My current organization is the Military. Most of my influences come from the commander LTC Brian Ellis. He is far the greatest mentor in this extremely risky job in the world. His leadership style has been one of its kinds that continue to unite all the soldiers under his command. Gaining confidence is not an easy thing to achieve, especially when we think about bullets and bombs. LTC Brian Ellis clearly understands roles expected from every military officer in the battalion. All the comments that he makes every new day are direct and informative as far as being supportive to the occasion at hand. During his speeches and other addresses, the battalion does not look at a young officer but listens to his words of truth and honor.
Fighting and defending one of the boundaries of the U.S. has never become a problem at any moment. The commander performs reviews of past results immediately after an assignment. These reviews allow the commander to assess strengths, weaknesses, opportunities, and threats. Even young officers in the battalion will feel secure because of such care. This style of leadership will allow corrections be done immediately. Improved results are generated the next moment military troops are in action under this influential commander.
This commander understands that a true leader should acknowledge comments and critic from his fellow employees. LTC Brian Ellis also knows that command in leadership is just part of the overall job at hand. Leadership on the staff is, however, a determining job that will deliver desired results only if required skills are available. In addition, the commander makes praises in public; when there are corrections to be made, he makes them behind closed doors. This vivid skill set allows interactive sessions only by necessary officers. LTC Brian Ellis is a positive influence in my career and I will always look out on his results in the military.
Georgia National Guard is a military organization with the sole function of providing overall security and related services within the region. This military organization is made up of Georgia Air National Guard and Georgia Army National Guard. The United States of America Constitution charges the Georgian National Guard with both federal and state missions. State functions include limited actions in times of non-emergencies and full-scale enforcement of the law when local officials may be overwhelmed by civil actions.
This government entity portrays both top down and bottom up communication structure. The president, who is the commander in chief, can call this unit for federal service in those times fit for the government. The governor of the state of Georgia can also call this National Guard to offer state services under exceptional situations.
Under the Constitution of the United States, the Georgian National Guard is under the congress that oversees their training and recruitment issues. The congress ensures that this unit gets adequate facilities so that they will offer quality services in times of need. Georgian National Guardsmen are eligible for the award from the military awards panel. State awards are also available in equality to these guardsmen when they render their services locally to the state. The organizational structure is thus evident to be having both army and air units in its chart.
The culture of this organization is revolving around promoting qualified army staff based on their achievements in a path called ranks. Ranks enable them to qualify for various leadership positions. In addition, such ranks offer them some levels of autonomy from others besides varying levels of power. Various ranks allow an officer to exercise power and authority over the others without undue influence from soldiers from lower ranks. Officers with ranks give orders to those below them. Use of orders in this organization is the only culture that every officer should abide by every day.
LTC Brian Ellis is one successful 1-121st battalion commander who has managed to achieve a lot even with a diverse group of officers around him. Leading under the command and commanding staff may be two different issues altogether. Ethical record of this commander is remarkably clean because he knows ways of approaching conflicts, challenges and other problems within the battalion.
All the successes of LTC Brian Ellis can be attributed to good interpersonal skills that he possesses. He is one officer who is exceptionally quick to adapt to his team of soldiers. This has enabled him understand all the needs of his troops. The officer is also tactically and technically proficient in implementing all the assets available to him.
Commander Brian also ensures that his knowledge is up to date, so that missions never fail at all. This is one contributor to all the success out there in the battlefield. Strong capture of rules and regulations also ensure that he addresses the troops in a clear format and impart them with the right information needed for the job at hand. Effective communication not only comes from the proper words but also with the proper package that is fresh and relevant. In addition, this commander ensures adequate communication by using plans to achieve the best results.
Working within set plans encourages a lot of participation because other officers will always be motivated from the beginning. Following the footsteps of LTC Brian Ellis is another exciting opportunity to achieve more in a dynamic world where events keep changing. Looking at the way communication is approached, this commander inspires one to become a leader ready to transform the battalion no matter the experience. The commander surely changes more of one’s attitude of working in the military because in an effortless way many achievements are ever possible.
Organizational leaders have several ways of motivating their employees. Good results do not come up if the leader alone is motivated; motivation is needed for all the employees so that there is synergy towards all the projects at hand. Quality output can never be attributed to any one individual but to the whole group of workers in an organization. Leaders must exploit all possible practices that make their subordinates have the same thinking (University of Colorado at Boulder Department of Human Resources, n.d).
Three best practices have been endorsed to work well across the world. One practice is saying “thank you” to subordinates. Giving personal thanks to juniors is one proven way of winning their hearts and trust in their work. This ensures that personal efforts are acknowledged at the right time so that an employee feels that his or her contribution is being appreciated and has more value.
The second practice is to know employees. A leader should take time to meet and listen to his employees. Even though leaders can use various incentives to motivate employees, they may not work fully as expected. Meeting and listening to employees is one known practice that enables leaders to interact and encourage them to ask questions and make comments regarding their workstations. Incentives that employees expect can be known so that they will be provided to them.
The third practice is developing a precise flexible work schedule that allows for feedback. Employees in most cases are available to work, but they need to have breaks so that they can enjoy their effort. Tight work schedules irritate most employees because they will feel monitored every moment of their work hours.
Leaders can use flexible work schedules to achieve business goals. Changing workforce can be accommodating without lowering the overall output and quality in any way. Upward feedback schedule should accompany such flexed schedules so that actions can be taken on reports made. Acting on feedback is good so that employees feel motivated that their reports are worth to the business.
Management of diversity can be a cumbersome job. Leaders need to understand components of diversity, which are affected by the number of people in an organization. Diversity involves variations of people’s values, origin, race, religion, color, gender, status, and attitudes among many others. Leaders can have challenges of attempting to unite employees due to such different interpersonal dynamics within the system. Leaders should acknowledge the presence of a diverse team of employees. Many of the leaders do not evaluate how diverse their teams are in the organization.
Leaders fear that the current organizational culture could change into one that will not be fruitful. Embracing diversity can also bring about disorganization to the current set of events. Leaders at times are faced with communication issues across the employee network. Due to different ethnic groups and religions diverse working environment can present challenges of effective communication. Finally, leaders may not welcome diversity due to the fear of resistance. Employees no longer fit into the system, but they attempt to set a culture of their own; one that suits them all.
Leaders should stand firm about diversity and inform the employees that it is good to have a diverse team so that various skills are attracted to the organization (Jordan-Evans & Kaye, 2002). Positive results can be achieved when a diverse team is in the organizational structure. Issues of unproductive cultures will always be avoided because of the presence of pure dynamic skills. Business opportunities can be analyzed in reality since diverse minds shall be engaged whenever business decisions are needed.
Global markets require internationally trained employees to handle overseas affairs. Local minds will never compete beyond national borders. Diversity is one avenue that will ensure that competitive employees are recruited into the system. This will ensure that business transactions are held according to the internationally accepted and recognized standards (Phelps, 1997).
Effective business strategies are needed to address various listed challenges. Leaders will only enjoy the diversity in their workplaces if they respond positively and at the right time. Varieties of opinions should be valued at all times because they provide useful insight for improving business results (Block, 1993). Diversity should be considered as one fantastic way of learning how to produce more and better. Leaders need to value learning in that angle because it is a relatively cheap strategy, which occurs on the job. Organizational culture of the business should create a precise dynamic environment that encourages diversity. In this way, leaders will be able to spend less time on controls and coordination. Leaders must put the right motivational strategies in place so that it creates a self-motivating environment for all ethnic groups working in the organization.
Leaders should encourage a lot of openness in the system, so that fair decisions are made. Business needs should be evaluated early enough so that challenges of having workforce that is not diverse are avoided as much as possible. Leaders should ensure that an organization has widely understood mission statement, values, and goals. This will ensure that all the employees contribute to the business accordingly without ambiguity. Finally, leaders must avoid non-bureaucratic structures that undermine the efforts and values of highly talented employees (Blanchard & O’Connor, 1997).