摘要:Through this essay of three cases relating to the leadership & organizational dynamics, we are able to get some ideas about the essay topic. The analysis is conducted in three approaches: the developmental approach, the Tavistock approach, and the Gestalt approach.
am worked. And it was the case because she did not show any desire for any changes at all.
But anyway, I suggested to my manager that we should have a meeting within the team, and he agreed. At the start of the meeting, every body was reluctant to express their ideas about teamwork. Some even showed directly that they did not want any changes. However, I tried my best to explain to them that we belonged to the same team, and we shared the same goal to work for our customers. We should try to reduce the load of our work and try to be more efficient than now on condition that the benefits of the customers’ were maximized. On the one hand, we had to divide our team to several small teams, with each team responsible for customers from one area only, for example customers from Korea. On the other hand, each member in the small team should cooperate with each other. For instance, there may be some one responsible for collecting information about the background of the customers. And there may be some one responsible for searching for the information that the customers desired. Anyway, through hours of communication and explanation, the team agreed on my suggestion and is now performing excellent teamwork and achieves high efficiency.
2.2 Awareness
One of the key concepts in Tavistock is awareness. It prefers to make some efforts to let people be aware that there should be changes (Ansel & Sarah, 2005). Besides, Tavistock approach also emphasizes on the self-awareness of the individuals (John & Rita, 2012). In my case, when I was aware that our team did not perform teamwork at all, I knew that I needed changes immediately. Awareness is about people and individual feeling and wishes, about the world, about the likely chances, and about the relationships among all these things (Dave, 2010). Therefore, in order to change our way of doing, that is perform teamwork, I firstly made every body in our team aware that we needed teamwork, with an analysis of both the nature of our job and the nature of our customers. That is, before we change our behavior, we changed our awareness.
2.3 Resistance
Another key point in Tavistock is the Tavistock theory to resistance (Joseph, 2013). As was indicated in the case, Flora was a little resistant to my suggestion and did not want any changes actually. And this case tells us that in Tavistock theory, it is not necessary to remove the resistance, rather, it would be a better way if we can put the dispute aside and manage to persuade the girl with disputes into accepting my suggestion.
2.4 Synergy
The word Synergy best illustrates the concept of teamwork. The key idea of synergy is that the whole is greater than the sum of the individual (Charlene & Robert, 2009). In fact, productivity can be increased through synergy (Paul & Jeannette, 2011).
3. The developmental approach—case study of LLG
3.1 Case study—the tourism agency
Not long ago, I joined a tourism agency to work as a representative. After some time of observation, I found that most of the workers there did not work actively; rather, their work was lifeless and inefficient. Whatever the manager said, all the workers agreed with him. However, when it was still the case when concerning a strategic decision making about where to lead our work towards, I decided that I have to ch
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