...essential leadership theories and their impact on organizational dynamics. * Introduction of Leadership Theory Impact of Leader-Follower Relationships * Leadership theory and application revolve around two major ingredients: leadership and followership. Together, they encompass strategies for solving social coordination in effective problem solving, conflict resolution and cohesion among groups who work together. * Major Point #1: Impact of Leader-Follower Relationships * There are multiple leadership styles, but no one style is recognized as the ‘all in all’ of leadership. Many leaders employ a variety of styles to adapt to situations, which the author refers to as situational leadership. Other leaders apply specific leadership styles based on who they are and how they lead. * Major Point #2: Leadership influence on Organization Culture * The key is to develop a leadership style that gets to the heart of the matter of the follower while mentoring and shaping them to become effective leaders. A good leader [mentor] will guide, direct or advise others on how to become who they wish to become, often coaching the individual to develop strengths, knowledge and talents they strive toward. As a result, the follower feels valued as an integral part of the team; the follower's purpose is clearly defined...
Words: 690 - Pages: 3
...Leadership Approach Paper Sharon Boahn LDR/531 May 13, 2013 Drew Stevens Ph.D Leadership Approach Paper Leaders aid a group in achieving a common goal. Leaders have new ideas and goals they introduce to the group and motivates the group to work on the new ideas and achieve the goal. Leaders also inspire the group to perform at their best and assist them in their performance. Leaders have leadership skills and approaches that help them to be successful. The trait leadership approach is based on the theory that leaders are born with the leadership characteristics that enable them to be great leaders, instead of being developed or taught into the leadership role. There are strengths and weaknesses in the trait approach concerning leadership. Strengths There were several characteristics founded to be very strong in the trait leadership approach. “This approach emphasizes attributes of leaders such as personality, motives, values, and skills” (Yukl, 2010). The personality of a leader has a large role in his or her success. The personality of a leader can be very valuable when interacting with individuals, the personality of a leader can set the mode within the workplace. A leader with a positive personality will create an encouraging atmosphere where goal accomplishment and motivation will be successful. There are strong abilities identified in the trait approach of leadership, such as continuous force to get the job complete, sharp perception, and influential power. The...
Words: 571 - Pages: 3
...Wonka decides to allow 5 children to visit his factory and distributes five Golden tickets hidden in the five chocolate’s bars to the unknown locations. The one who will find golden ticket will be allowed to visit chocolate factory. Moreover last child left will win the main prize. Thus, five children found, who found Golden tickets are: Augusutus Gloop – rude and glutton guy, who lives only for food; Veruca Salt – spoilt child, who demands whatever she wants from her parents by screaming at them; Violet Beauregarde – impudent girl, whom mind completely taken by gum chewing; Mike Teavee – bot, who addicted to television; and Charlie Bucket – very polite and shy boy, who is protagonist in this movie. Throughout all movie, mr.Wonka will apply selection processes, because he needs to identify one child, who fits his demands and choose him as a heritor of the factory(Billsberry and Gilbert, 2007) . Thereby, he observes each child behavior, when they are taking a tour through his factory and eliminate those, who failed his perceptions about a good heritor. Mukhtar (2010) states that selection is process of screening candidates and choosing the most suitable one, who fit requirements of the organization. Selection of the employees is crucial for organization’s management as they directly involved in performance and internal culture. However, selection processes must be done properly and carefully to prevent from hiring...
Words: 1326 - Pages: 6
...people for the right positions and that includes job analysis, job design, selection and performance review. This paper will discuss the approaches and strategies that will be utilized and the advantages and disadvantages of each. Job Analysis Approaches There are several approaches to job analysis that can be used with our organization that would be beneficial, but each analysis has its pros and cons. The Position Analysis Questionnaire (PAQ) approach was developed by McCormick, Jeanneret and Mecham in 1972 is a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. It measures job characteristics and relates them to human characteristics. The analysis is divided into six categories: interpersonal activities, work situation and job context, miscellaneous aspects, information input, mental processes, and work output. (Noe 2014) Although tedious in its format the advantages to this approach are that it’s extremely reliable which can be replicated on a second administration; the format of this method includes both data collection and computer analysis and can yield results much faster than other methods. With pros, there are also cons and with this method the cons are that the language of the results is often difficult to read (a higher reading level than most), and the language is not job specific. Another approach is a...
Words: 2161 - Pages: 9
...attributable to cultural differences. MANAGEMENT DEFINED If you walked into a company, how could you tell who the managers are? Management expert Peter Drucker says that management “. . . is the responsibility for contribution.” In other words, it is the manager who is responsible for making sure that the company achieves its goals. A manager is someone who is responsible for accomplishing an organizational unit’s goals and who does so by planning, organizing, leading, and controlling the efforts of other people. That definition highlights three aspects of managerial work. First, a manager is always “responsible for contribution”—on his or her shoulders lies the responsibility for accomplishing the organization’s goals. Therefore managers may apply management theories, but management is never just theoretical. Second,...
Words: 3406 - Pages: 14
...the different motivation methods has brought the realization of just how important motivation is in the workplace. For most managers, motivating their employees is a key issue. In today’s work force, managers are inclined to pay special attention to their employees. They also pay attention to motivates them to perform at a higher level. Not every individual works in the same manner or needs the same motivation. This paper will look at the different characteristics of professional workers and lower-level contingent workers. Also addressed in this paper will be the different motivational approaches that are used by managers today towards these two groups. Finally, by applying a set of motivational theories, this paper will attempt to explain why managers should apply different methods to each of these groups. There are many questions facing managers about motivation; questions such as how does motivation work, when to apply motivation, and whom to apply motivation techniques to. Motivation reflects how innovative and productive jobs are achieved within work organizations. Because motivation influences productivity, supervisors need to understand what motivates employees to reach their peak performance. Motivation is the driving force which causes an individual to achieve their goals. Motivation is a set of values that predispose an individual to act in a certain manner in order to reach a desired outcome. These behaviors are voluntary. In the workplace, the manager (motivator)...
Words: 1236 - Pages: 5
...830———Trait Approach to Leadership determining how an organization should allocate training resources. The organization–task–person model is less useful when it comes to reacting to a specific human performance problem, such as high turnover or poor sales. A thorough needs assessment relevant to this problem may prove inefficient; moreover, it would assume that some form of training is required to solve the problem. An alternative model has been offered to deal with these situations. It is a problem-solving process that begins with problem definition and then moves to root-cause identification Fleenor, John W. "TraitThis model isto and intervention design. Approach known as the Leadership." Encyclopedia of Industrial human performance intervention (HPI) process or and Organizational Psychology.(HPT). Although human performance technology 2006. relatively neglected in I/O psychology SAGE Publications. 16 Feb. 2011. research, this approach resonates with the consulting approach increasingly used by professionals in the human resource management and organizational development fields. —Kenneth G. Brown See also Job Analysis; Job Analysis Methods; Training; Trainability and Adaptability; Training Evaluation FURTHER READING leadership research. This approach focuses on the personal attributes (or traits) of leaders, such as physical and personality characteristics, competencies, and values. It views leadership solely from the perspective of the individual leader. Implicit in...
Words: 2000 - Pages: 8
...their organizations. Recruitment selection process is a procedure of engaging individual suitable qualifications with abilities to apply for a position in an organizations. We will look into the KSAOs model as an assessment of recruitment selection process for the position of Administrative Assistance in Johnson Company. KSAOs are the model that consist in Knowledge, Skills, Abilities, and Other characteristics that a basic applicant must possess in order to perform and excel successfully in the position. Moreover, KSAOs typically divided into two major categories which consist of technical and behavioral. From technical perspective, KSAOs measure attributes knowledge and “hard” technical skills, like the basic administrative and management in the warehouse for an administrative assistance position in this instance. Behavioral KSAOs measure “soft” skills which consist of the attitudes and approaches that applicants applied in the work strategy, such as the ability to collaborate and communicate on wide level of range with the warehouse team. There is several methods that will be assessed for the recruitment selection process of the position. It consist of interview, job analysis, psychometric tests, references, bio data, work-sample tests and assessment centers. These methods can develop the KSAO’s model performance in an applicant role to the job functions. Based on the requirement of Johnson Company, the methods that will...
Words: 2045 - Pages: 9
...Traditional ways of recruiting such as newspaper posting can be very expensive while limiting the content needed to attract the specific qualified individual the company is seeking. Most online job boards allow employers unlimited space to sell their organization to the right candidates. Newspapers price ads by the amount of space being used so it becomes very expensive to post important details about a particular job. Online recruiting offers convenience of being able to apply for jobs anytime and anywhere. Human resource (HR) professionals aren’t available 24 hours a day, 7 days a week to accept resumes from potential applicants. This also allows job seekers who are employed to search for other jobs since Traditionally, HR professionals also had to take countless hours to shuttle through enormous amounts of resumes, whereas job boards allow employers to set up screening questions to help filter through resumes with the most potential. This permits the recruiter to tackle more productive, revenue generating tasks. Before, applying for vacant positions was very tedious and timely, but now with the help of online job boards the process can be instantaneous. Our society has become a “microwave” society meaning that through technological advances anything can be done at the click of a button. Job boards are equipped...
Words: 1909 - Pages: 8
...According to Mondy (2002) “Performance appraisal is a formal and critical system of review and evaluation of an individual or a team’s job performance.” (p. 279). In most firms, however, performance appraisal pays more attention on individual employee’s performance rather than the accomplishment in group. Moreover, the achievements and develop plans of individual employee as well as the team development, aims, objectives should be able to assess by an efficient performance appraisal system. When employees done well in their task or fail to achieve the target of job, all these performance will be detected by a performance appraisal system. Figure 1 The Performance Appraisal Process The figure 1 shown above is the process of performance...
Words: 2066 - Pages: 9
...Administration concludes that this era "accelerated an inevitable move from focusing on paying individuals for the job they do to paying individuals for the skills knowledge and competencies they have."1 This is not the only article that states that paying for the person would replace paying for the job in the future. There was a whole rash of articles in the late 1980's to the mid 1990's that carried the same theme. It is significant that since then there has not been more attention paid to this idea. Competency pay is a fancy term given to the idea of paying for the person rather than the job. In fact, very few compensation plans pay for only one thing. As discussed in the first chapter of this text, pay can be based upon the job, the person or their performance, and most systems are combinations of all three. The real questions are which one will be the base platform for the other two and what weight will each have in the decision of how much to pay the individual. The past chapter focused upon a compensation system based upon the job. In the chapters that follow this one, we will examine how factors relating to the person and to his or her performance help determine the pay rate of the individual employee. In this chapter we will examine competency pay as the factor that is the base platform for the establishment of the pay rate. Paying the person rather than the job is not entirely a new idea. There are compensation plans, such as maturity curves, that have been around for...
Words: 10995 - Pages: 44
...Job Analysis Deborah Fischer-Hansen PSY/435 April 16, 2013 Deborah Hesselbein Job Analysis Job analysis refers to an approach for explaining a specific job and the tacks necessary to fulfill the requirements of the job. One of the main goals is to define the requirements and characteristics of a particular job. The job analysis needs to consider who, what, where, when, and how the job might relate to an individual. Many methods provide different types of information about the jobs and human attributes needed for jobs (Spector, 2012). There are two different categories of job analysis; they are job oriented and person oriented (Spector, 2012). Job oriented emphasizes the responsibilities needed for a job, whereas, person oriented concentrates on the individual particular characteristics needed for the job. The author will further discuss a job with Trinity Teen Solutions, specifically life coach for struggling teen girls and young women. Life Coach Job Analysis Life Coaching is a profession that compliments consulting, mentoring, therapy, and counseling. According to "What Is Life Coaching?" (2012), the coaching process addresses specific personal projects, business successes, general conditions and transitions in the client's personal life, relationships or profession by examining what is going on right now, discovering what your obstacles or challenges might be, and choosing a course of action to make your life be what you want it to be. The...
Words: 918 - Pages: 4
...|Qualification |Unit number and title | |Pearson BTEC Level 5 HND Diploma in Business (QCF) |Unit 3: Organisations and Behaviour | |Student name and ID number |Assessor name | | |Joseph Tawiah (Module Leader) | |Date issued |Completion date |Submitted on | | 25th January 2016 |22nd April 2016 before midday | | |Internal Verifier | | |Assignment title | Toyota Motor Corporation | |Instructions2o |An electronic copy of your assessment must be fully uploaded by the deadline date and time. | | |You must submit one single...
Words: 4464 - Pages: 18
...motivation in the shop assistant job at Hennes & Mauritz AB (H&M) in London. This will be described as the essay will start with looking at H&M. Then evaluating the motivating potential score (MPS) to propose potential recommendations as a manager, which are validated through these motivational theories: the Herzberg’s Two-Factor Theory and Vroom’s Expectancy Theory. Looking at the evaluation of the motivating potential score (MPS) and the recommendations together will provide better job satisfaction (Robbins & Judge, 2008) to enhance this job within this company. Hennes & Mauritz AB (H&M) Hennes & Mauritz AB (H&M) has an international reputation as they are one of the world’s largest retailers that encompasses several different brands, which include COS, Monki, Weekday and Cheap Monday which all specialises in the fashion industry. H&M has a potent diversity of employees and its company culture based on several core values such as simplicity, a down-to-earth approach, entrepreneurship, team spirit, common sense and a belief in individuals and their attributes to use their initiative (H&M, 2012). The Motivating Potential Score (MPS) An employee motivation in a job can be analysed using the motivating potential score (MPS). The MPS uses the five core characteristics from the Job Characteristics Model (JCM) which are: Skill variety; Task identity; Task significance; Autonomy; and Feedback. The MPS is very important as it can measure the job motivation in order to do procedures...
Words: 1658 - Pages: 7
...COURSEWORK ASSIGNMENT (50%) SUBMISSION DEADLINE : APRIL 29 2013 NAME : NGUYEN HONG HANH ID NUMBER : SCM-021587 FACULTY : OPTOMETRY AND VISION SCIENCE (HONS) INTRODUCTION This document is designed as an introduction to thinking ethically. This provide not only the basis definition of Ethics, but also how to approach and apply it on the real life. Question 1 Some people said that: “Ethics is the same as feelings” “Ethics and religious beliefs is the same thing” “Ethics is not different from laws” “Ethics follow the society accepts” “Ethics is science” All of these definition is NOT true. These replies for these question going to define WHAT ETHIC IS NOT. Question 2 There are five approach is being critically evaluated in this question. The Utilitarian Approach The Rights Approach The Fairness or Justice Approach The Common Good Approach The Virtue Approach Question 3 We all have to make decision on daily basis. It appear everyday in our life, force us to deal with it in our job… So what should we think when a moral issue show up? What should we consider? What to think and what to do? These question going to analyse the problem, shape a framework for ethical decision making by these four step: Get the facts. Evaluate Alternative actions. Make a Decision and Test it Act and reflect on the outcome. QUESTION 1 Ethics...
Words: 3217 - Pages: 13
