T-Mobile: Leadership Training

Leadership Training

​T-Mobile has faced an array of leadership issues, and the training at all levels of management is timely. Previously, a report recommended that the organization conduct various reforms aiming at employee motivation. For instance, my recommendations include changes in job predictability, leadership, role clarity, and job control. Similarly, my subsequent report highlighted and analyzed possible intrinsic and extrinsic factors affecting job motivation at T-Mobile. For instance, I reviewed appraisals, training, appreciation of employees, and skill requirement. Nonetheless, the report shared with the company possible consequences of low job motivation such as low morale, productivity, and poor customer service. Therefore, it is critical to suggest a specific Leadership Theoryfor T-Mobile and justify its implications on various areas of the organization. 

The Behavioral Leadership Theory

​I recommend that the base of T-Mobile’s management training be the Behavioral Leadership Theory. According to Kovach (2018), the theory emphasizes a leader’s ability to enhance group psychosocial growth productivity in achieving organizational goals (3). The author affirms that effective leaders can be taught through instruction and education. In this regard, transformational leaders learn a specific set of behaviors and they practice consideration and structure in dealing with the issues that affect employees. For example, effective managers describe and identify employees’ outcomes, tasks, expectations, and roles to avoid any misunderstandings (Kovach, 2018. P. 3). Therefore, the management approach uses trust and respect to build relationships and considerations with employees, non-leaders, and other leaders. 

​I have various reasons to believe that the Leadership Theory is the most preferred for T-Mobile. Foremost, the approach builds on a strong relationship between followers and leaders. Besides, the theory focuses on the deliverables of the leadership and technical aspect of an organization (Kovach, 2018, p. 3). Experts recommend that any achievement-oriented firm must place its priority on groups and individuals who are directly involved in attaining the firm’s set goals (1). Besides, Kovach (2018) insists that an effective Leadership Theoryconsiders all the essential stakeholders in the transformation process. For instance, a change process may involve peer group leaders, employee teams, departmental supervisors, company owners, and executives. 

Organizational Factors Necessitating Behavioral Leadership

​I have observed many factors at T-Mobile that make behavioral Leadership the right fit. First, the imminent issues in my previous are a serious concern. For instance, the company lacks empowering and supportive leadership. My report highlighted that T-Mobile employees lament a lack of fair and empowering leadership at the company and they often experience a lack of inclusivity, increased pressure, and unfair leadership. Besides, T-Mobile has failed to give its employees job security. According to the report, a recent T-Mobile merger caused uncertainty among employees and workers complained about reduced job predictability and future employability. Therefore, most employees were not sure about their career prospects at the firm. 

​Second, T-Mobile’s management ineffectiveness caused reduced role clarity leading to increased role conflicts at the company. The report documented that T-Mobile management did not adjust resource availability and resource allocation during important organizational changes. In this regard, the report recommended that senior management need training to clearly illustrate new roles and responsibilities to workers to avoid potential misunderstandings and conflicts, and also increase their capacity for conflict resolution. Besides, training based on Behavioral Leadership Theory is important to allow T-Mobile’s management to balance job control and new job demands in an event of change. 

​Lastly, in my view, my organization needs to update its approach and management styles. I have observed that employees have stopped growing and learning because the company’s management no longer motivates and inspires them. Besides, the company’s leadership suffers from entitlement, and shows signs of power “hunger.” The leadership has lost the respect of their colleagues and team. I also noted selfish interests and disrespectful behaviors among all levels of T-Mobile management. For instance, leaders have acted in rude ways that suggest they important than junior employees. I consider the leaders to be placing their interests above those of the company and other employees. Therefore, Behavioral Leadership Theory-based training is the most ideal for my organization. 

Evaluations: Perceived Theory’s Positive Impacts on Different Variables

Managers’ Behaviors Towards Subordinates 

​The theory will revolutionize T-Mobile management’s behavior towards the subordinate staff and improve their working relationship. According to Asrar-ul-Haq and Kuchinke(2016), other than capital, labor, and land, human resource is essential and subordinate employees’ participation in organization’s management is crucial (55). Therefore, the theory will help T-Mobile develop a competitive advantage around senior management-subordinate staff relationships. The bond will help the company attain its goals and achieve a competitive position in the global market. Moreover, the company will eliminate job stress and lack of commitment among subordinate employees and boost their job satisfaction and morale. 

​Furthermore, subordinates will benefit from transformational leadership. Employing the theory will ensure that T-Mobile’s management is visionary and leads subordinate staff to exceed company expectations. Notably, leadership experts agree that transformational leaders are charismatic and they inspire subordinates by modifying their attitudes and beliefsAsrar-ul-Haq & Kuchinke, 2016, pp. 60-64). In this regard, subordinates will develop respect, trust, emotional attachment, and extraordinary behavior towards their leaders making them tirelessly want to fulfill management’s expectations. Therefore, not only will the theory revive the managers-subordinates relationship, but it will also enhance the performance of the latter. 

Communication

The Leadership Theory will enhance communication at T-Mobile in various ways. Foremost, experts recommend the theory because it promotes management’s communication skills as well as the need for managing and creating value systems, association, responsibility, and persuasion to provide motivation and support for different teams of employees (Luthra & Dahiya, 2016, p. 43). Therefore, the approach will improve communication by instilling confidence among managers at all levels. Hence, everyone at T-Mobile will believe and trust the communication made by the management. For instance, increased confidence during company communications will ensure team members are not unenthusiastic and uncomfortable about their work. 

The approach will also ensure leaders make clear communication of new rules and they follow these rules themselves. The leadership will be empowered to lead by example and do what other employees do. Besides, I firmly believe that the theory will make the management feel self-motivated and energetic. According to Luthra & Dahiya (2016), no one wants to relate with disconnected, negative, and doubtful leaders (46). Therefore, good leadership embraces effective communication by enhancing the ease of approach, trustworthiness, steadiness, clear thought processes, and briefness (46). Therefore, new communications at the company will be characterized by clarity and appreciation for different communication inclinations, demographics, moral values, knowledge, and cultures. 

Motivation of Subordinates

T-Mobile, like other organizations, strives to create a positive and strong relationship with its subordinates. According to relationship experts, subordinates have different motivatorslike security and focus on achievement (Lee & Raschke, 2016, p. 163). Therefore, the Behavioral Leadership Theory will help my organization will work hard towards understanding the motivators of its subordinate workers. For instance, T-Mobile will use the approach to meet all the needs of its employees like self-actualization, social, safety, and psychological needs in accordance with the needs and motives theory (164). T-Mobile will also use the theory to address all subordinates’ complaints and create a better environment that enhances their productivity. 

Nevertheless, the company will transparently and clearly give its best subordinates opportunity for advancement and reward their performance. According to Lee and Raschke(2016), company reward systems must be consistent with similar compensations in the industry to improve subordinates’satisfaction and engagement (166). In this regard, T-Mobile will use the approach to encourage friendship, openness, collaboration, and teamwork as part of its new culture of subordinates’ motivation. Besides, the company will develop a new job design that monitors resource allocation processes and performance management to ensure equity and transparency in dealing with its subordinates. 

Group and Team Behavior 

​The approach will enhance team and group behavior at T-Mobile in various ways. The managerial team’s training will focus on psychological aspects that make team works and group works successful. According to Kozlowski (2017), important team and group psychological aspects include team learning, team transactive memory, team mental models, and team climate (207). Therefore, the approach will help the management address strategic imperatives or salient goals that define the task environment and understand all the shared perceptions amongteam members. In this regard, T-Mobile will successfully address the needs of each team and the needs of every individual in the teams by the common understanding of knowledge distribution.

​The company will also improve on its processes of team motivation by mastering teams’ conflicts, emotions, moods, potency, efficacy, and cohesion. For example, the approach in the training of managers will equip them with skills to encourage groups’ commitment and social attraction to the collective task. Besides, the management will encourage a shared task-specific expectation and team efficacy which are necessary for groups’/teams’ goal accomplishment. Nevertheless, the company’s leaders will encourage teams to practice adaptation, performance regulation, communication, collaboration, coordination, and other essential competencies(Kozlowski, 2017, pp. 209-212). Therefore, the Behavioral Leadership Theory will revolutionize the functioning of T-Mobile’s groups and teams. 

Decision-making

The Behavioral Leadership approach in T-Mobile’s managerial training is important. Management experts reiteratethat today’s business environment is fast-moving and complex owing to many factors. For instance, today’s companies face ambiguity, complexity, uncertainty, and volatility in their daily operations (Hallo et al., 2020, p. 5). Therefore, the authors recommend that organizations must pay keen attention to the decision-making processes to avoid confusion. In this regard, the training approach will help T-Mobile’s managers gain essential skills to help the company gain a competitive advantage in strategic decision-making. The company’s leadership will combine their experience and knowledge to provide effective solutions to complex problems and produce wise decisions. 

The approach is also critical to help the company’s management to make important decisions based on their beliefsystems, implicit, and explicit knowledge. Notably, Hallo et al. (2020) agree that managers must undertake decision-makingunder uncertainty and biases, strategic decision-making, rational decision-making, and ethical decision-making (5). Therefore, I am opined that the Behavioral Leadership approach will equip T-Mobile’s managers in accurately making both impulsive and intuition-based decision-making based on their circumstances and the prevailing company conditions. 

Culture

The training will introduce a new organizational culture at T-Mobile. Corporate culture refers to how an organization does things, its beliefs, and set of values. A company’s culture provides ambiance for the management and the subordinates in the workplace (Maamari & Saheb, 2018, p. 630). Therefore, Behavioral Leadership Theory will help T-Mobile to develop a robust agency theory, level of authority, and impact the firm’s decision-making processes. Since a company’s culture represents its supreme part and forms part of its organizational behaviors, the training will help T-Mobile to shape the norms of its customers, employees, and founders. 

In conducting change, the theory will help my organization improve its consensual, bureaucratic, entrepreneurial, and competitive cultures. In this regard, experts affirm that companies that embrace and nurture a good culture provide a conducive environment for their employees (Maamari & Saheb, 2018, p. 648-651). Hence, my company will ensure a good working environment by embracing different gender identities, and other forms of diversity to attain employees’ commitment and satisfaction. 

​In summation, it is critical to suggest a specific Leadership Theory for T-Mobile and justify its implications on various areas of the organization. Notably, the organization has been making major changes and its employees have raised complaints about the possible areas of change to help achieve job satisfaction and motivation. Besides, T-Mobile plans to conduct managerial training based on the Behavioral Leadership Theory. The approach is the most ideal because it will improve various areas of the company. For instance, T-Mobile will realize improved culture, decision-making, group and team behavior, motivation of subordinates, communication, and managers’ behaviors towards subordinates. The improvements will go a long way in addressing the company’s pertinent issues like poor employee motivation. Therefore, organizations must use research to revolutionize their operations.

References

Asrar-ul-Haq, M., & Kuchinke, K. (2016). Impact of leadership styles on employees’ attitude towards their leader and performance. Future Business Journal, 2(1), 54-64. https://doi.org/10.1016/j.fbj.2016.05.002

Hallo, L., Nguyen, T., Gorod, A., & Tran, P. (2020). effectiveness of leadership decision-making in complex systems. Systems, 8(1), 5. https://doi.org/10.3390/systems8010005

Kovach, M. (2018). An examination of leadership theories in business and sport achievement contexts. Journal of Values-Based Leadership, 11(2), 1-3. https://doi.org/10.22543/0733.62.1215

Kozlowski, S. (2017). Enhancing the effectiveness of work groups and teams: A Reflection. Perspectives on Psychological Science, 13(2), 205-212. https://doi.org/10.1177/1745691617697078

Lee, M., & Raschke, R. (2016). Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge, 1(3), 162-169. https://doi.org/10.1016/j.jik.2016.01.004

Luthra, A., & Dahiya, D. (2016). Effective leadership is all about communicating effectively: connecting leadership and communication. International Journal of Management and Business Studies, 5(3), 43-46. Retrieved 24 April 2021, from https://www.mcgill.ca/engage/files/engage/effective_leadership_is_all_about_communicating_effectively_luthra_dahiya_2015.pdf.

Maamari, B., & Saheb, A. (2018). How organizational culture and leadership style affect employees’ performance of genders. International Journal of Organizational Analysis, 26(4), 630-651. https://doi.org/10.1108/ijoa-04-2017-1151