Course Project: Intervention Development
This week we return to our Leadership Intervention Project at Prison X. It is recommended you review your Week 1 papers and the feedback provided from your instructor to ﬁll in any performance gaps from Part I to Part II.
On the basis of the ﬁrst three weeks of assigned readings and your LIS Part I paper, review your LIS case again. Complete the following tasks for your LIS project Part II. Tasks
- Analyze the warden’s leadership repertoire and its impact on the organization, its culture, and how the mood of the organization may affect the various operational components.
- Assess the ﬁve critical need areas requiring immediate intervention.
- Develop a minimum of three intervention strategies for each of the ﬁve critical need areas identiﬁed above. The strategies should seek to minimize dissonant styles and create resonant leadership.
- Create a detailed plan for conducting the interventions.
Important hint: You might ﬁnd it helpful to begin each section of the paper by discussing the key themes and cues you observe. Then, do research on those key themes to both broaden and deepen your evaluation of the case and your understanding of the important issues. In the ﬁnal product, about half your written evaluation of each topic should be researched. About half should be applied to the case study.
Submit your evaluation in four papers.
Week one paper is below for review. Leadership Intervention Strategy Summarize of Case Scenario
The intervention is meant to aid the leadership of the prison to improve the managerial approach currently in place. Middle-level managers in the prison feel their efforts are not being recognized and the terms of employment are not fair. The intervention is meant to solve the unrest that is currently in the organization and improve working conditions in ways that will encourage staff to stay with the organization.
Currently, middle-level managers in the organization believe the leadership of the organization is not acting in their best interests. Most middle-level managers in the organization believe senior managers, led by John Trevor are not addressing key issues that affect work in the organization. Among the complaints raised by middle-level managers include under-compensation, lack of recognition and extensively lengthy working hours.
Managers also believe that John Trevor does not address their complaints and maintains a detached management style that does not take into consideration other people in the organization. An interview with John Trevor, however, shows he is not aware of what his managers think and believes that everything in the institution is going as planned. He is willing to cooperate in the formulation of a new strategy that will solve any issues that are taking place in the organization.
A key issue affecting the performance of managers in the organization is the failure of leadership to acknowledge their contribution to the organization. According to Heathﬁeld (2019), the recognition of employee efforts in an organization is s source of motivation that encourages employees to do the best in their work that eventually leads to improvements in the performance of the entire organization. As the warden, John Trevor should take more time to note the achievements that have been made by middle-level managers and recognize their efforts and contribution to the organization. This will act as a source of motivation that will ensure key employees are appreciated and encouraged to stay in the organization.
The management of the organization also needs to review the pay that employees in the organization receive and whether or not it is in line with industry standards. According to Herzberg’s two-factor theory, employees pay attention to the remuneration they receive fr5omk an organization in comparison to what employees in a similar position get from similar organizations (Stello, 2011). Employees are satisﬁed when their remuneration is similar to or higher than that of employees in other organizations.
Employees at the prison are therefore dissatisﬁed because their pay seems to be lower than other employees and are therefore planning to leave. John Trevor should, therefore, identify ways of ensuring that employees in different capacities in the organization receive fair compensation that will keep them motivated in their work.