Leading the Engaged NQF Enterprise †MyAssignmenthelp.com

Question: Discuss about the Leading the Engaged NQF Enterprise. Answer: The stakeholders of NQF include Mr. Seow (Principal), Ms. Tay (Academic Director), Ms. Yayah (Executive), Mr. Takeshi (Finance Director), Mr. James (Finance Manager) and Ms. Sue (Sales staff) along with the student who enrol in the training programs. The principal and the academic director are responsible to provide valuable feedback about the continuation or the termination of the pilot programs that are being held within the institute. Ms. Yayah is responsible for completion of the presentation about the daily proceedings regarding the pilot programs so that it can be presented in the next meeting with the principal. Mr. James is in charge of the financial reports so that it can be presented to the CEO but he has complained about the lethargy that the employees have regarding the completion of the process of work. Ms. Tay is responsible for themanagement of the lecturers along with the activities of the students. She does this by recruiting new people so that the schedules and the scope of the syllabus can be covered efficiently (Day et al., 2014). The challenges that are present in the case study is that there is a difference between the leaders and the managers, as the responsibilities have to be understood from both the sides. The leaders are responsible for inspiring the employees to come up with new ideas, which will help in driving the business forward (Bolman Deal, 2017). The managers need to implement the ideas so that it can be controlled and ensure that the employees are achieving the goals by fulfilling those objectives. The learning of the employees has to be implemented within the work place so that it can be productive and effective within the organization so that the output can be increased (Johansson, Miller Hamrin, 2014). The level of learning among the employees is different due to the various styles through which they learn the processes. The implementation of the learning processes will be different for the employees due to their different styles. The impact of the challenges has to be measured so that the organizations can get to know regarding the amount of money and time that is being invested within the employees (Ganon-Shilon Schechter, 2017). The barriers that are present in the organization provided in the case study are that there is a lack of focus by the topmanagement that has created a problem in the work culture and the engagement of the employees in the process of work (The scenario where Mr. Seow asks Ms. Yayah to prepare a prepare despite her shift being over). The organization does not conduct a process through which the feedback of the employees can be collected so that it can help in the smooth functioning of the work place, which will bring the minor details in the attention of the managers. The medium of communication within the organization is saturated that has led to a lethargic approach among the employees in communicating with each other. For instance, Ms. Sue resigned due to the lack of support from the director regarding increasing her level of productivity, as she did not get any support from the seniors in the organization (Hezlett, 2016). The other barrier that is present within the organization is the ability to work together in a group. Mr. James had complained about the commitment and the attitude towards the work that has been shown by the employees, which has led to the delay in presenting the financial report. He himself was also responsible in delaying the process, as he did not check and approve the report that was supposed to be presented to the CEO. Ms. Yayah was about to leave the office premises when the principal asked her to do the necessary work by staying back in the office. This shows that the employees lack the communication skills, as the executive was not ready to work extra hours due to her personal commitment back home, which shows there is a lack in the work-life balance that hinder them in working within as a unified manner within the organization (Grossman Valiga, 2016). Another barrier within the organization is the lack of the leadership skills by the CEO, as he is not able to foresee the future through which the goals of the company can be achieved, which can be achieved within a specific time. There has to be transparency within the work place that will help in engaging the employees more towards the work, as Mr. James had no knowledge about the work that his colleagues were doing and the necessary things that was supposed to be a part of his work. This will help in communicating all the messages to the employees at the right time so that they can be informed about the new policies that are being formulated within the organization in a constant manner (Hezlett, 2016). These barriers can be overcome using the adaptive challenge style that is present within the leadership qualities. The seniormanagement needs to align the team so that it can help them in creating a better team. The members of the team have to be assigned their designated roles and responsibilities so that it can help them in carrying out their duties in a rightful manner. The leaders of the team need to come up with a good and comprehensive story so that it can help in influencing the employees in working towards it. the leaders have to make sure that the values and the mission of the company is articulated to the employees in a sincere manner so that the investment of resources and time can help in better returns for the company. This will help in motivating the employees so that they can be engaged with the work, which will lead to a lower rate of absenteeism within the organization (Bedarkar Pandita, 2014). The pattern of communication has to be two ways so that it can help themanagement in considering the feedbacks of the employees. The new policies that are being applied in the work place has to be communicated to the employees so that they can adapt to the changes and provide the management with the feedback. This will help the organization in working in a better way and take in to consideration the feedbacks provided by the employees. The managers need to be considered as well, as they can help in motivating the employees regarding the new policies that are being taken up the company. The leaders have to adapt to the different situations so that it can help them in influencing the employees in achieving greater levels of productivity (Thompson, Lemmon Walter, 2015). References Bedarkar, M., Pandita, D. (2014). A study on the drivers of employee engagement impacting employee performance.Procedia-Social and Behavioral Sciences,133, 106-115. Bolman, L. G., Deal, T. E. (2017).Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., McKee, R. A. (2014). Advances in leader and leadership development: A review of 25years of research and theory.The Leadership Quarterly,25(1), 63-82. Ganon-Shilon, S., Schechter, C. (2017). Making sense of school leaders sense-making.Educational Management Administration Leadership,45(4), 682-698. Grossman, S., Valiga, T. M. (2016).The new leadership challenge: Creating the future of nursing. FA Davis. Hezlett, S. A. (2016). Enhancing experience-driven leadership development.Advances in Developing Human Resources,18(3), 369-389. Johansson, C., D. Miller, V., Hamrin, S. (2014). Conceptualizing communicative leadership: A framework for analysing and developing leaders communication competence.Corporate Communications: An International Journal,19(2), 147-165. Thompson, K. R., Lemmon, G., Walter, T. J. (2015). Employee engagement and positive psychological capital.Organizational Dynamics,44(3), 185-195.