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Running head: Identifying A Topic

Identifying A Topic

Student Raymond Garcia

University of San Diego: Professional & Continuing Education

Organizational Leadership LEPS-540-01-SU16

Professor Joe Dulla

May 14, 2016

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Running head: Identifying A Topic

There are many definitions of leadership, however these definitions share common

elements which would help to establish organizational direction, establish goals, and

guidance to capitalize on subordinate effectiveness. When these elements are lacking, voids

in organizational leadership can surface and as a result, overall effectiveness suffers. For

example, one current leadership challenge at work is the lack of balance in the organization

and as a result it finds itself being overseen by supervisors who have struggled to maintain

an efficient work environment, consisting of stress due mainly to their leadership abilities.

As a result, employees are not taken care of and their approach reduces the ability of

achieving organizational goals. As a member of the organization, I would like to see a

new approach from our current supervision, to re-motivate their subordinates and increase

overall organizational effectiveness. Using a Substitutes for Leadership Model, the negative

friction between subordinates and supervision can be reduced, while the task to fulfill

organizational needs continues to be productive and effective. With a reduction in friction,

employees are less likely to feel stressed at work and are less likely to file legitimate

grievances.

The model for Substitutes for Leadership Model addresses current issues reflected by

subordinates and supervisors employed by my agency. The perspective of my observations,

view our current supervisors as taking on a role of a combination of Laissez Faire,

Autocratic and Authoritarian styles. Based on those observations, little guidance is provided

which has led to the frustration of a disorganized shift, which produces low quality work.

If guidance is provided, it comes in the form of ridicule or punitive feedback, which most
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employees are not very receptive too and serves no purpose to correct a subordinates

behavior appropriately. This supervisory style has been the norm for several years, and

this type of operational planning has been referred to as out of date with todays industry

standards. The problem which has manifested over several years has brought upon

suggestions through management that the organization needs to schedule a team building

workshop through a California Peace Officer and Standards Training authorized provider,

to further attempt to correct this issue.

Using the Substitutes for Leadership Model, it can be directed to satisfy follower needs

without the a relationship for a leader. My organization is a specialized law enforcement

agency, where subordinates have enough working knowledge, support and resources, that

a supervisor is not usually needed unless there are instances that require the

documentation of a use of force, formal complaint or approval for arrest. Those are

instances that are the industry standard and are required functions of supervisors that fall

into the category of competent supervisory as well as training, whether it comes in the

form of informal informative briefs or incident debriefs. Through this model employees

can make competent decisions without the need for micromanaging. Employee training

and experience will allow them to function at a more productive rate which in turn creates

a more positive work environment.

The content of the challenge as a leader in my organization is to address the concern

but to also provide a viable solution that is capable of fixing the current situation. The

overall goal is provide members of the organization an environment that is efficient and

productive for the employee yet satisfying offering a healthy work environment. For the
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supervisor this can offer an offer an opportunity to build a cohesive unit, reducing friction

within the work place. It also gives the supervisor more time to work on other complex

projects rather than utilizing time micromanaging subordinates. As leaders, our role is not

to replace the necessity of a supervisor but rather to supplement guidance in the field.

This topic is professional relevant was pursued for the specific reason of evaluating a long

term solution to a problem that has expanded over the last three years. The long term

solution will benefit all members of the organization as well as employee productivity and

efficiency. In turn supervisors will also benefit from this model because it will break a

supervisory organizational culture that reinforces the belief, that a loss of supervisory

presence of control of every instance is perceived as a loss of control and authority.

CONCLUSION:

In conclusion, a leadership issue was identified where supervisors were causing a

inefficiency and productivity issues with employees that they were supervising on specific

shifts. As a organization member my goal was to seek an alternative to this type of work

place atmosphere with modifications to set the standard. Using a Substitutes for Leadership

Model, could create the type of environment where employees can work efficiently and

while supervisors can meet organizational needs without reverting to ineffective behavioral

correctional measures. By using this model, supervisors would let employees make

competent decisions without fear of being ridiculed. I believe that by using this type of

model it will also cause other employees to bond together creating a more cohesive

atmosphere. This topic of course is important and becomes my focus because the needs

provided by the organization outweigh the needs of the individual in order to function
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properly.
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References

The Art and Science of Leadership 7th Edition; Afsaneh Nahavandi(2015). The Art and
Science of Leadership 7th Edition/Afsaneh Nahavandi, University of San Diego; Copyright 2015,
Pearson Education, Inc One Lake Street, Upper Saddle River, New Jersey 07458.