Sample Leadership Studies Paper on Managing remote workers

Describe Challenging Situations Facing Senior Managers in Organizations that Demand

They Grow as Leaders and Tensions and Conflicts at Play.

Managing remote workers
In organizations where the workers operates remotely and geographically scattered across
the world and work in distinct regions, it's difficult for managers to keep track of every operation
and employee individually. Besides the provision of remote work coordination platforms, the
work environment tends to be isolated because of uneasy and quick access to bosses. The
managers are can’t reach the offices to ask argent questions. The situation lowers the work
efficiency for remote employees due to lack of information from headquarters and promptness of
information (Brotheridge & Long, 2007). Besides, managers have to keep going and traveling for
effective communication and clarity which ingrained issue despite technological mechanisms
provided to enable employee interaction. Facilitation of communication between workers
ensuring transparency and promptness of shared information regardless logistical barriers are key
duties of managers
Conflicts Within Teams
Managers often find themselves in disagreements with their workers, and effectively
resettling them and securing smooth workflow within groups and attainment of collective and
personal goals. When the conflicts are addressed managers are found in difficult situations of
making the judgment as the resolution depends on their care and decision-making ( Brotheridge
& Long, 2007). The conflicts contributing to the challenge are such as the division of resources,
goals, tasks, and personality conflicts.
Meaningful Feedback

Face-to-face conversation with every worker is the answer for success for any manager and
therefore the organization. Workers merit consistent feedback from their employers and
employees because it enables them to feel appreciated and recognized. It allows them to develop
within their company. The challenge is rooted in the transparency and regularity of conversations
between workers and managers. (Brotheridge & Long, 2017) Having chats often with the
employees and discussions based on their achievements and failures and giving help with work
and individual life indicates that managers look after their employees. Consequently, conflict
results from the challenge as a result of a lack of making information too personal.
Explain the three (or more) most important actions a manager as a leader take to address
the challenges. What is done to make a difference? How do managers decide on the best

approach to action? Who helps them to develop the strategy?

For the manager to face the challenge of managing remote workers that result in conflicts
with employees, he has to establish organized daily check-ins. He can make daily calls with
distanced employees that may take the form of one-one calls if the worker works separately from
the other or a group call if the job is highly collective. The best part is that calls are predictable
and efficient and that a discussion in which workers get the opportunity to consult with the
manager so their queries and concerns are heard. Cannella, Finkelstein & Hambrick,2018)
Another mechanism to solve the challenge of managing remote workers is by establishing rules
of engagement. Remote employees become fulfilling and efficient when a manager sets a
prediction for the regularity, means, and perfect timing of conversation for their groups. It can be
facilitated by the use of videoconferencing for daily report forums. Also, the manager can let the
workers know the right way and time to reach him during the workday to guarantee the
distribution of information as required.

One method of solving the challenge of conflicts within teams is avoidance. Avoiding the
conflict especially when the cause of the disagreement is trivial. for instance, when an employee
accidentally does not get an e-mail is an appropriate approach. The manager may also avoid the
conflict when he wants the group to tackle it informally. Additionally, if the conflict doesn’t
interfere with the production of the organization the manager may opt to avoid the matter if no
possible solutions to addressing the disagreement. (Bolden, Gosling & Dennison, 2013) Another
approach is domination. It is an ideal response to an emergency circumstance or when fast,
decisive action is required. It can also be an effectual tool for unpopular resolve or when a group
member is individually affected. Besides, for the manager to keep free from conflicts and enable
a smooth flow of work should develop a management plan and gets everything working. The
manager is helped by the top directors or board, administrators, and all staff to develop the
management plan.
What Kind Resistance Did managers Face and From Whom? How Do They Overcome
That Resistance? What Can Happen If the Changes are Differently?

One of the resistance managers face is the logical resistance which basically results from
the duration employees take to adjust and get used to changes. For instance, when accountants
have to shift from paperwork to digital accounting. It takes them time to change. The second
resistance facing managers is Psychological resistance which occurs as a result of psychological
and Mindy factors. Employees may be afraid of changes due to fear of the untold and less
endurance to change. The last resistance is sociological (Curtis & White,2012). It is associated
with the common morals and customs of a team. Employees may be opting to make a shift but
due to peer pressure from the team they belong to, they get influenced to protest with them.

To overcome the resistance the managers firstly should convince the employees that the
reforms they are put forward are essential. Outline how the employees and the company will gain
from the reforms. Secondly, the management should keep some consideration to make the
reforms smoothly: Changes should be done in stages which is easier to carry out and the reforms
should not generate insecurity among employees. Additionally, the managers should value the
ideas of all workers on whom the reform will have an impact. (Ellis, 2012). The managers should
demonstrate acceptance of the changes to enable the employees to accept. Finally, training
should be conducted for workers to make accept the reforms with confidence. If the employees
are not given a clear explanation about the changes, they have to simplify the situation for
themselves. In such conditions, the opponent of the changes and all the leaders involved in
making the interventions leading the turmoil should be presented to the forefront.
How Managers Feels Toward Entering into Reforms and How their Feelings May Have

Changed During the Experience.

Stressed and Angry About the Inconvenience
Introduction of new processes and applications or working in a new area makes the
managers feel exasperated and tensed (Wittig, 2012). Addition of activities or new components
to learn to make them feel like an inconvenience which may demand the addition of more time
and work during weekends as they try to carry on with their daily workload.
Doubting the Leadership’s Vision
The announcement of organizational reforms provokes doubts to employees, some may
differ with the direction the company is taking and others may take change as harmful to the task
they are allocated (Wittig, 2012). The managers may lose hope in the organization's leadership in
times of company change because they don’t totally trust in the plan.

Happy About the Challenge
Besides stress being an ordinary reaction towards reforms in organizations, it's also crucial
for employers to mind that workers also welcome reforms. Depending on the manager's
personality and exposure to the organization (Wittig, 2012). They may be happy with the new
reforms and interested in what may come.
Ready to Make Adjustments
Besides positive and refusal feelings towards reforms, some managers remain middle
ground. They keep reservations for what may occur and also accepting to be prejudice-free about
the new company structure (Wittig, 2012). The managers know that despite the difficulties in
adopting change there can be helpful results such as promotions. As the managers cope with the
changes, they find it appropriate to proceed to do tasks as before making them then take in
something advanced in difficulty. Managers perceive reforms as a way of providing stability to
the company during hard times

What it means to be an effective leader

Share Their Vision
For a manager to be an effective leader should have a transparent idea of where he wants
to be, how to reach there, and how prosperity looks like. Should be able to illuminate his
perceptiveness clearly and devotedly ensuring the group comprehends how their personal efforts
donate to top-level goals (Notar, Uline & Eady, 2018). Individually performing toward a
viewpoint with perseverance, tenacity and interest influences others to work the same
Leading by Example
A good leader should be able to build reliability to achieve an appreciation of others to
leave an example. Show the behavior that other employees should follow. Setting high standards

for oneself if interested to have a team (Notar, Uline & Eady, 2018). Organizing words and
deeds will win the trust and encourage the team to follow the example.
Showing Integrity
An honest leader draws employees’ values to gear their ideas, behaviors, and operations
with others. He has a true belief of what is just and wrong and is therefore honored for being
trustworthy, principled, moral, and consistent (Notar, Uline & Eady, 2018). He can keep his
promises and relate with others. Showing honesty through everyday actions rewards confidence,
confidence, and respect from workers.
Effective communication
A good leader should have the ability to converse clearly, briefly, and thoughtfully is an
important leadership competence. Communication doesn’t only entail listening and answering
appropriately (Notar, Uline & Eady, 2018). It also involves sharing relevant information, posing
brilliant questions, asking for inputs and advanced ideas, shedding light on misunderstandings,
and making expectations clear. A good leader also animates his staff.
Make Hard Decisions
A good leader must have the ability to make quick, hassle decisions with short information.
When he is faced with a difficult decision, should begin by determining what he is trying to
attain. Review the result of the decisions and any present alternative (Notar, Uline & Eady,
Analysis of A Manager
An organization manager is a worker who is accountable for planning, guiding, and
supervising operations and financial health of a company or operating components within the
organization. He is responsible for supervising the activities of teams, maintaining activity

systems, and planning strategies and policies that encourage optimal performance. Have known
the leader through his fellow workers, he has been involved in many levels of business. He has
also been invited in forums on a discussion involving the motivation of teamwork. He is
involved in establishing teamwork in organizations to boost performance (Hoskins & White,
2013). On the side of getting the interview, I first analyzed the work description of the company
though asking the manager to give a copy of the work description and read it carefully how they
describe themselves, education, competencies, and experience required for the job.
Their responsibilities as managers and needs specified as required for the job. Secondly, I
investigated the company website to know about the company, what they offer to the world, their
prospective customers, and studying their home page.
Thirdly, I put google to work collecting essential data about the company. I used the
search engine to examine their products and services to learn what is presented, written, and
videoed about the goods and services. Looked for product reviews and gathered information
about their opponents (Bonevski et al., 2014). Finally, checked the organization profile to gather
some data to help develop the interview questions. Besides, the experience of the data gathering
was hard because the manager had the attention of the confidentiality of the company
information and disclosing personal information. In the aspect of follow-ups, I gathered several
contacts and e-mail addresses and requested permission to utilize them.

Leadership Strategies, Principles and Models in Leadership Style

Distribution of Responsibility
Leaders achieve the competencies through practices which demand autonomy. High-level
leaders should distribute power bottom words, across the company, enabling all the employees to
make decisions. Distribution of accountability gives developing strategic leaders a chance to

reflect on what can happen once they take the risk (Quong, & Walker, 2010). It capacitates teams
to handle a variety of activities and solve different problems. It enables adaptability and the
ability of the company to recover fast after difficulties.
Honest and Openness About Information.
The management framework traditionally embraced by companies originated from the
and was developed to control the movement of information. Such leadership information is equal
to authority. The leadership faced issues when the information was to be delivered to a specific
employee. Consequently, workers had to make hidden decisions. They lacked to know what
components are significant to the approach of the company. They find it hard to speculate when
one is not influenced to interview information that comes on the way (Quong, & Walker, 2010).
The absence of information erodes confidence in testing a leader or suggesting an idea that
contradicts the leaders. Transparency promotes communication about the significance of
information enhancement of daily practice
Developing Multiple Paths for Hoisting and Testing Ideas
Creating and donating ideas is a key competence for the strategic boss. And the ability to
link the plans the way the organization develops is important. By enabling employees to bring in
their contemporary thinking to board. A leader assists them to learn to take advantage of their
own innovation (Quong, & Walker, 2010). From the interview, it can be summarized that the
leadership style enables all employees to participate in daily functioning decisions and know that
the decisions are circulating across the company in a single direction. It helps by developing a
surrounding where each employee is dedicated to a common innovation

Business strategies

Business strategy can be described as a decision that an organization takes to achieve its
business objectives and be competitive in the business. Can also be described as what the
company requires to do to achieve its objectives which help in guiding decision-making for the
procedures of recruiting and allocating helps distinct departments to collaborate
guaranteeing departmental goals support the general direction of the organization. It comprises a
cross-sell many goods. The approach is focused on selling better to the same client
(Harrigan,2011). It is mostly applied in banks and office supply organizations and e-retailers. An
increase in the product sold per client increases the cart size.
A slight increase in the curt size provides a considerable effect on profitability without
spending to find new clients. Secondly, it involves innovative goods and services. Many
organizations especially technology companies differentiate themselves by developing cutting-
edge goods. Thirdly it involves growing sales from new goods (Harrigan,2011). In this aspect,
some organizations prefer investing in research and creation to consistently innovate even having
successful goods. Finally, it comprises of improving customer strategy. The strategy is applied to
those businesses that have had problems in rendering quality consumer service. Organizations
have created firm popularity for having extraordinary client service.
Lessons on Business Strategies
Business approaches aids in planning. It helps businesses identify major procedures to take
to achieve business goals. They also strengthen and weakens. The procedures of creating the
business approaches help identify and examine the organization's strengths and debilities
developing an approach that will exploit strengths and overcome the weaknesses
(Harrigan,2011). Strategies aid in enabling effective allocation of funds for the business

operations. Besides, as a result of the business strategies business gain more profit and improved
activity efficiency

Marketing Strategies

Marketing approaches are developed to enhance market shares for an organization and its
brands using a variety of marketing mechanisms to carry out a specific objective for new client’s
acquisition and enhance consumer loyalty. A business owner is expected to outline the marketing
approach to external and middle stakeholders such as credit officers and marketing workers. The
strategy requires one to have good communication skills to influence more customers in the
business. The marketing strategy conveys company information, its goods and services, and
trading objectives to add relevancy to the strategy (Morgan et al.,2019). It describes the
organization's strategic viewpoint and reasons the company decided to enter the firm. It tells the
audience what the company opts to accomplish with its goods and services despite generating
It discloses the need that the organization serves and the merits the goods provide.
Additionally, business strategy expresses the nature of competition in the market industry.
It contains a list of key competitors and weighs up the company's goods and services on its own.
It focuses on the weaknesses it would wish to plan to benefit from its competitors without
neglecting discussion on their individual abilities and competitive advantage. They help the
company demonstrate that they are totally informed of what their opponents are doing to capture
confidence to listeners that the marketing methodologies will keep the company ahead of its
competitors (Morgan et al.,2019). It can be learned a company using marketing strategies,
effective distribution is established since a company knows the features the product offers and
targeted customers and what prices to appoint to the products. Assist with market

communication. If a company has to be a retail store and does not have a sales force it can
operate as a wholesale

Marketing Mix

A marketing mix can be described as a strategy for enhancing the elements of a company's
product and services. It is a tool for defining marketing options in terms of cost, promotion, and
distribution so that the goods satisfy consumer needs. It can also be described as locating the
right good to the right location at the right time. In a marketing mix, a marketer is required to
develop a product that a specific group of customers wants, sell it at an area that those consumers
visit frequently, and appoint a price that compares with the value the clients feel they can afford
when they are willing to buy. In the marketing mix, plenty of work is required in finding out
what client’s desire and identifying their shopping areas. A marketer is required to figure out
how to manufacture the product at accost that means value to them (Thabit & Raewf,2018).
Avail of them at a critical time. If some component goes wrong, it can lead to full disaster.
Marketing mix is composed of product which is the good or service that is rendered as a solution
to fulfill customer needs.
The product is developed in consideration of its life process and plan for distinct
challenges that may result during its stages. Once it hits its last stage, it’s time for the marketer to
renovate the product to capture the demand of the consumers again. The second element is the
price of a consumer prepared to pay for the product. It helps the marketer determine the gain he
is likely to generate. When appointing price for the goods one has to consider the production
cost, price levels of the competitors, and goods value. The third element of the marketing mix is
a place which entails the distribution centers of the good and channels used to distribute to
consumers (Thabit & Raewf,2018). The marketing mix certainly helps marketers understand

what their goods and services can render to consumers and make businesses use their abilities to
eliminate redundant costs. The impact of marketing mix is developing value and fulfillment to


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