...different leadership styles with different types of people (8 marks) Apply different leadership styles with different types of people (8 marks) Give examples 520 – A.C. 2.2 – review and assess own ability to communicate the organisation’s values and goals to staff in own area Assess own ability to communicate values and goals to staff in own area (12 marks) Values and goals separately, 6 marks each Use Dsc as example 522 – A.C. 2.1 review and assess own ability to set direction and communicate this to others Review own ability to set direction and communicate this to others (20 marks) 522 – A.C. 2.2 motivate, delegate and empower others. Review own ability to motivate, delegate and empower others (20 marks) Relationship of Emotional Intelligence with Team Performance As emotional intelligence is critical to high performance, a person who knows how to stay motivated under stress, motivate others, manage complex interpersonal relationships, his/her others and build teams who are recognized specialists on a product or service are likely to get will get better results (Goleman, 2005). Emotional intelligence is a multi-dimensional concept that links emotion and cognition to improve human interactions. It has been linked to improved workplace behaviour and...
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...ASSIGNMENT TASK for Unit - Becoming an effective leader Centre Number | Centre Name : DISTANCE LEARNING COLLEGE AND TRAINING | Learner Registration No:91270513 | Learner Name: ANDREW MPANDE | TASKThe purpose of this unit is to develop knowledge and understanding of effective leadership as required by a practising or potential middle manager.NoteAn ILM Assessment Task provides an opportunity to relate your learning directly to your current organisation. It is recommended that you discuss the assignment with your line manager to explore and agree how the task could be used to support the needs of your employer (as well as evidencing your learning as part of completing your ILM qualification).If you are not currently working within an organisation, then you may complete this task in relation to an organisation with which you are familiar. This could include experience working in a voluntary capacity.NOTE:You should plan to spend approximately 31 hours researching your workplace context, preparing for and writing or presenting the outcomes of this assignment for assessment.The nominal word count for this assignment is 2500 words: The suggested range is between 2000 and 3000 words, however individuals have different writing styles, and there is no penalty if the word-count range is exceeded. | Please use the headings shown below when writing up your assignment | Assessment Criteria | Understand own ability to fulfil key responsibilities of the leadership roleThe first part...
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...M1 – Synthesis Essay #1 Delegation Versus Empowerment In today’s business world what makes empowerment differ from delegation? By definition empowerment means to give power or authority to; authorize, especially by legal or official means: “I empowered my agent to make the deal for me”. “The local ordinance empowers the board of health to close unsanitary restaurants”. “Wealth empowered him to live a comfortable life”. While delegation is defined as the assignment of responsibility or authority to another person (normally from a manager to a subordinate) to carry out specific activities. It is one of the core concepts of management leadership. However, the person who delegated the work remains accountable for the outcome of the finished product. Delegation empowers a subordinate to make decisions, this in turn, is a shift of decision-making authority from one organizational level to a lower one. The opposite of effective delegation is micromanagement, there this where a manager provides too much input, direction, and review of delegated work. In general, delegation is beneficial and can save money and time, help in building skills, and motivate people. Poor delegation, on the other hand, might cause frustration and confusion to all the involved parties. Some agents however do not favor a delegation and consider the power of making a decision rather burdensome. Empowerment on the other hand allows for the subordinate in some cases identify the concern and address the concern...
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...What makes an effective Executive/leader? An effective executive is the one who diligently work towards identifying the best way forward for his/her organization, takes responsible decisions and actions to implement them and motivate his/her employees and co-workers to achieve higher standards of productivity and excellence. There are few important traits that an effective leader need to possess, i.e. a clear vision about goals and objectives, a thorough understanding of his/her team’s needs and abilities, self-assessment ability and decisiveness. One of the most important aspects of being an effective executive or leader is the ability to communicate. On one hand, leader should be able to perceive the problems and requirements of people he leads. On the other hand, he should share his vision and plans with the team to keep everyone informed and motivated. In large organizations, it becomes very important and rather difficult to keep all employees aligned with the overall organizational goals and values. The leader needs to ensure that the information system in the organization is efficient and thus, each individual is aware of organizational objectives and policies. An executive/leader should be open to new experiences, new opportunities, new ideas and feedback on his decisions and actions. Firstly, it improves decision-making ability in a dynamic external environment where organization needs to adapt to changing consumer demand and competition. Secondly, this creates a...
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...leadership? I’m founder of a little firm based in Italy, after 6 years, started from scratch, I have 4 employees and they work from Vicenza, my city, where the firm is based. We did 500K in sales in 2015. The problem I’m facing is that I’m far from the firm and my employees know it, I need to motivate and empower them in order to leverage the quality and the efficiency of the workflow. I need to be able to rely on them because I can’t be present every day and they are the biggest part of the firm, I’m 1 person and they are 4 (they could be more within the end of the year) Why is this important to organizations? It’s important because every organization, for definition, it’s composed by more than one person, and there isn’t enough time to do all of the task on your own. That’s means that you are forced to delegate to others. The problem is that without the right commitment and power of the people of your firm, it’s almost impossible to succeed in the competitive arena. Identify the other stakeholders involved in this challenging situation. In order to do so I need to interact with my employees and most in general with all of the company’s stakeholders, I have to motivate work force but at the same give us the best environment they could find in a firm....
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...According to Murdock and Scutt (2001) the definition of management is getting work done through people. The ability to manage efficiently and effectively is therefore dependent one’s ability to delegate. The success of any individual occupying a managerial position is measured not by what the individual is able to produce but by what his/her team produces. This can be effected through delegation. There are many benefits to delegation for the delegator/manager, the delegate/employee and the organisation. As a manager/leader it is important to take time to think about goals, not just activities. If it is done effectively delegating can relieve some of your stress and give you more time to do your job. Delegating can help enhance your credibility as a manager/leader. By allowing your employees new ways to show their responsibility, you get their respect and loyalty. It will also help to identify potential within your team. According to Murdock and Scutt (2001) a manager should delegate the following: * Routine tasks * Interesting tasks * Tasks that others could possibly do better * Tasks that others might enjoy * Tasks that are good for an individual’s development * Time consuming tasks * Tasks for which you are not ultimately responsible. Managers who delegate effectively also receive several personal benefits; most importantly, they have more time to do their own jobs when they assign tasks to others. Given the hectic nature of managerial work, time...
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...each location but doesn’t allow them to work fully in that capacity. Her management style has not changed though she has continued to expand her business. Second, a payroll that consists of high paying employees such as butchers, bakers, and wine stewards for each location. The last issue I will address is, 12% of perishable food is either donated or thrown out each month resulting in a substantial loss to KFF month. Kathy Kudler is the founder of KFF. She continues to handle all of the financial responsibilities for all stores’s and orders all inventory. She works seven days a week and will occasionally even stock shelves and run the cash register. Because she has hired a manager and assistant manager for each location she should delegate the managerial duties to the store’s managers. Each manager should be responsible for the payroll at his or her location. The manager should be responsible to hire and terminate employment as well. The managers at each location should also be knowledgeable of their inventory what needs to be...
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...The Best Leader The Best Leader In my lifetime, I have come a crossed many leaders. Some of them who were in management and some who were not. Picking the best leader that I have been exposed to was not an easy task, as each one of them has been instrumental in shaping me into the leader that I have become today. They all possessed individual traits, skills, and tactics that were necessary as an effective leader. Each one also had specific theories of effective leadership that explained why I believe that they were the “best leader” that I have been exposed to. They all had leadership behaviors that could be described by certain theories of leadership that provided me with guidelines for effective leadership. The one leader that stands out the most for me is my English and Drama teacher in high school. He had been teaching for nearly 30 years when I had the pleasure to take his classes. He was the leader that brought me out of my shell and showed me that I could do anything that I set my mind to. It was his traits, skills, and tactics as a leader that helped me secure my first management job. I obtained this position when I was a senior in high school and still attending his class. Let us take a look at the specific traits, skills and tactics present in him as a leader and why they are necessary for me as a leader. We will then take a look at the leadership theories that explains why I saw him as the “best leader” that I have been exposed to. Lastly, we will take a look at...
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...Summary: Organizational Culture: Corporate Culture in Organizations Leadership and Management in Nursing September 3, 2013 Summary: Organizational Culture: Corporate Culture in Organizations Summarize your perception of the article content? This article discusses how difficult it is to define culture in the work environment. Culture encompasses everyone’s life at all times and is a commanding unit that shapes the, “work enjoyment, work relationships and work processes.” (Heathfield, S.M., 2013). Culture consists of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a specific group and is characterized within the group through language, decision making, symbols, folk lore, and work ethics. Within this article seven characteristics of culture are discussed. These characteristics of culture include: * Culture = Behavior – This shows us how culture should not be described as positive or negative but merely signifies the overall functional customs in a particular environment. * Culture is Learned - Various activities are learned by a positive or negative consequences subsequent to their behavior. * Culture is Learned Through Interaction - Personnel absorb culture by interacting with each other at the work place. * Sub-cultures Form Through Rewards – This occurs with value rewards that are not related with the behaviors anticipated by managers but by social reward from coworkers, project teams, and work units. * People...
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...determine if goals are being met. * Continuous improvement is needed in the automation industry, plans and goals must be constantly adjusted to account for this. * Must be able to follow and fall within a budget. She/he must also come up with a fair price when creating a budget for a project. * She/he must have Entrepreneurial tendencies, and must be able to help in developing new technology along with help from other engineers. * Must be able to form efficient and productive teams when planning a project. * Sales skills are required when dealing with customers. * She/he must be able to delegate work out to their subordinates when things in the shop start to become busy. * Must be able to determine when more help is needed in the shop, and needs basic interviewing/hiring skills. * She/he needs to have strong social skills that empower subordinates to take charge of certain projects. This supervision position is one that will become more and more prevalent in America’s changing work force environment. With changes in how manufacturing is being completed, it’s requiring humans to work more with their heads, rather...
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...l UNIT:3 ORGANISATIONS AND BEHAVIOUR LEARNER NAME: SYED MUSTAEEN SIDDIQUE COLLEGE REG ID: GCPK-HND1099 EDEXCEL REG ID: DJ86477 Contents Introduction 3 Tesco plc 3 LO 1 Understand the Relationship between the Organizational Structure and culture 4 Task 1.1 Similarities and differences between organizational structures and culture 4 Task 1.2 Ways the relationship between an organisation’s structure and culture can impact on the performance of the business. 5 Task 1.3 The Major Factors which influence individual behavior at work 7 LO 2: Understand different approaches to Management and Leadership 8 2.1 Leadership styles and the effectiveness of these styles in different organisations 8 Task 2.2 Advantages and disadvantages of theories in practice of Management 9 Task 2.3 Different theories and approaches to Management 11 LO 3 Understand ways of using Motivational Theories in Organizations 12 Task 3.1 The impact that different leadership styles may have on motivation in organisations in periods of change 12 3.2 Motivational theories and situations where they are used 13 3.3 Advantages of Motivation Theories for Managers 14 LO 4 Understand mechanisms for developing effective teamwork in organization 15 4.The nature and Behaviour of groups and teams 15 4.2 Factors required for the development of effective teamwork 16 Task 4.3 the impact of technology on team functioning within...
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...Slide 1 : | Leadership 13 | Slide 2 : | Leadership Leadership is the process where a person exerts influence over others and inspires, motivates and directs their activities to achieve goals. Effective leadership increases the firm’s ability to meet new challenges. Leader: The person exerting the influence. Personal Leadership Style: the ways leaders choose to influence others. Some leaders delegate and support subordinates, others are very authoritarian. Managers at all levels have their own leadership style. | Slide 3 : | Leadership Across Cultures Leadership styles may vary over different cultures. European managers tend to be more people-oriented than American or Japanese managers. Japanese culture is very collective oriented, while American focuses more on profitability. Time horizons also are affected by cultures. U.S. firms often focus on short-run efforts. Japanese firms take a longer-term outlook. | Slide 4 : | Sources of Power Figure 13.1 | Slide 5 : | Sources of Power Used to affect other’s behavior and get them to act in given ways. Legitimate Power: manager’s authority resulting by their management position in the firm. Can be power to hire/fire workers, assign work. Reward Power: based on the manager’s ability to give or withhold rewards. Pay raises, bonuses, verbal praise. Effective managers use reward power to signal employees they are doing a good job. | Slide 6 : | Sources of Power Coercive Power: based in ability to punish others...
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...Introduction What are motivation and empowerment? Motivation is the set Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to achieve the goal. It can be result from the interaction of both conscious and unconscious factor such as intensity of need, incentive or reward of the goal and expectation of the individual or peers. Empowerment is a process that provides greater autonomy to employee through sharing information and the provision of control over factor affecting job performance, like delegate the power or authority to the subordinate in the organization. Motivational methods – Goal Setting Theory Goal Setting Theory is involves the department or supervisor plan to motivate an employee toward the goals. This theory helps employee to be motivated and they are stimulated and interested to achieve the goal. For example if the sale team can achieve the sale target. The team will get a 10% bonus of their wage. Motivational methods - Job Enrichment Job Enrichment is a theory that changes in job duties to increase employee’s authority and responsibility, the employees feel like their work has meaning and is important to the company. There are two different way, the first is vertical loading. It involves increasing job depth by adding responsibilities, like planning and controlling, previously held by the supervisors. The second is horizontal loading...
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...Motivation and Empowerment Paper Trina Dorsey, Latoya Jenkins, Mercheryl Moore, Sharlanda Smith-Lazard & Burnell Thompson CJA474 September 25, 2015 Laura Gremillion, Facilitator Introduction In the world of criminal justice organizations motivation and empowerment are of importance. In any organization, to be successful, motivation and empowerment from the employees are crucial. In policing, instead of being fearful with the thought of doing something wrong, there are officers who are achievement-oriented and who expend maximum effort when he or she is in the field (Gui, 2012). Both motivation and empowerment are of great importance in relation to the success on the philosophies, which involve problem solving techniques, COMPSTAT, and community policing. All personnel of a criminal justice organization are expected to take ownership of his or her assigned areas and activities while being more proactive in his or her duties. Everything in the world of criminal justice involves strong communication skills, and communication brings motivation and empowerment to others of the organization (Terrill, 2014). Compare motivation and empowerment The meaning of motivation and empowerment are somewhat similar but also very different. These terms have several different meanings. Motivation is a noun and a behavioral description of stimulation, enthusiasm, ambition, or inspiration. According to The Free Dictionary (2014), motivation...
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...Bill Gates once said, “As we looked into the next century, leaders will be those who empower others”. This quite sufficiently describes what is, in my opinion, the new leadership. The way to describe how the old leadership differs from the new leadership can be summed up in one word: sustainable. Compared to the old leadership with a very rigid, tip down approach, the new leadership style is more sustainable and holistic, with power flow in all directions and flexible way of carrying out tasks and activities. The new leadership style weighs a lot on ethical and social responsibility. One of the most significant differences between the old and the new leadership styles is the way the relationships are forged. Relationship in old style leadership is characterized by a hierarchy, top-down relationship with great emphasis on power and control in the hand of the leader, where the leader has the utmost control and authority. Information is usually proprietary for the leader and is usually guarded, with very less flow from the leader to the followers. The leadership focus is to gain control and recognition of position, which usually involves tactics such as manipulation and fear. The new leadership mechanism is the complete opposite of it. The power structure is no longer a hierarchy, but resembles more of networks and communities, with each individual being a node in the network. The leader empowers the individual, both directly and through the network of the individual. Information...
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