Components of Authentic Leadership are outlined in the action portion, they include self-awareness and balanced processing. Authentic Leadership works by making leaders and followers more determined, value-centered, self-disciplined, and empathetic (Northouse, 2016, pp.205-206). In a study conducted in 2012, findings suggest that employees’ psychological capital and creativity are important resources when helping organizations through challenges and changes (Rego, Sousa, Marques, Cunha, 2012, pp. 429-437). Additionally, Authentic Leadership positively relates to increased creativity, an aspect discussed in the next leadership style, and human capital is highly relevant in ethics contexts.
The value chain analysis aims to identify and evaluate the contribution that Revlon’s primary and support activities make to the organization’s overall value added. Revlon’s resources sever as a basis for its operations whilst deliver value-added to the entity. Revlon obtained certain capabilities to deploy its existing resources in an efficient manner throughout the whole organization. To better identify the sustainable competitive advantages of the entity, Revlon’s resources are categorized in accordance with VRIO framework as follows. The capabilities and resources fulfilled all the four criteria of VRIO framework provide Revlon significant competencies to create competitive advantages (Kumar, 2016).
This natural ability works to enhance the self-worth of followers and the ability to energize teams or groups which is especially effective in guiding an organization through change (Aldoory, & Toth, 2004). Males however, tend to display a forceful, assertive, and more dominant approach that is typically suited for a transactional leader (Quader,
“Both environments are characterised by adult-defined authority and reward structures. Also, they are both based on ability grouping, normative and social comparisons, and public individual performance.” (De Knop, Theeboom & Weiss, 1995). Harter’s Competence Motivation Theory suggests that provision of reinforcement and positive feedback lead to a heightened sense of self-confidence and perceived competence. This, in turn, leads to greater enjoyment and greater effort in one’s participation in sport. The underlying principle illustrates that high feelings of competence and control lead to enhanced performance and
On the other hand, Erikson believes that our behaviours are motivated by our sense of competency. We gather a sense of competency through social interactions which are depicted through each of Erikson’s eight psychosocial stages. The crisis in each stage needs to be mastered in order to develop our personality that can result in acquiring an ego quality such as hope or will (Dunkel & Sefcek, 2009). As Erikson explained, failure to master a stage can affect the personality development in the subsequent stages, implying the importance mastery of each crisis. The motivation for mastery at each stage is our desire for a sense of competency (Westermeyer, 2004), hence it is also the motivator for our behaviour.
(2010) found that work attitude of employees has a positive impact on job satisfaction, which would lead to improved moral and performance in the workplace. Yukl (2010) emphasise that transformational leadership behaviours have motivational effects on employees or team members. According to Yukl (2010), effective leadership style influence team members or employees in three key ways; by influencing employees or
A directly proportional relationship was found between the creativity of the employee and the transformational leadership followed by the higher level management. Psychological empowerment was also seen as a factor in influencing the employees’ innovativeness. Same was the impact of transformational leadership at the organizational level and it was positively associated with the organizational
2.2.3 The Concept of Performance Management It has been claimed that performance management brings a multitude of benefits to the organization and its employees (Roberts, 2014). These include the opportunity to ensure that staff pursue goals that are aligned with the wider organizational objectives set by senior managers; the provision of objective assessment and regular feedback, which it is assumed will improve learning; heightened commitment and motivation; improved career management through the identification of training and development needs; the creation of legal documentation for use in the cases of discrimination, grievance and disciplinary processes or wrongful dismissal; an improved correlation between remuneration and organizational performance, through linking appraisals to performance-related pay; and an overall increase in organizational performance (Folorunso,
This is because with gamification elements, an application evolved, turns out to be more fun and interesting, thus increase the motivation of users in using the application. When users get motivated, the result of users’ engagement will definitely improve because the desires and pleasures to achieve certain goals and achievement, which users seek it as a challenge, will not fail to be suppressed by the humanity. The overall goal of gamification is to secure users’ engagement and participation in interacting with certain activities of the application. To achieve the goal of gamification, numerous game mechanics and features are required to be
Leader-member exchange highly improves job quality and fulfilment and aids in demonstrating OCB. For firms to be able to incorporate the OCB, they have to hire people who have conscientiousness traits as they demonstrate OCB behaviour which often results in progression within an organization in special offers and job satisfaction. The workers in return gain respect and recognition for their work from the management which increases motivation and further inspire to adopt OCB. Employees with conscientiousness traits have great LMX quality relationships with their superiors. This leads to high levels of job satisfaction from implementing OCB giving them more responsibility and freedom and present constantly new opportunities for them.