Analysing The Organisational Problem Critically

Introduction

Leadership and management are one of the effective factors behind the achievements of organisational success and in this regard the leaders and followers or the managers need to be cooperative so that it is easy to interact and conduct open discussion for getting updated and complete the organisational activities proficiently by developing an effective team (Bolden, 2016; Shuen, 2018). The aim of this critical analysis is to identify the issue in the workplace for which the mentor and the mentee face problems in enhancing their performnace and increasing their contribution in achieving organisational success. In this regard, it is beneficial to identify the issue and analyse on the help of the GROW model through which performnace can be managed and the issue can be resolved through developing appropriate solutions. Herby, in this research, the GROW model is effective for successful analysis of the individual who face problem of poor communication whereas in the recent era of globalisation, it is difficult for the employees to perform better without developing appropriate communication and increasing interaction at the workplace. In this context, the research is helpful for analysing the organisational issues and its impacts on the leaders and managers as well as it provides a scope to evaluate the current issue and recommend some suitable improvements for developing effective relationship between the leader and the follower.

In the present case, I am Amrat, the mentee in the athletic club and my mentor is Sam and I was coaching at Bridgend Athletic Club, where I need to provide coaching sessions to the athletes and I decided to deliver different new exercise to the group that has never done before. It is very challenging for me to provide good exercise through which the athletes can be inspired, and they can imporve their practice for achieving high in near future where the ne exercise will be helpful for them to be fit and fine. In this scenario, the challenge for me is that lack of resistance to change and internal conflicts between the athletes to adopt the changes. It becomes a challenge due to lack of communication in the athletic club where I try to get advice from my mentor Sam and it is difficult for me to interact with my mentor due to non-cooperation and lack of teamwork at the club. This further worsen the scenario and it is very hard for me to lead the change without proper communication and working in a team. The skill that is needed here is high communication and interaction which is related to leadership style where I need to imporve my communication skill for interacting with my mentor and get appropriate advice from Sam, so that I can lead the changes and inspire the athletes with a huge range of new exercise. The main challenges for me are such as lack of communication, poor interaction, non-cooperation, lack of team work and resistance to change which worsen the scenario to provide effective coaching to the athletes in the Bridgend Athletic Club.

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Evaluating GROW Model with case study analysis

In order to evaluate the above-mentioned scenario of the Bridgend Athletic Club, it is effective to utilise GROW model through which it is easy to analyse the existing issue related to leadership and management. As per the model, there are four parts such as Goal (G), Reality (R), Option (O) and Wrap Up (W), which stands for GROW and this model is effective for analysing the gaols and objectives of the individual as well as identify the existing issues and the problems at the workplace for which the performnace of the individuals can be hampered (Amanchukwu, Stanley, and Ololube, 2015; Doz, 2017). Hereby, the model is effective for successful evaluation of the existing problems at the workplace and it further provides an opportunity to acknowledge the goal of the individuals and analysing the existing scenario critically for proposing new strategic planning for the individuals to improve the leadership skill and management practice for achieving the prespecified goal and objectives of the individuals or business. The four parts of the GROW model can be evaluated further (Refer to appendix 1).

Goal is necessary to be developed by the leader and the managers in the organisations for achieving higher and ensure future success and in this regard the individuals in the companies try to set appropriate goals and objectives for following a suitable path to make the organisation successful and achieve higher in near future (McCaffery, 2018). Through setting appropriate goal and of the company, it is possible to identify what exactly the organisation requires to make this successful. For example, in the present case study, I am mentee and my mentor are Sam and I as a coach of the Athletic club, try to provide some new exercise that could not take place before ion the club. This is the main aim of mine being the coach of the Bridgend Athletic Club. After setting the goal, I try to seek some suggestions from my mentor to identify the possible techniques and ways to meet the gaol of providing quality exercise which would be helpful for the athletes to achieve their aims.

Through reality, one can analyse the present situation and evaluate the situation for developing some better and different solution for achieving higher (Hallinger et al., 2015). In this regard, reality provides a scope to assess self-realisation and test the present situation successfully so that it is possible for the individual to utilise their problem solving and decision-making skill. In the present case, I as a mentee and coach in the Bridgend Athletic Club aim at providing some highly and technologically upgraded exercise to the athletes so that their interest can be maximised, and they can be more fit and fine for gaining success in further challenges and games. Reality in this context helps me a lot to analyse the present situation of the Bridgend Athletic Club where I try to improve the exercise through enhancing the exercise by hand and by using technology and machineries. As per the present situation, the problem is lack of communication for which I fail to seek appropriate some suggestions from my mentor, where I need some in depth recommendations about how I can provide highly effective exercise to the athletes. However, due to lack of communication and non-cooperation at the club, I fail to interact with my mentor and it is difficult for me to seek appropriate ways to meet my objective.

In addition to these, there are other issues at the Bridgend Athletic Club for which I cannot cooperate with my mentor and other people at the club which are such as resistance to change, internal conflicts, lack of proper cooperation, language gap and poor interaction for which I fail to build strong relationship with the athletes who are practicing in the Bridgend Athletic Club. These are the main challenges for me to achieve my aim and objectives of providing efficient exercise to the athletes and my mentor is also not collaborating with me which further worsen the scenario where I fail to provide proper exercise and implement the technology and machineries which would be helpful for the athletes. These are mainly the issue related to leadership and management for which it is difficult for me to develop appropriate organisational culture at the Bridgend Athletic Club.

Option is third factor under the GROW model, where it is posisbel to invite feedback and suggestions from the clients as well as the mentor which would imporve the present situation where there is existing issue for which it is hard to fulfil the aim of the individuals (Thorpe, 2016). In this regard, I try to seek further options to resolve the existing issues as mentioned above and it provides me a scope to opt better options which may lead to achieve success in near future. Offering different suggestions and options and making different choices for achieving better outcome scan be possible under this stage where the individual can develop different posisbel solutions which may imporve the present situation as analysed before in the reality stage. In this context, I try to identify full range of options and invite suggestions from my mentor by enhancing communication and interaction with my mentor. Offering the suggestions and choosing the best possible choices that would be helpful to mitigate the existing issues at the workplace. Hereby, this is effective for me to opt for different solutions and choose the best one to overcome the current issues and achieve my aim of providing suitable and technologically advanced exercise of the athletes at the Bridgend Athletic Club.

Wrap up is the ultimate stage of the GROW model, where the individual tries to implement the best choice at the workplace and commit to action properly to achieve higher (Oshagbemi, 2017). While implementing the solution, the Individual also tries to acknowledge the obstacles at the workplace and seek support to resolve the obstacles so that the strategic planning can be implemented successfully. Commit to the action and ensure the implementation of the strategic planning are effective to improve the case scenario and, in this context, I try to analyse the present situation and develop the solution of improving organisational culture which would be helpful for me to interact and cooperate with my mentor and achieve the aim of providing good and innovative exercise to the athletes.

This model is hereby beneficial to analyse the present situation and acknowledge the existing issues for which one fails to achieve the aim. Through the GROW model, it is also possible for me to utilise the problem solving and decision-making skill which are effective to develop new ideas and strategies for successful achievement of the gaol. clear goals and objectives of the individual is helpful to follow a suitable path and seek proper recommendations for choosing the best one, so that it is easy for the individual to achieve the goal. The disadvantage of the GROW model is that it fails to assess the risk empirically and in addition to this, the GROW model only relies on the past situation to predict the future (Quirke, 2017). The benefits of the model are that it is easy to understand, and it can be easily implemented for analysing the present situation of the organisation and acknowledge the current issues for which the aim of the individual cannot be met. After analysing the present situation, the GROW model also provides an opportunity to the individual to develop posisbel solutions to mitigate the existing issues and achieve the aim successfully.

Critical analysis and conclusion

As per the above discussion, the major problem is lack of communication for which I fail to fulfil the aim of providing effective and technologically advanced exercise to the athletes in the Bridgend Athletic Club. Due to poor cooperation and lack of communication, I also fail to interact with the Mentor and build strong relationship with him which further worsen the scenario at the Bridgend Athletic Club. In this regard, I try to imporve communication so that it is possible for me to seek adequate feedback and information from my mentor which would be helpful for me to achieve my goal successfully. Through communication, I also can cooperate with the athletes and reduce the issue of resistance to change and internal conflicts where I try to communicate my gaol and convince them to adopt the changes for their benefits. Hereby, communication plays a crucial role through which it is possible to improve the present scenario and build strong relationship with my mentor as well as with the athletes for providing the best possible exercise (Wang, Pauleen, and Zhang, 2016). Through improving communication, I also try to develop appropriate organisational culture that would be bencianol for me to achieve success and cooperate with my mentor with proper interaction ad collaboration. There are two types of communication through which I can imporve my communicative skill which are verbal and non-verbal, and I focus on both the ways for enhancing internal communication where I can interact with all the athletes and also with my mentor for developing appropriate organisational culture (Refer to appendix 2).

For developing non-verbal communication, I focus on gesture, body language, tone of voice and facial expression which are necessary for me to develop internal communication. I try to meet all the athletes and also with my mentor with smile and respect their preferences so that their interest in cooperating with me can be maximised. On the other hand, I aim to enhance verbal communication through both written and oral ways. for mitigating language gap, I use common language English as well as use local language for interacting with the athletes. In addition to these, telephonic conversation with my mentor and the athletes is also helpful for me to develop my communicative skill which would be helpful for seeking the feedback from the athletes and get proper advice from my mentor. In addition to these, I arrange group discussion session and general meeting and influence the team members and the athletes as well as my mentor to take active part at the sessions where open communication, discussion over the topic of providing good and technologically advanced exercise are helpful for me to get feedback from all of them and enhance internal communication and this further helps me to improve cooperation and collaboration with the athletes and the mentor as well as mitigate the issue of resistance to change, misunderstanding and internal conflicts.

Through improving communication, I can also develop an appropriate team with all the athletes and my mentor which will provide me a scope to get proper feedback how to implement new exercise for the athletes. On the other hand, I also focus on written communication through sending personalise email to the athletes and also to my mentor for seeking advice front hem as well as providing report and letters through which I can communicate with the and resolve the existing solutions. I hereby, aim to develop positive organisational culture with high internal; communication and cooperation which are effective for me to build string relationship and trust with my mentor that in turn provides me a scope to seek different solutions and get proper suggestions and advice for future improvements at the Bridgend Athletic Club. This communication and interaction strategies are also advantageous for me to improve my leadership skill and managerial practice at the Bridgend Athletic Club where I try to maintain transparency and accountability, treat all the athletes and my mentor with respect, positive working behaviour and cooperation. Hereby, it can be stated that, communication is the best medium to mitigate the issue of non-cooperation, resistance to change and internal conflicts where I try to develop internal communication through positive interaction, body language, respect for each other and written communication as well as open discussion which are effective for me to develop trust and loyalty among the athletes and my mentor and seek general feedback from them for successful improvement of the Bridgend Athletic Club in near future.

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Reference List

  • Amanchukwu, R.N., Stanley, G.J. and Ololube, N.P., 2015. A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), pp.6-14.
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  • Doz, Y.L., 2017. Strategic management in multinational companies. In International Business (pp. 229-248). London: Routledge.
  • Hallinger, P., Wang, W.C., Chen, C.W. and Liare, D., 2015. Assessing instructional leadership with the principal instructional management rating scale. Dordrecht, Netherlands: Springer.
  • McCaffery, P., 2018. The higher education manager's handbook: effective leadership and management in universities and colleges. London: Routledge.
  • Oshagbemi, T., 2017. Leadership and Management in universities: Britain and Nigeria (Vol. 14). London: Walter de Gruyter GmbH & Co KG.
  • Quirke, B., 2017. Making the connections: using internal communication to turn strategy into action. London: Routledge.
  • Shuen, A., 2018. Web 2.0: A Strategy Guide: Business thinking and strategies behind successful Web 2.0 implementations. London: O'Reilly Media.
  • Thorpe, R., 2016. Gower handbook of leadership and management development. London: CRC Press.
  • Wang, W.Y., Pauleen, D.J. and Zhang, T., 2016. How social media applications affect B2B communication and improve business performance in SMEs. Industrial Marketing Management, 54, pp.4-14.
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