...1. Understanding the links and differences between management and leadership 1.1 Discuss the concept of leaders as effective managers Leadership and management go hand in hand but is not the same thing, but are linked and compliment each other. There has been debate about the difference between leadership and management. With some believing there is no distinction, while others that they should be separated in two defined roles. A common definition is: Management is about the day to day running of a function and getting the right people and resources in the right place with a focus upon implementation. Leadership is about creating a vision for that function and gaining peoples commitment by strategic direction. (NHSBT 5013 Workshop booklet) Effective management deals with resources, finances, time management and the coordination and control over these elements. Managers set goals and focus on reaching their targets. Have good organizational skills and will place people in roles to get the job the task complete. Have detailed planning taking into account adverse events that could prevent them completing task or achieving target. If the outcome gives worse results than expected an effective manager will look to provide a solution. Effective leadership deals with the people their opinions, behaviour and attitude. They will inspire and engage people to follow them and vision. Focus is on building relationships with people around them, can be an effective...
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...Provitera 2/26/2014 Chauvaunia Goodman 1. Introduction Employee motivation can be regarded as one of the key practices for an organization to build long-term sustainability in any respective business industry. In relation to the recent phenomenon, the performance of employees significantly depends upon a number of factors including employee motivation, employee satisfaction, performance appraisal, compensation, training and development (T&D) along with adequate security of job role and organizational structure among other factors (Muogbo, 2013). However, the specific area of this study is focused on employee motivation, which tends to highly influence employee performance within an organization. In relation to the rapidly growing global business environment, marketers have been widely witnessed to implement a number of strategic measures in order to keep the workforce more optimistic with regard to their specific roles and responsibilities within the organization. In this regard, Organizational Behavior (OB) has long been observed to play an essential role for the entrepreneurs to develop strong workforce in accordance with the vision and postulated business goals (Tishman et al., 2012). Emphasising the notion of OB to play as an essential role in employee motivation, the primary objective of this report is to critically analyse the practice of OB by United Healthcare (UHC) while empowering performance and long-term relationship of the employees within the organization...
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...Management and Leadership Teresa Moore MGT/330 May 27, 2012 Mike Dillhyon, Jr. Management and Leadership It takes both great management and great leadership to run any successful company. According to Bateman and Snell (2009), “management is the process of working with people and resources to accomplish organizational goals,” and “a leader is one who influences others to attain goals.” Effective managers do not always equate to charismatic leaders. People in administrative and supervisory positions who successfully perform their roles and responsibilities do this without being great leaders. Though the two go hand in hand they play different roles within the company. Managers keep the company working like a well-oiled machine, while leaders empower their staffs with visions to what may come in the future because of their hard work. When done properly a company with great management and leadership chemistry is unstoppable. The Young Men’s Christian Association (YMCA) has been just that – unstoppable. The YMCA is a cause-driven organization focusing on youth development, healthy living, social responsibility, and tackling the nations’ epidemic on obesity and inactivity. The YMCA was started in 1844 by a young farmer boy, George Williams, who became a department store worker in London, England. He organized the first YMCA along with 11 friends which began as a Bible study and prayer meeting for young men and evolved into a community outreach program. The YMCA...
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...SESSION 6 DISCUSSION PAPER 3 THE ROLE OF HUMAN RESOURCE MANAGERS IN THE PUBLIC SERVICE IN PROMOTING PROFESSIONALISM AND IMPLEMENTING THE CHARTER FOR PUBLIC SERVICE IN AFRICA A Paper Presented During The Capacity Building Workshop on “Promoting Professionalism in the Public Service; Strengthening the Role of Human Resource Managers in the Public Sector for effective implementation of the Charter for Public Service in Africa”, In Addis Ababa, Ethiopia – 14 - 18th March 2011 Adah. K. Muwanga (Mrs.) Director Human Resource Management Ministry of Public Service P.O. Box 7003, Kampala - Uganda (i) EXECUTIVE SUMMARY In the paper on the role of Human Resource Managers in the Public Service in promoting professionalism and implementation of the Charter for Public Service, it is noted that although the Charter was adopted a decade ago, its implementation has been slow and uneven in the various African Countries. The paper reviews the Charter for Public Service with special focus on the underlying principles, the Code of Conduct for public servants, and the obligations of the Public Service as an employer. Note is taken to the fact that: (a) The Charter aims to enhance the image of the Public Service by upholding professionalism and ethical values in Public Service delivery. (b) The Charter is a broad framework, so the implementation strategies may be customized to suit the peculiarities of a given Country. (c) Sound Human Resource...
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...environment and globalization, for an organization to compete favourably and competitively, the performance of their employees goes a long way in determining the success of an organization (Ajila and Abiola 2004). Both public and private sectors organizations are putting increasing attention on human resource management to maintain and motivate its most valuable and worthy assets, the employees. According to Catalini (2012), organizations are taking more of a proactive stance towards ensuring employees are satisfied with their place of employment and feel a level of commitment and connection to employers. Back then, employee satisfaction is often not a primary focus of an employer. Organizations routinely focus on finances, production, and pleasing customers and neglect the impact their actions or lack of action has on employee satisfaction. The consequences may be seen in products or services that are not up to standards and an increase in turnover and increase in cost for employers. Hence, finding the right balance between employee satisfaction and its enhancement of employee motivation and performance is imperative as it will have positive effects on several aspects of an organization, including lowering turnover rates and increasing productivity and profit. The use of rewards has been found over the years to be one of the management tools in the organization to increase job performance. Besides, it is common to offer employees attractive, lucrative and competitive remuneration...
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...Understanding employee behavior and commitment Table of Contents Table of Contents…………………………………………………………………………2 Chapter 1: Organizational Behavior...…………………………………………………….4 Organizational Commitment...…………………………………………………………....6 Three Component Model of Organizational Commitment.……………………………….9 Affective Commitment.………………………………………….………………10 Continuance Commitment …………………………………….………………...10 Normative Commitment………………………..………………….…………….10 Chapter 2: Emotional Intelligence……..……………………………………………..….11 Daniel Goleman’s Five Components of EI……………….…………………………......12 Self-awareness…….…….……………………………………………………….13 Self-regulation……..………………………….………...…….……...………..…13 Motivation……………………………….………………….......………………..14 Empathy………………..….……………………………...………...……………14 Social Skill……………………………………………………………………….14 Peter Salovey & John Mayer’s Four Branch Model……………………………………..15 E.I., Transformational & Transactional Leadership……………………………………..16 Summary…………………………………………………………………………………17 References……………………………………….……………………………...…….….19Certification Statement……………………………..……………………...………….…23 Abstract This paper briefly explains how organizational behavior and employee commitment are directly related to an individual’s performance within an organizational setting. It will also summarize the three component model of organizational commitment developed by Meyer and Allen. Peter Salovey and John Mayer’s concept of emotional intelligence is...
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...Criteria for Performance Excellence The foundation for the SMART Self-Assessment [pic] The Criteria for Performance Excellence Table of Contents: A Critical Look at the Criteria 3 Core Values and Concepts 4 The Criteria Framework 10 The Criteria 11 A Critical Look at the Criteria Businesses are facing increasing marketplace challenges everyday. Businesses can assess their readiness to respond to those challenges by assessing themselves against these Criteria. Companies that embrace the Criteria for Performance Excellence and incorporate them into their business practices can expect to achieve more than their competitors. (See NIST study.) Why should businesses use these Criteria? The Criteria provide an assessment framework for performance excellence. It will help measure performance on a wide range of key business performance indicators: customer, product and service, operational, and financial. All key stakeholders processes and results are examined: customers, employees, owners and public. Assessment against the Criteria allows the company to identify company strengths and target key opportunities for improvement. Company communication and performance will improve, with resources aligned to achieve common goals. Why should companies conduct a Management Self-Assessment The Self-Assessment is just one application of the Criteria...
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...Investigating employee turnover in a department or division Wells Fargo Bank Introduction Wells Fargo is a public organization having expertise in financial products. The company has expanded across different regions thereby trying to attain globalization. It has been offering advices on investments, loans, insurance and several other business products. The company believes that their strong commitment towards work along with commitment by every employee had enabled them to reach great heights. Wells Fargo bank has large number of customers getting served financially on a daily basis. However, they have experienced financial issues recently which forced them to poor management of employees. Ultimately, the customer reactions were worst and they have suffered as much. The low employee morale in turn revealed the poor economic status prevailing in the organization and this indeed reflected their efficiency in operations management. Wells Fargo’s expansion indicates a large size of the company and they have been operating in various market segments satisfying the demographical changes. It is the consultant of Wells Fargo bank being used here to gather relevant points for the research paper. Customer satisfaction is believed to be their strength but this was once their issue. Still, this has not been fulfilled completely. The impact of recession on Wells Fargo bank was relatively high such that they had faced worst situations where they lost clients and customers. The employee...
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...has been produced to provide evidence of my organisations goals & objectives, the evidence provided gives clear distinction between the goals & objectives of my organisation. The essay also includes essays on how my organisation shall meet its objectives & goals, and the specific responsibilities of middle managers in enabling my organisation to achieve its goals. There are sections describing the differences between goals & objectives and the different role in relation to Leaders and managers Page 3 Introduction I am the Site Manager for the Princess of Wales Sterile Services department; I have worked in Sterile Services for 27 years and have progressed through nearly every role prior to becoming Manager. My responsibilities are to provide a Sterilization of instrumentation service to firstly Main Theatres within the Princess of Wales Hospital and Neath Port Talbot Hospital and to all NHS services who require re-process of surgical instruments for safe patient use. This role requires me to have knowledge of all aspects of the decontamination re-process of surgical instruments, and be responsible for the maintenance and safe working use of all machinery used in the decontamination process. All Sterilization departments within Wales must have registration with an authorised body for compliance with the Medical Directive as well as ISO9001; ISO13485, registration is subject to annual audits to provide evidence that the department is meeting the...
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...HR3010 Assignment 1: Literature Review What is the influence of 4 dimensions of Corporate Culture on Organizational Commitment on Organizational Commitment? Table of Content Introduction 3 Training and development 4 Teamwork 5 Employee/Organizational Communication 6 Emphasis on Reward 7 Corporate culture and organizational commitment 8 References 9 Introduction The employee attitude on organizational commitment has changed nowadays; they would no longer want to stay with a particular company for their whole working life. In the past, employees might be happy to remain in the organization where it could provide good job security. However, the competitive pressure from their competitors has made many organizations reluctant to focus on downsizing, restructuring therefore created less job security provided to employees. Many employees considered that their organization has broken the secure organizational bond and unhappiness might bring employees to tend to begin their new job search. With the idea of finding a new job, employees therefore might demotivate with their current job and underperform in the organization. It will become a huge issue for the organization to achieve their objectives as no organizations in fact, can survive in today’s competitive world unless their employees work effectively and are committed to the organization’s goals. Hence, organizations have no choice but have to consider maintaining their employees, especially...
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...FACTORS AFFECTING TEACHER MOTIVATION IN PUBLIC SECONDARY SCHOOLS IN THIKA WEST DISTRICT, KIAMBU COUNTY BY TERESA KEMUNTO NYAKUNDI A RESEARCH PROJECT SUBMITTED IN PARTIAL FULFILMENT FOR THE AWARD OF DEGREE OF MASTER OF EDUCATION IN THE SCHOOL OF EDUCATION OF KENYATTA UNIVERSITY OCTOBER, 2012 DECLARATION This Research Project is my original work and has not been presented to any other university for a degree or any other award. Signature________________________________ Date__________________________ TERESA KEMUNTO NYAKUNDI REG. E55/CE/14342/2009 This Research Project has been submitted for examination with our approval as University Supervisors: Signature_______________________ Date ________________________ Prof. Grace Bunyi Associate Professor Department of Educational Management, Policy and Curriculum Studies, School of Education Kenyatta University Signature_______________________ Date ________________________ Dr. Libese Senior lecturer Department of Educational Management, Policy and Curriculum Studies, School of Education Kenyatta University ii DEDICATION I dedicate this study to my family. iii ACKNOWLEDGEMENT I acknowledge my supervisors Prof. Grace Bunyi and Dr. L.I Libese for their guidance during the writing of this project. If it were not for their guidance, this work could not have been a success. I also acknowledge teachers and principals of public secondary schools in Thika West District ...
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...can facilitate the social service organisation to effectively align its employees for efficiently service delivery. For this purpose the HRM theories and concepts as well as the best practices applicable to social service organisations were studied. This facilitated the author to find the strategic role that the HRM can play in engaging the employees and assess how the HR can motivate them and align them towards attaining organisation goals and objectives. The ultimate aim was to evaluate how Leyton health care an elderly home care service provider in London can align its HR and attain its objectives. Interview was held for the managerial level staff and questionnaire was given to the service delivery staff of Leyton Health Care. The total samples used for the study were 12. Out of these 2 were managerial level staff and 10 were service delivery staff. Open ended questions were used for the managerial level participants of the organisation while in case of the service delivery employees, a survey questionnaire which had statements with multiple choice questions i.e., close ended questions were used. The statements that were derived were regarded as themes and the evaluation of results was made by using the method of thematic analysis. Here pie charts were used to indicate neutrality, agreement and disagreement to the statements given. The results of this project indicate that there was a need for HR of Leyton healthcare to play an active role and not only conduct regular...
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...ISBN 1 904541 08 9 ISSN 1393-6190 Cover design by Creative Inputs Typeset by the Institute of Public Administration Printed by ColourBooks CONTENTS 2 Foreword 5 Acknowledgements 7 Executive Summary 8 Chapter 1: Introduction 12 1.1 Background 12 1.2 Policy context 13 1.3 Rationale for the study 14 1.4 Research terms of reference and approach 14 1.5 Report structure 15 Chapter 2: Key Concepts from the Strategic HR Literature 17 2.1 Introduction 17 2.2 What is strategic HR? 17 2.3 From personnel management to strategic HRM 18 2.4 The impact of strategic HRM 21 2.5 The implementation of strategic HRM in the public sector 23 2.6 Key chapter findings 26 Chapter 3: The Developing Concept of Strategic HR in the Irish Civil Service 28 3.1 Introduction 28 3.2 Background to HR reform in the civil service 28 3.3 From policy to practice 31 3.4 Key chapter findings 33 Chapter 4: Strategic HR Practice in the Irish Civil Service 35 4.1 Introduction 35 4.2 Evidence of HR as a strategic partner 36 4.3 Evidence of HR as an administrative expert 45 4.4 Evidence of HR as an employee champion 49 4.5 Evidence of HR as a change agent 54 4.6 Key chapter findings 55 3 Chapter 5: Implementing Strategic HR Outside the Civil Service 57 5.1 Introduction 57 5.2 HR reform in Dublin City Council 57 5.3 HR...
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...High Performance Teams Waseem AL Rousan J3 M2 Assessment1 30675904 Waseem Al Rousan High Performance Teams Content J3 M2 Assessment1 30675904 Waseem Al Rousan Contents Introduction: ................................................................................................................................................. 2 What is a group ............................................................................................................................................. 2 Team Development Stages: Group Formation Theory (Tuckman’s 4/5 Stage Model) ................................. 3 Group performance theories ........................................................................................................................ 3 The T7 Model of Team Effectiveness ........................................................................................................ 3 Rubin, Plovnick, and Fry Model—The GRPI Model of Team Effectiveness .............................................. 4 Katzenbach and Smith Model—Focusing on Team Basics........................................................................ 6 High performing team case study/Umniah’s IT Infrastructure team ........................................................... 6 Team Performance Measurement and Management .............................................................................. 8 Team Behaviors and Values ...........................................................................
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...Issue 6 Employee engagement August 2011 Issue 6 Employee engagement August 2011 APS Human Capital Matters: Employee engagement August 2011, Issue 6 Editor’s note to readers Welcome to the sixth edition of Human Capital Matters—the digest for time poor leaders and practitioners with an interest in human capital and organisational capability. This edition focuses on the concept of employee engagement and its application to the public service workforce. The contribution of employee engagement to organisational performance is central to many of the human capital reform initiatives advocated in Ahead of the Game: Blueprint for the Reform of Australian Government Administration. Importantly, there is an open question on whether the features of employee engagement in the public service differ from that of other organisations. The Australian Public Service Commission is working with other agencies on clarifying not only the key features of APS employee engagement but also what contribution engaged employees make to enhancing organisational capability. The concept of staff engagement has an enormous amount of currency in the business world today; for many the pursuit of ‘engaged’ staff is seen as an end in itself. But there are a broad range of definitions and interpretations of employee engagement in the literature: some are heavy with psychological theory while others link employee views and organisational strategy. However, there are common themes: for example, engagement...
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