Peer Review

Peer Review

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Peer Review

The view of the author on the type of organizational behavior that should be used is valid. The suggested option is the Supportive model, which expects the leader of the team to enforce the strategies, and regulations of the organizations as well as ensure the team members are assisted. The author captures the true concept of the model, and its implementation in the FBI’s Behavioral Analysis Unit. He provides additional information on the responsibilities of the leader in the supportive leadership model such as ensuring a cohesive relationship exists within the work setting.

In supporting the strengths of the model, the writer provides evidence drawn from peer-reviewed articles such as “Organizational Behavior: Human behavior at work” by Newstrom and “Setting a good example: Supervisors as work-life-friendly role models within the context of boundary management” by Koch & Binnewies. Some of the strengths mentioned include assisting in improving the self-esteem of the workforce, as well as comprehension in the areas that should be focused on in terms of development. The author provides reasons why these strengths are imperative. Firstly, he states that for there to be the accomplishment of work assigned, there should be a high level of self-esteem within the workforce. This is provided by the model. In the identification of areas requiring focus, the supervisor or leader is empowered with the ability to pinpoint colleagues with the necessary expertise in tackling these areas.

The author delves into mentioning the weaknesses of the model. This aspect is considered important, as the readers can understand both the strengths and weaknesses of the model in use and decide its effectuality in other situational settings. Some of the weaknesses elaborated include the different personalities that exist in the workforce that make it hard for a supervisor to develop a copasetic working atmosphere. The organizational setup in any business is geared towards ensuring the workforce can comply with the rules and perform their duties with minimal supervision. Contrary to this, the supportive model necessitates the need for a supervisor to monitor the workforce, which illustrates the lack of direct leadership. In conclusion, the author is direct in answering the questions posed by providing founded evidence from peer reviewed sources.