Leadership and Communication - Research Paper Example

Leadership and Communication Introduction One of the most exciting and challenging theories encompassing human behavior in organizations is leadership. Leadership is the process of influencing people to work or act towards the attainment of specifically defined goals (Martires & Fule 2000: 569). There have been a significant number of literatures covering the nature, theories and applications of leadership and its effect to job performance and satisfaction. The diverse patterns of behavior and actions that leaders exhibit over a period of time and perceived by followers have been identified as the dominant style of leadership. This style is developed utilizing an interplay of factors which shape leadership development. Leadership seeks to bring people and groups from where they are to where they have not been. It enables people to go beyond the confines of mediocrity and tread into the realm of excellence. In the process, it induces people to define their desires and to pursue them with passion. Ultimately, leadership transforms potential into reality. In any organization, especially in the academe, the influence of leadership in its operations of has evolved from a simple theoretical framework to the complex structure we have today. The development of leadership theories and communication opened a whole spectrum of information which enhanced the interaction and interrelationships among personnel. As noted by (Broom and Selznick 1977), one of education’s objectives is “transforming a heterogeneous and potentially divided community into one bound together by a common language”. However, the ways of communication using traditional means are often insufficient to transcend a variety of barriers. There is always this tendency to misinterpret messages due to diverse variances spanning from leadership and communication styles as well as personalities of personnel in the academe, specifically those from the Administration and those who are tasked to directly impart educational theories through teaching. In this regard, this essay is written to present the communication dilemma faced between the teachers or instructors and the administrators at NCO Academy. It aims to suggest solutions and recommendations to ensure the smooth day-to-day operations among these two sets of personnel, among others. Leadership and Communication Problems Communication is the “process of transmitting thoughts, feelings, facts, and other information” through verbal or non-verbal means. (Delaune and Ladner 2006) When the process encounters some form of dissonance for whatever reasons, surely, some kind of dilemma occurs. The basic role of the administrator is to ensure that the operations of the academic institution are effectively and efficiently undertaken. The administrator supervises and manages day-to-day operations based on the academe’s goals. In greater detail, their responsibilities and tasks encompass the following: (1) in charge of admissions; (2) human resources functions (recruitment, selection, maintenance, development of personnel); (3) record keeping and documentations; (4) ensures safety and security of the institution’s resources; (5) maintenance of equipment, campus grounds, and other supplies; (6) fundraising activities; (7) research; and (8) public affairs, among others. On the other hand, instructors or faculty members are known to be responsible for academic work: teaching and imparting theories, concepts and applications to students, academic advising and counseling. Some faculty members also engage in research specifically for academic purposes. Administrators expect some form of compliance to reportorial documents needed from instructors in terms of submission of grades and other departmental reports. When these required reports are not submitted on time, there would be disruption in the smooth operations of the academic institution necessitating immediate action. Interview Results Four personnel from NCO Academy have been interviewed regarding their views on which is position is more important in the academic institution: that of the instructor or the administrator. Two of the respondents view the roles of both administrators and instructors of equal importance. As averred by Peterson, “all jobs in the military are important. Obviously, some will have a higher priority based on the conditions of the current situation, but no one job is more important than any other. In this case the jobs of the training Developer and the Small Group Leader are equally important. Training developers are Subject Matter Experts who possess a wealth of technical and doctrinal knowledge, but they are not trainers. SGLs hold the special qualities that allow teachers to facilitate a message in various ways so that learning can occur. Was it not for the SGLs the information that the training developers come up with may not be presented in a clear manner. Were it not for the training developers the SGLs would have no curriculum to teach.” Myrick shared Peterson’s conviction that “the importance of the SGLs and the Operations (Admin) are equally the same.  The two entities work as a whole unit to complete a common goal of taking care of students.  To attempt to give one more credit than the other or to say I like doing one more so than the other would represent nothing.”  On the other hand, one respondent, Hayes, is convinced that the role of the administrator is more important because the administrators prepare educational materials beforehand for the instructors’ performance of their jobs. He stressed that “without the assistance of the administrators, we would not be able to successfully perform our jobs. To caveat, if I weren’t a good administrator myself, I would fail my students and not be prepared either for my teaching duties.” Finally, one respondent, Silfuentes, confirmed that the instructors’ role is more important because they are the people who directly impart academic instructions to the students. Silfuentes emphasized that instructors “counsel, mentor, and evaluate the students for leadership positions, class involvement, and the ability to organize community projects.” However, it is important to note that despite his recognition that the instructors’ role is more important, he acknowledged that “behind every operation you have the administration, which pulls the strings and points the directions. Administration organizes the paperwork need for training; they lead in in-processing, follow through on equipment and supplies request. The process the students’ information files and gathers their counseling, evaluations and test scores and determine who graduates with or without honors. The administration is holds it all together, who does the work between the lines to accomplish the mission.” Overall, all respondents acknowledged that each group of personnel needs each other for the successful implementation and achievement of the academe’s goals. The importance of communication is seen as a vital factor for the smooth interpersonal relationships among these two groups. Analysis The human resources in each and every organization are its most important resource. There are different job positions with respective responsibilities that are required to achieve organizational goals. No one particular position is relatively more important or relevant in the organization than another. Each and every person’s task makes a critical contribution to the achievement of the specified objectives. Even one person’s failure to do his expected role would disable the organization in the effective and successful attainment of its defined vision and mission. The same concepts apply in the case of NCO Academy. Failure on the part of the instructors to complete the accomplishment of required paper works would create a backlog in the total operating cycle. The failure of any one task to be accomplished would reverberate to more tasks that would suffer in terms to timely accomplishment of the rest of the required activities that depend on the task’s completion. Recommendation Given the abovementioned dilemma, as well as recognition by both sets of personnel, of each other’s contribution to the academic institution’s goals, the following courses of action should be implemented: (1) formally relay the problem to the immediate supervisor to investigate on the details and identify the source of the problem. If only one or two instructors fail to submit or complete the required documents, these instructors could immediately be summoned for clarification of the issue and explanation on their side for the reasons for noncompliance; (2) address reasons for noncompliance either by lightening the instructors’ load or by simple following a strict schedule; (3) determine how the administrators can assist the instructors in making sure that the required documents are completed on time; (4) solicit suggestions from both sides on recommended courses of action to solve the dilemma. By using active participation and collaborative style, solutions are appropriately designed and willingly accepted; and (5) apply suggested solutions and frequently monitor its success. Conclusion Human behavioral problems in organization normally occur due to the interplay of diverse characteristics, values and behavior of each and every individual who works in it. The best way to solve problems involving human relationships is through the communication process. An effective leader who understands human behavioral concepts and theories must apply his leadership skills in determining the best way to address any problem that emerges. He should recognize that there in no one solution to any given dilemma. The ways to solve human resources problems depend on factors that currently influence the workforce. An examination of these factors would assist the leader and decision maker in arriving at the most appropriate solution. At NCO Academy, the problem that ensued between the administrators and the instructors necessitated a review and assessment of each set of personnel’s position and role in the academe. By realizing that each personnel’s active contribution to organizational goals, the rift between them would be properly addressed. It just requires the keen governance of NCO Academy’s leaders to steer the organization into an efficiently operating academe focused in the achievement of its organizational goals. References Broom L. & Selznick, P. (1977). Sociology. A Text with Adapted Readings. Harper & Row, Publishers, Inc., New York. Delaune, S. & Ladner, P. (2006). Fundamentals of Nursing: Standards & Practices. Delmar Learning, Inc., Singapore. Martires, C.R. & Fule, G.S. (2000). Management of Human Behavior in Organizations. National Bookstore. Philippines. Read More