When talking about employee discipline there are two schools of thought. The punitive approach and the nonpunitive approach and each have distinct impact on employees. The punitive approach I would dare say is more of a traditional approach on discipline. The definition of punitive approach is, "Punitive discipline in the workplace
LEADERSHIP, LEARNING AND CREATIVITY 4 Relationship between Leadership, Learning and Creativity Student?s Name Institutional Affiliations Date Relationship between Leadership, Learning and Creativity Leadership is defined as a process or event whereby an individual influences a group of people to understand, agree and accept what ought to be done and how to accomplish shared objectives or goals. (Northouse 2010; p.3). Leadership means that the leaders affect and are affected by their followers either positively or negatively. The stress here is that leadership is a two-way interactive process between leaders and followers. Leadership in an organization is about influencing the subordinates, peers, and bosses in the workplace.
In a macro viewpoint, top-down and bottom-up project governance are both required to project implementation, in other words, the success of project deliverables reply on positive executive board outcomes as well as subordinate body effectiveness. Therefore the scheduled staff training and reward system setting is necessary to arouse employee motivation. Moreover, the entire CATA4 acts focus on the way of changing business project, neglecting leadership and stakeholder relatively. This study attempts to analyze appropriate leadership style and stakeholder engagement, whereas the relationship between the leadership and organizational culture is undefined. Further, the managerial implication to CATA4 comes from SLM, which diagnoses leadership weaknesses within CATA4.
The type of leadership style radiating from the management of a company can inspire lower management and line workers, direct the organization on a path toward success, and address arising conflict and obstacles within the business and in the market. The ways in which Charismatic and down-to-earth leadership styles vary are in how they establish and communicate organizational
Each individual has certain identity personality traits that help them stand separated from the group. No two people behave in similar manner. Similarly associations have certain qualities, approaches, principles and rules which help them make their very own image. The culture adopted by an organization has a great impact on the employees and their relationship amongst themselves. An organization therefore acts as typical stage where individuals from different foundations come together and act as an aggregate unit to accomplish certain destinations and targets.
THE IMPACT OF LEADERSHIP AND CHANGE MANAGEMENT STRATEGY ON ORGANIZATIONAL CULTURE CRITICAL SUMMARY: In this paper, we present the impact of leadership and change management strategy on organizational culture. At first, we present the notion of culture. There are many attempts to describe “organizational culture”, many of which are presented in this paper. After an assessment of organizational culture, the role of leader is pinpointed. We favor the view that strategic leadership needs to be transformational if it is to serve the organization.
Deetz defines internal communication as “a way to describe and explain organizations” (Jublin & Putnam, 2001). It specifies that communication is the central process through which employees exchange information, create relationship, and build meaning, values, and an organizational culture. Smythe (1996) argues that the challenge is not only managing media and using more media, but reducing communication pollution and discipline the torrent of information from management in order to increase individual
IMPORTANT DEFINITIONS AND CONCEPTS In order to find out, whether resilience has an effect on coping with and supporting future organizational change, I have to define the concepts of change and resilience. This means that I will at first evaluate whether the merger qualifies as organizational change and therefore a professional challenge that has an impact on resilience. Additionally, I have to take a look at what makes individuals supportive or averse when confronted with change and if this can be linked to the outcomes of my research. 2.1. Organizational change as professional
These theories were strongly influenced by James McGregor Burns (1978) but Bass (1985,1996) has more empirical research on this theory. Both of transactional and transformational leadership were defined to influence followers and the effects of the leader on followers. The transformation leadership can provide clear meaning and challenge with idealized and inspiring behaviors that could calculate potential risks, performing high standard of command. This leadership appeals to raise follower consciousness about ethical issues and begin their energy and resources to reform the organization. They enhance the team spirit, leaders using the inspiration, idealized influence to their follower, envision a range of possible future, make a clear direction to goal and commitment to the mission to their followers.
Traditionally, both the theoretical level as organisational practice, it has been considered that employee commitment to the organisation is a variable that relevant for allowing and identifying intentions of conduct, behavior and results with direct impact on productivity and organisational effectiveness (Hunt &Morgan, 1994). Today, the effective management of this attitude requires organisations which draw human resources strategies and taking into account the nature multidimensional notion of commitment, evidenced in recent studies by theorists on the subject. The organisational commitment of employees towards the organisation has received considerable attention by both managers and scholars from behavior (Gallagher & McLean, 2001). However,