Engagement at Workplace and Disassociation †MyAssignmenthelp.com

Question: Discuss about the Engagement at Workplace and Disassociation. Answer: Introduction While I have always got the experience of working with the most efficient leaders, not many exhibit transformational leadership traits, and not all of them have ld by example. However, I recently had an experience of working with a transformational leader, and he transformed the very way I used to view a leader. First of all, the Manager I am talking about always believed in transforming his own vision to the organizational vision, and yet he encouraged all of us, to voice our opinions regarding how can we boost the sales growth. If the plan works, he appreciates all of us, recognizing each ones contribution, by taking names, while if it does not, he embraces the failure with equal grace, and does not play the blame game. He has always taken full accountability of the failure, and has asked us to be curious about chalking out new, innovative ways of making things work. He has always communicated each important business idea, emerging business crisis or poor and good employee performa nce to all of our team members, so that we can do something about the problem or stay motivated. The way he has engaged us in any decision inspired us to participate in the decision-making process, and we have never felt that he is being too authoritative with us. Once our sales target fell short, and we were disappointed. However, as expected out of a transformational leader, our manager called us all, communicated the problem to us, and asked us to work for more than half hour each day. Though initially we tried to resist the change, he enlightened us why the change in working hours was needed, and why we needed to dedicate more hours to work. A leader is expected to lead while a follower is required to follow. However, despite the simple equation stating their relation, very few fail to be efficient followers at workplace. However, at my last organization, had a co-worker who would never work efficiently, nor will meet his performance goals, and yet he attended every meeting and interactive session organized by our manager. However, attending meetings and listening to the words of a leader, does not make one an efficient follower. It is important here to mention that understanding what the leader wants such as productivity, cooperativeness and pro-activeness in performing organizational activities, and adopting fresh skills and aligning ones expertise with that, consist of effective followership. While the follower is expected to work collaboratively with the co-workers in order to enhance organizational productivity in the long run, it is equally important for him to possess a sense of awareness about what his job role i s, and what relation does he hold with his leader. The co-worker I am talking about, was lacking a sense of awareness about the expectations the leader had out of him, and hence he would mostly experience disengagement at workplace, as he would be too less informed and interest to explore new ways of working on a project. Because of his lack of engagement at workplace and disassociation with the leader, his own performance as well as the team performance suffered. It helped me realize that the efficiency of a leader alone does not ensure organizational success, but an equally productive and responsive follower ensures the same. A follower can make or break a leader.