AminataFunchess BUS-518 assign3.docx

Often little would review required procedures to

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the necessary decisions to accomplish the goal. Often Little would review required procedures to determine if there was something about it that was unnecessary or uneconomical. Even if the matter was deemed controversial to combat such issues, Little never backed down when supporting his team members to accomplish their goal. His methods were sometimes unconventional when trying to find ways to make his team’s job easier and assisting them with making the product and procedures run more smoothly. It was untraditional for a government employee to interact with anyone other than other government employees or contractors that were completing work on an awarded contract. Little went as far as to contact the suppliers to the contracted company. The support and dedication to providing the best and most cost-efficient outcome was so important to Little, that he knew making the suppliers jobs easier would create a ripple effect of benefits. These benefits would essentially enable his team to create a better product and remain on task. As stern as Little portrayed himself to be, he was inconsistent by giving women on the team preferential treatment. One example was in the case where Lynda Rutledge brought this issue to his attention. She noticed that he allowed a woman in a leadership position on the team to disappear for unexplained amounts of time. Lynda felt this behavior was causing issues on the team when decisions involving her input were halted due to her absence. Little was baffled when confronted with being chauvinistic but agreed that he allowed women to have more latitude in similar matters. Although Little was aware that the woman’s behavior and lack of disciplinary
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DEVELOPING A MISSILE: THE POWER OF AUTONOMY AND LEARNING 5 action from him was affecting the team negatively, Little did not change his behavior or confront the woman. In fact, Little continued to make excuses when pertaining to the woman’s absences. Little’s leadership style was proven effective but some of his methods were abrasive and offensive. The method I would have chosen to motivate employees upon my entry to the project would have been less threatening and more encouraging. “The importance of employee communications is often overlooked. You should communicate with them frequently, and actually speak with them face-to-face. Your staff needs to know they are valued, and communicating in person with them is the best way to show your appreciation for their hard work” ("Top 5 Ways to Motivate Your Employees (It's Easier Than You Think)," 2017). Little seemed to be unaware of expressing to his employees that they were valued other than the occasional promotion. Although his tactic of threatening his employees may work initially, it is not the best method to maintain trust and respect from your employees.
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