Enthusiasm makes everyone eager to generate ideas and create products which bring about better good for the user. Togetherness brings about teamwork. With views and feedbacks from multiple perspectives, the product will only be better for the end-users. Having strong willpower makes product feasible for production for the user. Hence, all the positive attitudes of the employees have brought about the success of the company since products made are designed to meet the needs of the customers.
The Path-Goal Theory The Path-Goal theory is based on leader 's specific style, which best fits the employee and work environment in order to achieve goals set by the company. The idea is to increase motivation from the staff, provide empowerment and increase staff satisfaction. This will develop productive employee, which are vested in the greater good of the company. The Path-Goal leadership is based on four strategies the leader should set fourth: define the goal, explain the direction of the goal, remove obstacles so the goal can be achieved and provide support to the employee. The Path Goal Theory is forming a connection between the followers goals, and the goals of the organization.
Professor April 2015 Effective communication at work is essential to everyone in a company. This could make the task easier and finish their goals in the company. If there is an effective communication, it is easier among the employees and staff, among the bosses and other departments, to accomplish their task and be united if they have an effective communication. Communication makes the delegated tasks easier in accordance with the needed requirements of the bosses in a company. Employees would be more motivated with their job if they feel that each of the employees cooperates with each other.
The company mission is “to improve the quality of human life by helping people to do more, feel better and live longer.” The company is also interested in the employees who work for it. GlaxoSmithKline, like many other organizations, is looking at ways to best respond to the changing demographics of its workforce. It is worth mentioning that the average age of a GSK employee is 42 and the average age of retirement from the company is 62. GlaxoSmithKline hopes to develop effective means to help its employees work well together, provide them with flexibility, and help them to prepare for retirement while preserving their expertise. GlaxoSmithKline is committed to maintaining its position as an employer-of-choice so it can go on employing the best talented and skilful personnel.
During my visit to IKEA in College Park I noticed many things. IKEA has numerous customers, a variety of products and friendly employees. All of these attributes allow IKEA to be a thriving corporation. Today was the first time I walked into IKEA and I absolutely fell in love with the store. The first thing I noticed was how family friendly it was.
It is how the members represent the organization both to themselves and to others. This is often expressed in official philosophies and public statement of identity’ (Schein, 2004). IKEA’s culture, beliefs and values can be found at their company’s website. According to the website, IKEA’s vision is to “To create a better everyday life for the many people”. And that they believe that “…every individual has something valuable to offer.
Employees need to be in harmony with the enterprise’s mission so they can work. Now, the media has been looking for a “feel good” story from companies who are doing good works. Businesses that help many people should not be ashamed or be shy of what they are doing, instead, they should be proud of it because they are sacrificing many things for the benefit of other people. The media also helps motivate others to get involved and to start creating their own social
Kapilaco visible and transparent, employees has a better view of how they can contribute to the success of the organization. Employees understanding of the objectives can lead to higher engagement in the workplace. Managers encourage employees to set their individuals goals by coordinating their contributions to the organization. According to Northhouse “the path-goal theory can best be thought of as a process in which leaders select specific behaviors that are best suited to the employees’ needs and the working environment so that they may best guide the employees through their path in the attainment of their daily work activities (goals) (Northouse, 2013). Employee
( 2 ) Contribution to the advancement in technology by gaining mutual trust ( 3 ) Employees to achieve growth and fulfillment in profession and personal lives. ( Figure 10 &11) • Approaches in adopting an open door policy so that every employee can have access to their supervisors and the management department, including the Managing Director, thus they can share their thoughts and point of view to their supervisors what to improve on and thus employers and heads can consider their workers’ needs and interests and amends problems that bring about unhappiness in the workplace. Thus, this will provide workers’ a satisfying workplace to job in, therefore, rate of productivity and effectiveness will also increase. • It recognizes the importance of work life balance for employees to enable them to live and work effectively, and not only wholly focus only on jobbing, it considers emotional and social interests too. • It build strong bonds for cooperation between the workforce
He explains that a company works to eliminate waste through the use of continuous improvement processes across the entire value chain and in order to successfully achieve this, the company culture needs to be one where employees know and understand their company’s goals and objectives and also understand how Lean fits with these goals. He also states that employees need to be in possession of the necessary tools and techniques and have the freedom to implement these. Ahmad (2013) indicates that the successful creation of a Lean culture will lead to more innovative solutions with lower staff turnover and better, more numerous and sustainable improvements. Ransom (2008) translates this into Wall Street terms stating that lean is about sustaining the growth of a company, in revenues, earnings and cash flow. However Seddon (2011) reminds us that according to Ohno, who developed the Toyota Production System, to focus primarily on financial results is to do things the wrong way round as the financial results are the by-product of identifying and resolving