PSY FPX 6720 Assessment 4 Leader Development 

Abstract

Practices such as delegation and mentoring are key in ensuring managers are not overloading themselves with work and exhausting themselves. Such practices are vital to help ensure that errors are not only affecting the individual but also colleagues at work and family at home. To ensure that one’s work-life balance is secured, one should be able to manage their time and energy effectively since it may not only affect an individual physically but also psychologically. The reason behind establishing these practices is important to inform overworked managers that they will only lead to a better work-life balance.

Leader Development

To play a central leadership position in an organization is a very daunting task that requires much time and effort to get it right and effective. In the case of Greg Stephans, an individual who has been employed in the technology division of United First Federal Bank for five years is finding it difficult to juggle his work life and his personal life. As Greg has been going about his day, he has come to realize the lack of balance in work and life, only after recovering from last week’s flu.

Through the virtue of this work-related stress imbalance with duties that must be completed prior to leaving work for the day, he believes he is forgetting his family as well as his body and mind. However, despite the fact that Greg knows about such problems now beginning to affect him, he is finding it hard to keep his life balanced. Due to where he is within his firm, Greg has people who report to him and also depend on him for leadership.

PSY FPX 6720 Assessment 4 Leader Development 

For Greg to become more balanced between his personal and professional life, he will have to practice delegating and mentoring good employees so that his leadership can be enhanced. Adjustments in the work organization can be stressful to any leader, which is why it is essential to create a system in the work where the followers are helping leaders as much as leaders are helping them (Muna & Mansour, 2009). The need for leaders to be able to execute the practices of delegation and to mentor is critical to prevent such errors from not only affecting the individual but also from affecting the team in any way. The habits of delegating work to employees and mentoring employees to deal with issues as assistants will be helpful to Greg as he begins creating better habits to manage work and personal life well.

Leader Development 

Research has shown that the use of delegation and tasks to train their workers under their leader has built a positive image when it comes to the employee’s job clarity, organizational knowledge, and job satisfaction, knowing they are assisting their leader and expanding their role within the organization (Jokisaari & Vuori, 2018). The importance of these programs is that Greg will be employing these habits, so his staff will know what to do in case Greg is not around; Greg can devote his time to completing more administrative tasks instead of handling problems that can be managed by staff and be in a position to efficiently manage his work life as well as his home life.

Time and Energy Management

No matter what your role in an organization is—vice president or even customer service—having the ability to effectively manage your time and energy when it comes to work-life balance is of the utmost importance and must be taken seriously. Studies have shown that individuals who prioritize their job over their personal life are more concerned with their career success and develop an increasingly unsatisfying relationship between home and work (Sturges & Guest, 2004). The importance of this is to show that if Greg continues to prioritize taking on all the work at the office first, without seeking help, he will continue to strain the relationships he has in the home, which will eventually trickle into his work.

Overall, by being able to delegate your own time between your career and your life, the possibility of mental and physical health will also be increased. One way for managers, in this case, Greg, to manage their time and also energy better is by starting to delegate some of the work that can be done by his subordinates and which he believes that they can do with certain tasks. By implementing delegation, not just are managers benefiting from the contribution of their team, but talented members of a team as well can get to benefit from this transaction and attain a more harmonious relationship with the manager, apart from learning how to manage managerial duties (Yukl & Fu, 1999).

This is a vital statement because, in achieving managers’ success in change, they also need to be willing to have followers who are capable of taking up some of their responsibilities. Also, managers who can successfully delegate their responsibilities are able to better control their time and energy since they can concentrate sufficiently on issues that need more of their attention.

Implementing Change

Despite knowing the troubles he is going through, he lacks the will to change his current situation. To promote a more positive relationship between his work and home life, Greg will have to start entrusting tasks easily performed by his other employees to them, and as he delegates, find a competent employee he trusts and train him so that during Greg’s time away, this employee can assist. Research has proven that it is through assigning subordinates to a mentee role since managers have to assign since they cannot do everything by themselves (Marks & Goldstein, 2005).

It is crucial for Greg to understand because he is currently handling more tasks and assignments than he can handle. Furthermore, this stress that Greg is going through is not only affecting his career life but also his personal life. But all this weight of being capable of dealing with these issues is not entirely on Greg alone. Despite seeing all the work that had been accumulating on their leader’s table, especially after coming back from a week-long illness, they waited for his return to repair a mishap that had taken place in his absence.

Even though one employee had made the attempt to try to fix some of the issues, especially the one that was highlighted in the scenario, his boss would not have been so busy with work that he was stuck late. Studies have proven that the implementation of intervention strategies for the prevention of occupational stress has been found to enhance the extent of work-life balance (Mosadeghrad et al., 2011). This is something that overworked managers should take into consideration because using these strategies to implement better time and energy management will only lead to a better work-life balance.

Conclusion

Overall, it is important that managers get the work that they need to accomplish done. However, their primary objective is to ensure that other individuals are accomplishing what it is that they have been assigned to do. It is up to struggling managers, who are experiencing the negative effects of not being able to juggle work as much as personal life, to utilize the techniques of delegating as well as their ability to mentor an underling so that work will be accomplished and the building stays in one piece when the manager finally returns.

When managers are unable to effectively manage their time as well as energy within an organization, not only does the mental and physical well-being of those managers suffer, but the lingering impact of this stress will harm the team. To those managers whose management is struggling with this, not only are they straining their at-home relationship, but they are straining their in-house relationship as well.