Besides, he adds, transformational leadership enhances employee job satisfaction as the transformational leader interacts with subordinates to motivate them to achieve maximum output in their work responsibilities (Jalal, Khawaja, Kamariah, Fosa, Muhd & Ahmad, 2012). It suffices to say therefore that in the current hypercompetitive and globalized world, to sustainably achieve organizational effectiveness and relevance, leaders must adopt effective leadership styles that are responsive to the dynamic operating environment. A leadership style is the behavior a leader exhibits while guiding organizational members in appropriate directions (Certo & Certo, 2006). Leaders improve their style over a period of time due to
Leaders are the developers of organizational culture. Leadership plays an important role in managing the organizational culture. Changing an organizational culture involves strategic planning with long term vision (Kreitner, 2013, p.73). I would recommend Johnson to improve the organizational culture at J.C. Penney, provide artifacts of the company’s goals and culture. Artifacts can be easily observed, changed, and distributed.
We can see this competency in their mission and vision. Havells Mission : ”To achieve our vision through fairness, business ethics, global reach, technological expertise, building long term relationships with all our associates, customers, partners, and employees Vision To be a globally recognized corporation that provides best electrical & lighting solutions, delivered by best-in-class people” (Vision, Mission, and Values, n.d.). Alternative solutions and justifications: Havells could send crucial employees to Sylvania to better understand their business practices. This will give Havells a better perspective of how Sylvania runs and what its strengths and weaknesses are so they can address them correctly. Havells and Sylvania can work together to bundle products such as lamps and light bulbs to create a value for the consumer because their products are complimentary this may work well.
Background Organizational culture is described by Robbins & Coulter  as the shared values, beliefs, or perceptions held by employees within an organization or organizational unit. Because organizational culture reflects the values, beliefs and behavioral norms that are used by employees in an organization to give meaning to the situations that they encounter, it can influence the attitudes and behavior of the staff . Understanding the organization’s core values can prevent possible internal conflict . In other management fields, empirical research of organizational culture has involved the functionalist perspective, providing impressive evidence of the role of organizational culture in improving performance .The pervasiveness of
It increases the awareness and obligation of employees. They would concrete on the works and responsible for the job. Also, they clarify the values and goals of the organization. It ensures that they would not have violation on company’s goals. Strong organizational culture also benefits to decision making.
P1 Define and compare the different roles and characteristics of a leader and a manager. What is Operation Management? According to BusinessDictonary operation management is “The design, execution, and control of operations that convert resources into desired goods and services, and implement a company's business strategy." (Businessdictionary.com, 2018.) From this definition it appears, that management operation involves the activities that transform resources into usable goods and services which generate value for the organization and it also linked with the business strategy.
It is a basis for gaining a sustainable competitive advantage and a key variable in the enhancement of organizational performance (Brockmand & Morgan, 2003). Organization learning culture can be defined as a set of norms and values about the functioning of an organization (Schein, 1985) that support systematic, in-depth approaches aimed at achieving higher-level organizational learning (Cerne and Jaklic, Skerlavaj, Aydinlik, A. Ü., & Polat, 2012). Based on Škerlavaj, Štemberger, Škrinjar, and Dimovski (2007) understanding of organizational learning culture that relates the process of organizational learning (Huber, 1991) to the competing values framework of organizational culture (Denison & Spreitzer, 1991; McDermott & Stock, 1999; Prajogo & McDermott, 2005). Cerne et al. (2012) defined organizational learning culture as a set consisted of three elements: information acquisition, information interpretation and behavioral and cognitive changes.
Recruiting top talents for the organization is one of the main outcomes of the recruitment process and especially the attraction stage; For instance, the issue of attraction either for recruitment or for the organization have received a significant attention in recent studies for its importance, as it can be considered as a competitive advantage for the organization (Cable & Turban, 2001; Gomes & Neves, 2010). However, existing body of research argued that organizational attractiveness could be measured as a main construct such as the study of Gomes & Neves (2010), as they indicated that organizational attractiveness fully mediates the relationship between organizational attributes and intention to apply to a job. Organizational attractiveness
House “An explanation of the effects of leader behavior on subordinate satisfaction, motivation, and performance is presented. The explanation is derived from a path-goal theory of motivation” (Robert.J,1971). Managers can assist employees in implementing and increase motivation, and empowering their satisfaction, so that they can become more productive employees. This will enable employees to help Kapilaco in meeting their goals. Kapilaco visible and transparent, employees has a better view of how they can contribute to the success of the organization.
A proper definition of human resource management that many scholars and HRM specialists have agreed is that HRM is the process of providing employees with the skills and knowledge they use now or in the future and developing the general skills of the staff of the organization to be more prepared to accept the challenges of new tasks assigned to them; the long-term systematic application of knowledge and behavioral sciences; Teach employees strong deeds that enable them to achieve the goal(Beer et al. 1985). Furthermore, HRM is one of the main functions of enterprises, and is concerned with the recruitment and management of individuals working in the enterprise. It is defined as a process implemented by institutions and companies; for the management of individuals; to achieve the objectives, effectively and efficiently, thereby contributing to the attainment of the objectives required (Jackson and Schuler,