Part of a human resource leader is communication, accessibility, and empowerment of one’s employees. I feel my skills in open communication, information sharing, decision fairness, outcome concern, and credibility help in numerous ways. Furthermore, being credible and concerned about outcomes, my employees believe in my leadership and know that I have their backs. With communication and information sharing my employees know that I am accessible to talk. Finally, my decision fairness empowers others to be involved in our daily tasks.
In this level, good leaders not only create a pleasant working environment but also they get things done. Thijs Panneman, the writer of Painview website, says that the leader has to be able to set priorities and help team members select the most important tasks to be able to achieve
Jonas is Typhoon’s leader and is, according to Belbin’s team role model, a shaper. His role as shaper has contributed to efficient team meetings and group activities, as he likes to influence the group decisions and concentrates on setting objectives as well as keeping the discussions
All staff was able to share input in selecting the fifth value as the representative. He valued his employees by gathering employee’s insights. • Tom had to lead by example to create inspiration of other leaders to also believe in his vision. Tom was positive towards his value based and lead by example to create more inspiring leaders to lead employees. He had to delegate leaders.
I really appreciate his working and management style since he helps us to work more efficiently and effectively by providing clear tasks goals and requirements and specific information of procedures. In my observation, he is a good supervisor since he respects all team members and values our work. He pays fully attention to listen to members or clients’ concerns then solves problems with strong and effective communication
Their experience is further improved by expanding library of computerized substance and excitement arrangements. This is notwithstanding voice calls, content and picture informing administrations. Maxis remain for the greatest scope, creative arrangements and astounding administration. By applying Schein theory, Maxis really care of their customers as a visible thing which to help the organization’s success based on what they had done. Maxis need their clients to appreciate access to all the administrations they require.
Ken Goldstein Strength - He has leadership and technical skills as well as excellent employee reference. Leadership skill is most import tool. Because that skills it can help work together with other employees. Even he can able to motivate their subordinates. Motivation in work is one of the key variables determining employee performance.
Agreeing to this theory, a leader with this style of leadership is the efficient leader as the leader can concentrate along the task hand, communicate clear expectation to their followers in order to make decisions effectively (Eberlin & Tatum, 2008; Tatum et al., 2003). Consistently, as pointed out by Muhammad Naveed and Muhammad Tahir (2014), leader with this trend of leadership also tend to use rationality and very systematic in participating decision making as the leader will give attention to detail, focus on solid information as well as adopting step-by-step approach in decision making process. In the context of empirical perspective, finding of this hypothesis also got supported by the research conducted by several researchers (see Abdullah et al., 2014; Mosley, 2014; Syagga, 2012) that revealed transactional leadership style have a relationship towards decision making participation even though the target population is totally different. As a conclusion, since the finding of this hypothesis got supports from theoretical perspectives as well as empirical perspective, it’s revealed that the transactional leadership style has a relationship with decision making
Most of the employees gain different information through this program like personal development, increased confidence and new skills. It is very important to keep a good relationship with your mentor which can give you a chance to learn better and sharing experiences with your mentor. All of the employees agree that the mentoring program meet there needs and expectations. Which mean that the mentoring is a useful program to each sector to achieve excellent service, increase staff satisfaction. The employees give some suggestions to improve the mentoring program like improving the patience of mentor ,develop mutual trust and respect, the mentor should providing support for mentees and guide them without any criticism and solving problems
Murray and Owen has identified various benefits of mentoring program which includes productivity, efficiency, motivation of the senior employees and improved strategic and succession plan (1991). Hansford et al. (2003) found many beneficial outcomes in his research, the most frequently cited were collaboration and networking. Other related benefits includes personal satisfaction, career advancements and enjoyment and challenge at work for both mentor and mentees. In this fast pace of competition, organization are developing different strategies to reach their employees full potential.