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1st. Please Make necessary changes that is noted on the first attachment. 2nd. Once changes are made, apply the directions below and in the 2nd attachment and ADD it to the revised paperWriting the alternative solutions section will add 2–3 pages (600–900
words), double spacedExpand the logic diagram to include alternative solutions. Describe three to four alternative solutions. Discuss plausibility of these solutions.Discuss intended and unintended consequences. Advance the best solution that addresses the organizational problem.
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Running Head: APPLIED RESEARCH PROJECT
Implementing Effective Leadership in an Organization
Kevin Moseley
GM 599
Dr. McCoy
5/13/19
1
The Lack of Effective Leadership Training
2
Introduction
Effective leadership entails the utilization of servant eldership skills to manage all
employees and utilize their maximum skills, competence, knowledge, and experience to achieve
maximum productivity in an organization. However, this has never been the ace for all
organization, with some organizations being victims of ineffective leadership (Chiniara &
Bentein, 2016). The purpose of this applied research project paper is to investigate a real-world
organizational problem dealing with the lack of effective leadership in an organization which
leads to low performance and reduced productivity among the employees.
The paper will provide the general statement of the problem relating to the lack of
effective leadership in an organization and then provide a brief description of the intended
audience who may find this applied research project useful. The paper will then evaluate the
need for effective leadership in an organization and give an interpretation of its value to the
target audience (Chiniara & Bentein, 2016). Finally, the applied research project will provide a
summary of the key issues highlighted in the paper with respect to the lack of effective
leadership in an organization. Using this chronological order, this applied research project will
advance understanding of causes, impacts and how to mitigate the problem of lack of effective
leadership in an organization.
Statement of Problem
Lack of effective leadership is an organizational problem that is persistent in many
organizations across the world. The effects of lack of effective leadership have both financial and
non-financial implications in an organization, making it a major issue and concern to the senior
executives who are keen on achieving success. Based on the research conducted by Chiniara &
Bentein (2016), the organization that reported a lack of effective leadership had lost a total of
The Lack of Effective Leadership Training
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$30 billion globally. None the less, the number of organizations that suffer from lack of effective
leadership have always been on the rise, leading more concerns over the future of many
organizations.
Many organizations have for a long time been associated with effective leadership which
has facilitated there growth and development into a world-class business entity. However, this
legacy never lasts for long once the senior management is overhauled and new faces take over
the leadership of the organization (Chiniara & Bentein, 2016). The new leadership faces many
challenges in leadership and coordination of the staff, leading to a depression work environment
for the staff and customers. In addition, there is no coordination and collaboration between the
staff and departments to achieve quality service delivery. In essence, the major problem in
organizations is the lack of effective leadership to bring sanity, coordination, control,
management, and monitoring of service delivery across the organization.
Lack of effective leadership across organizational operations, service delivery, and
workflow process has been responsible for the disorganizations, ineffective workflow process,
delayed service delivery, poor quality of services offered, and products (Chiniara & Bentein,
2016). Most of the employees in organizations that lack effective leadership are demoralized and
lacked the motivation to deliver to their maximum potential. Instead, customers who fall, victims
of ineffective leadership, are greatly frustrated and dissatisfied with the quality service and
products they receive or buy.
With time, organizations that are known for world-class services have lost their
reputation among customers, leading to reduced sales volumes, revenue, and general profitability
(Spears & Lawrence, 2016). The senior executives of organizations who are responsible for
The Lack of Effective Leadership Training
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enhancing quality service have always failed to create a conducive environment for the staff to
provide quality services and products that meet customer expectations.
Intended Audience
The issue of ineffective leadership in organizations is an issue that is not unique to one
organization. Therefore, the organization is immune to such challenges, meaning that there is a
possibility of the problem being replicated in another organization. Leaders at the executive and
supervisory level, policymakers, government agencies, students taking leadership courses, and
the general public would find this applied research project useful (Sipe & Frick, 2015). It is no
doubt that the lack of effective leadership in organizations may leadto other symptomatic issues
such as: poor quality, service delivery concerns, and poor quality products due to reduced
productivity of staff.
These symptoms of ineffective leadership had a direct effect on the needs and satisfaction
of customers. In addition, other stakeholders were equally impacted by ineffective leadership,
through the increased cost of services and products (Chiniara & Bentein, 2016). The bottom line
of the problem is the disruption of the entire operations and activities in organizations, making it
a very sensitive issue of interests to the general public.
Value to the Audience
With the nature of sensitivity in the problem of lack of effective leadership in
organizations, there is no doubt that research on the topic will be of value to the audience
identified above. To begin with, this applied research project will evaluate the causes, the
impacts, and possible solution to the problem in organizations (Seto & Sarros, 2016). A careful
evaluation of the underlying issues in this problem will advance a greater understanding of the
The Lack of Effective Leadership Training
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organizational problem. In essence, the project will provide alternative ways of improving
customer satisfaction, staff productivity, and improving the workflow process in an organization.
This applied research project will also suggest ways through which an organization may
emulate the servant leadership approach to prioritize the needs of the staff and the general public.
It is anticipated that the full implementation of the servant leadership approach will
automatically create a positive impact organization (Sipe & Frick, 2015). By proposing that
organizations start implementing a servant leadership approach in leading the staff, this research
paper is of relevance to the audience because its purposes to provide a solution to the ineffective
leadership problem to enhance quality service, products, and overall staff productivity in
organizations.
The project is of value to the audience because it prioritizes quality service as the major
solution to the problem facing organizationsc which is not unique to any organizations but can
easily be replicated in other organizations. It also outlines the most effective way of improving
customer satisfaction, loyalty, interests, and trust of the target customer to the organization (Seto
& Sarros, 2016). Thus, the audience will find value in relying on the finding of this research to
understand the expectations, demand, needs, and interests of their clients and then align their
leadership approaches towards achieving this objective.
The audience will find value in the servant leadership approach because it will help the
leaders to create a conducive work environment and atmosphere for effective service delivery.
(Sipe & Frick, 2015). Applying the finding of this research project will thus help the audience to
achieve transformation in their leadership style and eliminate any instance of lack of motivation
among the staff and enhance the customer-employee relationship. In the long run, the audience
The Lack of Effective Leadership Training
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will be in a position to create a warm, welcoming, caring environment that promotes quality
service provision and products.
Meta-Analysis Methodology
A meta-analysis methodology of research entails the review of previous literature to
ascertain the areas and gaps in the literature that require further research. It entails the use of
reproducible l scientific process to review and evaluate the quality of research in various
literature that has conducted research on a similar topic like the one under investigation
(Luhmann & Eid, 2012). The outcome of all the selected literature is then combined into a metaanalysis where the data is weighed, analyzed, and pooled together to achieve an estimated
general effect.
The Value of Using a Meta-Analysis Research Approach
The value of using a meta-analysis research approach is that it allows for the
investigations of a wide variety of study questions so long as there exists sufficient literature on
that particular topic. In addition, this research approach is not hindered by the number of the
instrument used to measure the variables in a research project (Gurevitch, Koricheva, Nakagawa
& Stewart, 2018). Therefore, it provides a systematic overview of existing quantitative research
that has already tackled the research question.
Features of a Meta-Analysis Research Approach
The features of meta-analysis methodology include amalgamation, summarizing, and
review of existing data in the literature. Equally, a meta-analysis research methodology enjoys
the appeal of causing the effect of combining all the previous research on one topic into one
large research that brings on board several participants (Gurevitch, Koricheva, Nakagawa &
Stewart, 2018). The amalgamating a large set of different studies may cause the implication of
The Lack of Effective Leadership Training
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impaired construct definitions which becomes imprecise resulting in an outcome that is difficult
to interpret.
The benefit of meta-analysis lies in its objectivity which ensures that it remains just an
ordinary qualitative research approach whose value depends on making qualitative
contextualization and understandings of the objective data (Luhmann & Eid, 2012). Therefore,
the approach increases the credibility, internal and external validity, as well as the reliability of
the finding of the research. In addition, the results of meta-analysis research can be easily
generalized to illustrate the actual findings of a larger population of the study.
Another benefit of using a meta-analysis research method is that it facilitates the
investigation of any presence of bias in the previous literature because it includes moderators to
give an explanation into the variation discovered in the previous literature selected for the study.
Meta-analysis enables the quantification and analysis of accuracy and precision across studies.
Thus, it helps in identifying any inconsistency attributed to study outcomes, errors in sampling,
and the variation in study protocols (Crowther, Lim & Crowther, 2010). With more data put into
use, accuracy and precession may be improved leading to an increased statistical significance of
detecting the effects and cause of a given scenario.
The Specific Elements that a Qualitative Approach can Achieve
The specific elements that a qualitative approach can achieve based on the insights from
Applied Organizational Research on a Holistic Ontological Approach are that it can be used to
examine the overall effectiveness intervention such as an outdoor education and training program
(Luhmann & Eid, 2012). It also ensures that the independent variables have a relative impact on
the outcome of the study, thus increasing the reliability and validity of the research outcome.
Meta-analysis research method also increases the strength of the relationship between variables.
The Lack of Effective Leadership Training
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Using meta-analysis, qualitative research may report the findings in terms of effect sizes
that gives information about the nature of change identified across all studies used in a particular
subset of studies. The effect size may be in the form of standardized mean difference or
correlation which are easily convertible to either (Crowther, Lim & Crowther, 2010). The metaanalysis is also capable of achieving a differently scaled measure of the strength of the cause and
effect of a given phenomenon or the relationship between two variables. It can also be sued to
compute a standardized mean effect size by dividing the difference score by the standard
deviation of all the variable scores.
How a Systematic Methodology Procedure Defines a Scope of the Project to Achieve
Desired Outcomes
A systematic methodology procedure defines a scope of the project to achieve desired
outcomes by reporting the effect sizes should with the number of studies and effects that were
combined to obtain the study estimate (Debray, Moons, van Valkenhoef, et al., 2015). It also
relies on the confidence intervals to help the audience ascertain the reliability and consistency of
the average estimated effect size which is later subjected to tests of the level of statistical
significance. Every construct of interests as a unique effect size subject to the predetermination
of the researchers.
Brief Review of the Literature
The main aim of this research is to examine the effect of the lack of effective leadership
in organizations. It is imperative to recap that organizations that have fallen victims of
ineffective leadership have always suffered huge losses, reduced productivity, and increased cost
of operation. None the less, the application of servant leadership has always solved the problem
The Lack of Effective Leadership Training
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of lack of effective leadership in many organizations, leading to the revival of the productivity
and profitability of organizations.
Previous research have identified various causes of infected leadership in organizations
but have neither examined the implications of the lack of effective leadership nor suggested
possible solutions to the lack of ineffective leadership. The research conducted by Seto & Sarros
(2016) for instance, noted that organizations have always experienced ineffective leadership due
to poor communication channels, lack of coordination, and disorganization in the entire
leadership hierarchy of the organization.
The research conducted by Sipe & Frick (2015) gives a case study of a healthcare
organization that was a victim of ineffective leadership, leading to ineffective operations,
workflow process, and general activities. According to the data gathered in this literature, the
senior executive managers of the organization failed to incorporate the idea, opinions, and views
of the stakeholders in the decision-making process. In particular, even the critical decisions
touching on the welfare of the employees were made without their involvement. The author of
this article notes the end result of this type of leadership was too much resistance from the
employees, lack of stakeholder buy-in on various organization decisions, and increased cases of
customer complaints due to dissatisfaction. The author of this article concludes by saying that
these traits portrayed by this particular organization are a classic example of an organization
thriving on failed leadership due to the lack of effective leadership.
The research conducted by Sipe & Frick (2015) examined the effects of servant
leadership and an organizational culture built on servitude to the unit and individual employee
productivity. In this article, the authors focused on examining the implications of prioritizing the
needs, views, welfare, and overall expectation of stakeholders in every decision-making process.
The Lack of Effective Leadership Training
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It concludes by noting that out of the sampled organizations, the ones that applied servant
leadership style in leading their employees recorded improved productivity within 2 years of
implementing the leadership method. On the contrary, Seto & Sarros (2016) noted that the
organization that never applied servant leadership by ignoring the needs and views of their
stakeholders had a lower rate of productivity and performance. The authors conclude their
research by noting that servant leadership, as compared to other leadership styles yield better
productivity and increase the employee output, thus helping organizations to achieve success in
their operations.
Spears & Lawrence, (2016) also conducted research on servant leadership and its overall
effect on the performance of employees and noted that it is a key determinant in creating an
organizational culture that is service oriented. In addition, the author noted that servant
leadership plays the role of creating ethical values, norms, and beliefs among the employees who
will always be focused on demonstrating positive actions and upholding productive behaviors in
their engagement. Consequently, servant leadership creates a leader-servant relationship between
the employees and the senior executives of an organization, leading to long-term positive
relationships that yield success to the organization.
In the research conducted by Seto & Sarros (2016), it was noted that servant leadership
brings to an organization a positive ethical climate that promotes a conducive working
environment for both employees and the organization. As a result, senior executives can use a
servant leadership approach to set achievable goals and objectives that are aligned to the strategic
plan of the organization. Seto & Sarros (2016) also observed that the employees, on the other
hand, will be motivated by servant leadership to pursue a common goal of the organization,
based on the fact that they will be in a position to consult, share idea, contribute to the decision-
The Lack of Effective Leadership Training
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making process, and would feel that they are part of the goals they are implementing. Chiniara &
Bentein (2016) also noted that since servant leadership creates goals that can be easily measured
and monitored against the targets, it is possible for an organization to involve the employees in
the continuous improvement process to achieve positive progress throughout the operation of the
organization.
Previous literature have shown that a lack of effective leadership is caused by numerous
factors which end up compromising the quality of services and products. Since the lack of
effective leadership has been found to cause customer complaints and reduced productivity,
organizations are bound to find alternative ways of solving such issues in order to remain
sustainable and operational. Consequently, organizations must train their employees on how to
promote servant leadership to mitigate against the negative impacts of lack of effective
leadership. Based on the findings of these literature, this research project will apply a theoretical
approach based on the logical argument that lack of effective leadership may reduce employee
morale, reduced customer satisfaction, leading reduce productivity and quality of service.
Summary
Organizations that have in the past been regarded as a beacon of success have suffered
adverse implications of ineffective leadership that have created more confusion at the staff level,
workflow process, and overall operations am organization (Seto & Sarros, 2016). The applied
research project has provided a greater understanding of the organizational problem by
evaluating the symptoms that lead to the problems, the effects of the problem, and the possible
ways of solving the problems in future. Based on the finding, the audience may find this research
useful and learn a lesson on how best to apply servant leadership to improve efficiency and
effectiveness in service delivery in any organization.
The Lack of Effective Leadership Training
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This project, therefore, concludes that servant leadership is an effective leadership style
that would lead to quality service provision and customer satisfaction, thus increasing the level
of tru …
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