2. Understand the organisations goals and overall viewpoint. Whilst working, planning, creating and developing new ideas, plans and activities knowing what the organisations objective is will definitely provide aid in the direction for which you should be guiding employees. It is not enough to just know what those company objective is, but you should also emphasise and encourage those goals so that they are made visible and achievable by all. 3.
Organizational Structures and Levels of Authority Organizational structure dictates an organizations way of arranging roles and people. This structure is arranged in a way to get the best work as efficiently as possible. In smaller companies face to face communication is the norm and formal structure may not be necessary. In a larger company with various layers thee must be very clearly defined lines. Leaders are responsible for the ultimate outcome even if they are not performing the everyday tasks.
The organisational structure of John Crane is traditional and the job activities are defined in traditional departmental roles. The company has its worldwide local network of local service operations to assist in stock management, reconditioning and commissioning. John Crane and Flexibox possess its own elected staff committee and therefore, involvement in trade union activity is low. The staff committee of the company is responsible for all communication over performance, consultation plans over key HR issues and corporate plans. For strengthen communication, attempts have been made in the past in the past with staff through line manager led briefing.
Most of the organizations are not indulged in the lesson learning theory and many are indulged in the partially lesson learning theory. It is observed that most of the time projects failure and success is very rarely analyzed. APM includes many of their key actions in their BOKs. • Preparation and dissemination of lesson learned are mostly defined in the communication management plans. • Review of the post project should be a part of the project control process.
Furthermore, this study is limited to the middle level leaders in the service organization which located in Penang. The data collected at the only one organization. Therefore, it cannot generalize to another area of the industry. Other than that, this study had predefined the leadership style through the instrument using. There is only certain leadership styles are measured in this study.
Decisions are being made without conducting any internal consultation. There is a universal feeling that important and sensitive data is being leaked to some clusters of the public, and people's development is being concentrated on those employees who would eventually act as a political asset within the organisation.With such behaviour by this administration many are envisaging that the organisation is being prepared for a major change as it has been promised in the new government's election manifesto. Leadership Styles According to Hersey and Blanchard, there are four main leadership styles which are paired against four levels of maturity. This model maps each leadership style for each maturity level and depending on the situation and on the individual. Although we have employees with a high degree of maturity who are able to work on their own.
That could result in positive publicity, which would mean more R2s can be added to the Add Hope program. What is Professionalism? The competence or skill expected of a professional. It refers to the way business managers and employees conduct themselves when dealing with stakeholders within specific work environment. It makes sure of compliance in the generally accepted manner of doing business- ethical conduct, appearance, communication, attitude, responsibility, knowledge, skill, integrity, respect, etiquette and loyalty.
• The emphasis is on preparing and accepting change, not the actual change. • The transition is easier. • Concentrates on buy-in of employees as the focus for success • Clear step which can give a guidance for the process • Fits favorably into the culture of classical/ traditional hierarchies • Focus on one new thing especially in linear fashion over time Disadvantage • Steps can’t be skipped and it is clearly top
Those that are recurring actions are what managers and leaders integrally do within their firms some of which does far better than others. Using Organisational Assessments While seeking improvement for the Organisational performance, it is very supportive for conducting assessments on regular basis for current Organisational performance. Charges may be systematic, explicit and planned or implicit and unplanned. Better assessments for conducting effective management change by using tools like comprehensive questionnaires, diagnostic models (using the models and referring or recognising them), SWOT analysis etc. besides comparison with the outcome to several ‘best practices’ or industry standards.
But with proper planning, working with applicable or fitted spectrum learning levels and team work among the employees with one goal, the Organizational Development can be effectively implemented through the defined, achievable and measurable goals and objectives of the business. Since change is inevitable and constant, good leadership within the organization should also consider. The proper training needs can be assess, work advancement opportunities, developed skills and knowledge can be given by the management after accurately assessing its employees from top to bottom, as well as its operational system as a whole. Thus, it is analysed that change is not hindrance to work progress and advancement. It is but an opportunity to exceed what is expected