Part I: Workplace Effectiveness Options
One of the primary goals of any organization is to succeed and accomplish its short and long-term objectives. However, for this to happen, there should be a good management structure that is concerned about workplace conditions. An ideal workplace should be one where management takes the necessary measures to care for the welfare of the employees, clients, shareholders, and all the other stakeholders. This is what is called workplace effectiveness. In an effective workplace, the management cares about the welfare of employees and tries to create a favorable and accommodative environment for all of them, regardless of their diversity.
I support the argument that an effective place should be an accommodative place where the employees do not merely survive, but get an ample opportunity to excel and prosper. However, to achieve this, the management should take some measures. First and foremost, all the workers should be recognized and allowed to participate in the major decision-making processes. If an organization has a policy of recognition, it can motivate the employees and inspire them to work hard because they are a recognized component of the entire system (Chhokar, Brodbeck, and House 28). The other option that can play a significant role in creating an effective workplace is the creation of a culture of openness and trust. Communication is a key component of any organization. Therefore, if there is a need to create harmony and realign all the activities, there should be an efficient communication system. It can help share ideas, communicate policies, and resolve any conflicts that might arise during duty.
Last but not least, management should consider creating room for career growth. This means that all workers should be given a chance to advance their studies and get a promotion to higher ranks based on their training and experiences. If this is done fairly, all workers will feel content and satisfied with the organization’s management level.
Part II: Journal
Leadership is one of the most important aspects of organizational management strategies, and it must always be taken with lots of caution. A leader is not born but made. This means anyone in a leadership position should acquire and nurture certain competencies such as critical listening, trust, communication, industry, courtesy, firmness, and flexibility. These are some of the core attributes which define a capable leader. Many theories explain a lot about leadership. However, I would opt for the latter if I chose between the LMX and path-goal theories.
Path-goal is a theory that was developed in 1971 by House Robert. According to this theory, behaviors that a leader displays directly influence the performance, motivation, and satisfaction of the employees (those who work under him). From his research, Robert established that a leader’s leadership styles and behaviors could help accomplish an organization’s goals. The better they are, the higher the chances of creating a favorable working environment, which motivates and boosts the employees’ morale and inspires them to deliver their best services to accomplish the organizational goals.
However, to achieve all these, the leader should be supportive. He should care about the interests of the workers and provide them with the necessary assistance whenever they need it. The support should not be restricted to a few, but a wide range of personal needs the employee might be interested in meeting. Apart from catering to the well-being of the workers, a good leader should always be ready to offer achievement-oriented leadership that seeks to set high standards and strives to achieve them no matter how challenging it might be (Chhokar, Brodbeck, and House 28). These are the reasons why I prefer House’s theory to LMX. It is more comprehensive, directional, and prosperity-oriented.
