{"id":5286,"date":"2018-10-28T10:09:02","date_gmt":"2018-10-28T17:09:02","guid":{"rendered":"https:\/\/create.twu.ca\/ldrs501\/?p=5286"},"modified":"2018-10-28T10:09:02","modified_gmt":"2018-10-28T17:09:02","slug":"making-a-difference-avisha-sapra","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/ldrs501\/2018\/10\/28\/making-a-difference-avisha-sapra\/","title":{"rendered":"Making a difference- Avisha Sapra"},"content":{"rendered":"<p>Before stepping a foot into learning leadership, I worked for a brief period in a dental clinic as a junior dentist. At the time, I wasn&#8217;t aware of the role of strategic leadership in the success of an organization. As we move forward in learning about strategic leadership in our course, I reflect on some issues that were present in the organization of the dental clinic and ways in which that could have been addressed to ensure its progression.<\/p>\n<p>Organizational culture- One of the major issues I realized while working there was missing unity amongst the workers. Lack of management led to the overlap of duties between the staff members because of which frustration among them was prevalent which also adversely affected their motivation and performance. I would prevent this by clear communication of role and responsibilities to the workers while hiring them.<\/p>\n<p>Human resource- Regarding communication with the employees while hiring, Human Resource Department has a major role to play. It is necessary to match qualifications of the applicant with the job requirements but equally important is to correlate their values and vision with the company to assure advancement.<\/p>\n<p>Corporate identity- The dental clinic was around 40 years old and mainly run on the goodwill.\u00a0 There were whatsoever no measures taken to upgrade the setup or provide up-to-date facilities to the patients which limited the influx of people.<\/p>\n<p>The result was the staff being disengaged, doing their duties just to complete the task merely, was detached to the idea of company&#8217;s growth and their growth as well for that matter. There was no recognition of any work done which made them lose their purpose more. There was no time for the members to connect on personal levels.<\/p>\n<p>Steps necessary to shift the negative impacts-<\/p>\n<ul>\n<li>Standardization of work and documentation of policies to which the employees can refer back to at any time. This will serve as a basis for the future reference to track if everything is going on the right path.<\/li>\n<li>Making sure that the values and principles of staff align well with the purpose of the organization.<\/li>\n<li>Organization of small events so that the employees have a better chance to connect outside the work environment.<\/li>\n<li>Setting of small achievable tasks for each member and rewarding them for the same. Recognition of the work keeps people motivated and also small achievements goes a long way in reminding people of their bigger purpose. This also helps in enhancing and maintaining employee self-esteem (Lepsinger, 2010, p. 51)<\/li>\n<\/ul>\n<p>Three things I did:-<\/p>\n<p>To promote positive principles<\/p>\n<ul>\n<li>I worked in close relation to all the staff members and had a good rapport with them. \u201cBuilding relationship as a foundation is vital for a particular influence or persuasion attempt to be successful\u201d (Hughes, 2014, p. 158).<\/li>\n<li>I was empathetic towards the employees so always made sure that everyone is being heard equally which are the qualities of a servant leader as mentioned by Northhouse (2016). Learning what is important to others is crucial as stated by Hughes (2014). What I could have done better was taking actions on what I believed was not beneficial for the staff or the organization in the long term.<\/li>\n<\/ul>\n<p>To promote negative practices-<\/p>\n<ul>\n<li>As I was recently graduated and that was my first job, I wasn\u2019t willing to take any risk and would always resort to the conventional methods of doing things due to the fear of failure.<\/li>\n<li>Accepting the things as they were because it has always been the same way was another drawback.<\/li>\n<li>Working in an environment where employees were disengaged, took a toll on me as well. Overtime, I started losing my purpose of working there.<\/li>\n<\/ul>\n<p>Things I could have done to correct the issues-<\/p>\n<ul>\n<li>Taking charge and leading by example. There is always room for improvement, and I should have taken steps to change things. As I was a dentist, so I was in direct connection with the leaders, and as I was working in front with the other staff members, I was aware of the problems they were facing. I could have acted as a bridge to fill the communication gap between the leaders and the employees.<\/li>\n<li>Holding myself accountable- I fulfilled my duties as a dentist but never thought of my role in the organization&#8217;s success is more than that.<\/li>\n<li>Creating an environment where everyone grows together and work in unity to uplift each other and help attain a higher purpose. As rightly said by Vince Lombardi- the Individual commitment to a group effort- That is what makes a team work, a company work, a society work, a civilization work.<\/li>\n<\/ul>\n<p>Reference<\/p>\n<p>Hughes, R. L., Beatty, Collarelli-Beatty, K., &amp; Dinwoodie, D. L. (2014).\u00a0Becoming a strategic leader: Your role in your organization\u2019s enduring success. San Francisco, CA: Jossey-Bass.<\/p>\n<p>Lepsinger, R. (2010).\u00a0Closing the execution gap: How great leaders and their companies get results. San Francisco: Jossey-Bass.<\/p>\n<p>Northouse, P. G. (2016).\u00a0Leadership: Theory and practice. Los Angeles, Calif: SAGE.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Before stepping a foot into learning leadership, I worked for a brief period in a dental clinic as a junior dentist. At the time, I wasn&#8217;t aware of the role of strategic leadership in the success of an organization. As we move forward in learning about strategic leadership in our course, I reflect on some [&hellip;]<\/p>\n","protected":false},"author":965,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[165,12,4,170],"tags":[],"class_list":["post-5286","post","type-post","status-publish","format-standard","hentry","category-all-posts","category-health-education","category-ldrs501","category-post-4-1","has-post-title","has-post-date","has-post-category","has-post-tag","has-post-comment","has-post-author",""],"jetpack_featured_media_url":"","jetpack_shortlink":"https:\/\/wp.me\/p9GHJs-1ng","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5286","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/users\/965"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/comments?post=5286"}],"version-history":[{"count":1,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5286\/revisions"}],"predecessor-version":[{"id":5287,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5286\/revisions\/5287"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/media?parent=5286"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/categories?post=5286"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/tags?post=5286"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}