Participative leadership are take heed of advice from employees (Huang, Iun, Liu and Gong, 2010; Somech, 2005). Participative leadership involves employee empowerment and allowing employees to participate in decision making. The positive influences of this leadership strategy are it enhances productivity and increase quality of organizations products, operations, process etc. Besides this, the satisfaction level of employees will increase in this leadership technique. The negative influence of this specific strategy is that it involves issues of security.
I believe that people are a major asset for any business organization because this model describes the importance of stakeholders, leadership and employees for the organization. That is the main reason why this model would suit me. To conclude I will work hard to change and organization successfully. From this module topic I have learned that you need to plan carefully and build the proper foundation so that implementing change can be much easier and chances of success will be improved. If you are too impatient or if you expect too many results too quickly, your plans for change are more likely to
It is very necessary as the employee’s reaction towards the performance appraisal will govern predominant performance of an organization. (Hartog et al., 2004). Employees can bring improvements in them when they are provided with a relentless and effective feedback. Performance management system also instills creativity among employees. When employees have the goals and a time limit to reach their goals, they think creatively to reach their goals in a shorter time span without compromising on quality.
The second proposition stated that communication needs to inform the organizational members about the change and how that change will alter the individual’s work. The third proposition advocated that communication should be used to create a community which will increase commitment, trust, and identification with the organization and management. The next proposal looked at uncertainty in that high levels of uncertainty will have a negative effect on readiness to change. The fifth proposition focused on the effect of downsizing creating loss of jobs and feelings of
Studies have shown that this factor has a great (significant) influence on the resistance to change. Such that research has shown that employee participation in the change process significantly associated with the commitment to change and reducing resistance to it and also increase the adaptability and compatibility to change. Participation by increasing the individual self-efficacy related to the change has the stimulating effect on the change participants which can reduce the individual resistance to the change. Improvement of individual Psychological tolerance to change and create a positive attitude in them is a good way to reduce resistance to change. It can be achieved by reducing job stressors by involving Individuals in the change process and increase their understanding of the benefits of change.
The main purpose of this report is to address the importance of workplace diversity with focus on flexibility and work-life balance programs to enhance employee’s commitment to organisational performance. In order to better access the topic, this report discusses the pros and cons of workplace flexibility relative to the true intention and the implications of excessive working hours, follow by closely examining the difficulties and challenges on organisations to introduce work-life balance policies and how these issues can be overcome. Finally, this report will provide recommendations to better facilitate work-life balance during an economic downturn and also measuring the benefits of work-life balance policies on organisational performance.
Motivate teams and give constructive feedback on how to improve performance whilst giving them the opportunity to make their own suggestions. An important part of a manager's job is delivering feedback to employees. Feedback is a form of ongoing training and helps communicate important objectives. Both positive and negative feedback can be helpful and productive. Positive feedback tells an employee what they are
Executive Summary This research is aimed at analyzing employee engagement and its relation to affective commitment. Empowerment can be of great value for a company and its employees. However, to be able to benefit most from giving employees empowerment, it is not only important to focus on the achievements that could be gained by giving employees empowerment, but also to take into account the possible disadvantages and risks. This study investigates the relations between the dimensions of empowerment (impact, competence, meaning and self-determination) and affective commitment. This study also investigates the interactional effects of the dimensions of empowerment with job engagement and trust in the management on affective commitment.
An orgainisation is based on the management’s philosophy, values, vision and goals. Theses objectives drive the orgainisation, the culture of the orgainisation has an impact on the type of leadership, communication and departmental dynamics. Staff should be aware of this and use it to base their work ethics and motivation on. The outcome should then be job satisfaction nad growth for the individual team members as well as the team as a whole. A leader needs to adapt to situations and use techniques that are inclusive in order to avoid conflict and aids decision-making.
Motivation in the Workplace Motivation is referred to as “internal factors that impel action and to external factors that can act as inducements to action” (Locke and Latham 2004, p388). Motivation is an intrinsic part of any successful business, creating a work environment which not only pushes employees to reach their full potential but also nurtures their physiological and psychological needs. I will examine two motivational theories, firstly Herzberg’s Hygiene Theory, followed by Equity Theory. I will conduct a critical analysis of both theories highlighting the benefit of each theory from a managerial perspective and also bring forward any flaws or weaknesses I find. I will look at extrinsic motives; tangible/physical things e.g.