MBA401 People, Culture and Contemporary Leadership Report 3 Sample
The Assessment Task
Students will write an individual report to demonstrate the depth of their learning and development of knowledge arising from their participation in the MBA401 subject. This report will require undertaking research that is relevant to the topic statement.
• Students must draw on fundamental academic theories (minimum 3) relevant to the chosen
topic.
• This assessment does not have one correct textbook answer. Instead, the assessment requires students to discuss possible assumptions and make effective arguments with a logically detailed conclusion.
The Assessment Task
Students will write an individual report to demonstrate the depth of their learning and development of knowledge arising from their participation in the MBA401 subject. This report will require undertaking research that is relevant to the topic statement.
• Students must draw on fundamental academic theories (minimum 3) relevant to the chosen topic.
• This assessment does not have one correct textbook answer. Instead, the assessment requires students to discuss possible assumptions and make effective arguments with a logically detailed conclusion.
• Students will use a report structure for the writing of this assessment.
Trust and Workplace Relationships
Trust is an important influence for effective communication, cooperation, problem-solving and performance in the workplace. Social conflicts in the workplace can hamper personal relationships and limit group cohesion and effectiveness. In an organisational context, trust is an issue of behavioural competence, with people trusting those they believe can solve problems and deliver desired outcomes. Is conflict always negative, or can it also be constructive?
Leaders, therefore, need to build a culture of trust in the workplace towards organisational effectiveness.
Students will use a report structure for the writing of this assessment.
Trust and Workplace Relationships
Trust is an important influence for effective communication, cooperation, problem-solving and performance in the workplace. Social conflicts in the workplace can hamper personal relationships and limit group cohesion and effectiveness. In an organisational context, trust is an issue of behavioural competence, with people trusting those they believe can solve problems and deliver desired outcomes. Is conflict always negative, or can it also be constructive? Leaders, therefore, need to build a culture of trust in the workplace towards organisational effectiveness.
Assessment Description
Assessment 3 is the summative assessment of the subject. A summative assessment means that students must draw on the theory discussed in any of the 12 weeks of workshops. Students are to demonstrate the level of their overall subject understanding, drawn from a semester’s learning and subject engagement, and with considerations of theory, drawn from academic research, in a practical setting. In addition, the following should be explored and included in the report:
1. Explore the critical nature of relationships between people in an organisation, especially concerning leaders and followers.
2. Identify how leaders may create, reinforce, or destroy organisational culture through employee interactions.
3. What role might trust between leaders and followers play in building working relationships within the organisation?
Discuss at least three theories or concepts you have explored in MBA401. You may also provide practical examples drawn from contemporary business.
Apply the concepts of trust and human behaviour to discuss how a leader can develop better workplace relationships.
Solution
Developing Better Workplace Relationships: Applying Trust and Human Behavior
For an organisation to succeed, developing solid working connections is crucial, and leaders are crucial in influencing these ties. Understanding human behaviour and the notion of trust may help leaders create stronger working relationships. Within teams, trust is the cornerstone of free-flowing communication, teamwork, and respect. University assignment help, Leaders may adjust their approach and create lasting relationships by recognising the unique needs, motivations, and communication styles of others by having a thorough understanding of human behaviour.(Morgan, 2020). Leaders can establish a productive workplace that encourages employee engagement, productivity, and loyalty by putting these ideas into practise. In order to investigate how leaders may foster stronger workplace connections, this paper looks deeply into the ideas of trust and human behaviour. We will offer helpful tactics and insights to assist leaders develop their connections and improve organisational outcomes by looking at the crucial nature of these relationships, studying how leaders affect organisational culture, and understanding the significance of trust. In order to improve workplace interactions, this paper tries to investigate the ideas of trust and human behaviour. We'll look at how important connections are inside an organisation, particularly those between leaders and followers. We'll also look at how leaders might affect organisational culture via interactions with employees.
The Critical Nature of Relationships Between People in an Organization
Effective relationships play a fundamental role in organizational dynamics, particularly those between leaders and followers(Reina & Reina, 2000). These connections have a substantial influence on organisational performance overall, communication, and teamwork. Google, for instance, is a great example of a company that understands the importance of connections. Through common areas, cross-functional initiatives, and team-building exercises, the organisation offers plenty of opportunity for workers to meet, cooperate, and exchange expertise. Relationships are prioritised, which fosters a creative and supportive workplace atmosphere that helps Google recruit and keep top talent.
Furthermore, Zappos, an online retailer, exemplifies the influence of leaders on organizational culture through employee interactions. Former CEO Scott Schaefer believed in building positive relationships with employees. He fostered open communication, created a fun and inclusive work environment, and empowered employees to make decisions. These interactions influenced the organizational culture, resulting in high employee morale and a strong commitment to delivering exceptional customer service (Arias Brauneis, 2020) .
One key aspect of the critical nature of these relationships is effective communication. Open and honest communication between leaders and followers allows for the exchange of ideas, concerns, and feedback. When leaders actively listen to their followers and provide them with a platform to voice their opinions, it creates a sense of psychological safety and promotes a culture of transparency. This, in turn, leads to enhanced problem-solving, innovation, and decision-making processes.
Furthermore, positive relationships between leaders and followers promote collaboration and teamwork. When leaders establish a supportive and inclusive environment, it encourages followers to work together towards common goals. Effective collaboration requires trust, respect, and the recognition of each individual's unique skills and contributions. By fostering strong relationships, leaders enable their followers to synergize their efforts and maximize their potential, leading to improved outcomes and organizational performance.
Leadership effectiveness is also closely tied to the relationships they cultivate with their followers. When leaders establish positive relationships, they inspire and motivate their followers. Trust and respect between leaders and followers create a sense of loyalty and commitment, fostering employee engagement and job satisfaction. Additionally, leaders who build strong relationships with their followers can effectively align individual goals with the organization's objectives, creating a shared sense of purpose and direction.
The critical nature of relationships between leaders and followers is evident in numerous successful organizations. For example, companies like Apple and Microsoft have thrived due to the strong relationships established between leaders, employees, and customers. Their leaders create an inclusive and supportive culture that encourages innovation, creativity, and collaboration. These organizations prioritize relationship-building by valuing employee feedback, recognizing achievements, and providing opportunities for growth (Warrick, 2017)..
Influence of Leaders on Organizational Culture through Employee Interactions
Leaders play a significant role in shaping and influencing organizational culture through their interactions with employees. Every interaction, decision, and behavior of a leader has the potential to impact the overall culture of the organization.
One way leaders influence organizational culture is by setting an example through their own actions and behaviors(Herminingsih, 2017). When leaders consistently demonstrate values such as integrity, respect, and fairness in their interactions with employees, it establishes a cultural norm that promotes these qualities throughout the organization. For instance, if a leader consistently treats employees with respect and encourages open communication, it creates a culture of respect and transparency within the organization.
Leaders hold significant influence over organizational culture through their interactions with employees. Their behavior, decisions, and communication style shape the collective values, norms, and beliefs within the organization. For instance, Patagonia, an outdoor clothing and gear company, emphasizes trust and transparency. The company's leadership practices open and honest communication, sharing information about business performance, and involving employees in decision-making processes(Mubarok, 2022). This culture of trust and employee involvement has fostered strong working relationships, collaboration, and employee empowerment.
Moreover, leaders influence organizational culture through their decision-making processes. When leaders involve employees in decision-making, seek their input, and consider their perspectives, it reinforces a culture of empowerment and employee engagement. This approach signals that employees' opinions and expertise are valued, leading to increased ownership, commitment, and motivation among employees. On the other hand, if leaders make decisions without seeking employee input or fail to explain the rationale behind their decisions, it can result in a culture of distrust and disengagement.
Leaders also have the power to shape organizational culture through their recognition and reward systems. When leaders acknowledge and appreciate employees' efforts and achievements, it reinforces a culture of appreciation and encourages a high-performance mindset. Leaders who recognize and reward behaviors aligned with the desired culture promote a positive work environment and motivate employees to excel.
Real-world examples of leaders influencing organizational culture through employee interactions can be seen in companies like Netflix and Southwest Airlines. Netflix, for instance, fosters a culture of direct and constructive feedback through its "360-degree feedback" system. By encouraging employees to provide open and honest feedback, leaders shape a culture of continuous improvement and innovation. Southwest Airlines is known for its fun and engaging work culture, which is influenced by leaders who prioritize employee interactions, create a supportive environment, and maintain an open-door policy.
The Role of Trust in Building Working Relationships within the Organization
One key role of trust is in facilitating open and honest communication. When there is trust between leaders and followers, employees feel comfortable expressing their ideas, concerns, and challenges without fear of judgment or reprisal(Reina & Reina, 2016). This fosters a culture of transparency, where information flows freely and feedback is welcomed. Trust enables leaders to actively listen to their employees, understand their needs, and address any issues that may arise. Through open communication, trust builds, and relationships deepen.
Trust also plays a vital role in promoting collaboration and teamwork. When there is trust among team members, they are more likely to share knowledge, support one another, and work together towards common goals(Li & Hung, 2009). Trust creates an environment where individuals feel safe to take risks, share their expertise, and contribute their unique perspectives. This leads to increased creativity, innovation, and problem-solving capabilities within the organization.
Furthermore, trust enables leaders to delegate responsibilities and empower their team members. When leaders trust their employees' abilities and judgment, they can provide them with autonomy and decision-making authority(Ozmen, 2018). This fosters a sense of ownership and accountability, as employees feel empowered to take initiative and make valuable contributions. Trust-based delegation creates a positive and empowering work environment, where employees feel trusted and valued for their skills and expertise.
In building trust, leaders must consistently demonstrate integrity, reliability, and competence. Trust is not built overnight but rather through a series of actions and behaviors over time. Leaders who consistently keep their promises, act ethically, and demonstrate competence in their roles earn the trust of their followers. It is also important for leaders to admit mistakes and take responsibility when they occur, as this reinforces trust by showing authenticity and vulnerability.
Real-world examples of the role of trust in building working relationships can be seen in organizations like Google and Toyota. Google encourages a culture of trust by providing employees with autonomy and freedom to explore new ideas. This trust-based approach fosters a sense of ownership and engagement among employees. Toyota, on the other hand, places a strong emphasis on trust between managers and frontline workers through its "Toyota Way" philosophy(Rosete & Ciarrochi, 2005). This philosophy promotes trust, respect, and collaboration, resulting in high-quality products and a strong organizational culture.
Conclusion
Developing better workplace relationships requires leaders to understand and apply the concepts of trust and human behavior. By recognizing the critical nature of relationships within an organization and studying real-life examples, leaders can proactively invest in cultivating strong connections with their team members. Moreover, leaders who understand their influence on organizational culture through employee interactions can shape a positive work environment that promotes collaboration, innovation, and employee satisfaction(Long, 2018). Building trust is vital in developing working relationships characterized by respect, empathy, and effective collaboration. By prioritizing trust-building behaviors and drawing inspiration from successful organizations, leaders can create an atmosphere of trust and mutual respect, ultimately leading to improved productivity, innovation, and overall organizational success.
References
Arias Brauneis, R., 2020. Holacracy-A new organizational structure. The case of Zappos.http://hdl.handle.net/11201/154216
Herminingsih, A. (2017) ‘The influence of the organizational justice and trust to the leaders on employee engagement with job satisfaction as intervening variable’, Archives of Business Research, 5(2). doi:10.14738/abr.52.2602.
Long, C.P., 2018. To control and build trust: How managers use organizational controls and trust-building activities to motivate subordinate cooperation. Accounting, Organizations and Society, 70, pp.69-91. https://doi.org/10.1016/j.aos.2018.05.006
Morgan, L. (2020) ‘Building working relationships with applied behavior analysts’, The ASHA Leader, 25(3), pp. 8–9. doi:10.1044/leader.fmp.25042020.8.
Mubarok, A. (2022) ‘The influence of leadership style, supervisory and organizational culture on employee performance through motivation as an intervening variable (descriptive study of Quantitative Analysis of employee performance at the Education and Culture Office of Serang Regency)’, International Journal of Current Science Research and Review, 05(12). doi:10.47191/ijcsrr/v5-i12-49.
Ozmen, Y.S. (2018) ‘How employees define organisational trust: Analysing employee trust in organisation’, Journal of Global Responsibility, 9(1), pp. 21–40. doi:10.1108/jgr-04-2017-0025.
Reina, D.S. and Reina, M.L., 2016. Trust and betrayal in the workplace: Building effective relationships in your organization. Berrett-Koehler, 2(1), pp. 121–121. doi:10.1177/152342230000200112.
Warrick, D.D., 2017. What leaders need to know about organizational culture. Business Horizons, 60(3), pp.395-404.
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