With assessments become commoditised , businesses are concerned about the trustworthiness and reliability of the instruments that are used to assess their employees. This concern is more for psychological assessments since they measure abstract variables like emotion, empathy, or honesty. That being the case, how can a user be ensured that he us being assessed accurately? The other concern is how scientific or credible are the variables on which the assessment is based on.
( will require to rewrite this once we are done with the brochures to incorporate the finer details of each program) Build Personal Effectiveness for achieving professional success. In today’s world, there is no dearth of opportunities to accomplish.
People who apply the growth mindset approach in their entrepreneurial activities will embrace challenges – seeing them as valuable lessons, and recognize their mistakes as opportunities for improvement. This path will lead the entrepreneur to be the kind of leader who constantly improves and surround himself with diverse people; a kind of leader who will lead any business into greatness. But this is not easy, and not everybody does it. Some people just don’t believe they will be able to change, while others think that they are not simply capable. But the good news is: a mindset can be taught and learned.
1. LEADERSHIP This concept of leadership has made me not to be responsible to specific matters in my own department but also responsible for coordinating interaction with other departments both professionally and non-professional within the organization. It makes me not to be fearful of failure, change or confrontation from patient and colleagues. Adjustment is quickly made when failure is imminent, while trying to continue to make progress.
Jim Billing’s leadership style: According to me Jim Billing’s leadership style was different from others and good enough to sustain a company. His idea of organizing “company jam” was pretty convincing as he got to interact with employees, read their suggestions, complains and comments about subsidiaries. After reading those comments he started searching for facts and figures and ponder over them. But his leadership quality was not perfect enough to keep his team/employees intact as a group of people got unrecognized and were resigning the company.
I will discuss what the term servant leadership means, how servant leadership was introduced (both in secular and religious circles), and how this concept applies to my calling as a Christian. Servant leadership suggests that a leader’s main goal is to serve others. It has been used in the business world as a means to increase engagement between employees and aid in lack of ethics among those in the business community. Berger states, “Unfortunately, theory construction and evaluation have not been emphasized as the result of the rush to define and measure servant leadership” (2014, p. 149). He explains that in order to advance servant leadership into regular practice we must develop strong theory.
On the other hand we also learned that in human relationship, the approach of the superiors must be there to support and motivate their employees. He also felt that there are two perspectives of how can be evaluated which are the Theory X and Theory Y. These theories were mainly based on the assumptions carried out on workers by their managers. McGregor has described and stated that Theory X manager believes that people don’t want to work at all, that they are there to override the organisation, he also concluded that workers are nto creative and not always smart.
These generation people feel more pressure than their older colleagues as they don’t prefer to spend more time in the workplace. They can juggle many projects at one time as they are skilled multitasking. So, you have to choose these category people to handle multitasking work. They stay focused in the team work so better to choose these people in teamwork.
The CEO has mentioned that there are significant problems when it comes to the communication between management and employees. Also, he has mentioned that the Organizational goals are fully communicated to the top level management, but when it comes to the lower level management, specific goals of the company are not communicated. They are only informed about the overall vision of the company which is portrayed in their website. He doesn’t believe that it is essential for the development of the company, but this makes employees less anxious and unclear of what they are supposed to do and what they are really into. This might be the reason for the difficulties of vertical communication.
The way Elon Musk thinks of leadership is a bit different, in one of his interviews with ‘Glassdoor’ he said, “Your title makes you a manager but your people make you a leader.” (Jackson, 2017). He made it clear in the interview that in his work leadership is not just about leading and commanding, it is about encouraging the employees and making the best use of their abilities for the well being of company. “Leaders are also expected to work harder than those who report to them and always make sure that their needs are taken care of before yours, thus leading by an example.” (Jackson, 2017)
As the business environment evolves, so does the need for motivating people in order to increase productivity, efficiency, and effectiveness. With this in mind, managers are consistently balancing the company’s requirements with the needs of individuals who support the organization. Clayton Alderfer looks at the Abraham Maslow’s motivational theory and expands the principle. Maslow’s claims that if a person is lacking food or shelter, then they will not care about security. Additionally, he believed that self-actualization needs are not considered unless one external condition promotes healthiness, safety, and emotional stability.
we? and not the individual. As a leader, one must be able to criticize in a constructive manner, as it allows the employee to grow and improve. Therefore, I will integrate that characteristic into my style, which is something that my last manager did not do.
In the article of “The American Blindspot”, the main point is to show the differing interpretations of the Reconstruction era that arose between Foner and Du Bois. Du Bois poses the idea that the slaves are to be seen as humans and argues the side of the slaves whereas Foner argues from the side in which views the capitalistic side of Reconstruction. In Du Bois’s argument, he makes sure to clarify that he sees the slaveholders as owners of capital rather than just the wealthy elite. In turn, Foner describes the slaveholders as the ruling class and stays away from calling slaves the working class or proletarians. Foner places Reconstruction as a bourgeois revolution whereas Du Bois views the era as having two Reconstructions.