This is because customer relationship is important to the survival of a company. In order to have quality products, transformation leaders serve as role models for their followers, allow them to identify with a shared organizational vision, and provide a sense of meaning and achievement. Transformational leadership attends to change the organization to fit the environment and motivate the employee to change to their expectation. Employee who has good relationship with customer will increase the customer satisfaction. Quality has different connotation to different people.
The Importance of a Company’s Culture The culture of a company is one of the most important and sometimes overlooked factors in an organization. The culture can increase employee engagement and increase productivity which will allow a company to reach its goals, “From productivity and engagement in the organization’s day-to-day, to an employer brand that naturally fuels recruiting efforts, to creating a lasting brand that customers immediately recognize, there’s no escaping it – culture radiates outward into the marketplace” (Straz 2015). The culture can have a great impact on the employees. Employees thrive in a positive working environment and the ability to engage with their managers without fear of retaliation.
Mark and Gary’s focus organization, so that they are well-rounded on making sure that the organization is achieving their goals. They show this in the way of promoting a positive relationship between trust and their organization. They allow their team, and they work together to make sure that they are in control. They illustrate that they are not only there to serve their clients but their employees to have strong internal perspective. They take the time to help to create their values and culture providing strong work ethics.
It promotes retention of talent, promote customer loyalty and improve organizational performance and stakeholder value. Engagement is influenced by many factors like workplace culture, organizational communication and managerial styles to trust and respect, leadership and company reputation. For today’s different generations, access to training and career opportunities, work/life balance and empowerment to make decisions are important. Thus, to promote a culture of engagement, HR leads the way to design, measure and evaluate proactive workplace policies and practices that help attract and retain talent with skills and competencies necessary for growth and
The idea is that a leader needs to develop as many high-quality relationships as possible to achieve the set goals. Good relationships will increases peoples sense of job satisfaction and develop ownership of goals and problems. Through good rapports productivity can be increased, organizational goals can be achieved, this is possible because of good teamwork and investment of the employee in the company. Within the LMX theory there are two groups, the in- and the out-group. In-group member are part of the inner circle from the leader, there have more responsibilities and the leader is trusting this group more to achieve goals as there are set by the leader.
The level of employee commitment helps to ensure successful implementation of the organizational strategies, plans, and actions. Employee commitment can achieve employee work. This is because they have the discipline, values and ethics as well as having a positive attitude to execute their work. There is both theoretical and practical importance of conducting this study.
Right person for right job : Job Redesigning helps in creating a right person-job fit while harnessing the full potential of employees. It helps organization as well as employees in achieving their targets or goals. The job characteristics model designed by Hackman and Oldham which is based on the idea that the task
Moreover, such improvements motivate employees to remain loyal to the organization. Secondly, talent management is strongly aligned with competency-based management (Dessler, 2015). Employees with specific skills are given position-specific competency tasks to help them improve on their talents and skill sets (Dessler, 2015). Besides, such position-specific competency tasks require intricate use of skills, personal traits, and experiences to overcome the prevailing challenges. Moreover, talent management allows organizations to pick projects that are suitable for their talented employees for sustained productivity (Dessler, 2015).
An orgainisation is based on the management’s philosophy, values, vision and goals. Theses objectives drive the orgainisation, the culture of the orgainisation has an impact on the type of leadership, communication and departmental dynamics. Staff should be aware of this and use it to base their work ethics and motivation on. The outcome should then be job satisfaction nad growth for the individual team members as well as the team as a whole. A leader needs to adapt to situations and use techniques that are inclusive in order to avoid conflict and aids decision-making.
Part 2:Career Interventions Career interventions the activities to enhance the person’s career development by helping the person utilize the career decisions. Performance Development is the process enables each staff person to understand their true value added to the organization. Personal Developmental Goals In the process, staff members also set personal developmental goals that will increase their ability to contribute to the success of your organization. The accomplishment of these goals also provides a foundation for their career success whether in your organization or elsewhere, so they ought to be motivated and excited about achieving these goals.
Managers who behave professionally set an appropriate example by encouraging their people to conduct themselves in a manner that supports company-wide success. This quality can have an impact on your ability to keep your job and progress in your career. So what can one do to ensure that he/she