...speak clearly, be a skilled listener, and a good all-around communicator. Being a leader you have to value learning and capability and so do their assistants. Leaders make sure that everyone is included so actual leaders unite people and give them a joint identity as part of a team or family. When your leading you have to realize there is no failure just more experience and feedback of what you will do next. When walking into your business you have to be excited for work. This type of role comes with tasks that can be stimulating and challenging although can be very fun in some well-led organizations. Keeping up with this routine will motivate employees. Leadership versus Management Leadership and management go hand in hand although there are differences between these two. The biggest difference between managers and leaders is the way they motivate the people who work or follow them, and this sets the tone for most other aspects of what they do. To this day...
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...initiatives. * Stonich (1984) argues that while reward systems have long been acknowledged as motivators of managerial performance, they are frequently overlooked as tools to better align strategy with a company’s internal characteristics. REWARD STRATEGY Development, implementation and use of reward systems which enable individuals to compete work tasks that are aligned with organizational goals, structures and strategies. INTRINSIC VERSUS EXTRINSIC REWARDS Different people perceive rewards differently. A manager who fails to take this into accounting may, unknowingly, foster an ineffective organisation. * Non-financial rewards * First choice * Receipt of valued things VERSUS * Direct/indirect * Base wage * Bonuses * Commissions * Individual + group incentives * Gym * Childcare * Leave * Car TRANSACTIONAL SYSTEM VERSUS HUMAN RELATIONS * ‘linking effort to pay’ – individual’s output determines how much they should be paid * BUILD 3 PAPER PLANES IN 30 SECONDS VERSUS * Emphasises on work quantity and quality, instead of focusing on output...
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...to be productive. Managing daily work activities would not take place if a business was ineffective in their communications skills. Trends in communication will change in a work place as technology changes. Business communication plays a giant role in the day to day activities at the work place. When there is ineffective communication between co-workers then there is ineffective production. “Good communication matters because business organizations are made up of people” (Blalock, 2005). According to Blalock (2005) there has been research that shows that typically managers spend up to 80 percent of their time doing some sort of oral or written communication. According to the National Commission on writing, when a person has bad communication skills they usually will not be hired or promoted, eight percent of corporations with the greatest employment growth potential assess writing during hiring, two-thirds of salaried employees have some writing responsibility, and more than forty percent offer or require training for salaried employees with writing deficiencies. For all these reasons and for many more, business communication skills are important for any business to be able to produce effectively and for a person to be able to get hired or move up in a company. Daily work activities are managed better when you use effective written and oral communication. When you use effective communication your day goes a lot smoother, more is accomplished, and the company has not...
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...Effective Communication Paper HCS/325 September 2014 Effective Communication Paper Effective communication is an important and essential tool needed in health care organizations. Effective communication influences an organization success in a variety of positive ways. Keeping the organization employees informed about changes being made, knowledge gained, and successes achieved are an essential way of providing effective communication. Communication also provides the opportunity for questions they may have, employees need to feel that they matter to such organization they are employed by and need to feel the cohesiveness of not only their teams but from the whole organization, which promotes effective communication and unity within such teams of the organization. There is a variety of communication methods in order for the health care organization can communicate effectively internally and externally as well. The organizational model that best describes the organization I am employed by would be the hierarchical structured model. The organization is carefully blueprinted into functional departments, which are managed from the top of the hierarchy chief executive through a variety of structures, regulations, job description, rules and policies. This model seems to work efficiently, but room for improvement is always a possibility. The organization is compromised of several department heads and lower level employees who job duties are performed based on job descriptions....
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...Wendy Formby Developing & Managing Employee Performance (Richardson) Wk: 1 Case Study April 14, 2013 Read "CASE STUDY 1-1: Reality Check: Ideal Versus Actual Performance Management System" on pages 28-30. Answer the questions at the end of the case. Part I: Characteristic | Current employer | Previous employer | Strategic congruence | No | No | Context congruence | No | No | Thoroughness | No | Yes | Practicality | No | Yes | Meaningfulness | No | Yes | Specificity | No | Yes | Identification of effective & ineffective performance | No | Yes | Reliability | No | Yes | Validity | No | Yes | Part II: Seven of the nine characteristics are present in the system that I am evaluating. The two characteristics that are not present here are Strategic congruence and Context congruence. These are the most important. Performance management is where managers want to ensure activities and work is congruent with the organizations goals. Strategic congruence is a way to guide employees in contributing to the organizations success. Thoroughness is indeed present. All employees are evaluated, including management. With thoroughness, both positive and negative feedback is present. Feedback is so powerful and can be misinterpreted. The type of feedback, employees and managers give can determine if it is effective or not. Practicality isn’t exactly ideal. While the evaluation system was easy to use, the basic questionnaire was not tailored to each job. Read "CASE...
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...of leadership 6 The trait theories 6 Behavioral theories 6 Contingency theories 7 Power and influence theories 7 Management versus leadership 7 Conclusion 8 Reference 9 Discuss Leadership Styles, Autocratic & Participative Introduction Yukl (2002) explains that a person who influences a particular defined group of people with an aim of achieving a certain set goal is known as a leader. Leadership on the other hand refers to the art of motivating the group of people to ‘act’ in order to achieve the goal. It is common knowledge that the various styles of leadership will affect the organization in question. It is therefore wise for the leader to make a choice of the most effective leadership style. The understanding of the leadership styles together with their impact to an organization will ensure that leaders are flexible and hence better in terms of serving their respective subjects. This particular understanding can help one to develop his/her own personal leadership style thus one becomes a more effective leader. Over the past few decades leadership has come under scrutiny. The idea of ineffective methods of leadership in any organization is easily regarded as responsible for ineffective delegation, disempowerment of staff and generally the poor performance. The issue of what constitutes leadership and what factors makes it effective and whether or not it can be taught still draw sharp reactions and therefore arguments. Stogdill (1994) observes that this is because...
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...which situational or contextual variables are relevant to both research on and the practice of leadership. Keywords: participation, situational leadership, normative models, contingency theory T he term leadership is ubiquitous in common discourse. Political candidates proclaim it, organizations seek it, and the media discusses it ad nauseum. Unfortunately, research on leadership has done little to inform these endeavors. As Bennis and Nanus (1985) have noted, Literally thousands of empirical investigations of leaders have been conducted in the last seventy-five years alone, but no clear and unequivocal understanding exists as to what distinguishes leaders from nonleaders, and perhaps more important, what distinguishes effective leaders from ineffective leaders. (p. 4) Although this assertion is over 20 years old, our position is that any serious review of the more recent literature would reveal that the quote is as relevant today as it was then. One of the problems stems from the fact that the term leadership, despite its popularity, is not a scientific term with a formal, standardized definition. Bass (1990) has lamented the taxonomic...
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...EFFECTIVE LISTENING IN THE WORKPLACE Jeff Bernier Abstract “Listening is perhaps the most critical element in language and language learning, for it is the key to speaking, and beyond that, reading and writing. At all levels --- from entry level to managerial --- listening is perceived as crucial for communication. Yet listening remains one of the least understood processes in language learning” (Allene Grognet and Carol Van Duzer, 2002, p. 1). The ability to listen to employees and colleagues is an essential skill for developing a productive environment. By improving listening skills, supervisors and employees can create a “listening environment” within their own organization. This study examines the relationship between University of Southern Maine (USM) personal that feel they have effective listening skills and USM personal that had training in effective listening skills. The subjects were 182 USM employees surveyed to determine effective listening in the workplace. Each USM employee surveyed identified themselves as either an “employee” or “supervisor”, the number of years employed and answered either “yes” or “no” to ten various questions on effective listening in the workplace. Results showed strong, positive relationships among the two dependent variables in effective listening in the workplace. Hypothesis USM employees who feel they have effective listening skills as determined by the survey conducted at USM have a positive relationship with USM employees...
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...the wrong way. During this evaluation, we will analyse the communication channels, determining why there is a problem between the employees communicating. We will determine how we will go about the best way to start the “Growin Project”, how to devise the correct project proposal, organizational structure, resource utilization, and compiling the most effective project team for the Growin Project, and still to accommodate current/existing projects. Multi Projects Inc. has a Matrix organizational structure, but is ineffective; the employees have formed their own communication channel, and completely ignoring the proper communication structure that is already in place. Completely cutting the ‘functional managers’ out, and discussing new projects with the ‘functional employees’ themselves, over ruling the authority of the higher communications. Multi Projects Inc. taking on projects in the range from $20 000 to $1 Million, and with a project duration ranging from 1 month, to 2 years, makes it completely possible for a project manager, or any of the other employees to be a part of multiple projects. All determined by the value versus duration of a project. Should the value of the project be too high in a short completion period, it is completely understandable that you would want the relevant assigned employee to be involved in that specific project alone, giving that project monopoly...
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...When comparing and contrasting the leadership styles of Mitt Romney and Barack Obama, it is important to note the differences in leadership/management and communication styles. Looking to each leader in the context of their organization we know that Mitt Romney was the running Presidential candidate for the Republican Party and Barack Obama was the Presidential candidate for the Democratic Party that went on to win the Presidency for two terms. In this paper I will discuss the differences in each leaders communication style and how it affects their organizations, how it determines the differences between managers and leaders, how they use verbal/nonverbal communication styles to influence their followers and others around them, and what communication styles contribute to them being judged as a “good” or “bad” leader. Both Mitt Romney and Barack Obama take strategic approaches while attempting to get support from their distinct organizations. An example of this was during their campaign speeches in 2012. In an article by the Huffington Post it describes Romney talking mortality or a conservative style while Obama talks mainly policy. It also describes Romney’s framing as being more moral, simple, and straightforward while Obama’s style is policy-oriented, filled with numbers, details, and proposals. This gives a clear distinction as to which political party each candidate belongs to based on the assumptions that generally, republicans are seen as more conservative (socially and...
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...Consulting Paper: An Effective Appraisal System Jessica Kaplaner Introduction There are several performance rating methods used by the official rater when evaluating employees’ performance. Some are more effective than others. Performance rating scales are one of the most effective scales to use when assessing an employee’s performance and are constantly being used to determine employees’ job performance (Cascio, 2013). They’ve been heavily relied on to thoroughly assess and precisely convey job performance specifically through behaviors. These systems are easy to understand by providing specific behavior statements related to employee behavior and the organization’s objective. Context In my current position, I am a full time Analyst with a collateral duty to work on the Cultural Transformation Initiative. This initiative began in 2011 and became a priority of the Secretary of my agency. The initiative is to ensure that all employees have the opportunity to meet their full potential by improving every area that affects employees’ reaching their full potential within the agency such as Human Resources, Civil Rights, Leadership, and Process Improvement. My job as well as other employees who have taken on this collateral duty is to report monthly progress to the Department, provide employees with all agency updates, but most importantly, I am to bring awareness to employees about this initiative and ensure that employees are impacted directly by...
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...U.S. Army Research Institute for the Behavioral and Social Sciences Research Report 1819 FUTURE COMBAT SYSTEMS COMMAND AND CONTROL (FCS C2) HUMAN FUNCTIONS ASSESSMENT: INTERIM REPORT - EXPERIMENT 3 Carl W. Lickteig, William R. Sanders, and Paula J. Durlach U.S. Army Research Institute for the Behavioral and Social Sciences Thomas J. Carnahan Western Kentucky University Consortium Research Fellows Program February 2004 Approved for public release; distribution is unlimited. U.S. Army Research Institute for the Behavioral and Social Sciences A Directorate of the U.S. Army Human Resources Command ZITA M. SIMUTIS Director Technical review by Kenneth Copeland, CECOM RDEC C2D Robert A. Rasch, Jr., CECOM RDEC C2D NOTICES DISTRIBUTION: Primary distribution of this Research Report has been made by ARI. Please address correspondence concerning distribution of reports to: U.S. Army Research Institute for the Behavioral and Social Sciences, Attn: DAPE-ARI-PO, 5001 Eisenhower Ave., Alexandria, VA 22304-4841. FINAL DISPOSITION: This Research Report may be destroyed when it is no longer needed. Please do not return it to the U.S. Army Research Institute for the Behavioral and Social Sciences. NOTE: The findings in this Research Report are not to be construed as an official Department of the Army position, unless so designated by other authorized documents. |REPORT...
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...Public interest theory seeks to establish a method of understanding the interests of public groups based on a number of assumptions. Typically actions that are deemed in the public interest generally occur when governments seek to intervene in situations where market failure occurs. Market failure may arise due to monopolies, barriers to entry for new businesses, and information gaps. Public interest theory makes three assumptions. First, interest of consumers is translated into legislative action through operation of the internal marketplace. Secondly, agents will seek regulation on behalf of public interest. The third assumption being that government has no independent role to play in the development of regulation. In 2002 the Sarbanes-Oxley Act was created in America to enforce greater regulation and compliance for financial reporting and corporate governance. This Act was created in response to corporate scandals involving larger companies like Enron and Tyco International, and thus public interest theory suggests the government’s response was as a result of market failure due to inaccurate auditing and accounting procedures. The premise of private interest theory is that governmental bodies and political leaders use their power to coerce businesses through taxation, regulation, and subsidies. The Basic assertion of privation interest theory is the law of diminishing returns which exists between group size, and costs of using political process. A second assumption is government...
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...motivating factor. The thing that motivates one may not be what motivates the other. I am motivated by the positions of authority and money. Any other recognition would barely hold water with. My wife, has a different motivation. She enjoys helping people and gets a greats sense of worth from being appreciated, and recognized and valued as an employee. The way she sees it, someone taking the time out of their schedule to show appreciation is valued more than money. She will likely give you more effort and dedication for those types of praises. She will become more loyal at every show of appreciation; working for appraisal versus simply a normal pay raise. For me, money is what motivates me finding ways to increase the dollar value is always a challenge. The company, Bobby’s Burger, Bobby Jones is challenged with a similar situation; how to challenge his managers to exert more effort and put more satisfaction in their work. He is contemplating giving 500 shares of stock hoping that this would provide them some sense of ownership within the company hoping that he would gain loyalty and dedication in return. 1. Critically evaluate the propose stock plan. Does owning stock in a company make an employee feel valued? I wonder if givin them 500 shares will even...
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...HOW TO DELEGATE – THE BASICS According to a recent Conference Board report, 78% of all personnel in major corporations believe that their “boss, manager, or superior, with whom [they have] a reporting relationship” “routinely does work that would be more effectively done by someone at [my] level.” 78%. That probably includes you. Fortunately, most managers agree with their team members. 66% of managers say they would like to “increase their use of delegation as a time management and personnel development tool.” To determine whether you are a good candidate for considering delegation as a tool to improve you (and thereby your team’s) performance, take this simple quiz. Yes Do you allow your team members to make mistakes? Do you frequently take work home or work late at the office? Does your team function smoothly when you are absent? Do you over-rule or reverse decisions made by team members? If you were incapacitated for 6 months, could a team member take over smoothly? 6. Do you do some things your team members could be doing? 7. Do your team members take initiative without input from you? 8. When you return from a trip or training, is there a big pile in your in-box? 9. Do your team members delegate to their teams (if applicable)? 10. Do you spend time on details that you would rather spend on planning and supervision? 1. 2. 3. 4. 5. To determine whether delegation may be able to help you, give yourself one point for each answer of Yes on the even-numbered questions (2, 4,...
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