Organizational Behaviour is the application of knowledge about how peoples, individuals, and groups act and react in an organization, in order to reach and accomplish the highest quality of performances, and dominant results. A leader as the head of the organisation subdivides and assigns roles, responsibilities and authority in his organisation to carry out different tasks for the employees plays an important role in performance and productivity. Therefore, the leader sets a clear vision for the organisation in order to achieve their perspective goal. A good leader not only motivates but also guide the employees through the work process and build morale through his/her behaviour. The leaders’ behaviours display their actions and styles by
Piri’s family, excluding his father, is significantly lighter skinned, and he feels like an outcast in his home and predominantly Italian neighborhood. On his way home from school one day, a gang of Italian children accost Piri for being black, telling him that the hospital where he was born was “where all the black bastards get born.” Piri responds that “all kinds of people” are born there, insisting that he is Puerto Rican and not actually black (Thomas 25). Piri protests his skin color instead of the racism towards people with dark skin, not comprehending that his Puerto Rican heritage does not dictate or overrule his pigmentation. He refuses to accept his African blood, claiming the same identity as his light-skinned siblings and mother. He has learned from his family members, who also conceal their African heritage, that being black is undesirable, so he pretends that being Puerto Rican permits him to disregard his skin tone.
Such a person is supportive and understands the real strong professional traits of each of his or her subordinate,They listen to what staff have to say, not only listens, but actually cares about implementing good ideas, They encourage personal interaction, and cares not just about the work completed but also about the team in general. “Bad” bosses may be highly competent in the latest theories regarding their field of work, but it is the skill to manage personnel, to inspire rather than to enforce, which makes yet another difference between the good and the bad boss. Even though it is important for a manager to care about the tasks his or her team must accomplish, a good manager will always consider the capabilities and skills of his or her team first. Instead of blatantly demanding results without regarding how people in the team feel. This does not mean that a good boss is one who is nice and tender to his or her subordinates, and a bad boss is one who demands too much from them.
Managers and CEO’s should have a positive character because they influence others. A manager’s role in a company is to run and manage the daily operations of the company. Therefore, it is especially important in mangers. A manager who has a good character ensures that things are done correctly in the organization. A manager who has a good character also
This common stereotype of Filipinos as ‘dogeaters’…common stereotypes of Filipinos has been that of the ‘houseboy’ or ‘steward’” (Min, 188). Mr. and Mrs. Valentin never been discriminated as being Filipino American since they immigrated to the U.S. for a job offered. Although they had been stereotyped as certain skill worker based on
They saw the Filipinos manner of eating as unsanitary, unethical and disrespectful so they taught us proper manners in every occasion including table etiquettes. This is where the mindset of the eleven respondents originally came from
Managers guarantee that the accessible assets are efficient and connected to create the best results. In the asset obliged and troublesome environments of some low-to-center wage nations, a manager should likewise be a leader to accomplish ideal results. Health mind conveyance and patient conditions are always showing signs of change, and managers need to keep on learning new capacities and aptitudes to keep up. A critical part of management includes aptitudes and capabilities, for example, motivating staff, imparting and consulting with partners, and keeping up specific states of mind and behaviors that augment staff teach and execution (Packard, 2009). Managers likewise need to comprehend the fundamental specialized parts of the services conveyed.
He/she maintains a good distance in dealing with his/her employees, usually working without a deal with the group, avoiding explanations about his/her behavior and the steps taken. It identifies the tasks to be performed and the methods of work, without giving the employees the opportunity to independently decide and show the initiative. It applies strict controls, imposes greater sanctions and penalties than awards. All responsibility is focused on the manager. The autocratic way of managment has its advantages and disadvantages.
An individual with this trait does not complain when he is asked to do any specific task; he recognizes that the job needs to be done, and this sets him up for opportunities in the future. A successful leader takes pride in his work, but is not boastful about it. He values the success of the team over his individual accomplishments—he gives up what he could be for what the team could be. This comes from total loyalty to the team. When the individual sees something that could help the team, he does it, no questions asked.
Motivation may come in any form, be it financial or non-financial which is simply motivating words from the superior. For example, a restaurant waiter need to be given feedback on how he or she has performed so that they will have a benchmark and if there is any room for improvement. Managerial support is crucial to ensure that the employees are happy and satisfied with their work and comfortable with their position while delivering service to customers. Managers or leaders in the organization must first are in good moods to make the other members of the organization more positive as things can be done successfully. A successful leader is the one who work with the employees instead of expecting employees to work for them in order to achieve the organizational goals.