Mark and Gary’s focus organization, so that they are well-rounded on making sure that the organization is achieving their goals. They show this in the way of promoting a positive relationship between trust and their organization. They allow their team, and they work together to make sure that they are in control. They illustrate that they are not only there to serve their clients but their employees to have strong internal perspective. They take the time to help to create their values and culture providing strong work ethics.
Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals. Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given.
Feedback is one of the most beneficial step in the development of an employee, and for the benefit of the organization as a whole. Thus, we need to be sensitive, and have positive atmosphere, taking away fear from the employee. Hunt and Weintraub (2015) states, we have come to understand that many well-meaning managers believes that when they give feedback, they are coaching. It’s important for both manager and employee to listen understand to provide what is requested. Keep in mind that everyone is important, and thus, they should be treated fairly and equally.
Another benefit of a strength-based organization is it allows each staff member to be placed in the right part of the team (Samuels & Hoxsey, 2010). We all have different strengths, finding the best place where we can exercise those strengths will not only increase productivity for the company, but also allow the staff member to feel as though what they are doing and contributing is important and
The effect of power on culture and leadership is real and this effect can be long lasting. The term power conjures up images of both evil and good and is a subject that is rarely discussed in management planning sessions or leadership training. But, because strength is the basis for influence attempts understanding its uses and limitations help a leader to learn to use it effectively. Becoming a efficacious leader is critical because companies do not form accidentally. Leaders help companies for culture by being goal oriented, having a specific purpose, and are created because one or more individuals perceive that the concerted and coordinated action of a number of people can accomplish something that individual action cannot.
People who apply the growth mindset approach in their entrepreneurial activities will embrace challenges – seeing them as valuable lessons, and recognize their mistakes as opportunities for improvement. This path will lead the entrepreneur to be the kind of leader who constantly improves and surround himself with diverse people; a kind of leader who will lead any business into greatness. But this is not easy, and not everybody does it. Some people just don’t believe they will be able to change, while others think that they are not simply capable. But the good news is: a mindset can be taught and learned.
“When a leader cares, other become focused and energized.” (Manning et al., 2015) With excited and energetic employees willing to work hard and work together, not only do they succeed, but the company and leader do as well. Being an effective leader can be a challenging task when managing numerous employees with many different personalities. Each employee works and thinks differently and a great leader is able to distinguish each trait and enhance those qualities. Moreover, having a caring heart can help enhance each employee’s personal traits and relationships with the leaders. Being an effective leader isn’t always about the numbers and the company, it is about showing the passion for the employees and establishing a caring and supporting
My definition of good leadership is to influence the people around you to not simply achieve a goal but to accomplish them, in such as way, which both the organization and its members benefit. This definition of good leadership occurs by successfully communicating to people that the goals of the organization are important to them as well. This occurs when people self-internalize a goal or task, analyzing it to determine its importance to them. Self-internalizing the importance of a goal is not something that occurs in a vacuum, even though the decision is made on an individual basis, because external influences constantly shape or even change our values. Our personal values are quite dynamic, changing over time as the social mores in our society evolve.
Despite the fact that the two are comparative in a few regards, they may include distinctive sorts of viewpoint, aptitudes, and behaviors. Great managers ought to endeavor to be great leaders and great leaders, require management aptitudes to be powerful. Leaders will have a dream of what can be accomplished and after that convey this to others and develop methodologies for understanding the vision. They motivate individuals and can consult for assets and other support to accomplish their objectives. Managers guarantee that the accessible assets are efficient and connected to create the best results.
There will also be meaningful participation from these employees which will assist in attaining the expected outcomes and there will also be some secondary gains. These gains will involve growth, understanding and the development of these employees into future leaders. Thereby resulting in the creation of the organization’s succession plan. There is also the added advantage of creating leaders from these employees whose learning curve is off such that it allows the leader of the organization to be delegate some his responsibilities. Hence his actions will be not only result in benefits for the organization but will be beneficial for him.