Such a person is supportive and understands the real strong professional traits of each of his or her subordinate,They listen to what staff have to say, not only listens, but actually cares about implementing good ideas, They encourage personal interaction, and cares not just about the work completed but also about the team in general. “Bad” bosses may be highly competent in the latest theories regarding their field of work, but it is the skill to manage personnel, to inspire rather than to enforce, which makes yet another difference between the good and the bad boss. Even though it is important for a manager to care about the tasks his or her team must accomplish, a good manager will always consider the capabilities and skills of his or her team first. Instead of blatantly demanding results without regarding how people in the team feel. This does not mean that a good boss is one who is nice and tender to his or her subordinates, and a bad boss is one who demands too much from them.
First of all shared , as the quote says “ He concludes with this: “It’s all about hiring the right people. You know, this culture either resonates with people or it doesn’t. If it doesn’t, they’re not going to enjoy working here.” “Manby: We have a common culture that we 're trying to create at all our properties. It 's a "servant leadership"( in the interview ) . There’s a stress on the fact that the values of the company need to be accepted and shared by each member of the organization so we assure that there’s harmony and that there’s a guarantee
A good supervisor knows the weaknesses and strengths of their employees, accepting of ideas, encouraging, and cares about the team and the work. Crummy supervisors may be highly skilled in their job, but often lack the personnel management aspect of the job. These supervisors tend to get things done through intimidation rather than inspiration which another difference between the good and bad supervisors. This does not mean that a good supervisor is pleasant and has a “bleeding heart” for their employees, and a crummy supervisor is one who is overly critical and demanding. A good supervisor can possess all the traits of a crummy one.
Everyone wants an employer who has a good trait. Employers with good traits that will train their employees are more eager and happy to complete the tasks given. Compared to employers with bad traits, will make employees feel stressed and ill at ease in completing their job. Grounded along the situation collapsed, we can pick up that Boss A act as a democratic leadership. He is very friendly and also fair-minded.
The results concluded that every leader is relatively affective but it can be expected that practical and unity leaders could do even better than uncaring leaders. Leadership can make contribution of employee’s behavior towards innovation and it has a significant impact on it. DeJong and Hartog (2007) explored the fact that leaders’ behavior could strongly affect employees’ innovation behavior. They stated that managers’ can motivate employees to think differently, make innovations, generate new ideas, by their day to day activities and behaviors toward employees’ and encourage them to apply those ideas
Martinez-Pons (1997) continues to explain that the ability to relate behaviors and challenges of emotional intelligence on workplace implementation is a really big benefit in constructing an outstanding team. One of the most usual factors that leads to retention problems is communication flaws that create disconnection and doubt. A leader lacking in emotional intelligence is not able to effectively measure the needs, wants and expectations of those they lead. Leaders who react from their emotions without sorting them can create mistrust amongst their staff and can utterly put their working relationships on the line. Reacting with irregular emotions can be detrimental to overall culture, attitudes and positive feelings toward the company and the duty.
You cannot expect to motivate others to put in their best efforts if you yourself are not leading by example. The best motivation for many people is seeing their boss right there working just as hard as everyone else. This demonstrates your commitment to your team and is a sure fire way to inspire their loyalty. It is great if you can not only prove that you work hard, but also that you are fair and do not expect anything of your team that you are not willing to do yourself! A positive attitude will also go a long way to showing your commitment to your role as a leader.
Just like leadership there are good leaders and bad leaders, depending how good of a leader they are will affect their followers. In Kelley’s idea of followership, it takes the focus away from the leaders and focuses on the followers’ self-perception. Effective followers are able to manage themselves well and are committed
This will help the customers get a very best experience. An unhappy employee can become the reason to ruin the brand experience for the customers. Studies have also shown that people surrounded by happy people are more likely to be happy as well. So Good moods are contagious but same holds true for bad moods as well. So it is very important to create a positive and happy work environment for the employees so that they can give their hundred percent at work.
That’s when a supervisor must be proficient in communication and counseling. Perhaps, the jealous employee will have an opportunity for a promotion again in the future, but, once again, there must be trust and loyalty between the supervisor and the employee to hold a conversation such as that. The jealous employee must be made aware that their jealousy is noticeable and can be self-consuming if they are not careful. I have witnessed conversations with jealous employees whereby they have successfully recognized the problem, addressed it, communicated well, and the employee was still unable to adjust their feelings of jealousy. Sometimes the jealous employee changes positions or even leaves the company.
A small mistake may ruin all the business. So, a leader should be very careful while planning the ways to develop the competencies. An organization is always benefited by competencies as it enriches the qualities. Before planning the core competencies a leader must be aware of self. Self SWOT analysis is very important in such scenario.