Business Process Outsourcing Assignment

Assignment Task

Introduction

Business process outsourcing companies have the expertise to assist others in lead generation, advertisement and revenue analysis and other functions. Previously, I have worked with such a business. There were several projects, and I managed the role of supervisor for a team of six people. As a part of my role, I had to foster a working environment where resources could work in collaboration to meet common goals. I had to encourage them to create and learn by working on problems and identifying alternatives that best suited their requirements in work. I had to identify their skills and competence, assign them tasks and monitor their performance. During this leadership role, I mainly experienced two challenges. First, the team members have a significant differences in their strengths and weaknesses, so managing them is a challenge for me. Second, the communication gap has impacted performance several times.

Reflective analysis

As a leader, I worked to set examples for others because the team performs when a leader performs, and in such a way, the business achieves success. Leaders’ performance reflects as fulfilment and job performance of the employees (Al Khajeh, 2018). I worked on democratic leadership approach and ensured that I had good interactions and relationships with my immediate team members. I encouraged the team members to participate in decision-making and considered feedback from them to understand how effectively they agreed with the decision. It helped me to make adaptable decisions and meet trust and satisfaction in teamwork.

Before assigning tasks, I preferred to review the skills of resources, and it allowed me to allocate a task which they could perform effectively. It helped me to achieve high performance and quality outcomes. In certain cases, resources have little or no competence for the particular tasks, but they are encouraged for learning and they indicated their values in teamwork (Iqbal et al., 2015). I ensured my support and guidance wherever required, but the lack of direct communication with team members was a concern. In mid of the project, when I had to respond to the client, I failed to procure the progress report on time, and it forced the client to meet senior management. I identified this as a weakness in communication with the team. Overall performance was quite satisfactory, but it has some areas for improvement.

Collaboration within team

Collaboration occurs when team members focus on and toward a common goal. I ensured that a high-degree collaboration as it helps to improve the way the team works and resolves a problem together. It leads to efficient processes, more innovation, improved communication and increased success (Salas et al., 2015). For example, I worked to create a work environment where team members could easily reach the supervisors and colleagues for assistance and share their thoughts. I created informal communication modes such as social media groups and pages and encouraged the team to report immediately if they needed help. It helped me to create an engaging work environment, and the overall satisfaction of the team toward the workplace improved.

I organised weekly meetings in which individuals were free to discuss their ideas, progress, issues and other concerns. For example, one team member suggested in a meeting that digital tools can be used for reporting, and therefore, I encouraged the team to use slack for teamwork. For team collaboration, I shared the common goals of the project using email and face-to-face meetings. I worked to understand the individual’s role and perspective so that I could ensure better collaboration within the team. I focused on adaptability to new ideas and conflict management strategies so that team members could work together with high transparency and patience (Schippers et al., 2015).

How I attained credibility

During my leadership role in the organisation, I shared my knowledge and experience as I identified this as a way to attain credibility. For instance, I observed the teamwork and encouraged the resources to find and resolve issues in their work. I shared my opinion on project management approaches and discussed the stories of where I could do better for a project. I assisted the team members whenever they were stuck at work and suggested them an alternative way to perform away. I also managed a good relationship with them and expressed my trust in them. Through my availability and interactions, I expressed to them that I was committed to helping them to meet the common goals.

In my role, I realised that being available, loyal and supportive is not sufficient to win the trust of all. Instead of working on myself, I encouraged the team the same so that individuals could get respect and value in the workplace. It helped me to show that team is incomplete without their support, and I increased my feeling of fulfilment. Therefore, such approaches help me to come close to the team and win their trust.

How my role influenced my practices

My character as a leader has influenced my practices. Since then, I have preferred to engage the team members in decisions as I know their feedback can make the decision adaptable and ensure improved productivity and performance. It also improved the accuracy of decisions. I also ensure that the team has established communication to express their thoughts, and it helps me to resolve the issues before they become big challenges (Al Khajeh, 2018). I also learned how to deal with conflicts. For instance, I learned in my role that many of the problems could be resolved by negotiation among both parties in dispute, and the overall process of conflict management can be made systematic. I work on teamwork and motivation and ensure that individual is valued for their contribution.

Asides from these, my leadership role impacted my practices in working with team members. I shared my knowledge and expertise, but I always ensured to leave a gap that allowed the team to be creative in work. Instead, to work on my ideas, I started to listen to others and understand their perspectives for the same.

Followers shaped the way

A leader has a rippling effect on followers. Initially, I was limited to my assigned task, and I never looked into the concerns of the team. However, I soon realised that an individual could do nothing and that teamwork is important. When I interacted with the team, I identified that they have a significant differences in their strengths and weaknesses. They also differ in their approaches to completing work. It encouraged me to adopt a way that best suits the team’s requirements (Gutermann et al., 2017). For example, I assigned the task to someone who has specific skills and experience, and I assessed which approach was most feasible to meet the performance goals.

The contribution and communication of the team also shaped the way of leadership. Some team members were less interested in meetings, and for that, I had to find alternative ways to encourage them. I convinced them by showing the benefits of the meeting and communication, and therefore, they expressed their interest through continuous participation. In some cases, I had to force the resources to follow instructions so that the common goals can be achieved on time. Therefore, the behaviour and contribution of followers impacted the way of working with them.

Understanding for fellowship

I think fellowship is an essential part of leadership because, without this, a leader will not be able to understand the weaknesses in work and skills. Followers share their feedback and reviews with leaders either by explaining their concerns or using their performance. It helps the leader to improve their skills and become more competent for the role. Similarly, followers are required to understand how effectively the skills are applied in the context and how it has impacted the followers (Gutermann et al., 2017). For instance, I made decisions regarding communication, coordination and progress reporting, and team members have adopted those decisions. It helped me to understand their satisfaction and agreement with my decisions. A fellowship drives leadership in a practical environment where skills and capabilities can be accessed more effectively.

Leadership perspective

According to Alvesson, leadership concepts are important, but over-commitment to leadership concepts must be avoided in practice. He suggested that organisations may consider leadership as a way to organise resources and capabilities, and therefore, there might be several other alternatives to organising instead of leading. It simply means that an organisation is not necessary to have leaders (Alvesson and Spicer, 2014). Alvesson also suggested that leadership is not a one-time process because there might be situations according to which a leader needs to make a decision.

Alvesson has presented several leadership perspectives. For example, managers can perform leadership as a fair mundane task, but leadership might not be recognised because of their formal position in the organisation. It creates challenges when someone wants to find leadership as a framework while a manager is already doing everything as expected from a leader. According to him, the standard definition of leadership does not necessarily include all aspects (Alvesson and Spicer, 2014). I can connect to this perspective as I identified that I also worked as a manager for the team. I assigned the related tasks to them and ensured that they were completing the task within the time and quality standard. I also governed their performance to meet the common goals.

During the work on projects in the organisation, I realised that leadership is a social process in which a person influences the followers and ensures their voluntary contribution. Considering this definition of the author, it is identified that there are two other modes of organising, such as exercising power and management. These are two things that also make a difference between a manager and a leader. However, it does not eliminate the need for.

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