Expectancy theory proposes that people engage in particular behaviors based on the probability that the behavior will be followed by a certain outcome and the value of that outcome (Vroom, 1964).Transactional leadership stems from more traditional views of workers and organizations, and it involves the position power of the leader to use followers for task completion (Burns, 1978).Leadership, then, is not only the process and activity of the person who is in a leadership position, but also encompasses the environment this leader creates and how this leader responds to the surroundings, as well as the particular skills and activities of the people being led. Transformational leadership, however, searches for ways to help motivate followers by satisfying higher-order needs and more fully engaging them in the process of the work (Bass, 1985).Goal setting theory takes a somewhat different approach, suggesting that people are motivated to achieve goals, and their intentions drive their behavior (Locke, 1968).Additional motivation theories include expectancy theory, equity theory, goal setting, and
The leadership helps weigh the pros and cons of each of the methods before embarking on it but whatever technique adopted must be with the ultimate aim of achieving its goal. There are many social movements across the globe depending on the people’s desire for change or resistance against certain policies. Some do seek gradual changes in the operations while some desire radical changes depending on the wishes and aspirations of their members. It is on this basis that scholars have classified social movements according to their motives and modes of
There are multiple leadership styles which are used as per situation.Somtimes, changing the leadership style effect organization performance thatswhy analysis the situation and respond for controlling. There are several ways to review Leadership requirement. Some of them discuss below, • 360 Feedback • MBO Process 360 Feedback: 360 Feedback is a system in which employee receive unnamed, confidential feedback from team. It includes Manager,
Project Management What is meant by project management? Project management is simply the way in which different areas that are considered in a particular project concerned are bought together in order to achieve a common goal. There are different views that are given by different people about project management. All these ideas, differ from one person to another person which means that each of those will vary. Some of the views are described below.
They include resilience, improved cognitive ability, psychological strength, tenacity, self-reflection and etcetera. Bennis & Thomas also stated other set of skills that can be acquired from a transformation experience; the ability to engage others in shared meaning, the distinctive voice, sense of integrity and adaptive capacity (2002). These transformational skills are necessary and relevant to a leader in the following areas: The ability to engage others in shared meaning: a manager or leader should incorporate his or her team members in problem-solving process. In crisis situations, the manager may not have the best approach. It is hence a necessity to consider the point of view of
How Should You Prioritize Your Stakeholders Working in a global organization gives us the opportunity to interact with various sorts and varieties of stakeholders, the actions we take and the projects we run will affect more and more people. The people we affect are those who can contribute to our overall growth or fail the projects. If we can prioritize correctly, they can provide industry insight, highest commitment or even powerful outcome that can help our organization achieve the goals. To clarify, a stakeholder is any individual or group of people who will be impacted by changes resulting from the business initiative, and can influence the success of the business initiative. An organization has a variety of key groups, different group will bring different expectations due to their relationship with the organization.
There are many differences between the approaches of agile project management and traditional project management; however, a critical difference between these approaches is the leadership style. Leadership varies between these two approaches vastly; it may be an essential factor when it comes to the traditional approach since the team is required to follow directs orders by the project manager, however, in agile approaches, the more critical factor has proved to be the project team (Tarne, 2007). Such is due to the constant evolving of the process in the agile approach which is done with the help of communication within the whole project team and not only the project manager, based on the requirements of the project. On the other hand, the reason traditional approaches require the project team members to follow direct instructions from the project manager is that the documentation and requirements of the project are well defined in advance. In traditional
DOES LEADERSHIP MAKE A DIFFERENCE TO THE ORGANISATIONAL PERFORMANCE? “Leadership is a process by which an executive imaginatively directs guides and influences the work of others in choosing and attaining specified goals by mediating between the individuals and the organization in such a manner that both will obtain maximum satisfaction.” -Theo Haimann Leadership is an extensive subject of research for various organizations. It is sometimes closely related to management. However, management and leadership are very different from each other. Management works IN a system, leadership works ON the system.
The concept of the learning environment is often used interchangeably with those of climate and culture. However, organizational research has tried harder to conceptualize these notions, thus resulting in the concepts being exposed to a more prevalent and rigorous theoretical and empirical debate than in learning research(Palmgren 2016). Organizational climate and organizational culture are two alternative constructs for conceptualizing the way people experience and describe their work settings (including not only businesses but also schools and governments). Within organizational research, climate and culture are regarded as concepts describing a subset of the organization’s internal environment. The difference between organizational culture and organizational climate is one of the perspectives rather than substance(Denison et al.
(2010) as ‘Shared leadership’. Wood defines shared leadership as a dynamic, interactive influence process among individuals in groups for which the objective is to lead one another to the achievement of group and/or organisational goals. The process involves peer or lateral influence, and at other times, it involves vertical, hierarchical influence. The main difference from traditional leadership, typical in 3rd blueprint organisations is the distribution of leadership among a set of individuals, self-directed and working in teams. Wood also sets down the tenets surrounding this style of teamwork and leadership.