2
Part 1 Organizational Leadership
Introduction
Starting a business is challenging. Growing a profitable and productive business is even more challenging. Gadgets and Widgets has managed to have many profitable and productive years. This success has been credited to the company’s ability to maintain an effective and friendly work environment. In the recent months, the company has decided to initiate a change to remain competitive in its field. This change involved outsourcing numerous services in an attempt to expand its international operations. With these decisions came resistance from the employees which included ripples of hostility and anger throughout the company. This change also caused tremendous strife for workers on all levels. This consultancy plan will help guide the leaders in the company and the company overall transition into the new change being implemented.
Change Scenario
Fullan (2016) states “Change may come about either because it is imposed on us (by natural events or deliberate reform) or because we voluntarily participate in or even initiate change when we find dissatisfaction, inconsistency, or intolerability in our current situation” (Fullan 2017 p. 19). In order to remain competitive amongst competitors, Gadget and Widgets have decided to outsource work to be more competitive. This has caused division among the workers on the company. Some employees on the company have become hostile and angry due to this change. This has caused strife for workers on all level in the company. A company has to continuously evolve over time, or it will not remain competitive which will cause the chances of the company’s success to faulter.
2.Change Theory
The change theory that will be implemented will be Lippitt’s Phases of Change Theory. This change theory is an extension of Lewin’s Three-Step Change Theory. Kritsonis (2005) mentions that the steps to Lippitt’s Phase of Change Theory are:
1. Diagnose the problem.
2. Assess the motivation and capacity for change.
3. Assess the resources and motivation of the change agent. This includes the
change agent’s commitment to change, power, and stamina.
4. Choose progressive change objects. In this step, action plans are developed and
strategies are established.
5. The role of the change agents should be selected and clearly understood by all
parties so that expectations are clear. Examples of roles are: cheerleader,
facilitator, and expert.
6. Maintain the change. Communication, feedback, and group coordination are
essential elements in this step of the change process.
7. Gradually terminate from the helping relationship. The change agent should
gradually withdraw from their role over time. This will occur when the change
becomes part of the organizational culture (Lippitt, Watson and Westley 58-59).
This theory will help guide the organization into a successful change.
Communication and building relationships with employees are key to having a successful change. Bolman and Deal (2017) states “Our most valuable asset is our people.” (Bolman & Deal 2017, p. 113). Bolman and Deal (2017) mention that human resources main focus is directed towards what organizations and people do to and for one another. The Human Resource frame is a frame that should be considered when bringing about change. Oltman (2013) mentions that the Human Resource Frame focus on using more of a relational view versus an authoritative view. This frame focuses on building a meaningful relationship with individuals in the organization. When it comes to implementing change, the employees will be more receptive if the leaders have a relationship with the individuals.
2. Situational Theory
Situational Leadership Theory is the theory that will be used to frame this intervention action plan. Leaders have to know how to lead individuals with different personalities. Management has to deal with the individuals on a situational basis. Chapman (2018) states “That it depends on the situation and the most successful leaders are those who adapt their leadership style to the ability and willingness of the individual or group they are attempting to lead or influence” (Chapman 2018). Every individual is different in the organization. The leaders will have to be fluid when it comes to their leadership style since the individuals in the organizations are all different. There is no cookie cutter style that will blanket all of the individuals when it comes to leadership.
3. Personnel Issues, Resistance and Conflict
There will be issues that arise during the implementation of the change. These issues include personnel issues, resistance, and conflict.
Personnel Issues
It is important to have employees in roles that they are trained to handle, and this includes individuals in leadership positions. Individuals in leadership positions should be effective at leading individuals. There will be evaluations conducted to see where the company is lacking to implement a plan to correct shortfalls. There will be training across the board on all levels to ensure everyone is placed in a position to operate at their full potential. Employees are considered internal stakeholders. Adigüzel et al. (2017) states “It has been stated in the literature that the success in the performance of the companies is related to the continuation of the good relations with both internal and external stakeholders…” (Adigüzel, et al. 2017). There should be a line of communication that will connect individuals with each other on all levels. Decisions made by management are very important being that they increase business performance and affect the employee motivation. Adigüzel et al. (2017) mentions “…the promises made by the managers may cause employees to focus on their work, increase company performance and put the company in a higher place than its competitors as the relationship based on mutual interests bring benefits”.
Resistance
The company has already experience resistance from some of its employees. Schuler (2003) explains the top 10 reasons for resistance to change. One reason mentioned for resistance is the risk of change is seen as greater than the risk of standing still. These individuals potentially do not have faith in the change. They have no proof that this change will be successful, and they prefer not to take a risk that could potentially be negative for the company. Schuler (2003) states “If you are making the case for change, be sure to set out in stark, truthful terms why you believe the risk situation favors change” (Schuler 2003). Another reason for resistance is people have a healthy skepticism and want to be sure new ideas are sound. You should listen to everyone including the skeptics when it comes to implementing change. Even though the criticism may come from anger or fear, there may be a chance that what they have to say will help improve the change that is being implemented. Schuler also mentions people anticipate a loss of status or quality of life. Individuals believe that the change could affect their lifestyles and quality of life. When changes occur in companies, some individual’s quality of life increase while other individuals may see the opposite. When individuals are unsure if their quality of life will be affected in a negative way, they rather not accept the change, and they will resist. The final change that will be mentioned at this time is people genuinely believe that the proposed change is a bad idea. Individuals can truly honestly believe that the idea is a bad idea and they are not resisting our of spite or for any other reason other than they just think the idea will not work Schuler (2003) states “And even if we’re not all wrong, but only half wrong, or even if we’re right, it’s important not to ignore when people have genuine, rational reservations or objections (Schuler 2003).
Conflict Management
In order to resolve conflict, leaders must understand where the conflict derives from. Ainsa (2021) states:
Understanding the nature of the conflict (whether it is task related or relationship related), and how different people react towards conflict can help in reaching a solution. Addressing the conflict in a neutral way may require professionals to take a moment to think and self-reflect” (Ainsa 2021).
It is in the best interest for leaders to have an understanding as to where the conflict comes from. They have to gain the trust of the individual and/or individuals that are creating the conflict. Doing so will make it easier to resolve the conflict. The individuals will trust the leader more if they feel they listen to them and have an understanding as to why they feel the way they do about the situation that is conflicting.
Prevention is better than the cure. There should be crisis prevention tools in place to help curve conflict in the company. There should be an open line of communication from all levels of employees at the company. Jaques (2012) states “The need for open upward communication was seen by the interviewees as critical to crisis prevention. Moreover, this was seen as a responsibility of top management, and it was often described in terms of establishing an appropriate culture” (Jaques 2012). There should be trainings and policies in place to ensure all employees know they have an open line of communication with their management in the company. The culture of the company should be one that encourages the communication the employees to be open about certain situations, even if they are not positive. Management should be able to accept what is said and then discover the facts of the situation. Ignoring situations at hand will only cause issues to grow into larger issues. Companies that bury conflicts do not help their situation. Jaques (2012) mentions We actively discourage that, and we actually encourage disclosure, because on that basis you’ve got some chance of managing it…. It’s a climate issue, a trust issue, it’s about the way in which we expect people to respond, even to bad news.’ Building relationships across the board with employees and management will help prevent conflict and crisis in the workplace. Building relationships is linked to promoting open communication. Leaders have to be the bridge when it comes to building relationships. Jaques (2012) mentions “James and Wooten (2005) argue that the best crisis leaders are those who build a foundation of trust within the organization and through the organization’s systems, and use that foundation when crises occur”. Relationship building prior to a conflict or crisis will help lessen the negative impact of the situation. Having an open line of communication and building relationships are tools that can prevent the crisis or conflict from occurring.
4. Specific Steps, Strategies, Techniques, and Activities You Will Implement
There are a few steps Gadgets and Widgets can take to drive innovation and cause a shift in culture. The company can follow the USAID change management best practice guide. Dawson and Andriopoulus (2017) wrote about this guide. The first step is establishing a vision. There must be a clear vison of the desired change. It should be personally relevant and vivid. Shared owners and all employees should be able to connect and engage in the vision. The company must engage the senior leadership in the changes that are necessary which is step 2. This step is critical for the company. The leadership has to be on board or the change most likely will not be successful. Step 3 is developing a change management plan. Dawson and Andriopoulus (2017) mentions “Planning is seen as essential and may include readiness assessment …, a risk analysis…, and deciding whether to do a full implementation or roll the change out phases.” (Dawson & Andriopoulus 2017, p.177). Dawson and Andriopoulus (2017) also states “The key components of the plan are seen to comprise: vision/goals, resources and key stakeholders, communication tools and strategy, time-specific milestones and measurements…, clear understanding of main roles and responsibilities, and finally, post-rollout and institutionalization” (p.177). Step 4 is engaging stakeholders. Stakeholders should be involved early on. The company should collaborate with stakeholders early on and frequently engage them in the change process. Allowing them to be involved will give them a since of ownership. Step 5 is communicating at all levels. There should be transparency throughout the company. Communication should occur throughout the process, and everyone should be updated on progress at all levels. Individuals in the company should be able to give feedback and ask questions. Step 6 is creating infrastructure to support adoption. Dawson and Andriopoulus (2017) mentions “Change should be reinforced through training and through organizational restructuring in the clarification and implementation of new policies, procedures and systems” (p.177). Step 7 is measure progress. There should be a system in place that will allow you to measure your results and it should be publicized. The measurements should identify metrics for demonstrating adoption of desired change and monitor these changes continuously. The company should be sure that the leaders are on board and if they are not, they should promote or bring on individuals that are on board. Change can be hard, and it will be even harder if there are leaders who want to keep things as they currently are and resist change. Prosci (2019) mentions:
“To be effective at managing resistance, you must look deeper into what is ultimately causing the resistance. Effective resistance management requires identification of the root causes of resistance—understanding why someone is resistant, not simply how that resistance is manifesting itself” (Prosci 2019).
Some of the employees are currently resisting the change. Involving them in the process and communicating more with them will reduce the resistance from those that are resisting.
5. Assess and Evaluate
I will assess and evaluate the efficacy and effectiveness of the intervention action plan.
SMART Goal Worksheet: Gadget and Widget Team
Business: Gadgets and Widgets Team Name: Implement Change Initiative
Team Leader: Krystyn Saunders
Team Members: Company Leaders
District Goal: To effectively implement a change initiative for Gadgets and Widgets
School Goal(s): Complete a smooth transition and reduce resistance to change being implemented.
We will use the following indicators to document the improvement: an increase in support and a reduction in resistance
Team SMART Goal
Strategies & Action Steps
Who is Responsible
Target Date or Timeline
Evidence of Effectiveness
Current Reality: In recent months, the company’s leadership has decided to outsource numerous services in an attempt to expand its international operations.
This decision has sent ripples of hostility and anger throughout the company and caused
tremendous strife for workers on all levels
Our SMART goal: Reduce the resistance from employees and ensure the leaders are leading the change initiative effectively. Also find a way to include the workers in on the change initiative.
Action Steps: Create a leadership team to oversee the change initiative. Talk with the leaders to get an understanding of what all has been done to create change and see what has worked and what has not worked so far. Create marketing to inform employees what change is occurring in the company. Have a company meeting to discuss the change with the company. Curriculum: Provide everyone involved with materials that will guide them. This will help everyone be on the same page
All members of the team.
The target to begin this initiative is September 10, 2021.
Leaders will document the progress being made and inform the team about the progress.
Assessments: Meet with everyone to ensure they understand what we are doing and document the progress we are making.
All members of the team.
Timeline: Team members will meet weekly from September 13 – January 21. 2022.
In the meetings we will go over the results of our efforts. We will make changes when needed.
Staff Development: Staff will be trained by leadership in the company. Training will be continued throughout the year to maintain high standards.
All members of the team.
Ongoing weekly team meetings, staff development in the first few months. Once the employees have a better understanding, they will have monthly meetings.
Evaluation by the leaders. Review the development and the understanding of the change with the employees to ensure they understand the change and how it will affect them.
6. Sell Plan to Leaders
Education is the tool that will be used to sell the plan to leaders. Leaders have to understand that the employees of the company are the organizations most valuable assets. Bolman (2010) states “In order for the company to succeed, they must maintain a productive work environment. A good leader in the view of a human resource leader is a facilitator and participative manager who supports and empowers others” (Bolman, 2010). The individual with the most influence at the company will be the individual that I will have to get on board. Once this individual is on board, he or she will help me sell it to the others. This will make it easier to sell it to the others since this individual has influence over the others.
References
Adigüzel, Z., Erdil, O., & Artar, A. (2017). A Study of the Effects of the Stakeholders
Relationship on Company Performance by the Intervening Variables of Evaluation of the Company by the Employees and Social Aspects. Turkish Studies, 12(3), 19–40.
https://doi.org/10.7827/TurkishStudies.11536
Ainsa, P. (2021). Successful Collaboration and Conflict Resolution in Early Intervention:
Evaluating Methods Online. Education, 141(3), 145–151.
Bolman, L. (2010). Frames Quick Self-Rating Scale. Lee Bolman. Retrieved from:
http://www.leebolman.com/frames_selfrating_scale.htm
Bolman, L. G., & Deal, T. E. (2017). Reframing Organizations: Artistry, choice, and leadership
(6th ed.). Hoboken, NJ: Jossey-Bass, a John Wiley and Sons.
Chapman, B. (2018). Situational Leadership: A key leadership skill. Leadership
Excellence, 35(9), 16–17.
Dawson, P. & Andriopoulus, C. (2017). Managing change, creativity, & innovation (3rd
ed). London, UK: Sage Publications.
Fullan, M. (2016). The new meaning of educational change (5th ed.). New York, NY:
Teachers College Press.
Jaques, T. (2012). Crisis leadership: a view from the executive suite. Journal of Public Affairs
(14723891), 12(4), 366–372. https://doi.org/10.1002/pa.1422
Kritsonis, A. (2005). Comparison of Change Theories. Retrieved from: https://learn-us-east-1-
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xythos.content.blackboardcdn.com/blackboard.learn.xythos.prod/5a32b5d33f67b/81114?X-Blackboard-Expiration=1628996400000&X-Blackboard-Signature=rmMcVWrQyNAB1kqpTwem7NVolUOcQJiPMlI3gpx7lk&X-Blackboard-Client-
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8Change20Comparison20Theory.pdf&response-content-
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Oltman. H. (2013). Reflection 5: The Human Resource Frame. Step Up Be a Leader. Retrieved
from: https://blogs.baylor.edu/haileyoltman/2013/03/27/reflection-5-
the-human-resource-frame/
Prosci (2019). 5 Tips for Managing Resistance to Change. Retrieved from:
https://www.prosci.com/resources/articles/tips-for-managing-resistance-to-change
Schuler, A. J. (2003). Overcoming Resistance to Change: Top Ten Reasons for Change
Resistance. Retrieved from: https://learn-us-east-1-prod-fleet01-xythos.content.blackboardcdn.com/blackboard.learn.xythos.prod/5a32b5d33f67b/3154156?X-Blackboard-Expiration=1629007200000&X-Blackboard-Signature=TgwBIpoKJlXorvpdYVJRsMHJmY1Ybc6y0RY2P8Qpvig&X-Blackboard-Client-Id=100586&response-cache-control=privatemax-age21600&response-content-disposition=inlinefilenameUTF-8Overcoming20Resistance20to20Change.pdf&response-content-type=applicationpdf&X-Amz-Algorithm=AWS4-HMAC-SHA256&X-Amz-Date=20210815T000000Z&X-Amz-SignedHeaders=host&X-Amz-Expires=21600&X-Amz-Credential=AKIAYDKQORRYTKBSBE4S20210815us-east-1s3aws4_request&X-Amz-Signature=b5d9c94eab45b0ab9860debebffa83f889cfd5c7c09dad70e80677cef5b92b43
Part 2 Literature Review
Introduction
The research topic or problem revolves around how an educator in Texas personality influence his or her leadership style when it comes to teaching subjects that relate to the critical race theory. This research can be conducted quantitatively by measuring different outcomes of individuals who used various leadership styles for certain situations. The research can be measured qualitatively by surveying the individuals who have to teach certain subjects in Texas. This problem should be investigated because it will help leaders decide which leadership style is a technique that should be used to lead others in certain situations.
There are a few important factors that will be discussed in this study that are affected by leadership. Emotional intelligence will also be discussed in the study. Emotional intelligence is having an idea as to what an individual is feeling along with having an understanding of an individual’s own feelings (Quader 2011). Leaders should be concerned about the wellbeing of the individuals they are leading. Diversity, which is culturally different group of individuals. (U.S. Department of Housing and Urban Development 2020) is something important to have in a workplace. Turnover, the rate at which employees leave an organization (Sherman 2020) and retention, the rate at which a company retains their employees (Sherman 2020) are known to be connected to leadership. There should be some sort of intervention from management and leaders in the company to discourage employees from leaving the organization. Shibiti (2020) mentions “A lack of these HR interventions in an organization may lead to employee turnover” (Shibiti 2020). Teachers are concerned when it comes to teaching the Critical Race Theory Subjects. This current issue is new, and teachers are unsure as to how to go about teaching certain subjects. They are unaware as to what boundaries they must stay within, and they do not want to say the wrong things. Those in leadership positions will have to help navigate the educators through what seems to be the new norm. These individuals will have to create clear guidelines to help guide the educators. If the teachers feel to overwhelmed, they may decide to leave their educational careers to find a job that is less stressful. To avoid losing teachers, leaders will have to assist their staff with the transition to the new curriculums to ensure the teachers do not feel completely overwhelmed.
Research Problem
How does an educator in Texas personality influence his or her leadership style when it comes to teaching subjects that relate to the critical race theory? What leadership style should an individual in a leadership position use in certain situations? Is emotional intelligence something individuals should strengthen within themselves as leaders? The purpose of this study is to determine how an educator in Texas personality influences his or her leadership style when it comes to teaching subjects that relate to the critical race theory.
Critical Race Theory
Critical Race Theory is currently a topic for discussion in regard to education and learning. There has recently been legislation passed in a few states, including Texas, when it comes to this theory. Walsh (2021) states “Texas is one of five states where legislators have passed proposals so far this year limiting how teachers may address race issues in the classroom, with laws already signed by governors in Idaho, Iowa, Oklahoma, and Tennessee” (Walsh 2021). Some educators feel they are having their freedom of speech revoked. Walsh brought up various questions brought about by this change. Walsh (2021) mentions “How much “academic freedom” do K-12 teachers actually have to teach what they want? How far does the First Amendment go in shielding them? And where would they stand in the face of new state laws taking aim at the use of critical race theory or the teaching about anti-racism?”. Teachers are not covered under the first amendment when it comes to teaching. Being that while they are working, they are not speaking out as a private citizen. They must follow rules given to them from their employer. Walsh (2021) mentions “… in 2006, the Supreme Court ruled in Garcetti v. Ceballos that public employees generally do not have First Amendment protection for their on-the-job speech”. Teachers are allowed to speak on various subjects outside of their job but educators that are not teaching on a collegiate level have to be mindful with the way they teach various subjects due to certain rules that are put in place for teachers.
Critical Race Theory is a controversial topic. Cabrera (2019) mentions “Paris and Alim (2014) developed culturally sustaining pedagogy, whereby minorized youth cultural orientation is valued in and of itself” (Cabrera 2019). Cabrera states, “It is a direct push back against White supremacist assumptions that claim that there is something inherently wrong with racial minorities, and instead creates a space that runs counter to these dominant pressures”. Cabrera (2019) went on to state “Some scholars saw CRT as too radical and combative to fit within the norms of “nice” education, instead gravitating toward a more multicultural approach. Ladson-Billings and Tate (1995) were strongly critical of this approach for several reasons”. Cabrera (2019) also mentions “First, they saw multiculturalism as “primarily assimilationist through the reduction of prejudice” (p. 61). That is, they saw multiculturalism as based on the flawed premise that by including more cultures in the classroom, it would create less prejudice, thereby allowing greater possibilities for minoritized students to assimilate into society”. Cabrera (2019) states “Noticeably absent from this equation, in their estimation, was a critical engagement with systemic racism. Second, they critiqued multiculturalism as a superficial exchange of cultures…”. Eidsmoe (2020) believe the leftist, whom he considers these individuals to be rooted in Marxisim, believe that Critical Race Theory tries to demonstrate that the system, referring to the legal system, political system and economic system, is racist and must be changed. Newman (2021) mentions “Critical Race Theory, a derivative of Critical Theory, is literally a Marxist tool created by Marxists to be used for dividing and conquering nations to further Marxist objectives” (Newman 2021). Educators may fall into either extreme or even somewhere in between. The teachers who have to teach subjects that are connected to the Critical Race Theory will have to navigate around personal beliefs to teach in an unbiased way. The educators will also have to be cautious of the students’ beliefs when the subject is taught.
Theoretical and Conceptional Framework
Imenda (2014) states “A theoretical framework refers to the theory that a researcher chooses to guide him/her in his/her research. Thus, a theoretical framework is the application of a theory, or a set of concepts drawn from one and the same theory, to offer an explanation of an event, or shed some light on a particular phenomenon or research problem” (Imenda 2014). Imenda also mentions “On the other hand, a researcher may opine that his/her research problem cannot meaningfully be researched in reference to only one theory, or concepts resident within one theory”. Imenda states “In such cases, the researcher may have to “synthesize” the existing views in the literature concerning a given situation – both theoretical and from empirical findings. The synthesis may be called a model or conceptual framework, which essentially represents an ‘integrated’ way of looking at the problem…”.
This studying is to determine how an educator in Texas personality influence his or her leadership style when it comes to teaching subjects that relate to the critical race theory along with trying to determine if emotional intelligence is something we should strengthen within ourselves as leaders. One of the theories being considered is situational theory. When it comes to the situational theory of leadership, no leadership style is considered better than the other. Depending on the task, the leader determines which leadership style he or she should use. Cherry (2020) mentions “According to this theory, the most effective leaders are those that are able to adapt their style to the situation and look at cues such as the type of task, the nature of the group, and other factors that might contribute to getting the job done” (Cherry 2020). This theory relates to the topic because research is being conducted to determine how personality influences leadership style along with which leadership style should be used in certain situations.
Wozniak (2016) mentions that post-positivism’s aim is to provide evidence that is valid and proof of the existence of an imperfectly knowable phenomenon based on multiple subjects to reality. Wozniak’s chart mention that truth is incomplete, and an individual cannot every fully know the truth. An individual also must understand that personal beliefs can be wrong (Wozniak 2016). Things are constantly evolving and the things that were believed to be true now may not be true in the near or far future, for instance, there was a time when individuals as a whole thought Pluto was a planet. Over time it was learned that it was not true. Guba (1990) states “Post-Positivism is best characterized as a modified version of positivism. Having assessed the damage that positivism has incurred, post-positivists struggle to limit that damage as well as to adjust to it. Prediction and control continue to be the aim” (Guba 1990). Wozniak (2016) mentioned that the aim of Constructive-Interpretation is understanding. Guba (1990) states “Constructivists, on the other hand, feel that the positivist (and post-positivists) paradigms are badly flawed and must be entirely replaced”. The researcher should have somewhat of an understanding of the subject. Lived experiences are important to knowing and understanding the world. Individuals have to combine lived experience with the knowledge gained from learning to have a better understanding of the world.
Emotional Intelligence
Emotional Intelligence is something that we do not focus on along with different leadership styles. Whenever a business fails at implementing the correct leadership style during certain situations, the company may not retain employees. Even though retention and turnover are a cycle that will continuously occur in the workforce, we as leaders can amplify these two factors. Quadir et al. (2020) states “… leadership is a major factor in business success, especially for small- and medium-sized enterprises (SMEs). The primary objectives of engaging in leadership are working toward social and economic benefits for society (e.g., corporate social responsibility) and influencing organizational outcomes…” (Qadir et al. 2020). Quadir et al. (2020) also mentiones “…contemporary leadership styles are focused on transformational and transactional leadership because the objective of every business from the perspectives of leadership styles, organizational commitment, and organizational performance is to strengthen their market niche and competitiveness…”. Qadir (2020) went on to state “Therefore, leaders should not only positively affect employees but also become a motivating factor to strengthen the organization”.
Emotional Intelligence is also a factor in regard to the wellbeing of an organization. Adelmniem et al. (2020) mentions “Emotional intelligence (EI) has an essential role for determining success in social life and psychological wellbeing of an individual” (Abdelmoniem et al 2020). Adelmniem et al. (2020) states Organizations are more so taking individuals who have emotional intelligence due to the fact that they can take on problems at the workplace easier and they are considered to be more productive. Emotional intelligence is not a trait all leaders have. Quader (2011) states “Leadership is embedded in a social context, and the idea of social intelligence as a required leadership trait is a powerful one” Accoding to Goleman (1996), most effective leaders are alike in that they all have a high degree of emotional intelligence” (Quader 2011).
Leadership Style
Leaders will be faced with multiple challenges no matter the industry they may work in. Being able to manage and work with multiple generations is a challenge in the workforce. Houlihan (2015) mentions “In terms of retention, companies face two main challenges: 1) Older workers will leave, believing that the “young kids” have no idea how to lead, and 2) Gen-Xers will leave, feeling that no one at the company is taking them or their new leadership position seriously” (Houlihan 2015).
It is the responsibility of leaders in an organization to guide the individuals they are leading. A company can thrive or faulter if there is not a solid foundation laid by the leadership of the company. There are many scenarios that can occur that will disrupt an organization for instance a merger or acquisition. Zhang et al. (2015) mentions “Leadership and talent retention are critical HR-related components in post-merger and acquisition (M&A) integration, but the extent to which these factors interact with each other and eventually contribute to the success of post-M&A integration is underexplored” (Zhang et al. 2015). Rosenauer et al. (2016) mentions “As nationality diversity is expected to increase considerably, organizations need to develop effective strategies for nationality diversity management” (Rosenauer et al. 2016). Rosenauer et al. (2016) went on to state “For this purpose, characteristics of the task, the leader and actual team diversity need to be considered simultaneously”. Leaders should adapt their leadership style to the situation at hand. Situational leadership theory is a no one glove fits all leadership approach. With this theory, the leader must adapt their leadership style to the individuals they are leading or influencing (Chapman 2018). Leaders have an ethical responsibility to fulfill the needs of those they are leading (Northouse 2018).
Conclusion
As mentioned above, the research topic or problem revolves around how an educator in Texas personality influence his or her leadership style when it comes to teaching subjects that relate to the critical race theory. The Critical Race Theory is going to be challenging to navigate for educators. Every individual is different, and everyone’s beliefs will not align with each other all the time. Even though the educators’ beliefs may fall on either extreme or somewhere in the middle, they all have to come together and reach a consensus on how they will navigate the Critical Race Theory. The various personalities and leaderships styles along with the teacher’s emotional intelligence levels may affect how they teach subjects related to Critical Race Theory. Leaders in education will also have a hand in the success of the educators.
In regard to theories, situational leadership theory would be the ideal theory for educators to use. As mentioned above, situational leadership theory is a no one glove fits all leadership approach. With this theory, the leader must adapt their leadership style to the individuals they are leading or influencing (Chapman 2018). Teaching the courses that are attached to the CRT will be a fluid situation. The leaders in the school and the teachers will have to adapt.
Emotional intelligence is important for the leader and the educator to have. The administrators in the school system should do all they can to help the teachers when it comes to transitioning to the new curriculum. They should be able to notice when a teacher is overwhelmed and do all they can to help. If this is not done, schools may lose educators due to stress which will cause the retention to go down when it comes to educators along with causing a possible shortage with teachers. Teachers should be able to notice when students feel uncomfortable in the classroom. They should intervene when this situation happens to make the student feel more comfortable. These new challenges will arise with the new legislations in place.
References
Abdelmoniem, I., & Osman, E. (2020). The relationship between Emotional Intelligence (EI)
and Middle Management Leadership Styles (Transformational and Transactional
Leadership) among managerial personnel at Khartoum State. Ahfad Journal, 37(1), 3–13.
Cabrera, N. L. (2019). Critical Race Theory v. Deficit Models. Equity & Excellence in
Education, 52(1), 47–54. https://doi.org/10.1080/10665684.2019.1630342
Chapman, B. (2018). Situational Leadership: A key leadership skill. Leadership
Excellence, 35(9), 16–17.
Cherry, K. (2020). Leadership Styles and Framework you Should Know. Retrieved
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