Introduction
The profession of top management in the service of people is quite helpful as it serves people in need, those experiencing homelessness, and the older population. Interview report with Mr. Jonathan Gregor, Senior Human Services Manager at African Community Services in Minneapolis. He shared his experience and talked about the peculiarities of the profession and working in a team. This interview report focuses on the work environment, the manager’s personal views on employee motivation, leadership style, and challenges faced while working with team members.
The Interviewee’s Background
Mr. Jonathan Gregor, as administrator and top manager of the human services program, oversees the city’s social services. His role consists of developing, organizing, and coordinating new services. He also works on their implementation and observes human services strategies and activities.
He reports that the main incentive to work in the social services field is helping those in need and giving back to society. He also adds that implementing the project at the final stage, which allows the needy, brings him great satisfaction, which is his motivation. He has been working with a team of professionals for two decades, which gives him extensive experience.
Transactional Leadership in Practice
The interviewed leader uses the transactional theory of leadership. This theory helps to increase the productivity of the company. This leadership approach emphasizes the value of hierarchy for increasing organizational effectiveness. Mr. Gregor greatly values the structure and uses his authority to enforce rules to inspire staff to perform at their best. According to this philosophy, its employees are rewarded for achieving their goals. He claims that all his team members follow the manager’s instructions (Hussain et al., 2018).
A manager practicing this theory claims he monitors his subordinates, ensuring they are rewarded for achieving goals and disciplined when they do not reach them. However, it does not serve as a trigger for the company’s expansion. Instead, he focuses on maintaining the organization’s policies and standards to ensure everything goes according to plan. Mr. Gregor, practicing this theory, focuses on immediate goals, prefers standardized processes and rules, and encourages productivity (Hussain et al., 2018). Transactional leadership works well when there are clearly defined tasks, and the main goal is to get the job done.
Challenges in Applying Transactional Leadership
Mr. Gregor noted that despite the established boundaries and understanding in the team, he still needs help applying transactional leadership theory. Having already reached the top of management power, the leader has under his command people (employees) who are in a strict hierarchical system of subordination, which affects empathy and understanding between each other in case of personal problems. The leader, having power, can control not only the process but also the phenomenon of people subject to him; therefore, a so-called “agreement” is concluded between the followers and the leader, based on which the follower is obliged to voluntarily obey and act according to the law of the structure. Mr. Gregor considers this a disadvantage as he is forced to devise punishments for not completing tasks perfectly.
Moreover, according to this theory, the relationship between the leader and the followers is of a business nature. Thus, transactional leadership theories aim to establish a connection between the leader and followers, who are connected through the so-called “agreement” between them (Hussain et al., 2018). Relationships based on agreement often end quickly because the leader does not use an individual approach in case of need or problem.
Strategies to Overcome Challenges
The top manager said that stress and tension are a part of life, especially in his profession. He added that running and working out are effective ways to relax. It helps him gather his thoughts and clear his mind.
However, he said that stress and tension at work could be avoided if work is done correctly. According to Mr. Gregor, it is essential to be aware of the latest developments, which can be achieved by occasionally checking the social work opinion with the social council, which announces essential changes in the profession and publishes training plans. What Mr. Gregotre likes most about his work is the opportunity to make those in need smile.
It is because he can help the needy with material things and comfort, as it is his responsibility. This goal is achieved by successfully leading the team. On the other hand, some situations become difficult and complicate the provision of his services. Such conditions include ignorance and a lack of commitment on the part of some members of his team. According to him, it makes it complicated to work effectively and efficiently, which is the last thing he likes about his profession.
Conclusion
In conclusion, the interview showed that top management in the organization is a complex process that requires total commitment and interest. Every day, Mr. Gregor faces challenges, and activities in the human services field promote several ethical issues, including confidentiality, consultation, discipline, and respect. Ethics in the Human Service profession helps improve lives, protect rights, and promote the welfare of society as a whole. Mr. Gregor’s interview will be effective for those interested in human services and will consist of confidentiality, respect, support, compassion, and a social perspective.
References
Hussain, S. T., Abbas, J., Lei, S., Jamal Haider, M., & Akram, T. (2018). Transactional leadership and organizational creativity: Examining the mediating role of knowledge sharing behavior. Cogent Business & Management, 4(1). Tandfonline. Web.