STRATEGIC HR AND LEADERSHIP

Introduction
Leadership role in a team facing pervasive issues in the organization revealed an alarming trend
of poor performance and a remarkably high turnover rate. This concerning scenario not only
risked the team's productivity but also cast a shadow over the overall organizational
performance.
The current effect of diminished employee morale and productivity had reached a critical stage
the most capable members of the team were being courted by competitors, dangling enticing
opportunities for new careers and personal development.
This narrative unfolds against the backdrop of an organizational environment where the ebb and
flow of talent are shaping the competitive landscape. In this case study we delve into the
multidimensional approach undertaken to address the root causes, strengthen team dynamics, and
implement measures
Possible Definitions
Professionalis Professional work has established professionalism as a distinct method of
m organizing tasks and managing employees.
HR Models Models differ with pluralistic approach, which holds that employers and
employees have common interests, and with unitary approach, which holds
that employees and employers have different interests.
High Turnover Main goal of the turnover model is to identify the factors that lead to
employees leaving their jobs, this concept places an emphasis on voluntary
behavior.
Skills and/or A person's strengths are their innate abilities, whereas skills are their
Strengths acquired knowledge.
Competitive Workers should be paid a wage that is competitive with similar jobs in the
Compensation market.
Performance Development planning that maximizes an individual's performance in line
Management with the organization's strategic goals is an ongoing, continuous process of
conveying and clarifying job duties, priorities, performance expectations,
and performance reviews.
Leadership Provides a theoretical basis for effective management of staff.
Models
Retention The method via which an organization keeps its workers from leaving.
Strategies
Change Organization plans for and executes changes to its internal and external
Management operations. As part of this process, it is important to prepare and assist staff,
identify the steps that will be required to implement the change, and
monitor both the activities that occur before and after the change to make
sure it goes well.
STRATEGIC HR AND LEADERSHIP

Inclusions vs. Limitations:

Dealing with and reducing the effects of high team turnover is the primary goal of this case
study. A thorough analysis of the current problems and potential solutions, including analysis,
retention methods, and leadership roles, will be included of the report. Nevertheless, it is crucial
to acknowledge the case study's potential shortcomings and the factors it may not cover, such as
economic developments, laws and regulations, and technological advancements.
Structure:
Root-cause analysis, impact on organizational performance, approaches, leadership role,
improvement strategies, and implementation plan are all parts of this structured method that
work together to solve the problems.
Critically Estimate and Evaluate:
Adopted Leadership Style:
Leadership style and employing a comprehensive strategy to tackle the recognized obstacles, the
efficacy of leadership interventions will be assessed using quantitative and qualitative metrics.
By implementing regular evaluations and feedback systems, leadership tactics may be
continuously improved to meet the changing demands of the team and organization.
Both the field of organizational psychology and the field of management have devoted
considerable resources to the study of transformational leadership. James MacGregor Burns and
Bernard M. Bass are just two of many scholars who have studied the effects of a leader's ability
to inspire others and found that it improves work satisfaction, morale, and productivity (Tseng,
S.M., 2017).
Visionary Leadership:
This development in leadership thinking signaled the beginning of a shift to what has become
known as new-genre perspectives that focus on more interpersonal, inspirational, and visionary
leadership. Transformational leaders inspire and motivate by articulating a compelling vision for
the future. They provide a sense of purpose and direction, aligning team members towards shared
goals (Ellen, B.P. (2016).Visionary Task awareness leads to people’s motivation and A focused
team having a common organization goal provides better performance and results (Bass, B.M.
and Riggio, R.E., (2010).
Individualized Consideration:
Transformational leaders value each team member's strengths and needs. They encourage
professional growth and offer personalized assistance. This study examines the theoretical and
practical differences between developmental and supportive leadership, which are currently
grouped under transformational leadership's individualized consideration sub dimension. These
constructs were assessed, and hypotheses about developmental and supportive leadership
influences were made. Confirmatory factor studies supported the distinction between
developmental and supporting leadership, however these leadership factors were substantially
related (Rafferty, A.E. and Griffin, M.A., 2006).
STRATEGIC HR AND LEADERSHIP

Intellectual Stimulation:
Transformational leaders inspire team creativity and innovation by sparking intellectual
curiosity. They question the status quo and encourage lifelong learning. Leadership intellectual
stimulation is a relevant team social resource that provides support for team learning. Also,
positive affect contributes significantly to improve learning among teams. Results provide
evidence of the strong relationship that intellectual stimulation has on team learning and team
positive affect, as well as the potential of positive affect for stimulating team learning. (Yasin,
G., Nawab, S., Bhatti, K.K. and Nazir, T., 2014).
Inspirational Motivation:
Inspirational motivation given through positive communication, transformational leaders inspire
and value individual and team contributions. One of the most debated models for leadership is
transformational leadership. Leadership conduct will be examined from a transformational
leadership perspective for its four components. Charismatic Leadership, Idealized Influence,
Inspirational Motivation, Intellectual Stimulation, and Individualized Consideration (Cetin, M.O.
and Kinik, F.S.F., 2015).
Actions to Address the Situations:
Vision Casting:
Compelling team and organization vision that emphasizes excellence and shared success. Big-
picture executives may find it easy to create a vision. However, these leaders may struggle to
project focus. However, leaders who like the here-and-now, day-to-day work may find vision-
casting intimidating. While battling daily challenges, a great leader envisions a bright future
(Mccloskey, M.W., 2014).
Individualized Development Plans:
Personalize team members' development programs to line with organizational goals and
encourage career advancement. An individual development plan is a framework that helps
individuals evaluate their strengths, weaknesses, career goals, and short-term objectives. It is
often completed during performance reviews, self-appraisals, or one-on-one meetings and allows
employees to self-reflect on their professional growth. (Shaddock, A.J., 2002).
Promoting a Culture of Innovation:
Encourage a culture of continuous improvement and innovation, fostering an environment where
team members feel empowered to contribute ideas and solutions. The purpose of this study was
to examine the contribution of organizational culture processes aimed at promoting innovation in
small businesses (Harel, R., Schwartz, D. and Kaufmann, D. 2021).
Effective Communication:
Address problems, discuss progress, and make team members feel heard and appreciated by
communicating openly. Leadership communicate to exist as social beings surrounded by others.
its need others to share and discuss perspectives, solve difficulties, provide comfort, love, and
STRATEGIC HR AND LEADERSHIP

security, and achieve our goals at work. Leadership must communicate to attain these aims. The
glue that binds society. Communication improves organizations chances of attaining goals
(Alessandra, Hunsaker, 1993).
Leadership Development Programs:
The purpose of the leadership development programs is to make leaders competent to function
effectively and manage and influence the employees. It assists in organizing and synthesizing
complex ideas into a tapestry of words and images. (Amagoh, F., 2009).
Evaluation of Leadership Effectiveness:
Key Performance Indicators (KPIs):
Set team performance, engagement, and turnover KPIs. To evaluate leadership activities, track
these metrics regularly. Program efficacy must be measured. KPIs should meet Baseline and
End-of-Period targets. An organization may not be able to report on a KPI, which will be
considered after the reporting period. Organization can use the ‘Comments’ box as needed. The
organization can also add KPIs it deems useful for reporting (Indicators, K.P., 2021).
Feedback Mechanisms:
Implement regular feedback mechanisms to collect input from employess regarding leadership
effectiveness, organizational climate, and the impact of implemented strategies. The expected
successful performance and self-goal setting as mediating variables and takes the dual system
theory. This case study constructs a chain mediating model in which supervisor developmental
feedback affects employee workplace learning (Wang, S. and Zhang, X., 2022).
Employee Surveys:
Conducting an employee survey is a strategic endeavor, and its success hinges on meticulous
planning and execution. Structured approach to ensure your employee survey yields meaningful
insights: Clarify the Survey’s Objective which identified the employee issues and improvement
points for retain them (Sanchez, P.M., 2007).
Team Performance Reviews:
Review team performance regularly, using quantitative and qualitative criteria. Evaluate target
attainment, teamwork, and productivity. A performance review is a documented evaluation of
how effectively a team member is meeting their goals and responsibilities. Receiving clear,
action-oriented feedback can increase employee engagement and retention, so regular in-depth
performance reviews are important. (Kendall, D.L. and Salas, E., 2004).
Adaptability and Flexibility:
Evaluate the organization adaptability and flexibility. Resilient and flexible organizations can
handle problems better. Because firms work remotely and have work-life balance policies,
flexibility is crucial. Most workplace flexibility research focuses on individuals or organizations.
These communication theories assume transmission or transaction without considering how
STRATEGIC HR AND LEADERSHIP

organizational discourses affect flexibility (Myers, K.K., Gailliard, B.M. and Putnam, L.L.,
2013).
Reflection:
Navigating Leadership Challenges
Addressing poor employee performance and significant turnover has changed professionally and
emotionally. This experience has shaped personality, values, and beliefs, re-evaluating leadership
style and developing essential abilities and strengths.
1. Impact on Personality, Values, and Beliefs:
Adopted Leadership Style:
The challenges faced necessitated a shift in my leadership style, leading to the adoption of a
more transformational approach. This case study aims to examine how project managers'
leadership styles and subordinates' organizational commitment correlates with leadership
outcomes and work performance of subordinates on projects. (Limsila, K. and Ogunlana, S.O.,
2008)
Values and Beliefs:
Empathy in leadership was reinforced by the experience. Leadership philosophy centers on team
members' distinct needs and goals. Complex relationships between leaders and employees
situations make leadership contextualized (Hollander & Julian 1969). Managers must modify
settings to improve results during change implementations since individuals are immersed in
distinct realities. A person’s principles or standards of behavior; one’s judgment of what is
essential in life. Values are stable, long-lasting beliefs about what is essential to a person.
Confidence in the truth or existence of something not immediately susceptible to rigorous proof.
(Hearn & Ninan 2003).
2. Skills and Strengths Discovered and Developed:
Communication Skills:
Communication skills in the organization line manager to employess include a mix of verbal and
non-verbal abilities. Learn more about the importance of communication skills and how can
improve. Communication involves conveying and receiving information through a range of
verbal and non-verbal means. (Slachmuylder, J.L., 2015).
Adaptability:
The issues were dynamic and required flexibility. The necessity to change strategy, reassess
goals, and adjust to unexpected challenges has improved flexibility. A proactive approach to
change has become a strength, enabling more nimble organizational responses. (Chan, H.K. and
Chan, F.T., 2010).
STRATEGIC HR AND LEADERSHIP

Strategic Thinking:
Navigating the intricacies of poor performance and high turnover required a strategic mindset.
Crafting and implementing a multifaceted plan involved strategic thinking, encompassing short-
term interventions and long-term visioning. This experience has cultivated a strategic acumen
that extends beyond day-to-day operations. (Nuntamanop, P., Kauranen, I. and Igel, B. 2013).
Empathetic Leadership:
Realizing the human element in leadership is impactful. Empathy as a leadership strength has
deepened team relationships. Understanding their struggles, goals, and concerns has helped
leaders be more empathic and collaborative. (Slachmuylder, J.L., 2015).
Continuous Learning:
The commitment to continuous improvement, a key aspect of transformational leadership, has
instilled a passion for continuous learning. Regularly seeking feedback, staying abreast of
industry trends, and actively engaging in leadership development programs have become integral
to my leadership journey (Rao, M.S., 2013).
Conclusion:
Ultimately, dealing with issues like high turnover rates and poor team performance has been a
great learning experience . A more robust, compassionate, and strategic leader has emerged from
the combination of a transformational leadership style, a more refined set of principles and
beliefs, and the cultivation of vital abilities and capabilities. Taking charge of a group dealing
with systemic problems at work exposed a worrisome pattern of low performance and an
unusually high turnover rate. Because of this worrying situation, the team's productivity dropped
and the organization's overall success took a hit. Employee morale and productivity took a
nosedive as top personnel flocked to rival companies that provided more attractive career
options. The problem of high employee turnover and poor team performance was addressed
through the application of leadership interventions and methodologies. It looked at
transformational leadership, how it influences one's character, principles, and beliefs, and how
one might build resilience in the face of adversity. The leadership course covered topics such as
effective communication, flexibility, strategic thinking, and leading with empathy, perseverance,
and lifelong learning. Both the team and the leader's role were transformed by transformational
leadership, which places an emphasis on vision and personal attention. Recognizing and meeting
the individual needs of team members was further solidified by empathic principles. During the
journey, participants honed the communication, adaptability, and strategic thinking skills
essential for navigating organizational challenges. Empathetic leadership, grounded in a
profound comprehension of the human condition, encouraged collaboration. The leader's
determination and thirst for knowledge allowed them to overcome obstacles and become a better
leader. In spite of the difficulties that persist, I am determined to learn from my mistakes and use
them as springboards for personal development.
STRATEGIC HR AND LEADERSHIP

Recommendation:
Recommendations based on these findings include making a healthy and friendly work
environment a top priority, investing in leadership development programs on an ongoing basis,
and fully embracing transformational leadership. Consistent achievement requires regular
evaluations for what market benefits are giving, reward systems, and clear lines of
communication. In real HRM implemented encourage a resilient company culture that sees
setbacks as chances for improvement. A road map to long-term leadership success and
organizational thriving is the goal of these suggestions.

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STRATEGIC HR AND LEADERSHIP

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