...an organisation's objectives. They draw on supplies, time, money, people and equipment. To ensure that their performance and behaviours fit with the organisation's expectations and that the work they do actively contributes to goal achievement, managers must be very clear about the organisation's goals and must be able to communicate these goals to the employees who will work toward achievement. The difference between leaders and managers can be summarised as managers are people who do things right and leaders are people who do the right thing. To achieve organisational goals those who act in management roles should also be good leaders. Yet leadership and people with strong leadership skills will no only be found in management positions. Many people within an organisation will be leaders and some will take on leadership roles as required, in specific situations. Assessment Activity 2 Staff will not respect the manager and will not cooperate or work as hard as they should be. Credibility, a clear sense of where they are going The ability to delegate effectively and share power, Support for employees while they do important work, Someone who goes further than simply treating people as a means to an end, Clarity of communication and consistency Respect on both a personal and work-based level I believe so yes, I support and respect employees, am able to delegate work and I’m honest and reliable. Assessment...
Words: 958 - Pages: 4
...About me About me Flavio Rodriguez Flavio Rodriguez 483 Dennery RD APT 73 San Diego, CA, 92154, USA (619)704-5647 483 Dennery RD APT 73 San Diego, CA, 92154, USA (619)704-5647 I’m a Reservist in the United States navy. I’m a Machinist’s Mate. I’m currently majoring in the field of electronics and someday I would like to get into the field of aviation. I’m a hard worker and I have a lot of experience working with others as part of a team. I pay very close attention to detail and very aware of my surroundings. I’ve received a lot of training on safety, there for maintaining a safe work environment is very important for me and for my co-workers. I’m a Reservist in the United States navy. I’m a Machinist’s Mate. I’m currently majoring in the field of electronics and someday I would like to get into the field of aviation. I’m a hard worker and I have a lot of experience working with others as part of a team. I pay very close attention to detail and very aware of my surroundings. I’ve received a lot of training on safety, there for maintaining a safe work environment is very important for me and for my co-workers. * Have a successful career in the NAVY along with my civilian career. * Obtaining an Associate’s degree. * Graduating college with top of my class. * Being recognized as one of the best in my profession. * Being a valuable asset to the company I work for. * I would, someday be on the field of Aviation * Have a...
Words: 972 - Pages: 4
...Assesment 1 behavioural skills for Business 1. Analyse Jess’s role as a manager of the customer Engagement team using appropriate management and leadership theories. Jess role is to ensure the team is focussing, motivating and achieving their target for the year. Jess is also in charge of resolving issues, negotiation of new contract, but she is also representating the department at meetings, any approval has to go thought her. Jess role is complex and very diverse, in different situation. We define Jess manager role, however Jess could also be describe has a leader. There are differences between manager and leader, they are linked. However the differences are managers have employees, leaders won followers, managers react to change, and leaders create change. Managers have good ideas, leaders implement them. Manager’s communication but leaders persuade. Managers direct the groups, but leaders create teams. Managers try to be heroes but leaders make heroes of everyone around them. Managers take credit but leaders take responsibility, managers are focused but leaders create shared focus. Finally managers exercise power over people but leaders develops power with people. Those comparisons show exactly the difference between managers and leader. An approaches to leadership Jess could used in order to manager her team could be the democratic leadership. This leadership style is based on allowing new ideas, which could be an advantage for the business. It’s...
Words: 541 - Pages: 3
...Beyond Spray and Pray Clampitt, DeKoch, and Cushman argue that the spray and pray strategy (which characterizes the federal agency example) and the withhold and uphold strategy are least likely to be effective in achieving organizational performance, whereas the underscore and explore strategy “maximizes organizational potential by creatively synthesizing executives' initiatives and employee concerns”. They suggest that, on occasion, more than one strategy can be used concurrently. For example, in one organization, the spray and pray strategy, also known as the “communication clutter” strategy, was used generally in “bombarding” staff with information on organizational performance; however, when it was faced with organizational changes such as downsizing and operational changes, a “withhold and uphold” strategy was adopted specifically on these issues. Executive adopted this latter strategy to reduce exposing employees to promises about the future that they were not able to deliver. The effect of this dual approach was not well received by staff: “Providing all the information employees could possibly want while avoiding the issues they cared about most bred discontent and mistrust”. Contingency Approaches to Communication Strategies Your Communicating Strategy Depends on The Type of Change Stace and Dunphy adopt a contingency view, pointing out that the communication strategy needs to be appropriate to the particular type of organizational change: Developmental or incremental...
Words: 922 - Pages: 4
...Behavioural skills for business Assesment 1 "Management is concerned with getting things done through the efforts of other. To get the work done through the efforts of others, the management has to undertake a number of activities in a systematic manner. These activities or elements, which every manager has to perform, are known as the functions of management." http://www.preservearticles.com/2012010319691/what-are-the-important-functions-of-management.html Koontz & O'donnell decided that the 5 functions of management were Planning Organising staffing directing controlling In relation to this Jess has done the following: Planning Jess has done some things well in regards to planning such as following up an appointment with her line manager, with regards to strategic objectives been set. Jess needs to improve on setting targets, focus on meeting and individual jobs in order to achieve the targets she is setting in order to benefit the organisation. This could be done by holding staff meetings and providing each individual with a specific task Organising Jess has done a lot of things wrong with organising which resulted in jess doign the work herself, which resulted in her job taking a huge strain on her. Jess should start encouraging team work and team meetings to lower the divide within staff memebers. A major problem is the lack of training within the organisation, this could be easily fixed by arranging for staff training, this may also help the lack of staff...
Words: 952 - Pages: 4
...others in a group”. So one has to understand leader and leader-ship are two very different concepts. With reference to the statement leaders are “born not made”, certain predispositions such as personality characteristics, could add an additional advantage of being a leader. The other factors such as family genes which one may procure are definitely cannot be argued upon. Intelligence, religion-growth-status, society, education, training, job etc... remain as external factors influencing ones Leadership. Therefore a change and a conflict is simply evident. The recent break through of a concept called “Cloning” has stirred a wider controversy about replicating a “LEADER”. Although the research is banned in most countries, a possibility of “BORN” leader in every Human mind is very much an innate quality. According to William A Cohen (Cohen, 1998), “Lack of leadership ability” can most of the time be corrected with training and a little motivation. An other interesting article about leadership published by the American Psychological Association (June 94), about how a leader is made? Is an...
Words: 1707 - Pages: 7
...SUGGESTED FORMAT FOR PREPARING THE REPORT 360 DEGREE ASSESMENT REPORT Full Name: Arka Halder Objectives of this report: Obtain 360 degree perspective of the way one is viewed by supervisors, peers and sub-ordinates at workplace – this would help one gain a sharper understanding of Strengths Opportunities for improvement This 360 degree assessment helps in developing one’s Personal Development Plan (PDP) for the coming year What does this individual do well? To be an effective leader and for greater impact, what do you think he/she should CONTINUE doing? (Please reproduce the verbatim comments received from different raters) Rater1:Arka have worked with me at Accenture Svc Pvt. ltd. Arka demonstrates extraordinary abilities to solve problems of complex nature, and has an amazing passion to make a difference of what he is delivering. Arka is a strong team player and loves to share knowledge.He is an entrepreneur at heart and a classical problem solver in motion with super high energy levels, he also carries the passion to kindle those around him to continually raise the bar and deliver. He is approachable, creative, and is held in high esteem by his colleagues.He should continuously keep exploring the diversified fields & keep excel into the same. For becoming an effective leader, he needs to ensure he takes his team / colleagues along with him, providing them a right direction & keep motivating them to achieve new highs. Rater2:He is good...
Words: 1012 - Pages: 5
...SAGE India website gets a makeover! Global Products Enhanced Succinct Intuitive THE Improved Interactive Smart Layout User-friendly Easy Eye-catching LEADING WORld’s LEADING Independent Professional Stay tuned in to upcoming Events and Conferences Search Navigation Feature-rich Get to know our Authors and Editors Why Publish with SAGE ? World’s LEADING Publisher and home and editors Societies authors Professional Academic LEADING Publisher Natural World’s Societies THE and LEADING Publisher Natural authors Societies Independent home editors THE Professional Natural Societies Independent authors Societies and Societies editors THE LEADING home editors Natural editors Professional Independent Academic and authors Academic Independent Publisher Academic Societies and authors Academic THE World’s THE editors Academic THE Natural LEADING THE Natural LEADING home Natural authors Natural editors authors home World’s authors THE editors authors LEADING Publisher World’s LEADING authors World’s Natural Academic editors World’s home Natural and Independent authors World’s Publisher authors World’s home Natural home LEADING Academic Academic LEADING editors Natural and Publisher editors World’s authors home Academic Professional authors Independent home LEADING Academic World’s and authors home and Academic Professionalauthors World’s editors THE LEADING Publisher authors Independent home editors Natural...
Words: 63606 - Pages: 255
...Participative Leadership: Strengths and Weaknesses The simple act of making decisions is an essential task leaders must perform effectively to succeed. Behavioral theories of leadership focus on how leaders approach a situation and whether they dictate orders or involve others to encourage support. Research into decision-making behavior has identified three broad categories of leaders: autocratic, democratic, and laissez-faire (Changing Minds, 2011). This paper will focus on these behavioral theories of leadership, primarily concentrating on participative leadership. An autocratic leader tells employees what to do and how to do it. On the opposite extreme, a laissez-faire leader allows employees to make their own decisions with little leader involvement. In the middle lies participative leadership where the leader includes employees in the decision-making process and lets them take part in determining what to do and how to do it (Big Dog & Little Dog's Performance Juxtaposition, 2010) . My preferred leadership style is participative leadership, confirmed by a 30-item leadership style self-assessment focused on leadership style beliefs (Big Dog & Little Dog's Performance Juxtaposition, 2010). I identify least with a laissez-faire leadership style as my organization expects leaders to be more intimately involved in most matters. In addition, I feel the need to be involved and am not comfortable completely relinquishing control, at least for important matters. I strongly...
Words: 1589 - Pages: 7
...Ford Motor Company Alan Mulally, CEO, Ford Motor Company Kwatila Ghanyen Prof. Mike Petty BUS 520: Leadership and Organizational Behavior Strayer University Wednesday November 16, 2011 Alan Mulally, CEO, Ford Motor Company Allan Roger Mulally is the present Chief Executive Officer of Ford Motor Company. Ford has been struggling to survive since the 2000s but has regained tremendous profitability under the leadership of Mulally. In this paper, we shall discuss the role of leadership and how it can impact organizational performance, Mulally’s leadership style at Ford and how goal setting has helped Ford improve performance. Ws shall also assess Mullaly on each element in communication openness and the effectiveness of his leadership style and conclude by making recommendations on whether Mullaly should continue with his leadership style or use a different style. The Role of Leadership and How it Can Impact Organizational Performance Leadership is very vital to any organization or business; it guides people towards productive results and aims at achieving the goals of an organization. An effective leader is able to motivate and influence followers when there is a proper alignment between the leader and subordinate. Leadership has been recognized as a major factor in project success and charismatic transformational leadership has a substantially positive effect on organizational performance. (Huang, Hsu & Chiau, 2011) Leaders induce change in organizations through...
Words: 1708 - Pages: 7
...Reaction to Stress and Change Management often has a deep reaction to changes that requires some flexibility and being able to adapt to overcome. This type of behavior that management puts forth will help enhance their employees to do the same. Cross-training is also very important for employees when a merger and acquisition is occurring. Control Issues Managers must create a blended culture. A good manager will focus on areas within their control which will make them more successful during the major transition so it is very important for the manager to control their emotions. For the implementation of a merger and acquisition, employee buy- in is very important. Focusing on the position changes “Leaders set the tone for the culture and for how relationships are going to unfold in the combined organization. Therefore, leaders need to be sensitive to cultural issues from the initial dialogue with the target organization. It is easy to get off on the wrong foot” (DiGeogrio, 2002). “Employees and managers are brought into a circle where the employees and managers from one organization pairs with employees and managers from their other organization. Using these best experience ideas from these positive interactions serve as seeds for new departmental formulations and organizational designs” (Morrison, 2000). Working Together Managers will have success by using communication, commitment and engagement with their employees. The manager's role is to interact...
Words: 657 - Pages: 3
...Walking the Talk: an Article for Critical Eye Archie Norman, the former CEO and Chair of the supermarket chain ASDA, left a haunting image when he spoke at a conference last week. He compared the store visits he engineered with those of ASDA's previous CEO. In the latter, a fleet of large cars would arrive at the Supermarket door and out would step 5, 6 or more senior executives. The store manager would be waiting patiently at the door. Hands would be shaken and the entourage would sweep down the aisles of the store. 'Hi, what do you do? You enjoy working here?' and then off to the next visit with a passing: 'tidy up that main display' to the manager on the way out. By contrast, Archie would go alone, park in the far corner of the car park, leaving the near spaces to shoppers who were spending money. He left his jacket in the car and walked unannounced into the store. He'd chat to customers: 'what do you like?', 'what could we do better?', 'thanks for shopping here' and to the staff: 'What's the best thing about working here? And the worst?' and finally he would talk to the manager, maybe over a coffee in the canteen. 'What can I do to make your life easier?' 'How's business?' A final walk round the store, maybe with the manger, then off to the car park to write any action notes to himself before setting off for the next visit. The point was not about the need to 'press the flesh' or be visible: it was how you got a realistic picture of what was going on and actually do...
Words: 2059 - Pages: 9
...DuPont Leadership Influence DuPont problems relate to the organizations employee safety and the environment, Intersect Investments problems for the organizations relates to profit loss and customer dissatisfaction. The leadership of both originations has to find a solution to become more popular in the public eye. Leadership is defined as “a social influence process in which the leaders seek the voluntary participation of subordinates in an effect to reach organizational goals” (Kreitner & Kinicki, 2003, p. 595). DuPont’s leaders in the past have participated in the leadership roles of some unethical tactics regarding the safety of employees. DuPont in the past has had “a miserable environmental health and safety record, and in the past has frequently run afoul of occupational safety laws and has deliberately concealed medical records identifying that several workers were suffering from illness related to asbestos exposure” (Corporate Watch, 2002, p. 2.) Being fine thousands and thousands of dollars by the Environmental Protection Agency (EPA) and the Occupational Safety and Health Administration (OSHA), the company has implemented training programs for the leaders and managers to ensure the safety of employees. Unclear Goals and Miscommunication DuPont over the years have been fined for the pollution of the environment by the EPA and OSHA for chemical spills, lack of employee safety and pollution. DuPont has spent millions of dollars in campaign advertisements...
Words: 294 - Pages: 2
...RENAISSANCE LEADERSHIP Transforming Leadership for the 21st Century J. Martin Hays and Choule Youn Kim THE AUSTRALIAN NATIONAL UNIVERSITY Key Words: |Leadership |Management Education |Future Trends | |Leadership Development |The New Millennium |Leadership Competencies | ABSTRACT Conventional leaders and leadership of the past are insufficient to meet the demands of the 21st Century. As we enter the new millennium, our world is characterised by unprecedented complexity, paradox, and unpredictability. Change is rapid and relentless. Today’s leaders face demands unlike any ever before faced. Standard leadership approaches that have served us well throughout much of history are quickly becoming liabilities. Conventional wisdom regarding leadership and many of its habits must be unlearned. The strong, decisive, charismatic, and independent leader and leadership we have idealised, strived to be, depended upon, and longed for may prove counter-productive in the new millennium and undermine a sustainable future. The challenges and opportunities of the 21st Century call for a new type of leader and leadership, indeed an entirely new and different way of thinking about leadership and of developing future leaders. This paper explores the nature of the nascent millennium and the leader and leadership qualities and capabilities...
Words: 43745 - Pages: 175
...Proposal Edward D. Williams HRM/531 – Human Capital Management August 16, 2010 Professor Susan Frear Submitted for your approval is a request for change in our present company structure. Our objective is to streamline cost, increase productivity and improve the quality of life of our present and future employees. Through this restructure we will evenly distribute work responsibilities thereby more effectively sharing the work load. This move is necessary if we are to expand and compete with other companies in our industry. Our present setup is too narrow in its focus and scope. It does not allow for the potential growth and expansion of our business. For us to grow we must plan and make changes to our existing management and leadership structure. The following changes are hereby requested: 1. The elimination of in-store Wine Stewards at each location. We will reduce that position down to one Wine Steward who will rotate from store to store. That individual will also train store management and general staff at each store on the basics of wine nuances and selection. They will hold wine information and training sessions held at our locations and open to the public. This will create the potential to attract new clients to our facility and gain new customers. 2. The elimination of the in-store specialist position. Each department will receive training on their particular specialty. For example, the meat department will be trained on preparation and cuts of all types...
Words: 2038 - Pages: 9
