Organizational managers should be aware of their followers’ challenges, experiences, expectations, strengths, and weaknesses to implement the most appropriate business strategies. They can go further to consider their leadership philosophies to address emerging issues and continue to drive organizational performance. This paper gives a detailed analysis of the unique problems existing at DocSystems Billing, Inc. The second part gives appropriate recommendations for tackling the situation efficiently.
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The selected case study indicates that various challenges make it impossible for DocSystems Billing, Inc. to meet the needs of some of its clients. The first one arises from the decision to form new groups from the existing ones. This move has triggered new problems since most of the senior medical insurance specialists are still opposed to the idea. The second issue was the increasing levels of the workload at this firm. This challenge explains why the company finds it hard to address its clients’ issues or concerns. Additionally, medical insurance specialists are currently taking along to address some of the cases they are handling. The workers are also unhappy with the introduced changes since they are unable to perform their roles diligently.
The problems experienced in this organization appear to differ based on employees’ roles. According to Jim, the current situation is normal and it only requires an effective change to transform it. The other senior medical insurance specialists believe that the reorganization has made it impossible for them to achieve their objectives. For example, Michelle believes that Dana is a poor leader whose philosophy is inappropriate for her team.
Those who have been with the company for many years are experienced and believe that the newly-established teams will make it impossible for them to deliver positive outcomes. Some of the senior insurance consultants are not concerned about some of these challenges. With such views and observations, the level of collaboration has reduced significantly in each of the teams.
According to the presented case study, most of the employees are against Jim’s proposal or solution. Various reasons can be presented to explain why this is the case. The first one is that the company restructured its teams without considering the inputs, views, suggestions of all stakeholders. This means that the workers are currently opposed to the introduced change. The second reason is that the leaders in charge of the new groups are unable to inspire confidence. They have also failed to communicate goals, performance, and achievements to different team members promptly. Consequently, most of the employees are unhappy with Dana’s leadership qualities or approaches.
Another possible reason why there is resistance to Jim’s proposal is that he has failed to take up managerial roles effectively. This means that he should have considered a powerful model to involve all stakeholders before introducing any change at the company. This approach would have encouraged all employees to cooperate, present their insights, and solve challenges that could have affected or disoriented the entire change process. With such problems, there is a need for the company’s leaders to consider some of the best communication, decision-making, and change implementation strategies to involve and engage all followers. Such a move will eventually make the organization profitable and add value to the targeted clients.
The data included in the analyzed case study reveals that the leader can consider various initiatives to address most of the issues affecting this company. Since the outlined predicaments have affected the resolution of escalated cases, it would be necessary for the organization to consider the most appropriate team intervention strategies. Such a model will guide the leaders at this firm to ensure that there are team ethos, practices, and direction.
Those in charge of the new teams should formulate attainable goals and objectives. They can go further to define how interdependencies across the groups will take place. The leader should be in a position to promote effective communication, decision-making processes, and problem escalation procedures. Those in charge of the groups should ensure that all members meet frequently, share ideas, and propose superior methods for improving service delivery to the targeted customers.
New teams tend to experience a wide range of problems if they lack adequate support or leadership. Similar issues have been recorded in this company within the past three months. Some of them include undefined expectations or goals from the leaders, duplication of roles, ambiguity, and unclear objectives.
This means that there is a need for Dana and Alex to identify efficient ways to deliver positive relationships and improve interpersonal relationships. Such an approach will maximize the level of collaboration and make it possible for the targeted groups to deliver positive results. These individuals should also devise new procedures for escalating complex cases. Such measures will transform the current situation and improve the efficiency of these teams.
Several observations can be made for Jim to address the problems existing in this company. Firstly, the absence of a clear team intervention plan affected the effectiveness of different employees. Secondly, the implemented initiatives were not supported using a powerful change model. Thirdly, leaders should always accept the fact that all new procedures and structures will encounter some forms of resistance. Fourthly, managers have a responsibility to identify existing problems, propose appropriate solutions, and implement evidence-based action plans to drive organizational performance.
The best interpretation for Jim is that the current issues the company is facing can be addressed using an effective managerial approach. The leader can include all participants and followers, listen to their complaints, solve emerging conflicts, and implement the best team cultures or norms. With these insights in mind, Jim should go ahead and consider the most appropriate change model to introduce the best team behaviors, mentor all group leaders, and present adequate resources to support the initiative.
Kurt Lewin’s theory can be a good choice since it presents these detailed stages: freezing, change, and refreezing. Depending on the inputs different stakeholders present, the leader will be in a position to implement the most appropriate change that can improve the current situation and ensure that more customers receive exemplary billing services.
DocSystems Billing, Inc. is currently facing specific problems that are making it impossible for different employees to provide exemplary services to existing customers. Some of these issues include poor coordination, improper team leadership, undefined group roles and objectives, and ineffective communication. These predicaments have resulted in numerous challenges at the organization. Jim and other leaders should, therefore, consider the best team intervention techniques and change models in an attempt to transform the experiences of all employees and improve business performance.