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.
CHAPTER 1 INTRODUCTION Background of the study Job satisfaction has been said to lead to qualitative and quantitative improvement in job performance (Ganguly, 2010). Therefore, it is important for organization to find factor that can lead to job satisfaction. In addition, according to Hasan Ali Al-Zu’bi, (2010), one of the key variables that impact the performance of organization is the employee’s job performance and satisfaction. Job satisfaction can be defined as the feelings of employees whether they like or dislike the different aspect of their job experiences in connection to previous experiences (Mohammad, Mumtazah, Jariah & Aminah, 2013). Meanwhile, Ganguly (2010) stated that job satisfaction involves a collection of numerous attitudes and feelings that refer to psychological disposition of people towards their jobs and how they feel about their work and also influence motivation and interest in work.
As such, wise leadership is examined at the behavioral, the intrapersonal and cognitive levels. This observable pattern of behavior is in tune with the purpose of the current research which is concerned with leadership influences in the workplace. A core premise of our theoretical model is that leaders’ wise behavior positively influences subordinates practices as well as organizational processes, culture and outcomes. Mckenna et al.’s (2009) five defining principles of wise leadership as well as Nonaka and Takeuchi’s (2011) six core abilities of wise leaders began to build a case for the importance of constructing a new measure for wise leadership in their theoretical and conceptual contributions.
The industry is often referred to as opinion shaper or shaper of behavioral patters of the society that posses the power of creating awareness. Media awareness has been studied in the management literature and in the field of communications. The positioning of a story by the media and the volume and attention dedicated to a certain issue impacts greatly on the next strategic step the firm will peruse. For example: a study showed that firms are more likely to respond to increased media attention by improving their corporate social responsibility standing once pointed out by the media since they are facing additional pressure on their performance and they tend to react either by straightening their positive position attracting more praise of by attending measures to reduce their pointed out weaknesses (Zyglidopoulos, 2011).
Behavioral leadership theories are explaining distinctive styles that used by effective leaders. Contingency leadership theories are explaining the leadership style that appropriate based on the leader and followers situation. Integrative leadership theories are influencing successfully leaders and followers relationship through combining of the trait, behavioral, and contingency theories The management to the leadership theory paradigm is transform autocratic leadership to new style of leadership. Q3.
Leaders can use a task oriented short term transactional model to intertwine negative feedback and use long term transformational model to establish a lasting staff relationships using positive communications and team building activities. In this model leaders give importance to the welfare of their staff and make a better workplace. Transactional model leaders empower their staff by delegating responsibilities. The “modeling and role-modeling leadership” theory, which uses the Maslow’s Hierarchy of Needs theory, suggests that once the lower levels needs- the physiological and security needs, are met then the staff can move to seek acceptance, self-esteem, and self-actualization (Jones & Bartlett Learning, 2016). Leaders adopting this theory cultivate an ambience for the staff to have a comfortable zone to express their concerns and desires.
And it can empower the workers how? Hazerbugs Motivator factors, in contrast, are based on an individual’s need for personal growth. When they exist, motivator factors actively form job contentment. Motivator factors include: • Status • Opportunity for advancement • Recognition • Responsibility • Challenging / stimulating work • Sense of personal achievement and personal development
This reflective essay aim to explain myself experience and self-reflection when I working in Business management experience simulation module. This special challenge aim to make virtual decision to simulation actual company operate situation and competitive with other group to make more profit. this challenge give us opportunity to using our learnt knowledge and show potential management ability. However, in fact, our group result make us felt disappointing so that this essay will indicate our shortages and which ability we need to developed in actual management.
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.
Organisations are starting to realise that they have become more reliant on suppliers in terms of innovative power and security of supply and on-going cost savings (voorbehouden, 2013). Accountant should initiate a study on supplier management to gain a better understanding of the typical challenges involved and to determine how supplier capabilities drive competitive advantage. As a company expand their business to international level, having effective global human resources becomes necessary. Those who favour the contingency perspective believe that HR practices should be designed in response to such organizational and environmental factors as the economic status of the industry, the maturity of the market and technological considerations The organizations which are performing well in terms of people management combine strong discipline in human capital management with attention to the importance of social capital the building of relationships and networks within the organization, organizational capital the structure and culture of the firm (Philip Stiles, 2006). Effective global human resources can establish the vital success and can be sources for persistent to the company.