To make leadership more meaningful, the leader should engage himself with the employees on a constant basis through communication skills, listening skills, motivational skills, social skills etc. Finally, leadership should help in achieving common goals. The leader has to effectively reconcile the organizational goals with that of the individual goals of the
All organisations and groups experience the direct relationship between job satisfaction, and performance. In order to maximize the performance of those within a system, it is significant important to develop interpersonal relationship. One way for an organization to become more innovative is to capitalize on its own employee’s to innovate. Organizational Behaviour also helps individual to create self-awareness all the times. Individuals will be able to draw and execute his own action plan, and well known the current position of him, and be aware of where is the next position he is going to reach.
My team will be able to achieve the desired state by using one of the most important leaderships and management model. We used Kurt Lewin’s leadership model. By adopting this model of leadership, my responsibilities as a team leader are to achieve the following tasks: sharing my vision, goals, and objectives with the team members, then, create an action plan to achieve the task, considering timescales and strategies. It is important to share my action plan with the members and ask them for feedback or suggestions. Based on which the roles and responsibilities distributed to monitor and maintain an overall performance against plan and report the progress.
Servant Leadership . As cited by Sajjadi (2014), servant leaders have been described as those who place the good of those being led over the self-interest of the leader. Such leaders are said to value and develop people, build community, and share power and status for the common good of each individual, the organization, and those served by the organization. They also lead by setting an example for others to follow and place emphasis on strong interpersonal relationships. This style may also be characterized by an altruistic mission to serve others and empathic sensitivity to their needs.
The purpose of this report is to explore the concept of employee engagement at my workplace, International Facility Engineering Pte Ltd (IFE, the sampled workplace). The survey findings will be used to construct a measure to identify the level of engagement between the management and staff; further with contributions to the range of possible future directions, thinking and practice to enhance the potential for employee engagement to raise levels of corporate performance and profitability for the company (David MacLeod and Nita Clarke, 2009). Engagement exits between employers and employees. Perhaps the reason that engagement has garnered much attentions in recent years, lies in its dual promise of enhancing both individual well-being as well as organizational performance, and tension that exists between employers and employees that have long been the subject of debate within the human resource management (HRM) and industrial relations domains. What is employee
Organizational values can resonate with employees’ higher ideals and rally them around a set of meaningful goals. They also focus employees’ attention on organizational priorities, which then guide their behavior and decision-making. One method for strengthening culture is to choose new employees based on culture fit. New employees can then be socialized into the culture by being taught its values and expected behaviors. Early employee-employer interactions are vital; they can determine the employee's desire to “buy in” to the company's philosophy and establish long-lasting patterns of
Disciplines have adopted teamwork as essential in achieving success and their mission statements routinely allude to the importance of teamwork, utilizing such words as cooperation, coordination, collaboration, and Communication as key components. A number of theoretical arguments have been developed to explain why team working might .Lead to improved organizational performance. Some theories focus on the effort and motivation of individual workers and claim that they work harder. Teamwork is the process of working collaboratively with a group of people in order to achieve a goal. The external factors of teamwork are the political, economic, social and technological factors that affect teamwork whiles the internal factors of teamwork constitute leadership style, diversity (culture, talent and personalities) communication, cohesiveness etc.
INTRODUCTION Performance appraisal system is a systematic observation and evaluation of employees’ performance used in the organization to measure the effectiveness and efficiency of the employees. It plays a vital role in any organization human resource framework. Performance appraisal is needed because every employee has a different attitude to handle the work. As performance process provides a vehicle through which employees and their supervisors to collaborate, hence it enhances the work results and satisfaction. This process work best when both parties employees and supervisors work actively together to achieve the specific organizational goals.
outcome and feedback loops to redirects to strategic and operational issues. In successfully Team based organization the complete focus is not only on teams but also highlights the essential role of the managers. Form a strategic vision: Rapidly growing technology and global competition are making the organizations implement new ways to gain competitive advantage. In this new technological era one company masters a new technology and the other company makes the technology advanced. So there is need to catch the flexible changes in the market to meet the customers’ expectations which is essential in drafting organizational strategy.
Mudrock and Scutt (2003) explaines self-development in the context of a manager, to improve themselves and perform successfully in order to come across objectives of the organisation. Stickland (1996) states self-development paves the way for employees to be succeeded in their career demands in the emotional convention. In the same way, In contrast, Stickland (1996) argues self-development merely as a self-motivating model and further indicates that people feel difficult to manage self-development procedures without an approach for the direction and practical assistance hence the procedures of self-development are complicated. However, Pedler (1982) mentions that self-development assists managers in organisations to identify their own matters and develop their role as a manager by improving knowledge and skills with the guide provided by colleagues at the