(2010) found that work attitude of employees has a positive impact on job satisfaction, which would lead to improved moral and performance in the workplace. Yukl (2010) emphasise that transformational leadership behaviours have motivational effects on employees or team members. According to Yukl (2010), effective leadership style influence team members or employees in three key ways; by influencing employees or
In an organisations, path-goal theory also refers to the manager’s ability for guiding their subordinates to choose the right path way to achieve the organisational goal. According to path-goal theory, leader provides needed direction and support for subordinates to achieve organizational goals (Silverthorne, 2001). Richard et al. (2012) said that path-Goal theory suggests that leaders may not only use similar behaviours with different subordinates but may use different behaviours with same subordinates in certain situation. It is importance because leader can use the leadership styles of path-goal theory to improve their subordinates’ work efficiency.
However, the duty of an employee’s attribute should consist of ethical stewardship. Note the fact, encouraging ethical stewardship allows the human resource professional to help organizations align organizational culture to match the behavior of the company’s values. As a result, employees are given credit for his or her roles since the create human resource systems of performance metric systems are fully aligned with that of the organization. As a result, companies are able to help employees demonstrate new knowledge which in turn creates a new competitive advantage. However, ethical stewardship encourages fairness and equal treatment of employees and a company’s shareholders by focusing on the firm’s policies that work for the success of the organization.
This is due to the fact that that employees have a strong preference with working environment which are innovative, creative, and not dependent on macro-management and adherence with fellow colleagues. Management need to maintain conducting the “one-to-one” with their staff they manage directly to mutually set achievable work goals as well as best practices which will help them attain their goals. In order to improve organizational culture, it is advisable that Managers need to empower their staff by delegating more challenging tasks so as to boost the confidence of its employees. The management in service sector needs to set out rules that are viewed as fair to employees which will help in developing a bureaucratic culture. This can be achieved by having a two-way communication channel and by encouraging feedback; for example, having a suggestion box as a tool for airing views and feedback concerning rules set out by Management.
Many employees like this democratic leader trust they receive and respond with great cooperation, creativity is encouraged and rewarded. This leadership benefits employees to feel more engaged in the task process and making them more likely to care about the end results .Research also shows that democratic leadership leads to higher productivity among the group members .while democratic leadership has been described as the most effective leadership style, it does have some potential downsides.in situations where roles are unclear or time is of the essence, democratic leadership can lead to communication failure and in completed projects.it work best in situations where group members are skilled and eager to share their knowledge.it is also important to have plenty of time to allow people to contribute ,develop a plan on the best of action (S
1.3 Ways to improve efficiency Employee Morale To improve efficiency of the organisational chart, the organisation have to keep the employee morale high. This helps to keep the structure together as productivity will elevate and employees may come up with new ideas to increase efficiency. To sustain high morality, incentive plans could be implemented to individuals who perform above expectations. Salaries should also be competitive within other companies in the same industry. To ensure loyalty of employees to the company.
Building a relationship with management leads staff to value their manager’s input and take it as help to improve rather than criticism. Using constructive criticism can be an effective tool for management to encourage and provide support to employees who could improve. Other benefits of implementing constructive criticism in the workplace is that it can help make your product or service stronger. Providing feedback for improvement will result in more efficient productivity. Providing constructive feedback to employees not only helps improve their performance but it can also help a manager think about how they work and self-evaluate themselves to access where they may need improvement.
Also, it usually to find an accurate self-assessment rational judgment about one’s strengths and limitations. self-reflection can increase the limit of self- awareness. By the time the leader could understand the value of self-awareness to improve his or her behavior toward the organization (Ladegard and Gjerde, 2013). An active, leader necessary have solid knowledge of how their emotions and actions influence the people around them. The high leader links to and operates with others, the more prosperous he or she will be.
Non financial rewards play important role to satisfies and motivate the employees. Non financial rewards involve promotion, job enrichment and job autonomy. Monetary rewards give considerable levels of employee satisfaction at some or no cost. Employees are more likely to be motivated and satisfied through the use of non monetary rewards. Non financial Rewards have been a key element in improving employees satisfaction, in order to increase productivity as well as sustain competitive
The employees will be improved their contribution culture and moral. They also can develop their leadership and social skill. As a result, it creates a good culture for the whole business. When a company gives staff the opportunity to volunteer for a cause they support, they have a renewed appreciation for the importance or value of their jobs. It can encourage clients to care more about social responsibility.