Analysis of Leadership, Motivation, Teamwork, Collaboration, and Communication

An organization’s performance in terms of increased productivity and profitability is dependent on proper management.

Good management is dependent on the interaction between employees, employers, and the external environment (conditions).

Leadership and management characteristics such as effective communication, cooperation, collaboration, motivation, and leadership development techniques are essential.

As a result, it is critical that leaders incorporate all of these characteristics within their managerial abilities.

Furthermore, the application of the SWOTT leadership analysis paradigm is critical in recent leadership and management jobs.

This has aided in the handling of current difficulties in most businesses’ leadership and management positions (West et al., 2014).

This essay is aimed at examining the communication modes, leadership driving, collaboration, teamwork, and motivation in leadership within an organization.

More so, the essay will delve into analysis of team performance and leadership competencies through SWOT model.

Analysis of Leadership, Motivation, Teamwork, Collaboration, and Communication

There are a number of motivation techniques that can be applied by leaders can apply to ensure the organization’s goals are achieved.

In this regard, increased motivation is an essential component in a workplace for it raises the employee’s morale and improves performance.

Firstly, creating a positive working environment will enhance motivation.

This can be done in several ways especially when dealing with employees in any organization.

In this view, employees should be motivated by ensuring the working conditions are improved, good, and stress-free.

The leader should encourage teamwork, provide necessary resources, and sharing of ideas (Levi, 2016).

Also, conflicts should be eliminated or addressed amicably using proper channels or communication that does not favour any person or discriminate against others.

Furthermore, the employees should be given the freedom to work independently and without much pressure exerted on them when deemed appropriate.

Secondly, provision of incentives is a motivational technique that boosts the performance of the staff and the employees in general.

Incentives can be in terms of money, material things, or nonfinancial which is aimed at an individual or a team.

Financial incentives which includes cash prizes, gift cards, and certificates recognizes individuals and attaches worth on them so that they feel loved and ready to do more in their duties.

On the other hand, nonfinancial incentives include extra time for hard working employees, leave and vocations, and choice of office or space (Katzenbach & Smith, 2015).

Finally, provision of professional enrichment is another motivational technique that sharpens the employee’s wit.

Through this, employees are gain more educational or professional knowledge by furthering their studies, organized workshops, trainings, and seminars.

The leaders or management can provide tuition fees or send its employees for skills in a number of organization strategies.

In so doing, the morale of the employees is increased and this helps them develop from a professional standpoint (West et al., 2014).

Team performance can be measured in an organization in several ways.

To begin with, the performance can be measured basing on the attendance of the members.

Member’s attendance is vital in determining its performance.

When a member is punctual and maintains consistent attendance, then it’s doing well in its obligation towards achieving the organitional goals (Katzenbach & Smith, 2015).

Also, the efficiency is another measure of team performance, this occurs when members are able to do work timely.

In addition to that, they should be able to prioritize the work based on the available resources to have an efficient output.

Also, quality of the work the group members put out is a key metric in its performance.

As such, this can be through the output displayed when the task done is completed and measured on the basis of the set goals.

Measuring interaction between the team members is also imperative in bid to determine its performance.

In most cases, proper interaction is the most probable way to see if people are aimed at doing work communally.

As such, conflicts are addressed so that people in a group relate well (West et al., 2014).

There are a number of modes of communication and collaboration that are key in understanding team dynamics (Levi, 2015).

This can be applied in any organization to enhance team performance when used properly in the modern era.

There should clarity of responsibilities and roles in an organization or team.

Most of time, unclear instructions and miscommunication are the sources of a myriad problems in a workplace.

In this view, Responsibility Chartering technique can be applied to reduce communication or misconception clarities.

Furthermore, two way feedback should be encouraged in any organization so that team communication handles are eliminated and addressed accordingly.

Also, open door policy which entails proper transparent communication without closing up doors or making others not free to air out their grievances.

As such, the leaders should encourage teamwork through freedom of discussion at all times on matters affecting the group or organization at large.

Finally, building team spirit is important in improving communication and collaboration channels in any social set up.

This involves meeting frequently and freely without boundaries in any organization (Levi, 2015).

There a number of core competencies of a leader which can be analyzed using the SWOTT model.

The model is an acronym for strength, weaknesses, opportunities, and threats.

As such, the analysis displays the competencies that a leader can possess within an organization and outside it.

Firstly, the strengths of a leader are based on his ability to manage the organization in terms of proper decision making, conflict resolution, critical thinking, and proper coordination of the available resources.

This is aimed at ensuring the goals and objectives set in an organization are achieved without any difficulty.

As a result, this can be done or exhibited in the courage and the prudence in handling matters with the employees.

Secondly, the weakness of the leader is displayed in poor management skills, poor conduct and reputation in terms of handling employees and conflicts, and inability to differentiate products and services which lowers profitability.

Thirdly, for opportunities, the leader should bear the ability to outsmart his competitors through increased use of modern technology, invention of new products and services, search for more opportunities or markets, and work on change in economic and political environments.

Finally, the threats in any organization can demand the application of peculiar competencies to avert the problem.

For instance, in case of technological threats, the leader has to employ change in ways of production and technology.

The qualities that identify leadership are essential for any leadership position and are therefore coupled with the competencies as per SWOT model (Uhrenfeldt et al., 2014).

These qualities include flexibility, a leader must exhibit this trait so that he can be competent in decision making whenever new changes in production are expected in the organization.

Also, a leader should be responsive in all his actions.

As such, he should be sensitive to the needs of the people behind him.

In this regard, all these help to build good leadership characteristics (West et al., 2014).

References

Levi, D. (2015). Group dynamics for teams. Sage Publications.

Katzenbach, J. R., & Smith, D. K. (2015). The wisdom of teams: Creating the high- performance organization. Harvard Business Review Press.

Uhrenfeldt, L., Lakanmaa, R. L., Flinkman, M., Basto, M. L., & Attree, M. (2014). Collaboration: A SWOT analysis of the process of conducting a review of nursing workforce policies in five European countries. Journal of nursing management, 22(4), 485-498.

West, M. A., Eckert, R., Steward, K., & Pasmore, W. A. (2014). Developing collective leadership for health care. King’s Fund.