Stringent rules and regulations are causing the company to face a general leadership and motivation issues. The company seems to adopt a uniform approach in addressing the requirements of the company. A lack of communication is observed between the team members based on the fundamental issues of leadership. Lack of motivation is observed for the people to move forward with the different tasks. The culture of the company is that the people are under constant pressure from the upper management to meet all the demands of the company. The leadership, motivation and the group dynamics are based on pressure and fear from the stakeholders (Eccles and Wigfield, 2002). The company should change these fundamental issues and bring in a cultural shift in the agenda of the people. To address the issues of the company, certain issues and the innate struggles of the employees need to be identified.
Three people are discussed in this issue analysis. These three people are the euphemism to the major issues that are pervading the company. By addressing the requirements of these three people, the company can develop a robust working atmosphere.
Dave is the manager who is accused of being biased towards certain people. These invariably cause the lack in credibility of the leadership processes (Harris and Sherblom, 2005). These implications that the manager tends to overload themselves with work and not work in cohesion with the other members of the team will affect the productivity. The company must address maintaining the level of motivation in order to meet the demands of the company. Another manager Alana is alluded to have positive leadership behaviours. A focus and specifics are developed by Alana. However, accusation of micromanagement and biased views are evident. Peter is the Supervisor for the transport services. He is overworked and extremely stressed. An overt passion is observed in Peter and this aggressive leadership style has caused his team members to tip toe around him. This causes an increase in the issues of leadership.
In general, in a leadership, the people expect the leaders to be committed towards the work. They want a leader like Alana who is dedicated towards the result. They expect a level of participation. This does not mean the leader must micro manage all the issues and the operational processes (Paulus and Yang, 2000). The company must find ways to be more transparency. A certain level of integrity is expected by people during the operational procedure. The actions such as the action of Dave of being biased can lead to a general lack of motivation (Cooper and Jayatilaka, 2006). In the cases of lack of departmental leadership, an inhibition is observed of the development of synergy. The role of the effective managers is to coordinate tasks and bring in results that are beneficial for all the stakeholders involved in the process. The employees essentially be aligned with the shared goals of the company. In the case of poor management, a fragmentation of the roles is required.