Organization Behaviour and Leadership Development Scenarios

Scenario two setting involved unifying two competing junior employees i.e. Rosa and oli by finding common and unifying ideas, hence unifying them is of great importance in meeting the company objectives. The objective of this scenario was to get oli and Rosa to agree on maintaining customer retention in the call center at 65 % and also getting everyone to agree on using automated phone system. The steps I took to resolve this scenario were, actively listening to oli and Rosa, encouraging oli and Rosa to communicate to help reach an effective agreement, through asserting my leadership power toward ending the squabbles between them. Using work strategies tactics of constantly reminding them the goal of the organization in addition to using tension strategies where I introduced relaxing ideas that aimed to eliminate tension created by oli and Rosa
The key learning point that emerged from this scenario was that tension in at workplace can lead to little work being accomplished, it is of great paramount to stay neutral where employee friction is involved in order to help them out, through focusing on goals of organization and constant reminder help people to work harmoniously, effective communication within organization facilitate dialogue that helps to resolve dialogue between employees and creating a kind of numeration system that helps employers to cooperate and work together.
Supporting theory and academic insight for this scenario can be derived from democratic leadership….
ning to oli and Rosa, encouraging oli and Rosa to communicate to help reach an effective agreement, through asserting my leadership power toward ending the squabbles between them. Using work strategies tactics of constantly reminding them the goal of the organization in addition of using tension strategies where I introduced relaxing ideas that aimed to eliminate tension created by oli and Rosa The key learning point that emerged from this scenario was that tension in at work place can lead to little work being accomplished, it is of great paramount to stay neutral where employee friction is involved in order to help them out, through focusing on goals of organization and constant reminder help people to work harmoniously, effective communication within organization facilitate dialogue that help to resolve dialogue between employees and creating a kind of numeration system that help employee to cooperate and work together to achieve set goals in addition to engagement in team building exercises. Supporting theory and academic insight for this scenario can be derive from democratic leadership , which is characterized by emphasizes in group participation , where decision and discussion are encouraged by leaders hence giving team member a voice in decision making (Goleman, 2000). Democratic leadership style builds flexibility and responsibility in an organization which in turn help in generating new ideas. . (Goleman, 2000).Through listening to team members in an organization which is encouraged by democratic leadership, leaders learn to resolve dispute between employees and in decision making. (Goleman, 2000). Third Scenario The third scenario set up was learning to manage up, where it is critical important for a leader to mange his juniors but at the same time have