This quality determines the success of becoming an individual in the role of a leader. Setting shared goals and values and controlling the adherence of followers to these goals is one of the primary leadership qualities (DuBrin, 2015). Moreover, each leader should be able to analyze and understand own character to have the opportunity for high-quality use of strengths and minimizing the influence of weaknesses on the management of the organization. In this regard, for the investigation of my personal characteristics, preferences and positive qualities, I have passed five leadership tests, and have analyzed the results in this
LEARNER’S NAME: EMMANUEL DIBIAGWU ASSIGNMENT 2 UNDERSTAND HOW TO DEVELOP AND MAINTAIN EFFECTIVE WORKING RELATIONSHIPS 1.1 Explain the benefits of effective working relationships in developing and maintaining the team (20 marks) The benefits of effective working relationship in developing a team include the following: Improved Morale Good working relationships in teams help to improve the morale of team members. When there is effective working relationship among employees as well as managers, the employees feel that they are respected, and their voice are heard, thereby fostering an enabling workplace full of energy and overall happiness. Effective working relationship between employees enables them to support each other when improvement is called for and helps to develop their esteem. Increased Work Efficiency / Productivity A team that has good culture of teamwork and mutual motivation will make the members more productive and smarter. Such a team where seamless and effective relationships exist, members are poised to learn from one another, develop skills and leverage on such internally gained skills to expedite work processes thereby increasing overall efficiency, reducing downtimes and knowledge gaps.
No doubt, organizations should promote the kind of positive supervisor mentoring behavior exemplified in question 1. This is because, such conducts will motivate employee satisfaction which can lead to excellent job performance, good work ethic, and high retention of skilled workers. This relates to the concept of job satisfaction which is, “a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values” (Noe et. al. p. 322).
However, with the success of SEZs, it created a problem that the government wanted to avoid: regional inequality. The SEZs were mainly situated in the eastern part of China and therefore, foreign and local investments would usually be directed towards the eastern and central part of the country . With lack of such investments and developments, the western part of China starts to fall behind in terms of the economic conditions and the standard of living there. With the eastern and central regions becoming increasingly more developed and the western regions remaining underdeveloped, this created greater regional inequality in the country as seen by the increase in China’s Gini coefficient from the range of 0.21 to 0.24 in the 1970s to a range of 0.4 and 0.5 in 2005 . As such, although SEZs helped to promote economic growth in China by slowly opening up to foreign investors, it also created more inequality between the regions which was a major problem to the Chinese government which will be discussed
(Michael J. Poulin. “Happiness as a Motivator-Positive Affect Predicts Primary Control Striving for Career and Educational Goals.”) Therefore, when people are in control, their performances are getting better and have more motivations. Eventually, they have a high quality of life
Five of these principles are “Enablers” and the other four are “Results”. The criteria can be traced back to the fundamental concepts as they share similar ideals. Figure 2 below shows the criteria model with the nine core principles. Figure 2 The EFQM Criteria Model A brief description of each principle in the enablers; Leadership- Leaders that inspire the workforce of the organisation to follow in their visionary footsteps. People- Keeping the workforce motivated and making them feel empowered to make some decisions is key to an organisations
Conscientiousness was the strongest trait that related to OCB (Judge, Higgins, Thoresen, Barrick, (1999). It shows that people who are reliable and hard-working have a better chance of being promoted at their work place. Also, people who are more outgoing, sociable and confident are more likely to be efficient managers. Also, personality assessments are helpful in selecting people for management roles. Such tests measure a person’s mental ability and give the employer a better opinion about the job
In a professional and educational setup it can be translated as excellence. For instance a good manager has a virtue of excellence if he or she is good at handling his employees and other duties of the organization. This again is related to what Ciulla (2003) has said with regard to virtue. Moral value, on the other hand, is just a commitment to perform well in any undertaking. A manager will therefore be motivated to do good based on there virtues and moral obligations.
If an individual is highly motivated he/she will perform well and get satisfaction. This satisfaction leads to sense of achievement and result in greater motivation. Thus the relationship between motivation and satisfaction can be mutually highlighting one
Motivation is the reason or set of reasons for participating in an activity and the reasons could be basic needs, an object or a goal (Olsson, F. M., 2008). Conscientiousness is the extent to which one is achievement goal-oriented, dependable, organized, dutiful, and responsible (Goldberg, 1990). Conscientiousness people have a tendency to carry out tasks in a careful manner until their completion (Tross, Harper, Osher, & Kneidinger, 2000). These tendencies have demonstrated a positive relationship with academic success (Digman, 1990, Tross et al., 2000; Wolfe & Johnson, 1995) and occupational performance (Barrick, Mount, & Judge, 2001). This could mean that a person’s motivation can affect the results of what that person is doing whether it