1. Shanaya works as a creative head in the entertainment industry, where she is often required to work for long hours. Her reporting authority Kiran is very inflexible who wants the work to be done according to her liking. Shanaya tried to talk to her on several occasions and explain her as well as other team members’ point of view but in vain, as Kiran would not budge. If anything is not done according to Kiran’s way NMIMS Global Access School for Continuing Education (NGA-SCE) Course: Organisational Behaviour Internal Assignment Applicable for December 2018 Examination she reprimands Shanaya in front of her peers and subordinates. Kiran would pile Shanaya with excess work and make her work from home even during holidays. Keeping the above scenario in mind, discuss the pitfalls of leadership as demonstrated by Kiran.
Answers
Kiran is not exactly a team player because when someone in the team has performed poorly, then it is his job to motivate them and not to defame them.
Kiran is not very good with subordinates, which is very important when working as a group.
It makes the ray a bad leader
However, some managers are still resistant to the idea of allowing their employees to work part-time or flexible. Sometimes there is a good reason, and sometimes it does not happen; Either way, these steps can help you get the answer you are looking for.
1.) Start by deciding what you are asking
There are two very different ways to contact a flexible working request; Formally or informally. If you want to change how much work you do, such as from full time to part-time role, you will need to contact formally because it will require a change in your contract.
2.) Think about what the objection can be
There are several reasons why a manager can not support your willingness to work flexible - and they are not likely to be personal. So try and see emotions from the situation, and consider what else can be behind it:
• Is there a performance problem that you may find inappropriate?
• Is something special in your work that makes flexibility difficult to achieve?
• Can they be worried about the effect of their flexibility?
• Can they be careful of setting an example which is to be presented more widely?
Once you thought about what their objections might be, it is easy to work on how you can overcome them.
3.) Come with the solution, not the problem
It is important to make a request from any conversation or solution-based approach, rather than just expecting your manager to take everything out. If you have already come up with a solution to any possible objection, your manager will be able to see them before and agree with your request.
4.) Create and communicate a clear business case
Using the solutions you have developed, make a case around the benefits that can bring your flexible arrangement into business.
5.) Be ready to be flexible in return
Ironically, some managers believe that flexibility should be presented strictly; That if they agree with the working week on Tuesday-Thursday,
The pitfalls of leadership as demonstrated by Kiran is very destructive.
It may have negative results on the company’s performance as people can leave the company due to Kiran’s behaviour.
Creating fuss for a Working employee will not only decrease his performance but may affect the working of other employee’s too.