DQ No.1: The effective and infective cycles are similar in some ways,
although they have opposite effects. What are the similarities? What are the
effects of each? Share your personal experiences with either or both of these
cycles.
DQ No.1: Answer:
The effective
cycle refers to a cycle in which people’s high expectations meet with high
performances. In addition, the effective cycle is a process in which
subordinates respond to the high expectations of their managers with high
performances. The basic difference between effective and ineffective cycle
relates with the effect of performance. If there is a positive effect in the
performance then it is called effective cycle. Likewise, if there is a negative
effect in the performance then it is called ineffective cycle. In the following
paragraphs, I will examine the some of the similarities between effective and
ineffective cycles and their effects on the performance, and try to come up
with my own experience:
The similarities of the effective and
ineffective cycles are as follows:
1. Connection
between People’ expectations and performances:
It
seems quite similar between effective and ineffective cycle when people
performances are led by their expectation and efforts. Both of them are linked
with people performance and expectation.
2. The
spiraling effect of the cycle:
It
should be noted that there is always spiraling effect whether there are
effective or ineffective cycles. It can go upward or downward but spiraling
effect is always there. If result is a positive then upward spiraling effect
and if there is a negative result then downward spiraling effect.
3. Determination
of the performance readiness levels:
The
organizations often strive to be effective in achieving their goals. However,
they need to consider the employees’ performance readiness levels so that effectiveness
can be achieved by moving readiness level 2 to level 2 and so forth. Both are
helpful in determining employees’ performance readiness for achieving a common
goal.
4. The
effect of new people:
Organization can’t run without people but when
new people or employees enter into the organization, they can affect the
organizational performance and goal attainment. If entered persons have
effective skills, abilities and experiences then organizational progress goes
towards positive direction and vice-versa.
The effects of effective and ineffective cycles
are discussed below:
When there is
effective cycle takes place in the organization again and again, the upward
spiraling effect occurs. If there is upward spiraling effect, people expect
high and that lead s to high performance. In this situation, high expectation
results in high performance and even more productivity.
However, when
there is ineffective cycle takes place, the downward spiraling effect occurs.
In this case, low expectations result in low performance, which motivates the
low expectations and produces even lower productivity. This situation may
create the interpersonal problems, hostility, and slowdown in work performance.
One of My personal experiences with effective
cycle:
Although there
were lots of subjects available while studying BBA, I always expected Marketing
as my best subject. For my own interest, I used to give more efforts in
studying and organizing more programs related to marketing. As a result, after
some years, it seems that my performance in the marketing had increased
drastically as I expected. So, it was my experience with effective cycle where
I was able to improve my effectiveness in the field of marketing for my future
aspiration.
In short, it can
be noticed that people’ expectation can lead to people’s performance and they
are directly related. Thus, we need to expect for high performances and
sufficient efforts should be put to achieve these performances.
DQ No. 2: How can a leader
recognize a regressive cycle, and what should the response be?
DQ No. 2: Answer:
The
developmental cycle and the regression cycle can be used to examine the
performance readiness level of the followers. For achieving organizational
objectives, leaders should be able to communicate, diagnose and adapt with the
situation and other people so that performance can be improved.
A regressive cycle refers to the
situation in which the followers’ performance readiness level moves downward
instead of moving upward. A leader can recognize a regressive cycle when their
followers start to behave less willingly than they had in the past. The
regressive cycle occurs when there is a huge decrease in the followers’
productivity. A leader had to identify the regressive cycle by making a
comparison between past performance readiness level and present performance
readiness level, and if it is a lower performance readiness level than before
then it is regarded as a regressive cycle.
However, dealing with regressive cycle is very complex task
for any leaders so that they must a must determine the situation first and
affecting other variables. If there is
the condition of a regressive cycle, a leader should always strive to reduce it
for improvement of the performance. For this, a leader needs to increase the
task-relevant performance readiness of an individual or group beyond where it
has been in the past. It is inevitably true that when an individual or group is
becoming less effective, a leader should make an intervention in the regressive
cycle. This can be resolved by creating a positive attitude, inspiring the
employees, communicating with them, being proactive and supportive. Also, leaders
must know the followers’ readiness level and should cope with situational
leadership styles to integrate the followers’ readiness level. Therefore, it is
important to note that leaders got to use suitable leadership style to fit the
present level of performance readiness for reducing a regressive cycle and
producing the reasonable results.
Having discussed these, it would be wise for any leaders to
recognize the regressive cycle and then they have to analyze the situational
leadership styles in order to come up with a positive response. I think that
responses should be provided as per the situation and leadership styles.
References:
-
P. Hersey,
Kenneth H.Blanchard, Dewey E. Johnson. (2008). Management Of Organization
Behavior: Leading Human Resources. New Jersey: Pearson prentice Hall.
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