According to the article, there is a lady, Tricia, who is a human resource team leader of a regional headquarters of an international bank. Under her directive, she has a team of individuals whose primary duties are to carry out various human resource initiatives after serious thought on how to improve her leadership effectiveness with her team of human resource professionals. Based on the reflection she did on herself, she had been business-like and task-oriented. She then decided that she should adopt relationship-oriented behaviours with the rest of her team members and this, she could only achieve by being Facebook friends, and have Twitter exchanges with her staff of five. In the beginning, she was strict to only work-related topics posting in social media. Later, she started and encouraged posting of other personal things or issues which are not work-related.
Concerning the main issues, the main problem, in this case, is the fact that the main character, Tricia, decided not to be business-like and task-oriented and preferred to be relationship-oriented behaviours. Additionally, another common issue is the fact that she diverted the primary intention of using the two social media platforms, Facebook and twitter in which, despite being a leader, she started engaging some of his team members into a discussion on private affairs which does not relate to the work in any way (Barnett et al., 2016). Lastly, she appeared to be exaggerating some of the relationship-oriented behaviours
Some of the likely contributory factors, in this case, are the close relation between Tricia, who is the leader and other of the group members. Additionally, is the peer influence in which some of the team members diverted the primary intention of the group from posting job-related issues to personal issues due to impact from their leader or other members. Lastly, another problem is the fact of poor governance by the group leader, whereby Tricia does not ensure that the group members are not irrelevant in their postings. The main factor which is likely to be the root cause is the close relationship between the leader and the team members whereby due to their close relationship, they started engaging or posting other personal statements in the platform, at some instances, Tricia tend to encourage one of the team members to participate in such talks by reminding her that despite being her leader, they can also be friends. There is two leading possible solution to such problems, leaders upholding the primary intention of the group and even though a god administrative policy.
The problem can only be solved by encouraging the entire group members including Tricia, their leader to uphold the primary intention of the platform by helping only posts which are work-related, this is advantageous since y leading other members in rectifying the animalism, other members will follow suit (Seidman, Langlais, and Havens, 2019). The disadvantage of this solution is that it might be ineffective due to the close relationship that the team members might have developed and as a result, they might find it difficult in obeying their leader due to. Another possible solution is coming up with an excellent administrative policy which will ensure no leader or team leader goes out of context in his or her duties. This is advantageous since it will bind the leaves to ensure they be work-oriented.
Concerning personal opinion/ recommendation, I would advise or recommend to Tricia not to allow a conflict of interest to interfere with her ditties, and she should stick to her duties and stop posting of irrelevant issues or messages into the group. One of the relationship-oriented behaviours which Tricia tend to exaggerate is the fact that she is an open person who can discuss her issues openly to people. In case I am one of the team members, and my leader sent me a post about his or her team leadership role and our potential friendship, I would start by congratulating him and if possible contribute on her team leadership posts. On the part of a potential association, I would not disgrace her on the public. Still, I would politely ask her to stop mixing our duties and private life activities since it is not healthy for any active organization (Langlais, Seidman, and Bruxvoort, K2018).