Model of Leadership Management - Essay Example

Running Head: Leadership Management Leadership Management s Introduction The model proposed by Montgomery and Associates suggests that ultimate objectives of teams and individuals begin with strong motive and intention followed by courage and wisdom. Firmly observed discipline in line with the motives and adequate information and knowledge together lead to achievement of goals along with personal and professional development. The model is applied to resolve the following scenarios: Recruitment for Bank Pat has been recruiting fresh graduates for the bank since 10 years for position of credit analyst. He meticulously assesses every candidate to assure right selection. However the retention rate has declined recently and management has reinforced Pat to review and improve recruitment process (Northouse, 2013). Trait Approach Pat looks for certain characteristics in every candidate like being responsible and having strong interpersonal skills. He also looks for such candidates who strongly follow ethical principles as confidentiality and observance of fiduciary responsibilities are key factors while working in banks. All of these factors hold significant importance but those are not solely adequate to find right candidates (Northouse, 2013). He misses performance of the incumbents during probation that could serve as a tool fill gaps in recruitment. Pat needs to consider vision, mission and organizational culture while recruiting credit analysts. These broad considerations help to find such candidates who may easily align and merge with the existing groups and teams. The leadership model of Montgomery and Associates may be applicable to find the right traits in the candidates. First, the need is to identify the issue that has arisen over last few years in the process of recruitment and selection. Major issue is high rate of job turnover that costs the organization and it also results in increased burden over existing employees. The first ring in model is courage which means that the conventional processes should be altered in the light of recurring issues. Pat should embrace the change in his traditional method. The model suggests that adequate information and knowledge must be acquired in order to set long term goals to be achieved through recruitment. Recruitment Criteria and Retention Senior management has raised concerns over increased rate of turnover as it wastes the incurred training costs and time. The employees are overburdened and hence overall organizational productivity suffers. Current recruitment criteria of Pat is to look for the candidates who have good command on computer and have sound technical and analytical skills. He recruits the incumbents from same schools over many years. His recruitment criteria may justify the job description but it does not cater for the long term needs of organization. Pat’s recruitment criteria are generic and there is no proper assessment of candidates to assure their inclusion and mergence with the corporate culture of the bank (Lerner et al. 2004). However it is also unjust to render high turnover ratio as only the issue of recruitment rather there can be various other factors like lack of growth, job satisfaction, job environment, etc. The leadership model of Montgomery and Associates in the current context reveals that information is important to address the issue. There is no information specifically about job leavers like their performance, grievances, etc. Secondly, the management needs to acquire knowledge to research the matter and find relationship of job turnover with prevailing factors. The knowledge will reveal actual reasons of turnover and then the solutions can be proposed and executed accordingly. Proposed Approach The entire case suggests that though solely recruitment process is not faulty yet it needs to be reinvented in order to bring improvement (Northouse, 2013). As the senior management has demanded to alter and rectify the recruitment process, hence it is recommended to show gravity for their concerns and make self evaluation so that weaknesses are identified and remedial measures are taken accordingly. There is nothing wrong to alter the existing approach even though it has low contribution to the issue because there is always room for improvement. Learning organization enables such an environment to work on continuous improvement through appraisals and reinforcements. Therefore one should not be resilient towards change rather it should be taken as an opportunity to learn and grow. Applying the leadership model, the recruitment process can be effectively changed to contribute towards job retention in the organization. After identifying goals and issues of the organization, more appropriate selection can be made through reformed job description and required knowledge skills and abilities. Hence the attained knowledge will allow applying psychometric tools to identify candidates having long term intent of staying in the organization. Moreover, recruitment should be expanded to further diverse schools rather than those followed for last 10 years. IT Employee in Insurance Firm An IT employee is responsible to perform actions related to managing and maintaining computers, information system, software and hardware. IT employees have high significance in insurance industry as their role is to maintain and upgrade the system and as a result they enable sales force to effectively work and interact with existing and potential clients. Simultaneously, the job turnover in IT employees is high especially in insurance industry which hampers the regular processes and operations of insurance firms to perform smoothly (Insurance & Technology, 2005). I had incurred the same issue while working as IT team leader in an insurance industry. A sound team could not be formed due to lack of job retention and as a result existing IT team stayed overburdened. The leadership model of Montgomery and Associates was applied to overcome the issue. Turnover in IT employees was considered in broad terms and it was found that insurance industry is non-flexible that resultantly lowered motivation level of the employees. Also, IT employees have high turnover rate as they switch their employers because of high compensation offered in the industry. The information and knowledge were acquired to seek solution. Automated exit interview was developed and ultimately job retention increased as the reasons were duly addressed. Conclusion The discussed leadership model is flexible and it can be applicable at individual and organizational level to identify issues and resolve them. The case of bank has been proposed solution within the framework of model and the individual scenario is also successfully managed with the help of bull eyes rings. References Insurance & Technology,. (2005). Turnover Turnaround | Insurance & Technology. Retrieved 6 May 2015, from http://www.insurancetech.com/turnover-turnaround-/d/d-id/1309002? Lerner, D., Adler, D. A., Chang, H., Lapitsky, L., Hood, M. Y., Perissinotto, C., ... & Rogers, W. H. (2004). Unemployment, job retention, and productivity loss among employees with depression. Psychiatric Services, 55(12), 1371-1378. Northouse, P. (2013). Leadership: Theory and Practice (6th ed.). SAGE. Read More