...first task of leadership must correspond with an organizational vision and value as stated by Smith. Then how the values within my one's leadership style assumed in the workplace's internal environment have an effect on the relationship with my boss and coworkers? In other words, how my leadership styles affect my current work environment as I relate to others in my job and how this style measure with my organization's vision and values? To Address these questions, three aspects of my persona that influence my leadership style are considered. One's values in considering others, one's own desire to excel in organization's job performance, and one's endeavor for growth through new challenges are three important aspects that influence my leadership style. As for how my leadership style measures against my organization, I opt for exploring how my work’s culture facilitates leadership role within its environment. Leadership role relates to the values one upholds as treating others in the way one likes to be treated. A leadership theory that appeals to my persona because of this value, "the golden rule", is the behavioral approach to the relationship-oriented leadership. The emphasis here is on improving employees' skills and creating positive work relationships among coworkers through...
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...implication is very important. Worker attitude toward their manager affect the level of their performance. When there is human relationship exist among the manager and the employees then there will be less confusion, and more understanding among each other. A good working environment will be only achieve through human relations, and mutual respect, where individual value each other and as result of that they will achieve a peaceful working environment. It will differently have a positive influence in the organization toward employees and customers. Second theory would be behavioural management theory, where a manager’s personal behaviour will have a great impact in the organization. Furthermore, when a manager is motivate and performance well among all the employees then employees will be motivate, and will have more interest in organization and they will take their job serious. Thirdly, in hotel management job specialization is very important. When worker properly train and specialize in specific job, they will work with confident. When a problems occur associate it to their specific work they will have great idea how to solve it without involving anyone. As result of it will be less stress in work place for everyone, and everyone would be able to work independently. Finally, the most important theory of all the time would be the X and Y theory. The X and Y theory helps the managers to organize, and control hotel employees. As a manager I should figure out how I can organize...
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...disagree with the above statement. In my opinion and experience, I have seen some individuals who have a wonderful relationship with their supervisor or boss, but their work performance was a totally different story. I have also seen instances where individuals have poor work performance, but because of their availability and the fact that they are the only one who is willing to do a certain job they get away with a lot. I think that a performance evaluation is necessary and it needs to be written or typed out, dated, and signed. There are so many things happening as far as lawsuits that you can never be too vulnerable. I understand that a few companies have the social sites, but a standard evaluation record would not hurt. Sometimes supervisors or managers do not communicate an individual’s performance in regular conversations. Some people really do believe that if they have a good relationship with their supervisor then they have nothing to worry about and when an evaluation is done they are shocked at the scores or recommendations for improvement. I remember when I worked as an assistant store manager, I had some excellent workers and we had good relationships with one another. As the manager of those employees I still saw areas that could use some improvement and I relayed this to them during evaluations. There are other times when managers will tell an employee to improve their work, but because of their friendship or conversing on a regular basis they feel they are an...
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...Nowadays, the capacity of stuff has become an important aspect to improve the competitiveness of enterprises. Researchers have found that physical capital produce 30% of the national economic growth, however, 70% of it caused by intellectual capital is human capital. So, the human capital is really important (Stickrath & Sheppard, 2004). Managers pay more and more attention to the motivation of personnel as well. There are many ways for leaders to incentive their employee, while which is the best leadership style is still under discussion (Mahoney & England, 2007). This essay will analyze the reasons of the success of John Lewis enterprise in perspective of the leadership application, and finding the core of his whole employee stock ownership of success. Firstly, it will discuss the leadership style of John Lewis, and then combining with the theory of encouragement to find the inner reason of John Lewis’ success. Finally, it will talk about John Lewis’ leadership style has been putted up. John Lewis is the biggest department store in England (Hoffert et al, 2002). From 1864, it opened the first shop date in London's Oxford Street; the John Luis's department store has 150 years of history (Campbell, 2003). Now, it has a good performance with enviable high market share. It has branch stores both in Oxford Street business district and shopping mall. Not only the outstanding achievement of John Lewis attracts people's attention, its unique John Lewis model deserving discussion...
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... 4 ✓ Nature of Motivation 5 ✓ Types of Needs 6 ✓ Motivation & behaviour 7 ✓ Motivation & performance 8 ✓ Role of Motivation 9 ➢ Theories of Motivation ✓ Maslow’s need hierarchy 10 ✓ Herzberg’s motivation-hygiene theory 11-13 ✓ Equity Theory 14-16 ✓ McGregor’s Theory X and Theory Y 17-22 ✓ Theory Z 23 ✓ Alderfer’s ERG Theory 24-25 ✓ McClelland’s need theory 26 ✓ Vroom’s Expectancy Theory 27 ✓ Case Study 28 ACKNOWLEDGEMENT We would like to express our gratitude to Professor R.K Singh for encouraging us to prepare the term paper .The term paper would not have been completed without his able guidance and ideas. It was our opportunity to work with such...
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...0 (Smart) Ways to Quit Your Job [pic]By Chad Brooks, BusinessNewsDaily Contributor | LiveScience.com – Tue, Jul 30, 2013 • Email • Recommend 363 • Tweet • • • • Print Saying good-bye is never easy, especially when it comes to your job. With the job market recovering, many employees could be looking to find work elsewhere. When they do find a new job, numerous departing employees are leaving on a sour note. Here are 10 smart ways employees can quit their jobs while ensuring they don't burn bridges along the way. Do it on Friday The best day for employees to let their company know they are leaving is at the end of the week, said Sara Sutton Fell, CEO and founder of FlexJobs. "The best time to give your notice, especially if you're in a less-than-desirable situation at work, is Fridays," Fell said. "If you can schedule a late-afternoon meeting to give your notice, that's even better, because it helps everyone involved to avoid the post-meeting awkwardness, and gives you a couple days to regroup before entering your last two weeks at work." [7 Signs It's Time to Quit Your Job] Be prepared The last thing employees want to do is quit their job, only to realize they aren't legally allowed to work for the employer to which they think they are headed, said business consultant and human resources expert Teri Aulph. "Review all the documents you signed when you took the job you are leaving," Aulph said. "Make sure you did not...
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...understand work out come (job satisfaction, learning, and commitment). Organizational Behavior Practice helps a manager better understand work behavior, perceptions, personalities, motivation, and attuide. When Organization behavior Practice is used it will give the manager a better understanding on a lot of different area when it comes to work behavior, and why an employee might be acting a certain way. Where I have seen Organizational Behavior Practice used (Question 1) I have seen Organizational Behavior Practice used before when I worked for Production Line. There was a problem going on with the employee performance and everyone was starting to get very negative, which was affecting the work they were doing. Our totals were going down along with the speed of quality of boards coming out. The management wanted to know what was going on with the changes in motivation, and the attuide of the employee, so they went over the things that had changed started asking question to employee. Changed their management styles to where they showed more empathy towards the employees. They started to be more understanding to what the employee were feeling. When the...
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...EXAM II ORGANIZATIONAL BEHAVIOR—MBA Semester I, 2010-2011 True and False (1 point each) __T_1. Every employee in the organization is individually responsible for the success of change. __F_2. During a conflict, persons should be expected to explain their unintended remarks. __T_3. Political players often rely on outside consultants to further their agenda. __T_4. Visibility is an important power technique. __T_5. Reducing uncertainty assists change, but can create greater individual power. Multiple Choice. Three points each. B_6. When interpersonal problems emerge, your boss brings everyone together to work out problems. He will go along with any solution selected, so long as it is at all reasonable. This style of handling interpersonal conflict can be described as: a. avoidance. b. compromise. c. accommodation. d. none of the above. C_7. The sale of your company’s super-computer to one of your major customers has not been progressing well. You are well-aware that the super-computer is a very expensive product. Your customer has given you one last chance to explain the merits of your product. What method of communication would you use to do this explanation? You would: a. send the customer a well-written letter, and then you would call her up and check if she needs any clarification. b. Make a video-tape in which you explain the merits of your product as clearly as possible. c. Meet with the customer and...
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...EXAM II ORGANIZATIONAL BEHAVIOR—MBA Semester I, 2010-2011 True and False (1 point each) _____1. Every employee in the organization is individually responsible for the success of change. _____2. During a conflict, persons should be expected to explain their unintended remarks. _____3. Political players often rely on outside consultants to further their agenda. _____4. Visibility is an important power technique. _____5. Reducing uncertainty assists change, but can create greater individual power. Multiple Choice. Three points each. _____6. When interpersonal problems emerge, your boss brings everyone together to work out problems. He will go along with any solution selected, so long as it is at all reasonable. This style of handling interpersonal conflict can be described as: a. avoidance. b. compromise. c. accommodation. d. none of the above. _____7. The sale of your company’s super-computer to one of your major customers has not been progressing well. You are well-aware that the super-computer is a very expensive product. Your customer has given you one last chance to explain the merits of your product. What method of communication would you use to do this explanation? You would: a. send the customer a well-written letter, and then you would call her up and check if she needs any clarification. b. Make a video-tape in which you explain the merits of your product as clearly as possible. c. Meet with the customer...
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...practicing manger and his experiences in the management game. Full of hilarious jokes, anecdotes and, at times, satire, the book provides an insider’s versions of the lofty platitudes and concepts of the management. It is very readable book. You will never get tired, while reading this book. You will understand what is actually happening in firms under the name of the management. This book will entertain you; make you laugh and still, will provide a insight to management. Learnings Chapter 1: The management Game: Management is making the best of inadequate resources in the imperfect world. Management must not be merely useful; it has to be effective. Efficiency is input – output relationship – how much has been achieved per unit cost. Effectiveness is the plan – output relationship – how much of the plan has been achieved. Action is more important than activity. Responsibility carried is more important than hard work you are doing. For ex. a bikini costs more than what a tiny piece of cloth it is made would warrant. This is because responsibility per square inch it carries. Manager has to posses the numerous qualities like job knowledge, ability to plan, ability to organise, ability to handle people, ability to take risks and even take decisions. Manager should have professional integrity. Personal integrity is must. Professional integrity is what you profess as the principles of your...
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... Division of Work. Specialization allows the individual to build up experience, and to continuously improve his skills. Thereby he can be more productive. Authority. The right to issue commands, along with which must go the balanced responsibility for its function. Discipline. Employees must obey, but this is two-sided: employees will only obey orders if management play their part by providing good leadership. Unity of Command. Each worker should have only one boss with no other conflicting lines of command. Unity of Direction. People engaged in the same kind of activities must have the same objectives in a single plan. This is essential to ensure unity and coordination in the enterprise. Unity of command does not exist without unity of direction but does not necessarily flows from it. Subordination of individual interest (to the general interest). Management must see that the goals of the firms are always paramount. Remuneration. Payment is an important motivator although by analyzing a number of possibilities, Fayol points out that there is no such thing as a perfect system. Centralization (or Decentralization). This is a matter of degree depending on the condition of the business and the quality of its personnel. Scalar chain (Line of Authority). A hierarchy is necessary for unity of direction. But lateral communication is also fundamental, as long as superiors know that such communication is taking place. Scalar chain refers to the number...
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...Fall Semester 2013 Productions & Operations Management BUM 4013 (01) Research Paper November 4, 2013 Job Satisfaction in Management And How Faith Provides Satisfaction Content Abstract ____________________________________________________ 1 Pay _______________________________________________________ 2 Promotions _________________________________________________ 4 Supervision _________________________________________________ 5 Coworkers __________________________________________________ 8 Work Itself __________________________________________________ 10 Altruism ____________________________________________________ 12 Status ______________________________________________________16 Environment _________________________________________________17 Conclusion __________________________________________________18 Abstract Job satisfaction is key in finding enjoyment in your day-to-day work experience. Sadly, people have substituted satisfying jobs with jobs that they took just to make a living. The problem is that people get scared that they cannot make it with the passions they have. One might think that they cannot make it as a musician so they settle for something else. One might think that they cannot make it as a professional athlete so they settle for something else. I have explored many journals, articles, and other research papers to figure out why that is. As a result I have found that people are born with a fear of living essentially. This...
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...best developed in a particular order, as illustrated in the numbered quadrants in Figure 7-1. Explain why this order makes sense. A: This makes sense because one must be able to monitor and regulate their own emotions, before trying to understand another being’s feelings or emotions. You’re able to look at the situation from several perspectives and can develop an understanding in how to meet those needs of each individual. 3. As a supervisor of the catalog section of a direct-mail house, Mary has come to believe that without her close supervision, employees in her department would never get their work done. Which of McGregor’s assumptions about employees at work does Mary’s view represent? A: McGregor’s assumptions from Theory X (the average human being has an inherent dislike of work and will avoid it if possible, and because of this human characteristic of dislike of work, most people must be coerced, controlled, directed, or threatened with punishment to get them to put forth adequate effort toward the achievement of organizational objectives) would represent Mary’s view on her employees. 4. Describe what McGregor believed to be the essence of leadership. A: In McGregor’s mind, the ability to help employees discover goals consistent with those of the...
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...The Importance of Interpersonal Skills * Understanding OB helps determine manager effectiveness * Technical and quantitative skills important * But leadership and communication skills are CRITICAL * Organizational benefits of skilled managers * Lower turnover of quality employees * Higher quality applications for recruitment * Better financial performance What Managers Do * They get things done through other people. * Management Activities: * Make decisions * Allocate resources * Direct activities of others to attain goals * Work in an organization * A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals. Four Management Functions * PLAN: A process that includes defining goals, establishing strategy, and developing plans to coordinate activities. * ORGANIZE: Determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made. * LEAD: A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts. * CONTROL: Monitoring performance, comparing actual performance with previously set goals, and correcting any deviation. Mintzberg’s Managerial Roles Ten roles in three groups (Exhibit 1-1) * Interpersonal * Figurehead, Leader...
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...2009 Robert D. Lawsson 215 IDENTIFYING AND MANAGING DIVERSITY OF WORKFORCE Robert D. Lawsson (MSc) Abstract The objective of this work is to complete a research proposal on the comparison of work values for gaining of knowledge for management of the multi-generation workforce. The specific focus is upon Generation ‘X’ and the Millennium Generation which are the two primary groups comprising the new workforce. Lawsson R.D. - Identifying and Managing Diversity of Workforce 216 Business Intelligence Journal January OBJECTIVE The objective of this work is to complete a research proposal on the comparison of work values for gaining of knowledge for management of the multigeneration workforce. The specific focus is upon Generation ‘X’ and the Millennium Generation which are the two primary groups comprising the new workforce. INTRODUCTION The generation that a person is born within has some impact upon that individual in terms of work styles, work values and self-image. The demographic profile of the workforce is undergoing quite a change insofar as the representation of generations and the result is that organizations are experiencing a necessity to make changes as well. The workforce will become increasingly more diverse in the future and this greatly affects the organization in its capacity of hiring and retaining employees. The literature reviewed within this study illustrates the fact that the expectations of employees differ within the generations...
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