8600-341 Assignment Example

A.C. 1.1 Explain the importance of the team having a common sense of purpose that supports the overall vision and strategy of the organisation 

The success of a company is intricately linked to the establishment and reinforcement of a shared sense of purpose. This collective sense of purpose serves as a motivating force, inspiring employees to willingly employ predetermined strategies in pursuit of the organization’s vision (Northouse, 2018). This shared purpose not only fosters unity among members of the organization, including external stakeholders, but is also crucial in ensuring that all employees are actively working towards a common goal. It plays a pivotal role in keeping workers engaged, motivated, and committed to the company’s objectives (McCaffery, 2018).

A shared sense of purpose transforms individual contributors into a cohesive team, fostering a collective commitment to the company’s success. This collective commitment serves as a powerful motivator, encouraging employees to diligently follow established strategies for both team and individual success. Importantly, it provides an opportunity for employees to share in the company’s achievements, further bolstering their motivation to adhere to the set strategies.

Furthermore, a shared sense of purpose promotes a collaborative working environment where employees collectively strive towards common objectives, steering away from individualistic methods that might compromise the well-being of colleagues or the organization. In the specific case of Sadara Company, a shared sense of purpose among all employees is paramount for the successful installation and effective implementation of a new Learning Management System. This shared commitment increases the likelihood of seamless execution in accordance with established plans, thereby enhancing the company’s chances of achieving its set goals.

In essence, a shared sense of purpose serves as a cornerstone for organizational success, fostering an environment where employees are not just contributors but active participants in the collective pursuit of goals. It cultivates collaboration, motivation, and commitment, ultimately elevating the company’s prospects of realizing its defined objectives.

A.C. 1.2 Explain the role that communication plays in establishing a common sense of purpose

In any organization, clear and regular communication plays a crucial role in creating and maintaining a shared sense of common purpose. The way the message is conveyed, its nature, frequency, and the person delivering it are all important factors that contribute to building a common sense of purpose. The timing, reasons, content, and audience are also key aspects that impact the success of communication in an organization when it comes to establishing a shared purpose.

Unnecessary communication can be a waste of time in a company. It may lead to confusion or loss of critical messages, and it can significantly lower workers’ morale (Campelo, Aitken, Thyne & Gnoth, 2014). To effectively uphold a common sense of purpose, communication both within and outside the organization should be directed to the right people; otherwise, conflicts may increase. Additionally, messages should be clear and straightforward because not everything can be assumed.

Communication is equally important in boosting job satisfaction for lower-level workers. These employees may want leaders to show that they also adhere to the company’s shared values. While top-down communication is essential for providing guidance to workers, encouraging and embracing bottom-up communication within the organization is equally crucial (Northouse, 2018). Actively listening to and acknowledging feedback from lower-level employees boosts their morale, encouraging them to stay committed to the shared purpose.

A.C. 1.3 Assess the effectiveness of own communication skills on the basis of the above

I checked how well I communicate by talking with my previous classmates who were in discussion groups with me. I chose them because I thought they would give me honest answers. Many times, I had to lead these groups online because not everyone was on social media. They told me that I’m good at writing and that’s probably because I often wrote reports to update my team on our progress (McCaffery, 2018). They also said I’m good at talking and choosing the right words when I communicate with them. They find my emails and messages clear. In the L & D case study, as a project manager, I need to communicate well with everyone involved to make sure we all understand and work toward the same goal – installing a new and functional Learning Management System (LMS).

A.C. 2.1 Describe the main motivational factors in a work context and how these may apply to different situations, teams and individuals

Usually, every team and worker find motivation in different things that help them do good work on time. In any organization, there are two main kinds of motivation: extrinsic factors. Here are some of them:

• Financial Motivation:

This is the most basic motivation for all employees because it’s about the money they get for their work. With their salaries, workers can pay for bills, housing, food, fun activities, and clothes (Koh & O’Higgins, 2018). Some workers are motivated by the possibility of getting a promotion or a higher salary, while others might be happy with a job that pays less but makes them satisfied. Some are interested in other benefits like pension, healthcare, flexible work hours, or company cars.

• Recognition or Reward:

When projects are finished successfully, it’s important to recognize and reward the people who worked on them. This motivates both teams and individuals. In the L & D case, when we finish the project of installing the new Learning Management System (LMS), everyone who took part in it will be recognized and rewarded.

• Flexibility:

Workers should have flexibility in their jobs. They should be able to take family leave, annual leave, and sometimes work from home. This flexibility makes workers more creative and productive because they feel less pressure.

A.C. 2.2 Explain the importance of a leader being able to motivate teams and individuals and gain their commitment to objectives

Certainly, leaders play a crucial role in motivating their teams and individuals, as they are responsible for setting the vision of the organization. Additionally, leaders are tasked with creating a positive and enjoyable work environment that is both achievable and satisfying (Northouse, 2018). In simple terms, leaders need to understand what motivates each team member. By doing this, the team can establish common goals, making it easier for the organization to achieve its vision (Chang et al., 2018). Some people might be motivated by things like money, praise, or work-life balance, while others might value respect from their leaders.

In the L & D case study, as a project manager, I will use effective leadership skills such as good communication and listening, involving all workers in decision-making, being honest and respectful, and most importantly, making sure that all workers receive fair benefits and compensations. By doing these things, I aim to motivate everyone to work hard toward our common goal – installing the new Learning Management System – within the given time.

A.C. 2.3 Explain the role that the leader plays in supporting and developing the team and its members and give practical examples of when this will be necessary 

Arguably, the most important job for a leader is to create a shared sense of purpose, supporting both the team and individuals. Leaders are responsible for defining visions and encouraging followers to achieve them. In well-known organizations like Amazon and Apple, clear organizational goals are outlined in the mission statement, working towards the overall vision of the company (Basten, Evers, Geijsel & Vermeulen, 2018). Leaders can also set goals related to the team’s daily activities to ensure specific objectives are met, moving the group closer to the main goal(s) (Bacharach, 2018; Northouse, 2018).

A great leader focuses on building a strong team where every member is encouraged to participate equally. In the L & D case, I plan to involve all team members in making important decisions on how to effectively install the new Learning Management System (LMS), making sure it’s user-friendly and accepted by everyone. Additionally, if there are challenges hindering our team from reaching our goals, I will give every member an equal opportunity to come up with possible solutions to address these challenges.

References

• Bacharach, S. B. (2018). Transforming the Clunky Organization: Pragmatic Leadership Skills for Breaking Inertia. Cornell University Press.
• Basten, F., Evers, A., Geijsel, F., & Vermeulen, M. (2018). 21st century leadership skills for learning networks.
• Campelo, A., Aitken, R., Thyne, M., & Gnoth, J. (2014). Sense of place: The importance for destination branding. Journal of Travel Research, 53(2),154-166.
• Chang, Y. S., Coxon, K., Portela, A. G., Furuta, M., & Bick, D. (2018). Interventions to support effective communication between maternity care staff and women in labour: A mixed-methods systematic review. Midwifery, 59, 4-16.
• Koh, C. B., & O’Higgins, E. (2018). Relationships between emotional intelligence, perceived and actual leadership effectiveness in the military context. Military Psychology, 30(1), 27-42.
• McCaffery, P. (2018). The higher education manager’s handbook: effective leadership and management in universities and colleges. Routledge.
• Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.

Related Articles:

• ILM Level 3
• 8600-341 Leading and Motivating a Team Effectively