· Topic: Leadership Partnerships
· Write separate responses in 140 words each to both DISCUSSION REPLIES below:
Discussion Reply 1 JA-MA:
Good morning,
After watching the video, I have realized that in my company, a large-scale, personal lines insurer, that I have dealt with each of the four types of partnership described in the video, in my single company over the years.
The dilemma that I am going to use as an example is the mass change from drive-in inspection centers to app-based digital inspections, which will result in the change of role for those who were previously staffed in the drive-in locations or leaving the company entirely.
For the bipolar team, I would anticipate that the managers would look at the situation as grim, that changing the status-quo would be looked at unfavorably and they would examine the changes in the deskwork of themselves and their teams. The leader of the organization would be focused on the long-term gains that going digital would provide while forgetting about the human side of the coin that going to be adversely impacted by this change (University of Phoenix, 2022).
I do not feel that they would partner well, in this situation, as the manager would feel forgotten by leadership and the leaders would stick to their guns in that it is for the future, regardless of the current impacts (University of Phoenix, 2022).
The second group, the unit dimensional team, would probably handle the issue well at the employee level, but the discontinuity of the discussion between management and leadership would hinder any progress. I think they would manage, but it would leave a poor taste in the mouths of those impacted by the change because the employees are not on the same page as management who is not on the same page as leadership (University of Phoenix, 2022).
The bi-dimensional team is next, and they would likely work in complimentary ways, in that they would divide up the duties of the change and likely dole out the work that is needed in equitable ways taking into account all sides of the dilemma before moving forward. This is a team that, by definition, works well together and for each other (University of Phoenix, 2022).
The last team is the hierarchal team, and this is what I consider to the be traditional, old-school style of organization. The leader makes decisions that trickle down each level. I think this team would work well, if they are content in their roles, but there could be latent resentment and a feeling of distrust moving forward because each of the lower roles feel uninvolved in the process (University of Phoenix, 2022).
Reference:
University of Phoenix. (2022). Examine signs of productive and destructive patterns.
https://multimedia.phoenix.edu/video/?v=684544313
Discussion Reply 2 ME-RE:
After a major 11% reduction in force company-wide and a 75% staff reduction in the training department, the training department was left with only six facilitators. Based on the restructuring of the organization and increased market rating, the company then underwent rapid expansion, hiring over 150 new employees who needed Onboarding training. With limited resources, the training department had to effectively onboard new hires.
Bipolar Team: Managers may panic and rush through training to meet hiring goals, while leaders prioritize short-term gains over long-term employee satisfaction.
Unit Dimensional Team: Facilitators may manage training individually, but training may need more consistency and effectiveness with clear direction.
Bi-dimensional Team: Managers and leaders work together to develop a strategic training plan, prioritize resources, and support facilitators, leading to effective onboarding.
Hierarchical Team: Leaders dictate training procedures without input from facilitators, potentially leading to rigid processes and disengaged employees.
The bi-dimensional team is the most effective, leveraging collaboration between managers and leaders to address the training challenge comprehensively. This scenario is an actual scenario I recently went through at work, and even though I didn’t know it at the time, we did take the bi-dimensional team approach. We prioritized training, updated time frames and content so it could be taught in larger virtual classes across time zones and held site leadership more accountable for assisting their new hires. Ultimately, we were able to work together as a team and organization to make it happen.
Reference:
Waldman, D. A., & O′Reilly, C. (2020). Leadership for organizations. SAGE Publications.
University of Phoenix. (2022). Examine signs of productive and destructive patterns. https://multimedia.phoenix.edu/video/?v=684544313
