Answer the 3 questions

Question 1 and 2 have Student Replies please reply with Hello (Student Name),

Each question must use APA format and use a scholarly source. For Question 3 I have attached the Grading Rubric to follow.

Please upload each question in different word documents.

Question 1

A pet project of top management has been given the green light. You are assigned the task of leading a cross-functional team that includes a 20 year veteran to the company, a recent college graduate and a wage employee. What are the potential obstacles of your team? How would you ensure each individual felt like a vital member of the team? Summarize the steps you would take to build trust in leading this team. Cite your sources appropriately to include the recommended readings and the textbook.

Respond to at least two of your classmates’ postings with constructive ideas, comments, or suggestions.

Student Reply 1 Dean

Team,

This situation has vastly contrasting levels of experience and potential commitment. However, this is not necessarily contrast that is detrimental to the project. Yet, it will require heavy involvement and conflict management from the leader to prevent conflict. To prepare for this discussion, I read The Role of Shared Leadership in Managing Conflicts in Multigenerational Teams: A Research Framework. It was with this article that I classified this organization as contemporary workplace. “Contemporary workplaces, with flatter organizational structures, are characterized by generations working with each other in multigenerational teams, leading to potential differences in work values, work orientations and attitudes towards work” (Bhayana et al, 2021, Pg 253).

This mixture provides some potential obstacles that will need to be addressed. Specifically, the experience level. One member has a vast amount of experience, but may not have the educational level equivalent to his or her teammates. To make this member feel like a part of the team, I would explain that we need their first-hand in-depth knowledge to build the framework for the project. This framework will allow us to stay in-line with the vision of our organization. Another has the educational foundation, but does not have the hands-on experience yet. To gain this member’s buy-in, I would empower their educational level and explain that we need that insight and knowledge in order to streamline the project. The final member is a wage employee, and may only be there to punch the clock and collect a check. His or her level of commitment may be minimal. That is the reason that I would highlight to them that they were chosen for this position for a reason, while not demeaning their current role within the organization. I would explain that their hands-on understanding at the ground level is going to help bridge the gap between the floor and the management, also explaining that this role will prime them for possible promotion.

As mentioned above individually, as a group I would explain the importance of each member of the team. I would explain that this pet project for higher leadership can be a win-win. “Win–win means each party involved in the conflict feels like a winner, and each feels like his or her needs were met” (London et al, 2012, Section 3.11). We can please top management with a valuable product while capitalizing on the strengths of each member of the team. With that being explained, the biggest step I would take would be flattening the barriers that may exist within the group. Showing that we are all equal members of the team, and that no one member is valued more than nor placed above any other member will help them see things clearer and more universally. This clear vision and removal of internal barriers will help them to work as teammates rather than in individual roles while combined in a team construct.

Dean

References:

Bhayana, C., Gupta, V., & Sharda, K. (2021). The Role of Shared Leadership in Managing Conflicts in Multigenerational Teams: A Research Framework. Business Perspectives & Research, 9(2), 252–268. https://doi-org.proxy-library.ashford.edu/10.1177/… (Links to an external site.)

London, M., & Mone, E. (2012). Leadership for today and the future. (2nd. ed.). San Diego, CA: Bridgepoint Education, Inc.

Student Reply 2 Frances

These are three very different personalities. As leader we must first remember everyone does not comprehend the same. We must take into consideration that the 20 year vet may be more knowledgeable than the other two. However the college graduate may be able to put a fresh perspective on things while the wage employee may be willing to learn all they can so they can grow with the company. Some obstacles I may face with these individual could be trying to work with multiple generations. The wage person may be knowledgeable but the 20 year vet could intimidate them. The college graduate will have more skills of the latest regarding training and technology. . I would start by connection with each person one on one. This will allow me to build rapport and find out things I am not aware of such as their strengths and weaknesses. This would be the trust of building trust as while. If they are able to see and feel my concern for their growth, this could potentially make them more comfortable around each other. This situation cause for Super Leadership which is when “leaders focus on developing the self leadership of others , not the creation of followers, and they largely accomplish this through empowering their direct reports to act.” I would advise the team it is imperative that everyone participates and offer suggestion in order for the project to be a success. Hopefully this will make everyone feel like a vital member of the team.

London, M., & Mone, E. (2012). Leadership for today and the future. (2nd. ed.). San Diego, CA: Bridgepoint Education, Inc.

Question 2

A co-worker has asked four colleagues, including yourself, to complete a 360 degree feedback for them. In the past, you have had problems with this individual’s ability to meet deadlines on teams you have worked on. How would you provide constructive feedback to this person without causing any ill will between the two of you? Evaluate your options according to what you feel to be your chances for success. Cite your sources appropriately to include the recommended readings and the textbook.

Respond to at least two of your classmates’ postings with constructive ideas, comments, or suggestions.

Student Reply 3 Katie

A co-worker has asked four colleagues, including yourself, to complete a 360-degree feedback for them. In the past, you have had problems with this individual’s ability to meet deadlines on teams you have worked on. How would you provide constructive feedback to this person without causing any ill will between the two of you? Evaluate your options according to what you feel to be your chances for success

First, according to London & Mone (2012), “Leaders should make accurate and honest ratings and provide meaningful and constructive comments; otherwise, the feedback will not be helpful” (Chapter 3.6, para. 5). Therefore, I am hoping any feedback is viewed as being constructive and helpful.

Providing constructive feedback is about being supportive of the results. Approach and delivery are very important. I would, therefore, prep myself for how I was going to deliver the results to my co-worker of the 36-degree feedback. I would ensure I reviewed and understood the results, looking for patterns and common themes to discuss. I would make use of the ladder of inference to help push my conversation in a positive direction. Also, understanding the type of personality I will be conversing with will also help me prepare for strategies to use. Some of these may include providing alternative solutions, making sure I am listening fully to my co-worker. It is also important to always stick to the facts.

Finally, I would offer coaching opportunities and help develop the person based on my own experiences and wins.

References:

London, M., & Mone, E. (2012). Leadership for today and the future. (2nd. ed.). San Diego, CA: Bridgepoint Education, Inc.

Student Reply 4 Deryk

As a leader, providing constructive feedback is not always easy especially when it comes to a colleague who have had problems with their ability to meet deadlines. However, giving constructive feedback may help this colleague become efficient and understand how their learning patterns. According to London & Mone (2016) “Defensiveness, or behavior that protects one’s ego from a perceived attack, and insecurity, both of which can lead to avoiding or ignoring feedback about weaknesses.” (section 3.5). To avoid causing any tension with my colleague, I would provide a clear and easy to understand feedback on what obstacles that this individual is facing when it comes to meeting deadlines.

I would also focus on highlighting their successes and accomplishments that my colleague has contributed to the team. This helps to build trust with with my teammate and then focus on the elements of achieving those deadlines. According to London & Mone (2016) “Intend to be helpful. You should be constructive and avoid personal attacks. Demonstrate your genuine interest and concerns.” (section 3.5). This helps the lighten the mood of the situation and helps the colleague to open up with their obstacles. In addition, I would focus on the behaviors that can be changed and not so much on character or personality because it might offend my colleague. By working together, I feel that this would help to open up the dialogue for opportunities to gain success.

Reference

London, M., & Mone, E. (2012). Leadership for today and the future. (2nd. ed.). San Diego, CA: Bridgepoint Education, Inc.

Question 3

Goal-Setting Framework

The first of six steps of performance management consists of goal setting, as detailed in Chapter Three. Assume that you work for the Los Angeles Tribune, a large but struggling newspaper publisher with distribution throughout the Los Angeles region. Various problems have arisen that need to be addressed:

• The cost of paper is rising
• The cost of distribution is rising
• Circulation revenue is down
• Advertising revenue is down, largely due to free online listings offered by Craigslist and other online advertising services
• Customers are largely in the 40+ age range
• The current number of employees cannot continue to be supported if revenue continues to shrink

You have been selected by the CEO to construct a goal-setting framework that focuses on three of the six issues above. In your APA formatted two- to three-page paper, include a goal statement for each of the three issues you’ve chosen and describe the corresponding strategies, tactics, activities, measures of success, and goal measurements you recommend. Support each with your rationale, citing the textbook as necessary, and be sure to provide specific examples within the activities section. In addition to your two to three pages of written content, a title page and reference page are required.

For this assignment, it is possible to make reasonable assumptions regarding the organization’s economic situation and business climate. Be sure to specifically mention any such assumptions that you are making within your paper.