SOCW 6070-week 3 discussion 1 responses

  

SOCW 6070-week 3 discussion 1 responses 

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Respond to at least two colleagues separately by addressing an example in each colleague’s post in at least one of the following ways:

Suggest a strategy for addressing a situation that your colleague described in one of his or her examples.

Offer additional thoughts regarding the impact of the interaction described in the example.

Peer 1 Discussion to respond to

Jasmine Dixon 

RE: Discussion 1 – Week 3

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Personal Leadership Philosophy and Style

Individual attributes that have an impact on leadership skills and knowledge: general cognitive ability, crystallized cognitive ability, motivation, and personality. These attributes play important roles in the skills model. Complex problem solving is a very difficult process and becomes more difficult as people move up in the organization. These attributes support people as they apply their leadership competencies. A social worker administrator personal leadership and style may influence the environment of the organization, well as how efficient the organization will operate. With an administrator who has positive leadership philosophy and style the organization can benefit in a positive way to achieve their goals. However, an administrator with a negative style and philosophy might have a negative influence and therefore experience internal issues within the organization amongst staff, therefore making it difficult to achieve their goals (Northouse, 2021).

Influence of Organization’s Culture

Internal environmental influences affecting leadership performance can include such factors as technology, facilities, expertise of subordinates, and communication. For example, an aging factory or one lacking in high-speed technology could have a major impact on the nature of problem-solving activities. Another example might be the skill levels of followers: If a leader’s followers are highly competent, they will definitely improve the group’s problem solving and performance. Similarly, if a task is particularly complex or a group’s communication poor, the leader’s performance will be affected (Northouse, 2021). All of the factors listed could be potential factors that are needed for the administrator to function properly in their roles.

Interactions with Stakeholders

A stakeholder model of organizational leadership presumes that leadership emerges from and influences those stakeholders in an organization’s environment on which it is dependent (e.g., donors) or with which it is significantly interdependent (like those it collaborates with in service delivery) Such authority is used to encourage, facilitate, and guide process, rather than to direct action that is aimed at specific outcomes (Lauffer, 2011). 

Positive interaction with stakeholders is needed in order for the organization to properly serve their clients. This can include effectively communicating in order to address the needs and the concerns of their clients. These interactions can determine what polices are revised or created in order to better serve them. If the interactions are negative due to lack of competency, training, or power understanding the goal of the organization could be at risk. As a leader or someone in management this is an important factor.

References

Lauffer, A. (2011). Understanding your social agency (3rd ed.). Washington, DC: Sage.

Northouse, P. G. (2021). Introduction to leadership: Concepts and practice (5th ed.). Washington, DC: Sage.

Peer 2 discussion to respond too

Emily Heare 

RE: Discussion 1 – Week 3

Top of Form

Leadership Philosophy and Style Influencing Organization’s Culture

A social work administrator’s leadership philosophy and styles influence the human services organization’s culture based on the administrator’s personal experience in leadership, how they interact with organization staff, and the organization’s atmosphere. The administrator can have one of two leadership philosophies; Theory X and Theory Y (Northouse, 2021). Theory X believes that people dislike having to work and will get out of work whenever possible. The idea that people have to be controlled and given directives is a part of Theory X. Theory Y is the opposite of Theory X. Theory Y believes that people do not like or dislike work, but instead, they work naturally. Theory Y also believes that if people are committed and valued, they will show more responsibility and commitment (Northouse, 2021). 

If a social work administrator’s leadership philosophy is in line with Theory X, they are more likely to have an authoritarian leadership style (Northouse, 2021). Authoritarian leaders need to be in control, and in some situations, micromanage, similar to task style (Northouse, 2021). The organization’s culture may be stressful or uptight as a result. If the leadership philosophy is like Theory Y, then the leader will be more apt to have a democratic leadership style (Northhouse, 2021). Democratic leaders work with their employees, which is a more relationship style (Northouse, 2021). As a result of this philosophy, the organizations’ culture may be more relaxed and less stressed. 

Organization’s Culture Influencing Personal Leadership Style 

An organization’s culture can also influence personal leadership styles. If an organization’s culture is relaxed and staff members take responsibility for themselves, then a personal leadership style of laissez-faire style may develop (Northouse, 2021). There could be an organization that has an authoritarian style atmosphere. Depending on the person, that style may not be a good fit, resulting in identifying and preferring a more democratic manner. 

Stakeholder Interactions Impacting Oganization’s Treatment of Clients

Stakeholders can be various groups; organization boards, community groups, volunteers, or charitable donors. Depending on how interactions go with each stakeholder can determine the organization’s treatment of clients. For example, if a stakeholder group favors cutting services to save money, then the treatment of clients will decline. However, if a stakeholder group wants to expand the organization, then the clients will benefit. The impact is determined by the intentions of the stakeholder’s interactions. 

Reference

Northouse, P.G. (2021). Introduction to leadership: Concepts and practice (5th ed.). Washington, DC: Sage. 

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