STRATEGIC MANAGEMENT

PHASE 4 TEAM LEADERSHIP

ANDRES SANCHEZ ARGUELLO

COD. 7185558
HAMILTON CORTES AGUAZACO
COD. 1054093043
MARIO FERNANDO AVILEZ GULUMA
COD. 1006902632

TUTOR:
JUAN MIGUEL OLAVE

NATIONAL OPEN AND DISTANCE UNIVERSITY

INDUSTRIAL ENGINEERING
NOVEMBER 2020
 INTRODUCTION

In the present work you will find the different strategic lines chosen by the strategic
management students where the power, the leadership and the organizational conflicts will
be evaluated, studied and analyzed, as well as applied in the case of facebook
 OBJECTIVES

GENERAL

Analyze strategies to lead teams to achieve strategic objectives from the appropriation of
different concepts framed in theories of leadership and management of change and conflict
within organizations.

SPECIFIC

• Analyze each of the proposed strategies and then determine the most appropriate for
the case study.

• Recognize different theories of leadership

• recognize different theories of conflict and change management

 TABLE OF CONTENTS

Contenido
ACTIVITIES .......................................................................................................................... 6

COLLABORATIVE ............................................................................................................... 7

Chosen topic: Power ............................................................................................................... 9

Infographic: Andres Medina ............................................. ¡Error! Marcador no definido.

Chosen topic: Organizational Conflict ................................................................................. 11

Infographic: Mario Avilez. ............................................................................................... 13

Chosen topic: Leadership ..................................................................................................... 15

Know how to delegate .................................................................................................. 16

Coordination and collaboration capacity ...................................................................... 17

Strategic planning ......................................................................................................... 17

Communicative ability ................................................................................................. 18

Empathy ........................................................................................................................ 18

Motivation and Inspiration ........................................................................................... 18

Value............................................................................................................................. 19

Commitment ................................................................................................................. 19

Problem resolution........................................................................................................ 20

Resilience ..................................................................................................................... 20

Transactional leadership characteristics ........................................................................... 21

Advantages and disadvantages of transactional leadership .............................................. 21

Advantage ..................................................................................................................... 21

Disadvantages ............................................................................................................... 22

Transformational leadership characteristics ..................................................................... 23

 Advantages and disadvantages of transformational leadership ........................................ 23

Advantage ..................................................................................................................... 23

Disadvantages ............................................................................................................... 24

Infographic: Hamilton ...................................................... ¡Error! Marcador no definido.

CONCLUSIONS .................................................................................................................. 26

BIBLIOGRAFÍA .................................................................................................................. 27
 ACTIVITIES

1. Read the following case, attached as Annex 4 – Facebook Case:

Facebook Poised for Exodus of Current Employees. (2018). The New American, 24, 7.

2. According to the previous reading, your own understanding of the company in the case
and your search on internet:

Hand draw a billboard using the resources you have (cardstock, paper, acrylic board) as a
visual aid for a presentation of the case including:

Student´s name

 Date
 Case name: Facebook Case
 A problem tree with problem, causes and consequences of the situation faced by the
company in the case

3. Record and post in YouTube a 2 - 3 minutes video where the student appears himself
with the hand draw billboard presenting in English the problem of the company in the case,
mentioning:

 Student´s name
 Date
 General description of the company in the case study
 Problem faced by the company in the case study
 Causes of the problem in the case study
 Consequences of the problem in the case study
STUDENT NAME LINK

Hamilton Cortés https://www.youtube.com/watch?v=98ZQbZwCc1M&feature=youtu.be

https://youtu.be/6BxojeOAr74
Andres Sanchez Argüello

https://www.youtube.com/watch?v=3yLNqLfsRJU&t=8s
Mario Avilez

COLLABORATIVE

The group develops the following activities:

4. Each student reads and reviews the following references for Unit 3 at the Learning
Environment:

Hiriyappa, B. (2009). Organizational Behavior (pp.186-

Leadership : Project and Human Capital Management (pp.1-21).

5. In order to propose the organizational behavior strategies for the company in the case,
each student of the group chooses one of the following topics:

 Organizational Politics
 Power
 Organizational Conflict
 Leadership
 Team building
Organizational Behavior Activities Assignment and Work Responsibilities
Group Number: 212053_23
Case title: FACEBOOK
Student name Selected topic Mark with (X) the student chosen to submit
the final document to the Evaluation
Environment
Student 1. Andres Sanchez Power X
Student 2. Hamilton Cortes Leadership
Student 3. Mario Avilez Organizational Conflict
Student 4. Name
Student 5. Name

7. In the context of the case study, according to the topic selected previously, the review of
Unit 3 references and his own search on internet, each student designs some organizational
behavior strategies following the instructions below and posts its results in the Discussion
forum:
 Chosen topic: Power

To provide a theoretical framework, review the reference: Hiriyappa, B. (2009).

Organizational Behavior (pp.188-189) and complete the following chart with a summary of
the concepts:

Student Name: Andrés Sánchez Argüello

Date: November 2020
Concept Summary Reference (Use APA)
Ability of an agent or organization to influence other Domínguez Julio, .Management Pills
agents or objectives to impose their interests. Proposals to improve Management
Power
It is the ability to do something, cause effects and Talent, (2016)
influence people and groups within the organization.
There can be different sources of power according to Codina Alexis, Sources of power in
the perspective, Robbins, citing different authors, organizations (2007)
states that there are five types of power, according to
Source of
their bases or sources: coercive, reward, legitimate,
Power
expert, and reference. meanwhile Gordon mentions
the same factors but groups and names differently

The "personal attributes" that can generate power in Codina Alexis, Power and influence
organizations are: knowledge and skills; personal in organizations - Approaches,
attraction; effort and legitimacy. sources, strategies and tactics (2007)
Effects of
power and To gain power from "knowledge and skills" To gain
politics on power from "personal attraction"
Strategic
Change To gain power from "effort" and "legitimacy The
"sources of power" that can be developed are in:
centrality and criticism (critical position); flexibility;
The visibility; and relevance.
 To increase the power of "centrality" and
"criticizability" of the recovering position
To increase the "flexibility" of your activity
To raise the "visibility" of your job performance
To increase the "relevance" of your tasks in the
organization.

Once there is a clear understanding of the theoretical framework, the student assumes the
role of the manager of the company in the case, and designs a creative infographic defining
how organizational politics and power can be a relevant factor to improve the situation
faced by the company in the case, including:

• Group number

• Student name

• Date

• Case title

• Organizational politics and power can be a relevant factor to improve the situation
faced by the company in the case (Include some theoretical fundamentals to argue the
proposal)
 Chosen topic: Organizational Conflict
To provide a theoretical framework, review the reference: Hiriyappa, B. (2009).
Organizational Behavior (pp.189-195) and complete the following chart with a summary of
the concepts:
Student name: Mario Fernando Avilez uluma
Date: November 2020
Concept Summary Reference (Use APA)
Conflict resolution Organization can manage its politics; MLA (Modern Language Assoc.)
strategies company has arrangement of power balance Hiriyappa, B. Organizational
among the various functions of the Behavior. New Age International,
organization. In big organization, a staff 2009.
play major role to balancing of power. In the
case of sole trading concern, partnership APA (American Psychological
strong chief executive can manage and Assoc.)
balanced the power of their firms. Hiriyappa, B. (2009).
Organizational Behavior. New
Age International.
Steps in the Politics can influence by one party’s goals MLA (Modern Language Assoc.)
Changing process and decision-making of the organization to Hiriyappa, B. Organizational
further its own interest. Although, the Behavior. New Age International,
attempt of one group failure and other group 2009.
success will be their goals. It result in
conflict within the organization. Conflict can APA (American Psychological
be defined as a situation that arises when the Assoc.)
goal directed behavior of one organizational Hiriyappa, B. (2009).
group blocks and goal directed behavior of Organizational Behavior. New
another. Age International.
 Steps for organizational processes
 • Be clear about what the change
consists of.
 • Involve all members of the
organization.
 • Identify leaders in each section.
  • Motivate staff during
commissioning.
 • Report on the achievements of the
change plan.
 Informar sobre los logros del plan de
cambio.

Infographic: Mario Avilez.

https://www.canva.com/design/DAEOHENNW2E/5VYa0w098J_7JjdMfA26XA/view?ut
m_content=DAEOHENNW2E&utm_campaign=designshare&utm_medium=link&utm_so
urce=publishsharelink
 BY SELECT: HAMILTON CORTES AGUAZACO

Chosen topic: Leadership

To provide a theoretical framework, review the reference: McManus, J. (2006). Leadership
: Project and Human Capital Management (pp.1-18) and complete the following chart with
a summary of the concepts:

Concept Summary Reference (Use APA)

Why Leadership Project managers must have a clear understanding of  McManus, J.
is crucial? what business they are in and this is absolutely critical when (2006). Liderazgo:
communicating project or team objectives Gestión de proyectos y
Project managers convince their stakeholders and colleagues capital humano (pp.1-
that, they truly understand the issues of managing projects in a 21). Butterworth-
fastpaced 21st century business. Heinemann. Obtenido
This bold leadership: this is someone who sets ambitious de: https://bibliotecavirtu
goals; invites the participation of all his colleagues regardless al.unad.edu.co/login?url=
of seniority; innovate and look for new ways of doing things; http://search.ebscohost.co
Come up with ideas that might seem controversial, take risks, m/login.aspx?direct=true
and build strong, empowered teams to succeed. &db=nlebk&AN=189617
&lang=es&site=eds-
live&scope=site&ebv=EB
&ppid = pp_1
Drucker´s 1 The human factor in management  Liderazgo según Peter
leadership 2 Move from strategic plans to action Drucker - Habilidades
competences 3 Universal business disciplines directivas. (s. f.).
4 A good people evaluator? Liderazgo Drucker.
5 Take responsibility for the information Recuperado 10 de
6 The "score" in information-based organizations noviembre de 2020, de
7 The reinvention of government https://sites.google.com/si
8 Management and economic development te/habilidadclave/liderazg
9 The Failure of Central Planning o-segun-peter-drucker
 10 Define the purpose and mission of the company
11 Understand what the customer buys  McManus, J.
12 The responsible worker (2006). Liderazgo:
Gestión de proyectos y
capital humano (pp.1-
21). Butterworth-
Heinemann. Obtenido
de: https://bibliotecavirtu
al.unad.edu.co/login?url=
http://search.ebscohost.co
m/login.aspx?direct=true
&db=nlebk&AN=189617
&lang=es&site=eds-
live&scope=site&ebv=EB
&ppid = pp_1
Leadership skills  McManus, J.
Know how to delegate
(2006). Liderazgo:
One of the main difficulties for a manager is in the delegation Gestión de proyectos y
of tasks. For some managers, delegating is a synonym of capital humano (pp.1-
losing control over the project and that is why they end up 21). Butterworth-
performing many tasks that do not correspond to them or Heinemann. Obtenido
annoying their team by micromanaging. de: https://bibliotecavirtu
al.unad.edu.co/login?url=
The problems derived from this behavior are many: For http://search.ebscohost.co
example, the demotivation generated in the team by the lack of m/login.aspx?direct=true
confidence, the lack of time that the manager suffers to carry &db=nlebk&AN=189617
out what are really their tasks, the loss of the global &lang=es&site=eds-
perspective or the little efficiency derived from constant live&scope=site&ebv=EB
mental switching between types of tasks. &ppid = pp_1

If we accompany the delegation process with a system for

 Serrana, J. I. G. (s. f.). 10
reporting tasks and objectives, the feeling of loss of control Habilidades de liderazgo
will disappear and the manager will be aware of all the que debes desarrollar para
progress in the project. dirigir un equipo.
Habilidad de liderazgo.
Coordination and collaboration capacity
Recuperado 19 de
noviembre de 2020, de
We have already seen at the beginning of the article how
https://retos-
important collaboration and team coordination is. For this
directivos.eae.es/habilida
reason, the ability of a manager to encourage these behaviors is
des-liderazgo-dirigir-
essential if he wants his team to achieve its objectives without
equipo/
wasting time or resources.

Coordination and collaboration help to avoid overlaps of work,

to align efforts in the right direction, to innovate more, identify
problems more quickly and find the best solutions for them.

To encourage coordination and collaboration, the leader has to

establish the techniques and tools that serve as a channel for
such coordination. Until recently the possibilities were
slim; Teams communicated through meetings or email, but in
recent years platforms such as Slack, TribeScale or Basecamp
have emerged as more advanced technological alternatives.

Strategic planning

Strategic planning is the ability of a leader to know the current

state of the company, the human team and the resources
available to develop a "route" that allows his team to achieve
the objectives established for the project.

Strategic planning is composed of various skills such as

intuition, creativity and of course strategy. If a manager is
immersed in his day-to-day activities in purely executive tasks,
he may lose the general vision of the company and therefore
cannot develop this planning. For this reason, it is important
that from time to time you step away from these tasks and
spend some time looking at the situation from a “bird's eye
view”.

Communicative ability

Without good communication skills, it would be difficult to

develop the other skills. Great leaders have always
distinguished themselves by having great oratorical skills, but
make no mistake, in communication, knowing how to speak is
as important as knowing how to listen.

Paying attention, being concise or having good control over

non-verbal language are some of the keys to improving our
communication skills.

Empathy

Empathy is the ability to perceive what another person feels,

that is, the ability to put oneself in the shoes of other people
(psychologically speaking). A good leader must always be an
empathic person since thanks to this he will be able to
modulate and adapt his speech depending on the person or
persons with whom he is communicating.

If we are able to put ourselves in the shoes of our colleagues,

clients or potential users, it will be easier for us to understand
their situation and for us to be able to develop good
communication with them aimed at achieving our objectives.

Motivation and Inspiration

A motivated team is not only a team that works to a higher
performance but is also happier and helps attract and retain the
best talent. There are cases like the open hiring war between
Tesla and Apple in which salary is no longer a sufficient
reason to retain talent. It is the motivation that the projects
inspire and the people who lead them that determine who gets
this talent.

One of the goals of a good leader is to motivate his team and

be an inspiration important enough for other members to
follow his example. A manager who is unable to convey this
inspiration will never become a true leader.

Value

Courage is one of the skills that differentiates a manager from

a leader. A leader demonstrates courage when he makes
difficult decisions, when he takes responsibility for his
mistakes and those of his team, or when he has to step out of
his comfort zone to perform tasks that are beyond his duty.

A courageous leader does not imply that he has to make

decisions lightly, he will always do an exhaustive calculation
of risks, but what he will never do is get stuck in front of an
important decision or a complicated task.

Commitment

Commitment manifests itself in many ways; commitment to

the company not to abandon in good times or bad,
commitment to the team to lead it effectively, commitment to
customers to offer greater value in the product and
 commitment to oneself to always continue improving.

A manager's individual commitment will be amplified when

his team also makes that commitment and works hand in hand
to bring the project to success.

Problem resolution

A manager must also be a decisive person, that is, a person

with resources and knowledge to unblock and solve
problems. And it is that sometimes there are certain blocks that
only a manager can solve and that is where the problem-
solving capacity comes in that allows the team to continue
advancing.

Resilience

Finally, although we have talked about the ability to solve

problems, it is always inevitable that problems arise that
cannot be solved. For example, if our team is late for the
delivery of a project and we cannot avoid it, we will have to be
able to manage the consequences, absorb the responsibility and
not allow it to splash our team if it was not his fault.

Resilience is precisely the ability of people to overcome

adverse situations and recover quickly from them. A good
manager cannot allow problems and adversities to prevent him
from working; In difficult situations, you have to get over it
quickly and continue working.

Transactional Transactional leadership is a type of business leadership in

leadership which the leader encourages the work performance of tasks,
through a system of rewards and punishments . J. (2020, 5 junio). Liderazgo
transaccional. Enciclopedia
Through this system, the leader rewards those employees who
Económica.
carry out their activities correctly and also punishes those who
https://enciclopediaeconomica.co
do not comply with the established standards , thus motivating
m/liderazgo-transaccional/
the employee to perform their task in a good way.

Transactional leadership characteristics

The main characteristics of transactional leadership are the

following:

 It is highly effective in emergency and crisis

situations .
 Employees must clearly know the activities to be
carried out.
 It is usually used in specific projects that are carried
out.
 Workers' efforts are rewarded with prizes.
 The employee who does not follow the established
rules is punished .

Advantages and disadvantages of transactional leadership

Transactional leadership has several advantages and

disadvantages.

Advantage

The advantages of transactional leadership are as follows:

 Good results are obtained, since the work system is

objective and punctual .
 Everyone involved in the job gets benefits, both the
 employees and the leader.
 The employee knows that his effort is valued and that
for this reason he is rewarded.
 The results obtained are fast , so they can be applied in
the short term.
 The awards given by the leader to the employees
have good effects on them, so they stay in the company
by offering their jobs.

Disadvantages

The downsides of transactional leadership are as follows:

 There is no innovation on the part of the employees ,

since they only seek to do their work correctly to obtain
a certain benefit.
 The relationship between the leader and the workers is
completely impersonal , so they only relate at work.
 There is no close relationship between the leader and
the employee, so the employee will provide his service
to the highest bidder.
 The leader encourages competition among workers, by
not taking into account the work environment.
 Work decreases when there are discontent between the
leader and the employee .
 The work is only based on meeting goals , so it may
not satisfy the wishes of the worker.

Transformational Transformational leadership is a type of business

leadership leadership that was introduced by James MacGregor Burns J. (2020b, junio 5). Liderazgo
(1918 - 2014) in his various studies on leadership. transformacional. Enciclopedia
Económica.
This is based on influencing in a certain way to create a
https://enciclopediaeconomica.c
positive change in the employees of an organization, being om/liderazgo-transformacional/
able to "transform" people in a valuable way .

This type of leadership occurs in those individuals who have a

strong personality and vision to work , and who are capable of
changing the perceptions of their leaders with the aim of
positively influencing them, to achieve the realization of the
objectives within an organization.

Transformational leadership characteristics

The main characteristics of transformational leadership are the

following:

 It is a type of leadership that seeks to

transform people.
 It is based on motivation .
 Those who use it are inspiring and charismatic people .
 It manages to generate emotional ties with employees.
 Promotes cooperation and teamwork within an
organization.
 Generates intellectual stimulation .

Advantages and disadvantages of transformational

leadership

Advantage

Transformational leadership brings the following benefits:

 The vision and objectives of the employees change

permanently.
 The leader and the employees generate affective bonds.
 The transformational leader encourages creativity and
 intellectually stimulates his followers.
 Cooperation is promoted and individual moral values
are strengthened, which generates personal growth in
each employee.
 Transformational leadership is very profitable , since it
is cheaper to motivate and improve those you already
have, than to fire and hire new
employees.

Disadvantages

This type of group motivation can present the following

challenges:

 It takes time to observe the results.

 To start this type of leadership, you must have
a business structure already in place, so that this
activity can be implemented from that platform.
 Business policies can struggle with this method of
motivation, as bureaucratic barriers can make it
difficult for transformational leaders to develop.
 CONCLUSIONS

 Leadership is bold, guided by someone who sets ambitious goals that invites the
participation of all his colleagues regardless of their seniority, all the time he seeks
to innovate and seek new ways of doing things, his bet is to think of new ideas that
may seem controversial, take risks and build strong and skilled teams to succeed

 In the development of this activity, it is possible to understand how a company

should be managed by carrying out the different analysis of inspection of
operations, conducting training for personnel and having a good work environment
in order to always achieve business success, this in search of continuous
improvement by company managers.

 It is evident that through political analysis the possibility of see organizations as

social constructions based on diverse interests and, therefore, susceptible to
negotiation. It is a means, for Therefore, for the constructive overcoming of
conflicts. Furthermore, through the political analysis, we can explore and challenge
the myth of organizational rationality by asking who benefits from achieving of the
goals in a rational, efficient and effective way in the organizations and how the
organizations themselves are instruments for legitimizing both internal and external
interests, not always clear.
 REFERENCES

Facebook Poised for Exodus of Current Employees. (2018). The New American, 24, 7

Hiriyappa, B. (2009). Organizational Behavior (pp.186-195).

McManus, J. (2006). Leadership : Project and Human Capital Management (pp.1-21).

Hiriyappa, B. (2009). Organizational Behavior (pp.188-189)

Hiriyappa, B. (2009). Organizational Behavior (pp.189-195)

McManus, J. (2006). Leadership : Project and Human Capital Management (pp.1-18)

McManus, J. (2006). Leadership : Project and Human Capital Management (pp.19-21)