Anissa Spadavecchia

Reading Essay

May 26, 2020

Social Processes in Org

Prompt 1

A leadership paradox really outlines a different outline view of leadership. It shows

when a team really needs a leader. With this you get the inquiry of if this team is able
to lead themselves or they need the management of a leader. It frightens the existence
of a leader and the anatomy of a team. The paradox can really defiance the part of a
leader. When it challenges the role of the leader this can result in poor reactions and,
role conflict, refusal to surrender power, and resistance to change(Thompson, 2012,
pg. 305). A leader can have many difficulties when dealing with a new team especially
when they operate under an implicit leadership theory. This theory is when a group
strikes a leader as someone who is worthy of the team. This can show negative effects
and challenges because the team is already made plus wasn’t made by the leader and
the team makes up ideas of how a leader should work. If the team doesn’t think the
leader is “worthy”, the team will not appreciate the person and then will strike back
against them. This is them rebelling under the leadership paradox. With high
management groups however will actually challenge the “common” view of leadership.
This traditional view of leadership is when you only have that one person in charge. “It
would seem that empowerment and greater employee participation would be
preferred mode in most companies.. From the view of employees (Thompson, 2012, pg.
305).” This would go into more design. It seems as though new employees look for
design. Since it shows more bureaucratic structure like the iron cage. “Out of desire
for order, people continually rationalize their bureaucratic relationships, making them
less based on commitment and more structural (Thompson, 2012, pg. 305)”

Prompt 2
Some strategies for encouraging participative management are organizational
involvement, job involvement, task delegation, and suggestion involvement. Delegation
at first might seem like a lot of work at first however if you do it productively, it can
inflate the amount of work that is being delivered. You need to be able to stay focused
on the progress and focus on the outcome when you delegate. You also really need to
give credit when credit is due and deserved. When you delegate, you need to make
sure you’re choosing the right tasks to delegate, delegate the right way, and give
delegation to the right people. Parallel suggestion involvement is when you tell
employees to make suggestions about what is going on at work and the procedures
that are taking place. Parallel involvement has shown proven facts that it works and
gives huge payoffs at the workplace. It helps for companies to be creative and flourish.
By promoting employee involvement, these companies are allowing their employees to
speak freely and openly, which fosters resourcefulness, originality, and vision
(Thompson, 2012, pg. 300). This helps for employees to be able to solve problems and
for them to come up with new bright ideas for the directions of the company. Overall
participative management really wants to get the employees involved and to help them
come up with their own ideas to help further the company. My own manager uses this
type of management all the time. She always puts us in our own roles and asks us
everyday how we're going to help better the store. We all come up with different ideas
everyday and sometimes use them at work. We as a team's end goal is how we're going
to better this company as a whole and we couldn’t have done that without the
participative management style.

References

Thompson. Making the Team: A Guide for Managers. Prentice Hall. 2002