The virtue theory, which pursues virtuous principles, strategies and actions, can lead companies to understand their values, including mission, purpose, profit potential and other objectives. Virtuous employees tend to perform their roles consistently and competently in the direction of the company's goals. Virtues are the kind of thing you allow someone to take action to appreciate. Business people increase their likelihood of reaching their values and goals when they reach Objectivist virtues. Virtues emphasize the importance of each employee's valuable contribution.
Inclusive leadership correlates positively with employee work engagement, creativity, and reduced turnover (Coi et al., 2015; Jin et al., 2017). Inclusive leaders use their skills to build safe “common spaces” in which diverse populations learn to interact to honestly and
• The IFFO’s prime strength depends upon its future investment scheme. • It has achieved the customer loyalty through its core component of ‘value delivery’ process. • Being a quality producer it has a stable position in all of the areas where it operates. • The stronger relationship with its customers, suppliers, dealers and representatives enables it to operate successfully. • The organized structure and management team of IFFCO enables it to overcome any uncertain risk with collaborative efforts.
There is freedom for an associate to decide what to work and where to work so that he can make the best contribution for the team. Once a commitment is made, the associate is held responsible in completing the task. The viable interpersonal relationship in the organisation has ensured loyalty to the organisation, commitment to the job, participation in decision making and shouldering responsibilities. There is ingenuity and creativity among the associates in solving organisational problems. All these show that there is a positive employee behavior with positive work group culture in the organization without external pressure.
As stated by Wright (2003), people high in conscientiousness have a sense of duty and obligation to their work and have high job performance, career success, motivation and job satisfaction. However, Harris and Fleming (2005) stated that conscientiousness refers to characteristics such as being organized, orderly, precise and efficient. Manning et. al (2006) stated that conscientious is about the number of goals that an individual pursues and the extend which they pursue them in a focused way. The two extremes are spontaneous individual, who pursues many goals but in an unfocused way and the Conscientiousness individual, who pursues fewer goals but does so in a more focused, controlled and structured way.
This method is important for many purposes, it makes NPO effectiveness measurable and addressing it in true organizational levels that help managers to measure and use effectiveness results to improve effectiveness in their organizations. The effectiveness of such organization should be considered of how well the organization operates to its customers. Therefore, this model used the two levels proposed by Sowa et al. (2004): management and program. Management level The management level refers to the characteristics that relate to the organizational issues and manager’s activities within the organization.
Credible leaders continue to learn to increase their knowledge and expertise. To gain credibility, leaders become experts at implementing various solutions to problems they are faced with by being competent. Credible leaders also take accountability for their actions. Great leadership accept when they make mistakes and will do what is needed to amend it in a proper manner (Gleeson, 2016). Gleeson, B.
EMPLOYEE RECOGNITION Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work. Praise and recognition are essential to an outstanding workplace.
2. Moral loyalty: Moral loyalty can be means as the sense of commitment of the employees towards staying with the organization, and often this is enhanced by good support by the organization for its employees, allowing them to participate and positively interact, not only in the manner of implementing procedures or carrying out the work, but to provide maximum contribution to the development and achievement of goals, planning and policy-making for the
This will help organisation and customers to prod when it is necessary. Organisation must be kept on the effectiveness of control. It help to keep proper records, such as employee records, customer details and inspection regarding of quality, if required. Record keeping can easily make the benchmarking process with other organisations a lot easier. Record keeping saves time and show previous performance of the quality of goods and services also learning of level of staff.