Organizational Leadership

DISCUSSION ASSIGNMENT INSTRUCTIONS
INSTRUCTIONS
The student will post one thread of at least 600–750 words by of the assigned Module: Week. The student must then post 2 replies of at least 350–500 words each by of the following Module: Week. For each thread, students must support their assertions with at least 3 scholarly citations in APA format. Each reply must incorporate at least 2 scholarly citations in APA format. Any sources cited must have been published within the last five years.

Tonya Daniels
Manage Discussion by Tonya Daniels
Reply from Tonya Daniels
Discussion Thread
Motivating High-Performance Teams
With the increase in business competition, the process of motivating high-performance teams is essential. Organizational leadership must explore all opportunities to achieve success. The functioning of team members is fostered when they are engaged, motivated, and productive. Leaders must consider the significance of well-defined visions to align with the purpose and direction of all teams. This approach is insightful in pursuit of performing at higher levels. Visions fall short when communication is limited and ineffective. As told by (Wheelan, 2021) open communication structures allow all team members to engage. Every team member should understand the relationship between aligned contributions and goals within the organization.
The evaluation of high-performing teams proves trust and psychological safety are critical components. Collaboration and innovation are promoted when team members self-express, take risks, and make mistakes in safe environments. Leaders encourage trust with transparency, integrity, and empathy. Constructive reinforcement helps the team to understand their strengths and the need to improve. When leaders recognize members of the team, this leads to reinforced positive behaviors and achievements. Individual and team success is more meaningful with prompt, specific, and actionable feedback from leaders. The absence of micromanagement empowers team members with feelings of autonomy. According to (Yagil & Oren, 2021) levels of proactivity and job autonomy increase when work engagement support is strong for employees. Engagement and commitment are enhanced when workers support one another and take part in decision making.
Continued learning and team development is necessary to reinforce high performance. Team success occurs when leaders encourage skill development and career growth. Additionally, training programs and mentorship opportunities uphold motivation and competitiveness. Components of inclusion and value contribute to the best efforts of teams. Organizations promote workforce diversity to renew organizational performance in the best possible ways (Turi et. al. 2022). Leader responsibility in managing workloads, needed resources, and work life balance enhances motivational goals and burnout prevention. Insights from peer-reviewed articles discuss the importance of a multifaceted approach, to address the connections between leadership and the dynamics of high-performance teams.
Leaders are known to play a role in team motivation. This has gained popularity as an effective style of leading to prioritize the overall well-being of team participants. Servant leaders engage by creating supportive and nurturing environments. When genuine care and concern is displayed, workers tend to increase levels of commitment, loyalty, and motivation. Employee well-being initiatives improve personal health behaviors and positively affect teamwork, trust, and respect within work teams (Wieneke et al. 2019). Servant leader roles are impactful when team motivation is enhanced, and organizational success is achieved. Transformational leadership involves the process of creating a vision and highlighting trust. Personal and professional growth encouragement promotes a sense of purpose among team members. Leaders must have a keen understanding of team dynamics and individual motivations. When servant leadership styles are executed, the use of strategies to maximize team performance are important when motivation and success is the priority. It is important to remember how team norms encourage high performance, quality, success, and innovation (Wheelan, 2021).
Leaders must mirror Jesus’ actions when faced with motivating high-performance teams. He provided clear instructions and new perspectives to others. Disciples of Jesus were engaged from His influence as their challenges and opportunities were considered. Jesus was a supporter of being personal and sacrificial. This leadership truth encourages individuals to take risks and accept sacrifices. Jesus’ servant heart motivated many to believe and act. As leaders, we can use effective strategies as Jesus did in pursuit of motivating high-performance teams. “For whatsoever things were written aforetime were written for our learning, that we through patience and comfort of the scriptures might have hope” (King James Bible, 1798/2021, Romans 15:4). This verse is symbolic of past writings to apply to the present in hopeful ways. These spiritual words were written to guide us through personal and professional endeavors.
References
King James Bible. (2021). Harper Collins Christian Publishing, Inc. (Original work published 1798)
Turi, J.A., Khastoori, S., Sorooshian, S., & Campbell, N. (2022). Diversity impact on organizational performance: Moderating and mediating role of diversity beliefs and leadership expertise. PloS One, 17(7), e0270813. https://doi.org/10.1371/journal.pone.0270813Links to an external site.
Wheelan, S.A. (2021). Creating effective teams: A guide for members and leaders (6th ed.). Los Angeles, CA: Sage Publications.
Wieneke, K.C., Egginton, J.S., Jenkins, S.M., Kruse, G.C., Lopez-Jimenz, F., Mungo, M.M., Riley, B.A., & Limburg, P.J. (2019). Well-being champion on employee impact engagement staff satisfaction, and employee well-being. Innovations, 3 (2), 106-115. https://doi.org/10.1016/j.mayocpiqo.2019.04.001Links to an external site.
Yagil, D., & Oren, R. (2021). Servant leadership, engagement, and employee outcomes: The moderating roles of proactivity and job autonomy. Journal of Work and Organizational Psychology, 37(1), 58-65. https://doi.org/10.5093/jwop2021a1

James Stewart
Sep 22 8:04pmLast reply Sep 23 2:19pm
Manage Discussion by James Stewart
Reply from James Stewart
Considerations, Strategies, and Servant Leadership
What’s a high performing team has been established the next goal is sustaining the team and ensuring they’re able to continually make improvements and accomplish the goals set before them (Wheelen et al., 2024). In order to effectively do this leaders must understand how to properly motivate a high performing team to ensure they engage within the company’s goals and accomplish the task set before them without losing motivation or focus. Looking at the servant leadership style and identifying the impacts that this could have on the motivational process for team members will help facilitate leaders that emulate their style and understanding how to leverage it can effectively motivate their team members. Understanding the considerations that must be made by leadership will help facilitate in identifying potential strategies to utilize moving forward to maintain motivation and sustain the teams success.
Considerations
In order to adequately motivate high performing teams establishing clear communication and understanding of what their goals are and the impact these goals will have on their organization will contribute to them finding motivation for their work (Kalogiannidis, 2021). With a clear understanding of what the goals are individuals are able to identify what they’re looking for and the end product that will be produced from all of their hard work. This allows them to conceptualize the purpose of their work and identify a realistic benchmark in which they could accomplish throughout the duration of the project as they were to achieve their goal allowing them to find motivation to work. Identifying the impacts that will occur within the work they are producing will also provide meaning to them completing their work showing the impact that they will have not just on their own team but across the organization. Giving meaning to the topic allows for leaders to provide a source of motivation for their employees (Kalogiannidis, 2021). As the employees continue to produce high quality work taking time to consider recognitions for individuals that are exceeding expectations will also incentivize them to continually work hard as they understood that their work and effort is being seen by leadership throughout the organization. This shows them that working hard has its rewards and they are appreciated for their effort they are giving within their team. These considerations help maintain and provide motivation to a high performing team when they are seeking to accomplish specific goals for an organization.
Servant Leadership
As a servant leader there are several options that exists the individuals can leverage to maintain the motivation of the team and continually find ways to improve. Within the principles of servant leader is ensuring that you put those needs above your own by learning those values individuals were able to find ways to motivate a high performing team (Ruiz-Palomino & Zoghbi-Manrique-de-Lara., 2020). Taking the time to consideration to provide mentorship and review an individual performance allows for one-on-one conversations to occur in realistic feedback on future opportunities as well as positive feedback on the effort they’ve given so far to motivate employee as it shows that their leadership is invested in their future and continued growth as a new organization. Taking the time to get to know members of the team allow for an understanding of what their goals are as well as their personality traits which plays a factor in understanding what motivation tactics work on each specific individual (Ruiz-Palomino & Zoghbi-Manrique-de-Lara., 2020). Servant leaders that integrate themselves within the team could also help focus on building the team’s strengths and addressing any weaknesses providing them the motivation that they have the skill set and resources to tackle the goal they’re about to face. Servant leaders have a unique opportunity as they seek to integrate themselves into their own team and provide mentorship opportunities for members that need assistance, in doing so they often have an ability to motivate their team.
Strategies
Leaders can employ specific strategies to ensure that their team is properly motivated and that there’s no questions that exist that can hinder their ability to perform their roles. Take the time to have individual discussions and establish clear goals for each person as well as scheduling out performance reviews for the duration of the project helps address any concerns employees have while also defining the expectations placed upon them (Paais & Pattiruhu, 2020). This form of communication helps address any issues prior to the project beginning and it ensures that the employee is on the same page as the employer to avoid any conflict from occurring in ensuring they have the resources to complete their goal. Conducting team building activities also is a method in which leadership can instill confidence Into their teams and provide them the motivation to accomplish their goals by showing them that they have the capabilities and skills to work together. In doing so they’re not only creating a familiarity between team members but also providing the motivation that they can achieve and sustained their abilities as a high performing team.
-James Stewart
References
Kalogiannidis, S. (2021). Impact of employee motivation on organizational performance. A scoping review paper for public sector. The Strategic Journal of Business & Change Management, 8 (3), 984, 996(3).
Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The journal of asian finance, economics and business, 7(8), 577-588.
Ruiz-Palomino, P., & Zoghbi-Manrique-de-Lara, P. (2020). How and when servant leaders fuel creativity: The role of servant attitude and intrinsic motivation. International Journal of Hospitality Management, 89, 102537.
Wheelan, S. A., Åkerlund, M., & Jacobsson, C. (2024). Creating effective teams: A guide for members and leaders. Sage Publications.