...Leadership and Performance in the Workplace Leadership and Performance in the Workplace At Woody’s Veneer Factory there are many issues that are affecting the success of this establishment. For one there is an absence of a team work ethic. In order for the company to become more successful the floor workers and managers need to develop a team like mentality. Another element that would contribute to the organization would be finding leadership theories that would improve the performance of the workers. After these have been solved the company needs to discover the difference between managing employees and being a leader. The only way the company can hope to overcome their obstacles is by taking the necessary steps in overcoming the elements that are working against the success of Woody’s Veneer Factory. Group & Team Concepts With there being many different group and team concept that could benefit the factory of Woody’s and Veneer if ran in the proper sequence. When working together in a group this includes the employees and the management teams as well. Working as a team would be most beneficial if it was a positive experience. While working with a team it is important to be able to work with others that balance each other’s strengths and weaknesses. In the factory setting such as Woody’s and Veneer they seem to lack working as a team, employees seem to put their own problems and feelings above the groups needs which causes a lot of issues and then of course stress...
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...Leadership and Performance in the Workplace When there is an evident and effective leadership base displayed amongst an organization, then the performance in the workplace can be one of harmonious and success. Leaders and workers rely on one another to achieve the goals set forth within a company. Establishing diverse work groups and team concepts can unify those to be able to embrace and complete company objective set forth. Implementation of leadership theories as well as identifying various influences and powers amongst the management will help align the objective of a company with the people within it. Woody’s Veneer Factory is such a company that can positively harvest the various concepts, theories, and sources put forth of its leaders in an effort to maximize performance. Group and Team Concepts There are several group and team theories that could be put into effect in order to enhance the conduct as well as the divergence of employees in Woody’s Veneer factory. “The distinction between a group and a team is an important one. All teams are groups, but not all groups are teams. A group consists of people who work together but can do their jobs without one another. A team is a group of people who cannot do their jobs, at least not effectively, without the other members of the team. A work group is a collection of two or more people who interact with one another and share some interrelated task goals. Interaction and interrelatedness are the two characteristics that distinguish...
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...It is common misconceptions that only individuals involved in sales, marketing, or leadership position are hold the degree of persuasion. Whether he or she realize it or not, the individuals success, income, and even his or he relationships depend on his or her ability to persuade a motivate others. Persuasion is such a critical component of success in our everyday lives. My paper today will prove persuasion is good use in the right behavior. Showing knowleability on current uses: and how the breakdown on groupthink can help. The power of persuasion is of extraordinary and critical importance in today’s world. Nearly every person has encountered an attempt to gain influence or to persuade others to our way of thinking. Regardless of age, profession, religion, or philosophical beliefs, people are always trying to persuade each other. We all want others to listen, trust, and fellow our advice. Persuasion is power, for good or bad. Persuasive people keep children off drugs, prevent crmins, and improve lives. Of course, persuasive people also get children on drugs, commit crims and destroy lives. We want to focus on the power of persuasion for the improvement and betterment of ourselves, our friend and most of all our families. As I arrived at the City council meeting the check-in process was just as if attending a criminal trail: bags check meal detectors, and informed police office easily seem. The agenda was place in an invisible box also posted on the door. Instreating...
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...Leadership and Performance in the Workplace Woody’s Veneer Factory is an industrial unit that provides high quality and environmental-friendly services within a 20,000-square meter area. Currently, Woody’s Veneer Factory has been experiencing counterproductive work behaviors by the managerial staff and its floor workers. The veneer factory production is at its lowest point because of the series of episodes such as embezzlement, increase in garbage fees as well as loss of production. Therefore, the factory superintendent, Max Barath has contacted my team of consultants to assist in the evaluation of leadership and management theories to improve the unconstructive work conditions. Through several weeks of assessment of group and team concepts within the factory, the implementation of distinctive leadership and management theories have been constructed to enhance the relationships between management and floor workers as well as diminish malevolent work behaviors.Woody’s Veneer Factory The factory superintendent, Max Barath of Woody’s Veneer Factory has contacted my team of consultants because of a sequence of malicious events such as acts of theft, increase in fees, loss of production as well as counterproductive work behaviors among management and floor workers. The floor manager, Dave Flores and quality control officer, Ken Howk have been in a physical altercation and the superintendent has disregarded the act of violence, which can be the result of the floor managers abrasive...
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...Lack of Appropriate Planning for Change………………………………………..3 3.1 Lack of Contingency Planning 3 4.0 Insufficient Investment in Leadership and Team Building 4 4.1 Transactional Leadership 4 4.2 Transformational Leadership 5 5.0 Transformational Leadership, Work Engagement and Emotional Intelligence 6 5.1 Work Engagement………………………………………………………………………...….6 5.1.1 Application to Case 6 5.2 Emotional Intelligence……………………………………………………………………….7 5.2.1 Application to Case 7 6.0 Ineffective Design of Reward System 8 6.1 Reward System in Today’s Context 8 6.2 Ineffective Reward system 8 6.2.1 Application to Case 9 7.0 Recommendations 9 8.0 Conclusions 10 9.0 References 12 10.0 Appendices 17 10.1 Appendix 1: SWOT Analysis 17 10.2 Appendix 2: Add-on Effect of Transformational Leadership 18 10.3 Appendix 3: Organisation’s Life Cycle and its Leadership Requirements………………….19 1.0 Executive Summary InsureCo has met with several consequences that have adversely affected the company’s overall productivity, turnover rate, compensations costs and workplace engagement. It is imperative for the executives to understand the underlying causes behind these detriments to better the prospects of this company. If these problems persist, with impending global competition, InsureCo may not be able to adapt to the evolving demands of the workplace; this can result in its practices becoming obsolete and the perpetual costs to the company may bring about a financial deficit...
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...Diversity in the Workplace Alain Kraussman Hall Baker College Online Human Behavior Management of Organization/BUS615 December 6, 2012 Introduction Diversity is defined as “the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization” ("diversity," 2012). These differing elements are becoming more and more prevalent in today’s society, and especially in the business world. Emigrants from every country in the world have made their way to the shores of America, and from there, to millions of companies and organizations across the nation. From the owner of the neighborhood corner store to the CEO position at Citigroup and Pfizer, foreign-born employees are giving this country a new, diverse, face. Diversity is not just of race, but of age, gender, ethnicity, religion, and disability. In every decade since 1900, the percentage of women 16 years and older in the workplace has increased, going from just 18.3 percent in 1900 to 53.6 percent in 2010 ("Women in the," 2007). The same holds true of disabled workers. In December 1976, there were roughly 2,088,242 blind and disabled workers in the United States. Growing nearly every year since, the Social Security Administration reports that as of December 2011, there are 6,996,435 blind and disabled people in the workforce ("Ssi annual statistical...
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...Injustice in Workplace and its Impact on Organizations Justice is the wide concept that could be seen or not in many aspects of life, in courts, in countries, between families, or even at workplace or many others. From a business point of view, in which justice might be at any type of private or governmental organizations, employees might face different kinds of unfair treatment based on different reasons. According to Duan, Lam, Chen, and Zhong this is part of what is known as the “ Leadership Justice.” (1288) Which is the part of justice that focused on the rights of employees and how to apply inside organizations. Leadership Justice includes three types of Justice. The first type is the distributive justice, which happens when employees earn what equals their tasks. The second one is the procedural justice, which happens when management makes fair decisions and hears from them. And the third type of justice is the interactional justice, which occurs in the fair personnel treatment in the organization’s laws (Tjosvold, Wong, and Wan 636). Any defect in these kinds of leadership justice may cause many negative consequences, which may reflect on employees’ performance as well as the company performance. Meanwhile, in the organizations whose employees receive fair and unbiased treatment, the results are very positive for work environment and productivity. This paper is to discuss the unfair employees’ treatment in workplace, the negative results of leadership injustice, and the...
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...of our performance in the workplace. Identifying the difference between leadership and management is important. In most cases in our experience in the workplace, we need to become a leader and/or a manager. However, not knowing the difference between the two might make us sacrificing one over the other. We need to draw a clear line of distinction between the two so that we can satisfy our roles both as managers and as leaders. Conceptualizing and defining leadership and management is difficult because over a long period of time, in various literatures, conversations, and aspects of organizational dynamics, the two terms are oftentimes used interchangeably. Schermerhorn, Hunt, Osborn, and Uhl-Bien (2011, p12) determine leading as one managerial roles along with planning, organizing, and controlling. Leadership, as a role of managers involves “instilling enthusiasm by communicating with others, motivating them to work hard, and maintaining good interpersonal relations.” In other words, we can observe three elements of leadership: collaboration, motivation, and communication. In collaboration, the relationship between the leaders and the followers should be rooted on honesty, respect, consistency and openness. In motivation, the leader guides his followers to achieve self-actualization. In communication, the main focus of leadership communication is to build a trusting relationship between the leader and the followers. With these elements or role of leaders in the workplace, we can...
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...The Effects of Unethical Leadership in the Workplace Leadership in Organizations A leader’s actions, ethics, behaviors, and values have a huge impact on those that they lead (Span, 2012). The impact can change the whole culture of the organization. Unethical behavior by a leader in the workplace can lower employee’s performance and productivity, lower a company’s credibility, and the possibility of legal issues ("Effects of Unethical Behavior in the Workplace | Cogentys," 2013). Unethical behavior can lower employee’s performance and productivity. By having an unethical leader, an employee may begin to take their job less serious. A leader should be setting an example for their employees to follow. If an employee sees a lack in effort and values from their leader, they will be more likely to reflect the same behaviors. Employee’s performance is determined by the amount of motivation they have; if they have a leader who does not care, they will not care either. By lowering the performance and productivity of the employees, the company will begin to lose money and cash flow (Zeiger, n.d.). Having an unethical leader can lower a company’s credibility. If consumers hear of things a leader has said or done that they do not ethically agree with, they may refuse to shop or spend money on a specific item or service given by the company. Once the public knows the lack of ethics, the company will lose credibility. Although a company can recover, it is hard to rebuild the relationship...
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...Many factors concerning high-performance organization characteristics and high-performance workplace characteristics should be taken into consideration. In regards to the organizational dynamics, operational effectiveness and workplace stress differ in both high-performance organizations and workplace. There are several factors that make up a good high-performance workplace or organization. Within a high-performance workplace characteristics help keep employees move in forward. High-performance characteristics are purpose, leadership, and vision, whereas, high-performance organizations are more focused on the flow from market to customers. There are also ways that help reduce workplace stress using stress management techniques such as the individual approach and the organizational approach, which can be beneficial. Organizations have also developed wellness programs, which include mental health and physical workshops. In a high-performance workplace, teams produce quality products and services using innovative techniques. They tend to collaborate more effectively than other groups of people. In these high-performance environments people trust one another, feel empowered to make changes and experience high levels of job satisfaction. Goals are clearly set; communication stays open, values diversity, and fosters collaboration. High-performance teams function well because everyone knows what they're doing, and why they're doing it. In high-performance organization focus on customer...
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...Motivation in today's workplace: the link to performance. ABSTRACT In today's hyper-competitive marketplace, understanding what fosters and forwards employee motivation--and, thus, organizational performance--is critical. Based on theories, studies, best practices, case studies and resources about motivation, this solutions-focused research article presents valuable information for the senior HR leader seeking competitive advantage. ********** Introduction In today's marketplace, where companies seek a competitive edge, motivation is key for talent retention and performance. No matter the economic environment, the goal is to create a workplace that is engaging and motivating, where employees want to stay, grow and contribute their knowledge, experience and expertise. Motivation is generally defined as the psychological forces that determine the direction of a person's level of effort, as well as a person's persistence in the face of obstacles. The direction of a person's behavior refers to the many possible actions that a person could engage in, while persistence refers to whether, when faced with roadblocks and obstacles, an individual keeps trying or gives up. (1) The responsibility for motivation is three-fold: it falls on the senior leadership, the direct manager and the employee. Numerous factors are involved, from trust, engagement and values (individual and organizational) to job satisfaction, achievement, acknowledgement and rewards. Motivation...
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...[pic] Training Proposal Fundamental Communication Skills Training for Managers Prepared For: Institute for Children, Poverty, and Homelessness 44 Cooper Square New York, NY 10003 Provided By: Personnel Fusion Consultants Table of Contents ICPH Background: The Institute for Children, Poverty and Homelessness is an independent nonprofit organization that was founded in New York City in 1990. The organization was formed after the late 1980’s when family homelessness rates was increasing in the United States. (ICPH) is a research and development organization that studies the motives of family homelessness and as well, develops data to inform and help enhance public policy for family homelessness. During their past 25 years of service, the Institute of Children, Poverty and Homelessness has been committed to advance statistics as they believe this data is what interests the public and political provision to help with homeless families. Their mission is to study the impact of poverty on family and child well-being and to generate research that will enhance public policies and programs affecting poor and homeless children and their families. ICPH examines the condition of extreme poverty in the United States and its effect on educational attainment, housing, employment...
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...Discussion of “Thought Leadership” and “Emotional Intelligence” in the workplace. Abena Kaakyire University of Maryland University College 9041 January 22, 2013 Discussion of “Thought Leadership” and “Emotional Intelligence” in the workplace. Leaders without emotional intelligence are not able to perform effectively at their workplace. It is seen as a challenging capability among leaders in today’s business world. Managers who possess emotional intelligence have an outstanding performance in their companies. Technical skills and cognitive abilities are not the only capabilities needed to lead an organization. A renowned psychologist, Daniel Goleman found that all effective leaders have a high degree of emotional intelligence and the ones that have succeeded in the workplace have constantly exhibited the tenets of emotional intelligence such as self-awareness, self-regulation, motivation, empathy, and social skills. I would want to even go further to establish that in my own experiences of meeting with very high powered executives, some do not possess all these qualities that have been mentioned above but are still able to get results out of their employees for the good of the company. In addition to effective leaders having a high degree emotional intelligence to succeed in the workplace, there has been another article written by Mitch McCrimmon titled, “Thought Leadership: a radical departure...
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...Approach to Enhancing the Workplace G.D Q.C Abstract Psychology offers access for enhancing productivity in the workplace. Wiegand and Geller (2003) make reference to a number of factors we should focus on to enhance individuals’ success while providing a positive and supportive workplace climate. The discussion in the following article by Csikszentmihalyi (1990) extends to the concept of a term called “Flow” which discusses how a different state of mind can also have an effect on a better workplace. Lastly Martin (2005) researches the different leadership and management styles and discusses how an authoritative leadership style works best to improve the workforce. Approach to Enhancing the Workplace It is a fact that a workplace cannot run correctly and make a profit if it has workers that are not being productive. Therefore we can find a lot of information of how we can improve the workplace by simply enhancing the way we treat our workers and showing them the correct way to improvement. I believe that many of the principles here are principles of effective and productive human performance that can be applied to the workplace. The issues in the articles are relevant to motivation and performance in the workplace and are also relevant to managers and leaders seeking to enhance workplace outcomes. Most of it will rely in large part on the extent to which workers are behaviorally, affectively...
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...harms subordinates.[14] Bullying[edit] Main article: Workplace bullying Although definitions of workplace bullying vary, it involves a repeated pattern of harmful behaviors directed towards an individual.[15] In order for a behavior to be termed bullying, the individual or individuals doing the harm have to have either singly or jointly more power than the victim. Incivility[edit] Main article: Workplace incivility Workplace incivility consists of low-intensity discourteous and rude behavior with ambiguous intent to harm that violates norms governing appropriate workplace behavior.[16] Sexual harassment[edit] Main article: Sexual harassment Sexual harassment is behavior that denigrates or mistreats an individual due to his or her gender, creates an offensive workplace, and interferes with an individual being able to do the job.[17] Teams[edit] Main article: Team Job-related attitudes and emotions[edit] Organizational behavior deals with employee attitudes and feelings. Job satisfaction is the feelings one has about the job or facets of the job, such as pay or supervision[18] Organizational commitment is the extent to which employees feel attachment to their organization.[19] Emotional labor concerns the requirement that employees display certain emotions, like smiling at customers.[20] Leadership[edit] Main article: Leadership There have been a number of approaches and theories that concern leadership. Early theories focused on characteristics of leaders...
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