlidePlayer. [Online]
Available at: https://slideplayer.com/slide/7658714/
[Accessed 17 Dec 2021].

 

Kotter's 8-Step Change Model

 Kotter's 8-Step Change Model

Source: https://www.mindtools.com/pages/article/newPPM_82.htm

According to, (MindTools , n.d.) There are many theories about how to "do" change. Many originate with leadership and change management guru, John Kotter. A professor at Harvard Business School and world-renowned change expert, Kotter introduced his eight-step change process in his 1995 book, "Leading Change."

Figure 1: https://online.visual-paradigm.com/diagrams/templates/kotters-8-step-change-model/8-step-change-model-template/ (Visual Paradigm Online, n.d.)

1. Create a sense of Urgency

Help others see the need for change through a bold, aspirational opportunity statement that communicates the importance of acting immediately. Initial motivation is required to create urgency and this can be done by exhibiting poor sales statistics or bad financial conditions. Have an open discussion with the ongoing changes and if many people get involved in it. It will feed upon itself.

2. Build a Guiding Coalition

Identify key stakeholders and leaders and put forth the ideas and the changes with supporting research which will make things different and better. It is crucial to pull the influential people in the organization and work together.

3. Create a Vision for Change

A clear vision that is change-centric is an absolute necessity. Then a strategy is required to bring the vision into action with the help of the coalition team.

4. Enlist a volunteer army

Large-scale change can only occur when massive numbers of people rally around a common opportunity. They must be bought-in and urgent to drive change – moving in the same direction. It’s not a project. It’s a movement.

 5. Enable action by removing barriers

Removing barriers such as inefficient processes and hierarchies provides the freedom necessary to work across silos and generate real impact.

6. Generate short-term wins

Wins are the molecules of results. They must be recognized, collected, and communicated – early and often – to track progress and energize volunteers to persist.

7. Sustain acceleration

Press harder after the first success. Your increasing credibility can improve systems, structures, and policies. Be relentless with initiating change after change until the vision is a reality.

8. Institute change

Articulate the connections between the new behaviors and organizational success, making sure they continue until they become strong enough to replace old habits.

These results and initiatives have an extraordinary and immense value, because it contributes not only to the spirit of the participants, but it also shows with evidence and tangible clarity that this dual system is for us reachable and doable and is dependent on the desire, curiosity, interest and passion that each of us can bring to his or her daily work.

Video: https://www.youtube.com/watch?v=xNILBjjVttA&t=140s

Conclusion

Currently, in society, change management has been implemented in almost every aspect of all business sectors because the world is a constantly dynamic community, where the opportunities and risks rotate regularly. The key factor in obtaining great opportunities in this constantly changing environment is within proper change management.

References

KPU, n.d. KPU. [Online]
Available at: https://kpu.pressbooks.pub/hrcommunication/chapter/change-management/
[Accessed 14 Dec 2021].

MindTools , n.d. MindTools. [Online]
Available at: https://www.mindtools.com/pages/article/newPPM_82.htm
[Accessed 14 Dec 2021].

Visual Paradigm Online, n.d. Visual Paradigm Online. [Online]
Available at: https://online.visual-paradigm.com/diagrams/templates/kotters-8-step-change-model/8-step-change-model-template/
[Accessed 15 Dec 2021].

Employee Empowerment

 Employee Empowerment

Definition

According to, (ASQ, 2021) Employee empowerment is defined as the ways in which organizations provide their employees with a certain degree of autonomy and control in their day-to-day activities. Employee empowerment refers to the manner in which companies provide their employees with anything and everything they need to succeed.  

A company’s leaders, HR professionals, and fellow employees all play key roles in establishing a supportive, empowered environment. All parties need to establish mutual trust, feel comfortable taking risks, and establish clear expectations and guidelines. Without this collaboration, truly empowering employees is impossible.

The benefits of employee empowerment

Empowered employees are loyal, committed and potentially more productive. When employees have the tools and resources to successfully manage or lead their own projects, work toward their goals and drive their own career, the benefits are endless (limiade, 2021).

Figure 1: Source: https://www.openhrms.com/blog/importance-and-benefits-of-employee-empowerment/

Benefits of practicing employee empowerment in business

Productive Employees 

It is generally viewed as gainful at the point when employees or workers feel strengthened in their working environment. Those being engaged with choices are relieved from disdain and awful sentiments that are frequently present while employees are dependably determined what to do. 

Engaged Workforce 

Commitment can take on numerous structures. In the working environment, it implies that employees care about their clients and collaborators. It likewise implies they'll effectively endeavor to make the business a superior spot. 

Better Customer Service 

When you centre your workers with appreciation, pondering them with valuable and applauding advice over their activities, workers are given the idea that you are seeing them as significant assets of the business. This in turn creates a happier and joyful workforce who treats their clients better. 

Embrace Change 

Supportive tech like HR software, encouraging employee self-service can grasp change and remain important. The routine tasks can be turned a tad simpler and the business organization improved to a greater extent, keeping them on the cutting edge. Empowering workers to deal with their own time will likewise give them a recharged awareness of others' expectations. 

Help Your Bottom Line 

Engaged employees or workers can enable you to make changes that bring in great savings in the business expenditure. When you take employee recommendations and set up frameworks to build profitability, it helps your primary concern. 

Right Employee Appeal 

When you make an engaged workforce, you will normally pull in new employees who flourish in this sort of condition. The workers who should be determined what to do will go somewhere else. Workers who are self-starters and step up to the plate will start to consider your organization.

Satisfied Workforce

To draw in employees, you need to become more acquainted with them on an individual dimension. This without anyone else's input will improve your relations with them.

Conclusion

Being able to make sure that these employees are working independently while still working in accordance with your company’s core values and objectives is the ultimate challenge for leaders who wish to reap the benefits of true employee empowerment.

References

ASQ, 2021. ASQ. [Online]
Available at: https://asq.org/quality-resources/employee-empowerment
[Accessed 12 Dec 2021].

limiade, 2021. limiade. [Online]
Available at: https://www.limeade.com/resources/blog/importance-of-employee-empowerment-in-the-workplace/
[Accessed 12 Dec 2021].

OPEN HRMS, 2019. OPEN HRMS. [Online]
Available at: https://www.openhrms.com/blog/importance-and-benefits-of-employee-empowerment/
[Accessed 12 Dec 2021].

 

 

SMART

 SMART Goals

Source: https://www.tonyrobbins.com/career-business/the-6-steps-to-a-smart-goal/

 The S.M.A.R.T.  methodology Goal setting is easy and powerful, and it provides both parties the necessary certainty, that goals are understood. The methodology defines the standard for setting goals; the manager cannot be vague and the employee cannot argue about a different understanding to the defined goals. Today, most goals should be SMART. As the methodology is clear and straightforward, it is used for the performance management and gal setting.

SMART goals and objectives are goals that are specific, measurable, attainable, realistic, and time-sensitive. It is a term that first gained popularity in the 1980’s when George Doran published an article about the subject in an issue of Management Review (Tallyfy, 2021) .

What are SMART Goals and Objectives?

Whether it is for business or personal reasons, everyone needs a goal to work towards. Goals give people a sense of purpose and can provide that extra push to keep going when motivation is low. This is because many people will fail in their endeavors if they don’t have an organized plan for how to reach a goal.

The SMART Goals methodology defines the approach to define a precise goal, which is understood and mutually agreed upon. It provides guidance to managers, as they prepare goals for the team. It is the role of the manager to set clear and precise goals for employees.

  1. Specific

When setting a goal, you should use very specific language to describe your goal. Most people who set very vague and unclear goals don’t end up accomplishing them.

·       2.  Measurable

Another important aspect of goal setting is developing a system for measuring your progress. Having a goal that is measurable will help your stay on track and will give you the added motivation to push through difficult moments.

·        3 .Attainable

It is easy to set goals that are so huge they feel unattainable. Yes, goals should stretch you outside of your comfort zone but you should have a path for achieving them. Most people thrive by making deliberate changes over a long period of time.

·        4. Realistic

Achievable goals should be something that you can reasonably make a reality in your life. Yes, it can be a goal that stretches you tremendously but it is entirely realistic that you can make it happen.

·       5.  Time-bound

Goals should have some sort of timeline attached to them. Very big goals can be broken down into smaller steps as well.

Figure 1: Source: https://blog.bluemediaconsulting.com/tag/how-to-set-up-goals-for-social-media/

Conclusion

Managers needed to outline a plan for achieving their business goals. This is because when goals are clearly defined, people are more motivated to take action toward achieving that goal. By focusing on specific, measurable, attainable, realistic, and time-sensitive objectives, everyone improves their chances for success.

References

1. BLUE MEDIA Consulting , n.d. BLUE MEDIA Consulting. [Online]
    Available at: https://blog.bluemediaconsulting.com/tag/how-to-set-up-goals-for-social-media/
   [Accessed 11 Dec 2021].

2. Tallyfy, 2021. Tallyfy. [Online]
   Available at: https://tallyfy.com/smart-goals-objectives/
   [Accessed 11 Dec 2021].

 

Voice of the Employee

 Voice of the employee

Voice of the employee has become increasingly important to leaders of organizations, leading the Society for Industrial and Organizational Psychology to list capturing the employee voice as the number seven workplace trend.

Definition of Voice of Employee

According to (Wong, 2020), Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the ability for employee to provide feedback and discuss concerns on a daily basis. Formal employee voice is defined as structured communication channels provided by the employer, including systems to file grievances and employee surveys. The formal voice of employee, specifically employee surveys, is the focus of this information.

Asking employees for feedback through formal employee studies and surveys is a way to give employees a voice. However, it’s critical that the voice of employees has an actual impact and real influence on the organization. To effectively give employees a voice, organizations must meet three criteria.

1. Provide structured channels for feedback in the form of surveys
2. Create a culture of acceptance for feedback
3. Demonstrate that the feedback influences organizational changes and improvements.

Figure 1: https://workinstitute.com/defining-of-voice-of-the-employee-why-it-is-important/

The Importance of Voice of Employee

The importance placed upon capturing voice of employee has increased as organizations realize that there are multiple benefits associated with it. Few key benefits of capturing the voice of employees are below.

• Increased Retention: The primary outcome impacted by capturing voice of employee is employee retention, as it’s proven that the number of ways employees have to use their voice impacts employee retention.  This fact has propelled organizations to increase the number of ways available for employees to provide feedback.

• Increased Engagement: It’s critical to give employees a voice at various stages of employment, and ask for feedback, to improve organizational policies. Employees, when asked in an effective manner, provide feedback on what they like, what they don’t like and what can be improved in the workplace at various stages, which leads to improved engagement and retention.

• Improved Job Satisfaction: Higher levels of job satisfaction among employees has been reported when employees have regular meetings with supervisors and when employees become more involved in the organization. Additionally, employee participation in decision making leads to improved job satisfaction.

• Higher Performance Ratings: Managers rate employee performance higher when the employee demonstrates a high-level of employee voice. Conversely, managers rate employee performance lower when the employee demonstrated a lower-level of employee voice. The direct link between manager performance ratings and use of employee voice demonstrates that employees who use their voice are valued and that using employee voice is viewed as an important aspect of performance.

Conclusion

One sure sign of effective employee voice is the frequency at which employees are participating in discussions around key decisions and changes. Measuring engagement can also shed a lot of light on how well a program is working.

References 

Mahan, W., 2019. Work Institute. [Online]
Available at: https://workinstitute.com/defining-of-voice-of-the-employee-why-it-is-important/
[Accessed 2021 Dec 2021].

Wong, K., 2020. Achievers. [Online]
Available at: https://www.achievers.com/blog/what-is-employee-voice-and-why-is-it-important/
[Accessed 12 Dec 2021].

 

 

 Five Stages of Group Development

The terms we use for the stages of team development were developed by Bruce Tuckman, an educational psychologist, who published his findings in a paper titled Developmental Sequence in Small Groups in 1965. His common belief of team development is that the stages are all necessary for a group to work together as effectively together as possible in order to see success. 

Each of the five stages of team development represents a step on the team-building ladder. As the group members climb the ladder, they morph from a random assembly of strangers into a high-performing team that can work toward a common goal (Masterclass Staff, 2021).

Figure 1: https://blog.infodiagram.com/2018/06/7-group-development-ppt-chart-ideas.html

Stages

1 Forming 

The first stage is forming, which is when the members within the team first come together to meet. It can be considered the period of orientation when everyone is getting to know one another and becoming acquainted. 

Most group members are overly polite and are still extremely excited about what their future may hold. Since the group dynamics and team roles aren’t yet established, the team leader will typically emerge and take charge and direct the individual members. 

New team members may discuss team goals, ground rules, and individual roles, but since this stage of development prioritizes people over the actual work, it’s unlikely the team will be high-performing at this time.

2 Storming

This stage is considered the most critical but also the most difficult to go through. It can be riddled with conflict as the individual personalities and work styles clash within the team. It’s also common for team performance to dip a bit in the storming stage as members can sometimes disagree on goals, strategy, responsibilities, and roles. Also, keep an eye out for subgroups or cliques that can begin to form during this stage.

3 Norming 

This stage is when the team moves past their previous quarrels and begins to recognize and value their teammates’ strengths.  Here, team members have figured out how to work together and there’s no more conflict or internal competition lingering. Even if a group slides back into old behavior, members’ new decision-making skills will make conflicts easier to resolve than they were during the initial storming phase.

4 Performing 

Next up is the performing stage, which tends to be where there is the most cohesive work environment, people are happy and excited, and team performance is at an all-time high.  This high-performance level means all team members are self-reliant and confident enough in their own problem-solving skills that they can function without oversight from the leaders.

5 Adjourning 

While Tuckman’s work started with only the first four stages, in 1977 Tuckman and his doctoral student Mary Ann Jensen added the fifth stage, adjourning, to indicate when a team has completed a project.

Sometimes also called the termination, mourning, or ending stage, most, if not all, of the goals of the team, have been accomplished. 

Source: https://www.mindtools.com/pages/article/newLDR_86.htm

Conclusion

Teams are formed because they can achieve far more than their individual members can on their own, and while being part of a high-performing team can be fun, it can take patience and professionalism to get to that stage. Effective team leaders can accelerate that process and reduce the difficulties that team members experience by understanding what they need to do as their team moves through the stages from forming to storming, norming, and, finally, performing.

References

1.Masterclass Staff, 2021. MasterClass. [Online]
 Available at: https://www.masterclass.com/articles/how-to-recognize-the-5-stages-of-group-      development

 [Accessed 11 Dec 2021].

 2.Challenge applications, 2021. challenge applications. [Online]

 Available at: https://www.challengeapplications.com/stages-of-team-development
 [Accessed 11 Dec 2021].

 

 

Increase Hiring and Onboarding Velocity with the Latest Background Screening Technology

 Increase Hiring and Onboarding Velocity with the Latest Background Screening Technology

The need to hire fast has never been more critical. Not only does it allow your company to get a skilled worker into a vacancy quickly, but it also ensures you don’t miss out on great candidates because of the length of the process. When you make the decision to hire a candidate, there are several steps that follow, starting with conducting a background check.  But, if your hiring process could use a speed boost, it isn’t always easy to identify critical areas for improvement (Ligget, 2021).

Figure: Toolbox HR

How you can optimize your background screening process to ensure your candidate’s experience is fast and stress-free.

1. Use Technology to Appeal to Top-Performing Candidates

Background screening is often an area of concern for candidates. If the background screening process is slow and leaves your candidate feeling “left in the dark,” it may cause the best candidates to withdraw from your hiring process.

A background screening solution that provides advanced technology to optimize speed, accuracy, and deliver the best candidate experience can ensure you won't lose the best candidates.  

2. Make Recruiters' Lives Easier 

As a recruiter, that it’s common to be recruiting for multiple positions at one time. Between screening candidates, trying to wrangle hiring managers for interviews, and all the other millions of things going on–it can feel overwhelming. The last thing you should have to worry about is having more work to do. Good recruiters enable you to move all data entry activities to your candidates, reducing turnaround time and time spent calling candidates for missing information.

3. Positively affect the Bottom Line

Improving the background check experience will also enhance key recruiting metrics. The organization will save recruiting costs associated with vacancies left open for too long. Fast turnaround times and easy-to-use solutions will save valuable time during the process.

A candidate’s positive experience also has a direct impact on the business. Happy candidates are more likely to accept your offer and refer others to your business. 

Lack of screening efficiency can also damage the business. The right background screening solution confirms every candidate’s background and protects the business from risk.

4. Use Integrations to Advantage

Many organizations integrate their HR tools into a single platform. Choosing to centralize interviewing, onboarding, and background screening into one system makes daily HR operations much more manageable. Leveraging the right tools for your business will deliver an exceptional experience for recruiters and candidates.

Conclusion

Background screening technology is much more than an interface to request background checks and get results. Screening technology can automate key workflows in your hiring process, helping you save time, improve regulatory compliance, and create a better candidate experience (Orange Tree Employment Screening, 2020).

References 

1. Ligget, T., 2021. TOOLBOX. [Online]
    Available at: https://www.toolbox.com/hr/recruitment-onboarding/guest-article/increase-hiring-and-       onboarding-velocity-with-the-latest-background-screening-technology/
    [Accessed 11 Dec 2021].

2. Orange Tree Employment Screening, 2020. Orange Tree. [Online]
    Available at: https://blog.orangetreescreening.com/5-ways-to-optimize-your-background-checks-to-       attract-top-talent
    [Accessed 12 Dec 2021].