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Leadership paradox arises when a team requires a leader, but the team does not trust the leader to do the right thing or deems the leader as unworthy of leading the team. This paradox often causes friction between members of an organization sometimes leading to higher levels of management getting involved in its resolution. It leaves a trail of apprehension, doubt and defiance within the team and affecting team culture negatively making it hard to eradicate. A leader can encounter difficulty in newly formed teams or groups using a participative management systembecause the team may not trust and respect the leader especially if the team has not been formed by the leader. The team would be less inclined to change to the tunes of the leader and be irresponsive to communication leading to a breakdown in coordination and productivity.

Every implementation in an organization starts with communication. Participative management requires high levels of interactions among the team members. The more active the members are, the higher the participation will be. That in turn increases the probability of unearthing ideas which are truly ingenious. Another way to involve team members is to make them a part of the decision-making process. Staging regular nominal group technique during team meetings also ensures that inactive members recommend solutions to issues at an increasing rate who over time mold themselves into always being active. Inspiring employees to overcome stage fear with daily practice helps in alleviating any pressure individuals feel before exchanging ideas and gradually get comfortable.

Biases are the worst causes of decrease in efficiency of results. Cognitive biases exist in almost all humans. The effectiveness of their suppression while taking decisions decides the productivity of a team. Studies have shown that biases often regress with interactions with people with multiple cultures and personalities. Prejudices just work against achieving the common goal of achieving the best possible results. Team members also become distant towards each other and communication slows to a crawl. That not only affects the team culture but the organization. So, it is crucial to be impartial in discussions to make decisions on merit and not biased beliefs.

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