24 Jun Prepare a visual presentation that updates your personal mastery plan by describing the impact the practice identified in your week 3 paper had on your purpose and vision,
Prepare a visual presentation that updates your personal mastery plan by describing the impact the practice identified in your week 3 paper had on your purpose and vision, and discussing your plans to enhance personal mastery going forward. The presentation may be told as a story in a PowerPoint (5 slides maximum), video such as YouTube (5 minutes maximum), vision board, and/or diagram. Post your Personal Mastery Update by Thursday of Week 8 in the designated discussion board forum.
Personal mastery refers to the process in which an individual lives and works with a purpose towards reaching a particular vision, in alignment with their values and in a state of a constant process that involves learning about themselves and the reality of the environment they exist. Personal mastery is synonymous with self-leadership in that they both necessitate self-management, self-awareness, and a constant self-learning process. In simple terms, personal mastery entails one recognizing and controlling their nature. As such, with personal mastery, one is expected to understand their inner-self, how they react, and the way they think. Personal mastery is important in leadership as it fosters the element of participation and contribution which is a fundamental element of leadership. At its core, personal mastery is essential for leaders as it allows them to make the best contribution, they would need to solve problems. In leadership, personal mastery is manifested in a leader’s ability to leverage their knowledge, personal experience, unique set of skills, into designing action plans that would ultimately inspire teams. For leaders, personal mastery is important as it helps them to be more productive and cope wit stress under tension or pressure.
My personal values revolve around motivating my subordinates towards organizational performance. The Covid-19 pandemic has incredibly changed the working environment whereby organizations have shifted from being on-site to a remote work environment. Since the organization is new to virtual personnel operations, it would be a prerequisite for the section department to develop an action plan that focuses on motivating and leading the subordinates to realize improved performance at all levels (Shu, 2015). The leadership style I intend to use for this organization will involve motivation through effective communication.
As the organization shifts from on-site to a remote work environment, it is crucial to motivate the remote workers.
An action plan towards motivation will involve providing the workers with the prerequisite tools that will help them to perform their responsibilities, adopt to a growth mindset, establish and foster a culture of trust, in addition to upholding open communication (Shu, 2015). Developing the new motivation plan for remote workers will present an opportunity for the managers to fashion a new shared culture of social cohesion, belonging, synergy, trust, and the overall stability of the organization. On the other hand, the motivation efforts will be directed towards employee engagement and an employee recognition program (Shu, 2015). Introducing a recognition program will ensure that the workers develop a sense of belonging in which they feel like they are part of the organization. Moreover, an effective motivation plan requires open communications in which the managers share organizational plans with the teams (Rahadiyan et al., 2019). Managers in the contemporary business environment experience the challenge of managing diverse and multicultural teams. A good manger exemplifies attributes such as reactiveness, integrity, honesty, and earnestness. The article affirms that a multicultural manager demonstrates the ability to assess other group’s talents and skills aimed at utilizing them in accomplishing a shared purpose or goals. CEOs face the challenge of developing programs that enhance cultural diversity across the organization. Cultural diversity is crucial in fostering a culture that supports cultural intelligence among the workforce. Cultural diversity programs that managers ought to employ necessitate a blend between confidence and motivation to realize cultural intelligence (CQ) among workers. Cultural intelligence can be divided into three parts, one is heart, mainly about motivation and confidence; another is head that consists of knowledge and strategies; the third one is the body that describes behavior. In simple terms, cultural intelligence means that the manager is energetic enough and willing to persevere even though facing difficulties and failures that characterize the modern healthcare system.
Adapting a new culture would involve managers embracing a cultural diversity process that would foster trust and respect among each other in a bid to overcome difficulties in language barriers. The ability of managers to deal with difficulties and barriers within the healthcare system relies on a firm belief in their efficacy, which is confidence. Confidence is rooted in mastery of a specified task or set of circumstances. Additionally, corporate executives who do not trust themselves would find it difficult to understand others from different backgrounds hence will always give up and fail after their efforts meet with incomprehension or hostility. In comparison, a motivated person will reengage with the greater vigor even though they meet with any setbacks. Thus, possessing confidence and motivation that can lead to success in the multicultural environment (Rahadiyan et al. (2019) state that, open communication not only helps the managers to invest resources and time to building trust, but also enhances synergy and social cohesion among the teams. Furthermore, workers will be motivated when the management team regularly conduct employee performance reviews (Rahadiyan et al., 2019). Therefore, performance reviews are crucial for companies as they ensure that the managers communicate clear expectations and embrace a collaborative approach that identifies goals and paths for improvement.
The role of CEOs in ensuring that their workforce works efficiently has incredibly transformed. This has required managers to embrace transformative leadership approach to foster cohesiveness and teamwork among the workforce. Today managers experience the challenge of acquiring and retaining adequate and qualified workers. Even when they have an adequate and effective workforce, Chief Executive Officers still face the concern of retaining this workforce. It is the responsibility of managers to develop effective strategies that seek to motivate workers to retain the workers. The challenges workers face in contemporary times range from the lack of advancement opportunities, lack of a robust organizational culture, conflict of interest and communication gap, as well as the leadership gap. the objectives of organizational behavior include higher employee productivity, job satisfaction, conflict resolution, and effective leadership in addition to developing a good team. To realize this objective, it is essential for organizational leaders to understand that they must influence employees towards realizing the companies' objectives and vision. Moreover, from the trait theories of leadership, it was evident that leaders must portray key personalities, including honesty and integrity, vision, communication skills, the ability to change as well as inspiration. The trait theories of leadership, such as leadership effectiveness and leadership emergence, emphasize a leader's characteristics and qualities. the objectives of organizational behavior include higher employee productivity, job satisfaction, conflict resolution, and effective leadership in addition to developing a good team. To realize this objective, it is essential for organizational leaders to understand that they must influence employees towards realizing the companies' objectives and vision. Moreover, from the trait theories of leadership, it was evident that leaders must portray key personalities, including honesty and integrity, vision, communication skills, the ability to change as well as inspiration. The trait theories of leadership, such as leadership effectiveness and leadership emergence, emphasize a leader's characteristics and qualities.
The Fielder Leadership Model- Least Preferred Co-worker is fundamental in determining leadership styles that leaders employ to realize effective control of organizational behavior. This theory illustrates the need for matching leadership styles with the leader’s extent of situational control based on their position power, task structures, and leader-employee relationship. In essence, this follows that effective leaders are those that select and implement leadership styles that are contingent on their subordinate’s readiness to accomplish various tasks.
Rahadiyan, A., Triatmanto, B., & Respati, H. (2019). The effect of motivation and situational leadership style towards employee performance through work satisfaction at developer company. International Journal of Advances in Scientific Research and Engineering-IJASRE, 5(4), 249-256.
Shu, C. Y. (2015). The impact of intrinsic motivation on the effectiveness of leadership style towards on work engagement. Contemporary Management Research, 11(4).