Answer

Summary Memo: Solution to Pressurization of Staff by the Administration

MEMORANDUM

To:

From:

Date:

Subject: A solution to Pressurization of Staff by the Administration

        Following the inability of the staff to be more productive in their service delivery, it has been identified that some specific glitches hinder our operations – staff. One of the significant problems faced within Happy Cardiology Services is that some staff feels that the administration is unable to discharge their duties as required. Additionally, the second problem is that there is too much pressure on payment collection from patients. Furthermore, the third identified problem is staff have been unable to contain the pressure and the inability of the administration to function effetely; hence they are quitting due to low morale. Consequently, we have proposed administrative training and discipline as a solution to the aforementioned problems. Therefore, the purpose of this memo is to explain the effectiveness of the above mentioned proposed solution and what it needs for its implementation. Also, it provides a suitable leadership style, and the roles a leader can play are addressing similar problems – conflict management. Moreover, it elucidates the role of a leader in an effective workgroup during the implementation of the chosen solution.

        Effectiveness of the Solution – Administration Training and Discipline.

The proposed solution will be effective because training and being discipline ensure an increase or improvement in productivities. Moreover, the proposed solution’s effectiveness is guaranteed since it will thwart or prevent staff from resigning from their jobs. Therefore, the move to ensure that the administration is trained and disciplined is the best solution to thwart the pressure against the employees.

            Implementation requirements

           When implementing the proposed solution, several needs should be considered. One of the needs to be considered is to ensure that the administration does not feel like they are being targeted. Additionally, there will be a financial cost to be used to retrain the employees or hire new ones. Furthermore, there is a need to reduce the tension between the administrator and the staff.

           The Recommended Leadership Style        

 More importantly, the best leadership style that fits in a situation where the staff feels pressure and uncomfortable is an affiliative leadership (Martinuzzi, 2019). This leadership approach ensures that people always come first, and it is focused on being closes and personal with people, hence paying attention to their emotions and concerns.

           The Roles of a Leader in Conflict Management

           The fundamental roles in conflict management are vital to ensure productivity with harmony in the workplace. One of the three vital roles is being an investigator, listening and asking questions to enable a proper understanding of the situation between the involved parties (Walker, 2015) Secondly, a leader should play the mediator role to identify solutions collaboratively. Additionally, the third role is to serve as a representation of peace. Notably, in a situation where employees feel pressure from the administration, I will investigate the source of the pressure and why they are resigning. Consequently, I will be a mediator between the employees and the administration to collaborate with employee-based solutions. Furthermore, I will represent the organization in the implementation of the agreed solution.

            Leader’s Role in Creating an Effective Work Group When Implementing the Proposed Solution

Moreover, the leader’s role in creating a productive workgroup when implementing the proposed solution is to provide direction. Additionally, leaders are supposed to institute rules and policies that ensure the group is focusing on the goals. Moreover, a leader’s responsibility is to assist the group in understanding the objectives and generating strategies that facilitate the achievement of the set objectives.     

        Therefore, we humbly request that our proposed solution – Administrative training and solution be but in consideration for the effectiveness and prosperity of service delivery. Consequently, we require that our recommended leadership style will be implemented. Subsequently, the administrator will consider the roles of a competent leader during conflict management and when creating a workgroup to implement the chosen solution.