It is also fundamental to enjoying high self-esteem, self-confidence and self-empowerment. People tend to be productive if they are confident in what they do (Tate, 2015). Having many individuals with their developed core values lead to a group of power. With a sense of contrast, the world relies on every individual, just like a company having its employees. These core values are at the heart of every successful organization.
It is about our confidence in us! Self-esteem, while constantly evolving, may be considered to be a more stable concept than self-confidence. Our life experiences shape our self-esteem. The more positive experiences and successes we have encountered, the higher is our self-esteem. Another very important factor that influences development of self-esteem is the feedback we receive from the significant persons in our life-parents, siblings, elders, family, teachers etc.
Such as a manager telling an employee, “You can do it. I have confidence in you.” Using verbal persuasion in a positive light leads individuals to put forth more effort; therefore, they have a greater chance at succeeding. However, if the verbal persuasion is negative, such as a manager saying to the employee, “This is unacceptable! I thought you could handle this project” can lead to doubts about one self resulting in lower chances of success. Also, the level of credibility directly influences the effectiveness of verbal persuasion; where there is more credibility; there will be a greater influence.
Strong organizational culture would establish better performance in an organization as a result. In the performance management and organizational culture, it reveals that a strong organizational culture can raise up the performance of employees. That is benefit for the overall performance of a firm. Employee commitment is necessary in organizational culture. It increases the awareness and obligation of employees.
When employees are motivated basically their job performance boldly increases and this will enhance organizational goals to be achieved competently and successfully with in little time period. Therefore organizations have realized this trend in recent times and the procedures and policies more or less focuses now on how to motivate their employees. This has become necessary because well motivated employees are the essential competitive benefit of every organization. Due to performance rewards and appraisal system that most organizations have adopted, this has increased the essential role in job satisfaction and motivation at place of work. But this trend differs from one person to another and one organization to the other.
However, the need of strong emotional intelligence is require for the people who lead others. Ermer (2012) stated that the terms strong emotional intelligence and leadership have deep link as it helps the leaders to recognise the needs of their employees, there satisfaction level, retention and their performance. It is important for leaders to observe the level of satisfaction among its employees in order to motivate them and to help them in performing according to the high working standard so that they can benefit the organisation. Here are some of the factors that are important for an emotionally intelligent leader who possess the responsibility and proficient to lead people especially in an organisation (Houghton, et al.,
Therefore, leadership means taking control in situation and guiding others to succeed in whatever task is at hand. There are many ways that leadership is advantageous, such as my future employment opportunities and in a family setting, therefore I am focusing on some of the specific qualities that make a great leader. Leadership will be a very important aspect in my future. For example, most employers believe that leadership is a very essential quality to have, and it is something that they look for when hiring a person. In the workplace, being a leader can benefit me in many ways such as salary, respect of those around me, and the position I will hold.
Organisations which have implemented TQM as mindsets in employees have better rates of success, than those organisations that use TQM in various processes. The organisational culture should be groomed so as to inculcate TQM principles and methodologies in all facets of the operations and administration. TQM should become a way of life for each and every employee. This culture transforms the employees in the organisation to be customer focus oriented with team work and an attitude of continuous improvement. Teamwork and team spirit as brought out earlier are important pillar stones for TQM
Organizations are more efficient when employees have high organizational commitment. Probability of exhibiting negative behaviors such as absenteeism, dismissing, and work delay of employees with high commitment is less than employees with lower commitment. The employees, who adopt the organization 's objectives and work collaboratively as expected of them, increase the competitiveness of the organization. Besides, employees with higher commitment express positive opinions to the environment. 1.5 Teamwork as essential in achieving
Cadbury programed managing for value was aimed to increasing the company could be more profitable. This project assisted representatives with understanding the significance of being results focused. By building up another culture instead of utilizing a current one was a strategy of HR. This achieved a feeling of possession by everybody. The organization culture additionally advanced working cooperatively with the project working better Together.