120). Ethical leadership is the demonstration of normatively appropriate conduct of personal actions and interpersonal relationships, and the promotion of such conduct to followers of two-way communication, reinforcement, and decision-making. Ken Johnson has focused on this connection to identify four tightly interrelated components (Johnson, 2003, p. 1) of ethical leadership: Purpose - the ethical leader Knowledge - the ethical leader is knowledge to inquire, judge, and act prudently Authority - the ethical leader has the power to ask questions, make decisions and act, but also recognizes that all those involved and affected must have the right to be contributed Trust - the ethical leader inspires, and is a beneficiary of a trust, the whole of the organization and its environment. All four of these elements are critical in an environment, such as project management, where authority is limited by the temporary nature of the project and by the
Promoting a Coaching friendly context environment where managers and employees can share information and learn from each other openly. People in a coaching-friendly context naturally and informally reflect on their actions, discuss their problems and goals, and ask for feedback and advice (Hunt and Weintraub 2015). However, in a coaching friendly context, according to Hunt and Weintraub (2015), mistakes are opportunities for learning. Therefore, this coaching technique is quite beneficial to both the manager and employees. Thus employees who are typically afraid of making mistakes, will be more productive in this environment.
Houle (1980) identifies several objectives of continuing professional education, including clarifying the profession’s functions, mastery of theoretical knowledge, self enhancement, formal training, credentialing, creation of subculture, legal reinforcement, public acceptance, ethical practice, penalties and relations to users of services. He believes that the ultimate aim of continuing professional education is to prepare practitioners not only to use the best ideas and techniques of the moment but also to expect that they will be modified or replaced. He also believes that the primary responsibility for learning should rest with the individual and the goals of continuing professional education should be concerned with the entire process of professionalization. The continuing of professional education should be considered part of a process which continues throughout life, the patterns of methods of continuing professional education should be planned and conducted in terms of one of the three modes of education: inquiry, instruction,
Social code of standards is an ethical theory, in which each person is accountable for fulfilling one’s civic duty; the responsibility of each individual must benefit the community as a whole. It should be blended into one’s everyday actions/decisions, especially, ones that will have a profound effect on other people and/or the community. In a larger, group setting, code of social responsibility and ethics is applied within the same group as well as during interactions with another group or an individual. Because of the nature of their work, human service professionals within all levels are held to a code of ethical responsibilities that protects the rights and dignity of clients and enhances one’s standards of practice. Human service professional are in every type of organization and
The personality test allows managers to choose candidates based on how well they scored in extraverted and conscientious portions. The personality test showed a positive correlation with citizenship, performance, and promotional potential. Tanglewood’s interest is seeking to develop an internal culture, having employees collaborate, and promote a positive working environment which can be found through results of a personality test. The predictors assist managers in analyzing a potential employee’s characteristics that may not be derived from a
If implemented successfully, FBA assists in understanding underlying factors that influence the behaviors of problematic employees. Further, it helps managers leave a positive influence on individual employee, team, and overall a company’s bottom
Commitment and Trust Trust is the foundation of every good relationship and helps to create a healthy work environment. According to Heathfield (2002), trust is the necessary precursor to the following: • Feeling able to rely upon another person • Cooperating as a group • Taking thoughtful risks • Experiencing believable communication Once trust is established, it enables the work and communication more effective. They will be committed to compromise and work towards the share goals. Hence, managers have a better opportunity to accomplish the company’s goals. Figure 2 Trust Equation The company could build trust through: • Form teams to solve real work issues and improve the real work processes • Regular team meetings to review project, progress or concern • Team building activities In addition, the company should encourage mutual respect among each other.
It is very necessary as the employee’s reaction towards the performance appraisal will govern predominant performance of an organization. (Hartog et al., 2004). Employees can bring improvements in them when they are provided with a relentless and effective feedback. Performance management system also instills creativity among employees. When employees have the goals and a time limit to reach their goals, they think creatively to reach their goals in a shorter time span without compromising on quality.
No doubt, organizations should promote the kind of positive supervisor mentoring behavior exemplified in question 1. This is because, such conducts will motivate employee satisfaction which can lead to excellent job performance, good work ethic, and high retention of skilled workers. This relates to the concept of job satisfaction which is, “a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values” (Noe et. al. p. 322).
To acquaint the need of Talent Development iii. The study of the accuracy and quality of work of employees with the procedure Talent Development iv. Give some suggestion possible improvement in Talent Development process 1.7 Significance of the Research The results of this study will improve the understanding of the importance of a strategy to implement the