Diverse studies and researches in different countries enclose emphasized the fulfillment of leadership style in terms of achievement setting. The affiliation between managers and ethnicity, and leaders and culture is different. Managers are liable to be the community who acquire things ready, and the business culture is the instrument they exercise to recognize how to correspond, how to employment and what to look forward to on a day to day basis. The managerial staff knows what the present culture expects, how to nourish and care for the existing culture and how strong or weak the culture is. Managers of transnational organizations should essentially show elasticity relative to culture differences, value of the differences, identifies motivates of the community, and choose an appropriate style of leadership in harmony to situations and subsequently take act with regard to the individuals under their direction to appreciate definite objectives.
Theoretical framework Emergent leaders could lead people effectively if they embrace the difference between leadership and management. In essence, management is the aspect of doing things right while leadership is the aspect of doing right things. A leader and a manager play different roles, although people tend to use the two terms interchangeably. For instance, a manager facilitates the success of team members (Mumford, Watts & Partlow, 2015). Further, a manager ensures that members have whatever they require for success.
In a macro viewpoint, top-down and bottom-up project governance are both required to project implementation, in other words, the success of project deliverables reply on positive executive board outcomes as well as subordinate body effectiveness. Therefore the scheduled staff training and reward system setting is necessary to arouse employee motivation. Moreover, the entire CATA4 acts focus on the way of changing business project, neglecting leadership and stakeholder relatively. This study attempts to analyze appropriate leadership style and stakeholder engagement, whereas the relationship between the leadership and organizational culture is undefined. Further, the managerial implication to CATA4 comes from SLM, which diagnoses leadership weaknesses within CATA4.
Charismatic leadership takes on an emphasis of individual development and growth in others to achieve goals. This appears like the Aristotelian principal that uses laws preceding actions to focus on affirmation and involvement in employee affairs to obtain knowledge and craft a vision and goals (The Role of Virtues, pp. 389-390). This is evidenced by heavy affirmation and involvement in the lives of workers to build trust and respect to motivate them toward what is needed of them. The charismatic then establishes goals and becomes more involved with workers to accomplish the goals and fulfill the company’s vision.
He strongly believed in employee empowerment and believed that and believed that some key decisions in the in the organisation should come from the bottom level of management as well as the top levels of management. According to the website www.slideshare.net the democratic style of leadership should be used when the manager wants to encourage team building along with participation. It should be used to provide opportunities for staff to develop both personal growth and job satisfaction and to keep staff informed about matters and problems that affect them. Finally the democratic style of leadership should be sued in the decision making process and for sorting any problems that arise within the
If I were the staff of Enron Company, there are few ways I would handle the situations. First, staffs need to know how managers of organization frame problems under the influence of the organization to ensure that they can be morally responsible in an organization without getting hurt. The staffs should also understand the method of acting effectively, safely in the organization effectively. In other words, it is crucial for staff to understand the organizational culture of the company. Normally, organizational culture is by owners, high-level executives or person in charge of the organization.
The top down approach are used by firms, with the core of the decision-making process by the top management. Competitive advantages can be provide and maintain by strategic intent, it also gives a concept about what an organization are necessary to get immediately in order to achieve the company’s vision. Strategic intent can direct the organization’s attention on the need and want of successful, inspiring staff by analysis and telling valuable and existing target market, draw all company’s staffs attention and determination as encourage every individual or team participation to contribute for the firm, and take advantage of strategic intent to conduct resources allocating. Management can focus and give the most weight on the priorities of most important task through using strategic intent, an organization’s resource potential and core competencies influence and affect firms to achieve the impossible and challenging goals in the competitive environment which may seem to be unachievable t at first. A well and complete strategic intent should express guide the development organization or steer the goals and objectives setting that require maximum value to be controlled by all of organization’s competencies
It argues that the survival and performance of a company are linked to its ability to create value and contentment for its stakeholders. The most important groups of stakeholders are stockholders, the employees, customers and communities (Gabrielsson, 2003). In this situation, the task for the board members is to consider the various outside interests in the firm and try to align and satisfy them through their governance policies. The great difficulty here is that certain stakeholder interests are not manageable at the same
The effectiveness of the leadership behaviour where it may influence the motivation of the individual in an organization is to understand the impact of leadership on motivation level of employees. The significance of studying different behaviours of leadership behaviour will help the strategic level managers and employees in knowing how their motivation level is affected by the different behaviours of leadership practices. The major focus of this analysis is that leaders are one that guide its subordination or personnel in a company. If leaders appreciate and provide rewards to employees on the achievement of objectives then it results in motivation of individuals. The employee satisfaction and motivation level is a strong indicator in knowing
INTRODUCTION Human resources management (HRM) is to promote high performance workplace and human capital management to achieve business goals. The main approach of human resources is to achieve competitive advantage through strategies. Today, human resources department have more defined and strategic planning role in organizations. It serve as an important part of a successful business strategy. Business managers recognized that well-trained and motivated employees can help to achieve company’s financial goals.