However, leaders are in position to train each employee and develop a work relationship of trust. Consequently, if the line or operating manager establishes trust with the employee then an increase in productivity may become visible. Thus, management is expected to lead and guide work rules indicating the work behavior he or she possesses. Inasmuch as, the human resource professional is not only able to explain ethical stewardship, but also assist the line and operation managers to achieve long term work goals that employees can adhere to and follow. However, the duty of an employee’s attribute should consist of ethical stewardship.
Knowing how to set effective goals, so that it will allow the highest chances of success. You should make sure that the goals that you are setting are realistic, sufficient with the objective in vision and that it is going to be achievable. 5. Learning or having the skill to identify those factors that may affect the achievements of work objectives. This will enable you as a manager to maintain and know how you perform and behave in a number of work conditions as well as
Motivate teams and give constructive feedback on how to improve performance whilst giving them the opportunity to make their own suggestions. An important part of a manager's job is delivering feedback to employees. Feedback is a form of ongoing training and helps communicate important objectives. Both positive and negative feedback can be helpful and productive. Positive feedback tells an employee what they are
During this stage, leaders solidify the change that has taken place. This can be done by installing a reward system or restructuring for accountability (Burke, 2011). Lewin’s change theory is an important model because it helps organizations lead its staff through change in a systematic way. Showing employees why a change is needed instead of just making changes for the sake of making changes can be beneficial for leaders managing change. “Closing the gap” helps employees understand the purpose of the change and allows them to perform more efficiently with less stress and confusion.
The expectations of every organizations is that managers/leaders will use their position to help influence members toward the goals and objectives of the organization. Manager’s effectiveness will be based on several measurements; some of them are on how the manager could create and nurture a striving working environment. A striving working environment is the environment that fosters, team building, relationship, understanding, respect, inclusion and most especially communication and it is an environment that will help with innovation and creativity. The ability of the manager to create and sustain this striving working environment will depend on the manager’s leadership styles, his historical background, his perception of the job and position. If you look at my two examples above, you will see that the leader at the top of my organization has failed in this function.
Fortunately, there are ways a leader can utilize effectively to motivate current employees, which will also build drive in every member without negatively affecting production levels. For instance, ways a leader can improve motivation include tips from American Management Association and Boundless Management. First, fulfilling the staff member’s needs and emotions in the workplace and often the work space itself. This includes gathering the staff for a meeting and addressing their anger and guaranteeing the team members their feelings are valid and heard. (Boundless Management, Motivating an Organization, n.d., p. para.
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.
First with a strength-based organization, there are assessments and observations that help find strengths. This will allow the managers to get to know their staff better, also allowing the staff member to feel as though what makes them unique is important (Samuels & Hoxsey, 2010). The staff members are also going to get to know the strengths of the manager. This allows the staff members to better understand how and why the manager makes decisions and comes up with ideas like they do. Another benefit of a strength-based organization is it allows each staff member to be placed in the right part of the team (Samuels & Hoxsey, 2010).
Feedback is one of the most beneficial step in the development of an employee, and for the benefit of the organization as a whole. Thus, we need to be sensitive, and have positive atmosphere, taking away fear from the employee. Hunt and Weintraub (2015) states, we have come to understand that many well-meaning managers believes that when they give feedback, they are coaching. It’s important for both manager and employee to listen understand to provide what is requested. Keep in mind that everyone is important, and thus, they should be treated fairly and equally.
Managing a team of people requires a balance between people skills and technical expertise. Reflective practice gives leaders with an opportunity to critically review what has been successful in the past and where improvement can be made. Leadership is the art of motivating a group of people to act towards achieving a common goal. The process of encouraging and helping others to work enthusiastically towards objectives. There are leader's styles within organisational settings.
It will establish a sense of trust and acceptances from employees. It is also important to figure out what keeps them motivated to maintain their morale. Other success factors of blended learning include employees ' motivation, technological skills and time. To motivate employees to participate in blended learning, employees need to know that the content delivered by blended learning is both relevant and useful to their jobs. Pull and push strategies can be used, too (Moshinskie, 2001).Moshinskie (2001) describes push as requiring the completion of a course and monitoring progress.
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