Last Updated 11 Mar 2020

Leadership and Organizational

Category Organization
Essay type Research
Words 588 (2 pages)
Views 294

I. Introduction

The Housing Authority was created to provide safe and sanitary housing for low income families. The position of an area clerk is to provide administrative support to the property manager and maintenance staff so that their focus would be on the development and the residents. The lack of maintenance professions motivation and effort to complete work assignments efficiently has caused issues in our developments.

Public housing was established through the U.S. Housing Act of 1937 to provide decent and safe rental housing for eligible low-income families, the elderly, and persons with disabilities. Public housing comes in all sizes and types, from scattered single family houses to high-rise apartments for elderly families. There are approximately 1.3 million households living in public housing units, managed by some 3,300 HAs. The U.S. Department of Housing and Urban Development (HUD) administers Federal aid to local housing agencies (HAs) that manage the housing for low-income residents at rents they can afford. HUD furnishes technical and professional assistance in planning, developing and managing these developments.

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II. How can we motivate our Maintenance professionals?

Maintenance professionals are not completing their assignments efficiently. They are not organized and detailed when handing in work orders. Our backlog is always over 200 days old and is causing our development to be looked at by upper-management. We are not maintaining the property as well as providing sanitary housing to our residents.

III. Analysis of the Problem?

The lack of management to supervise and maintain regular performance meetings with maintenance so that they will no what they are needed to complete on a daily basis. The lack of performance appraisals and updates on performance has caused maintenance to feel that their work performance was not an important role in the organization.

IV. Leadership and Organization behavior Concepts

We as an organization need to learn how to be effective managers and leaders. “Leadership is a process by which a person influences others to accomplish and objective and directs the organization in a way that makes it more cohesive and coherent”. (Don Clark, 2010) In order for us to recognize the differences in our organization we have to become effective team leaders. We have to recognize that having a team with a diverse group of people we gain information. Stated in our class text, “…Membership diversity offers a rich pool of information, talent, and varied perspectives that can improve team problem solving and increased creativity.” (John Wiley & Sons, 2008) Leading to the increase in employee productivity and the increase in employee morale.

V. Solutions and Alternatives to the Problem

There are three possible solutions that Jane may choose to implement in the organization. They are employee recognition programs, Incentive programs, and Weekly team meetings. We chose to use Employee recognition programs to further motivate our maintenance professionals. We will implement an employee newsletter stating the employees that are receiving recognition for efforts about the job. Also, there will be award ceremonies where employees will be given awards for the best development or most improved development.

VI. Reflection

An organization can only develop a group if their team of employees’ work hard. We all play a role in the organization. Everything is handled by maintenance they manage the site and now what is going on with our residents. They are ones outside dealing with everything without them we will have no source of the issues we face with our residents (crime, sub leasing, etc.) We should recognize their efforts and bring their morale up so that they could be motivated to do their job and we can work as a more cohesive team.


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Leadership and Organizational. (2017, Apr 01). Retrieved from

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