(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
Leadership and Organizational Performance ABSTRACT The study proposal is not only about leadership styles and organizational performance but also about the relation of both achieving the success factor. The primary objective of this study is to explore the relationship between both the leadership styles and the organizational performance by studying the moderating role of culture within the organization. A culture has significant role in originating the leadership styles of an organization. At present, organizations are concentrating to manage various cultural groups. Furthermore, the purpose of this research is to study the leadership styles of different educational sector, like general education and vocational and technical education
Likewise, employees’ feeling of job satisfaction has been reviewed in comparatively with a specific dimension of organizational culture and leadership. In organizations that are flexible and adopt the participative management type, the latter are more possible to be satisfied, resulting in the organization’s success. Although the leader creates the culture predominantly, but he or she is the one who progresses through this process and so are the leadership tactics that he or she applies. In accordance to the leadership, there are two major types of leadership in organizations that influence the employee’s job satisfaction, which are: the transactional and the transformational leaderships. The transactional leaderships are the ones who act within the frame of the dominant culture; the transformational leaderships work towards change and adaptation of the culture to their own
Following, the organization’s structure will be elaborated on and the nature of its openness will be disclosed. To conclude, an explanation will be given on the relation of the structure and the culture of the organization. Assignment 1 Organizational Socialization Process and Tactics Becoming a new member of an organization, it is pivotal to understand the organizational culture in order to be able to fit in. How an organization welcomes a newcomer differs, however, a model proposed by organizational behavior researcher Daniel Feldman can help us identify and determine the organizational process within a certain organization. Feldman’s modal of organization socialization consists of three-phases, each possessing its own perceptual and social processes, and those are 1)
Emotional Intelligence There are various different arguments about the definition of Emotional Intelligence. One attempt toward a definition was made by Peter Salovey and John D. Mayer (1990) who defined EI (Emotional Intelligence) as “the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions.” Despite this early definition, there has been uncertainty regarding the exact meaning of this construct. The definitions are so varied, and the field is growing so rapidly, that researchers are constantly revising even their own definitions of the construct. Main models of EI: The ability-based model of emotional intelligence describes four separate but interrelated abilities. These are the ability to perceive emotions, use emotions, understand emotions, and manage emotions.
The study show on how organizational commitment may influence on retention, attendance and job productivity. According to McNeese-Smith (1995) if employees are morally committed to an organization, the increasing of like hood of retention, consistent attendance, and increased productivity can be expected. In addition, the studies also identify on organizational commitment that could interact with job satisfaction to affect turnover intention among employees. Organizational commitment is an attachment with organization (Mathieu, 1990). In simpler words, job satisfaction is linked to the job; organizational commitment emphasizes links to the organization (Lim, 2007).
(Chuang, 2009), describe that the brilliant leader not only motivates subordinates potential to improve productivity but also encounters their desires in the method of achieving organizational aims. (‘ Stogdill 1957’), defined leadership as the individual conduct to monitor a group to attain the common aim. (‘Fry, 2003) enlightens leadership as use of leading strategy to offer motivating aim and to improve the staff’s latent for growth and progress. A number of reasons specify that there should be a link between leadership
CHAPTER 1: INTRODUCTION 1.0 INTRODUCTION The research will explain on how organizations becoming more effective, efficient and competitive by putting a part of human capital as their important aspects. Employee engagement, training and development, and job satisfaction are the factors need to look closely in this research. This research aims to analyze whether employee engagement, training & development, and job satisfaction will significantly effect on organization performance at Majlis Bandaraya Shah Alam. This research will start on the background of the study, the background of the company, continued by problem statement, methodology, research objective, research question, the significance of the study, limitation of the study
It has generated a large amount of literature and many debates among theorists, what brings a variety of views on organizational culture. This dissonance, though, testifies the importance of the concept as such. (Schein 2004) One of the first researchers to explore and and outline organizational culture was Edgar Henry Schein, whose academic work is considered to be a major contribution to this field. According to Schein (1985), organizational culture is defined as: “A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way you perceive, think, and feel in relation to those problems.” In his research Schein insists that one of the key aspects of culture is the acknowledgment and understanding of the values shared by the members of one organization. By values Schein means beliefs and ideas about the appropriate norms or standards of behavior organizational members should choose to achieve organizational goals (Schein, 1985; Hill & Jones,
Satisfaction is mainly affected by the services offered to the customer. Satisfied, productive employees and loyal create value. Employee’s gratification intern results basically from high quality service and strategies that allow employees to bring results to clients. While other organizations