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
Self-efficacy is referred to as an individual’s self-belief in his ability to accomplish particular tasks and it has been related with workplace performance, the experience of stress, burnout, and role adjustments. Given it is persuasive role on performance; therefore, it is serious important for managers or bosses to know the role of self-efficacy within the workplace (Talkdesk, 2013). Self-efficacy affects employees’ performance in workplace in the various ways, such as; Self-efficacy views disturb the choices one has to make and the opinion of trial of their goals and their level of obligation to individual goals. Now with that being said, employees with low levels of self-efficacy tend to choose less challenging goals for themselves and the employees with high level of self-efficacy tend to choose more challenging goals for him. Secondly, Employees perform and use effort at levels dependable with
It involves clear direction and vision for an organization. A weak leader generally will be unsuccessful to gain victory over staff and will have difficulty in corresponding and organizing workers effectively this is why transactional leadership style is weak because it motivates at a foundation level only or in other words the basic need like food and shelter. Transactional leadership support compliance of followers through both penalties and rewards which do not motivate at the higher level of human development. Transactional leadership works better with employees who know their jobs, it is where the status qou of an organization is maintained which is not good for utilizing the skill for higher level. Hence, creativity is limited as the goals and objective are already set and does not reward personal initiative.
3.0 Findings 3.1 Issues/ Challenges faced in the Leadership Management Autocratic Leadership Style Firstly, autocratic leadership style of Mr.Zong might cause the employees to have low morale. This is because there are people who do not like to be told what to do, particularly those who are intrinsically motivated and have the good understanding on the task appointed especially employees with Theory Y attitudes who have strong desires to participate in the decision making process (“The X, Y and Z,” n.d). According to Friesen (2015), showing trust toward the workers will lead to higher morale and motivation. Secondly, Cruz & Melissa’s research (2014) revealed that Generation Y are strongly distaste for an autocratic leadership style. They do
In modern post-industrial era, technology plays a key role in shaping the social reality. There is no doubt that it is the most important creation of the human mind. With the use of knowledge and its combination with resources in order to create a product, there is a practical benefit through upcoming procedures, specific techniques and methods. So thanks to this, man has at his disposal, what previously didn 't dare to imagine. The offer of the creation of an advanced standard of living is high, and continuously extends to every aspect of daily life, but the misuse of several cases has brought many negative effects on the global community and has undermined human happiness.
It was believed that it was the most appropriate method and that it would meet the needs of the research paper. The research is based on one particular organisation. The author has attempted to discover the factors that influence motivation in the workplace , and to find out what can be done to enhance the motivation of the employees
The following paper is written as a hope to spread awareness among people about the significant impact of recruitment and selections practices on both employees and organizational performance. Moreover, the arguments presented in this document would help in examining and justifying whether there is any impact of recruitment and selection on performance or not. The concluding remarks of this essay will provide readers with the insight to identify the reasons behind the success of firms that effectively spend on their recruitment and selection activities in order to hire best human resources in their workplaces. In addition, the first part of this essay will elaborate the concepts of recruitment and selection while the next part will describe the influence of recruitment and selection practices in determining performance of the employees and in the company’s success (Dessler
Managers have employed the model solely to optimize the performance of employees with the aim of increasing the value of the shareholders. However, several critiques have been labeled against the fulfillment of the hierarchical needs. A majority of the critiques have argued on the validity of the approaches that Maslow employed in developing the models. The samples that Maslow used have been the born of contention of their arguments since they are perceived not to be holistic and universal. In the present society, job security has become a cause for concern and only recently did new-age workers start talking about job satisfaction.
Incorporating roles and role requirements other causes are environmental, social, and financial changes at the full scale level of the organization. Stress is created at all the levels of organization, specifically by the above aspects. Other stress creating factors are issues like inaccessibility of resources, role stagnation and the failure to get promotion in the organization. It indicates article results where cooperative work atmosphere can relieve many of the above stressors. When organizations are focused on demand fulfillment of employees and their jobs and mental happiness, more job satisfaction is obtained.
These were the people whom managers should seek to hire where possible. As a result, choosing the right person for the right job was a further vital part of workplace effectiveness. Human resource management today still benefits from some of the tools developed during this time. These include job analysis, methods of selection and methods of training. (Knowledge, n.d.) (Reidy, 2011) Behavioural Science Movement was a developed body of knowledge including policies related to selection, training, industrial relations and payment systems.