When organizations can engage their employees to become productive members, it is only then that the employee will change their attitude and have a sense of motivation that will show when the outcome is received. It is the same idea behind a kid receiving a reward for cleaning up after themselves. A goal was set and achieved and it was followed by a reward. Essentially, an individual will act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual (Path-Goal Leadership Theory, 2018). The basic steps behind the idea of a goal theory is for organizations to first determine the employee and environmental characteristics, second, select a leadership style that correlates with the organization and employees, and three, focus on motivational factors that will
The first principle is customer-focused organisation. This principle illustrate that organization depend on customers and therefore it is important to know current and future customer needs, meet customer requirements and strive to exceed customer expectation. Next principle leadership, leaders gives a purpose, direction and internal environment in the organization. They have to let everyone involve in in achieving organization’s objectives. The third principle is process approach.
Four of my core values that I believe can inform a good leader are Respect, Honesty, Reliability, and Positivity. When a leader respects his workers/employees/team he or she shows them that they are valued and when they recognize that, respect becomes mutual which then leads to productive and engaged employees. In my opinion, is the second core value I believe can inform a good leader. Without honesty a leader can’t lead with integrity. When you are an honest leader you earn trust from those you are leading, and when you are trusted work can get done more efficiently and effectively.
Understanding such aspects aid to the contributions of national culture in leading business organizations. For instance, companies may employ employees that are from societies promoting culture that is focusing primarily on the achievement end as they only recognize competition, materialism, and assertiveness. Such employees will enable the company to achieve its success because what they value most is success. Understanding the model makes it easy for an organization to know from which culture they should hire employees, as there are some cultures that do not promote organizations success. A real life example is that culture of achievement versus quality life has enabled many people to excel as they work on strategies that would make them succeed.
Walumba, F., & Lawler, J. (2003), says that by understanding an organization’s history and its performance can be a good idea to predict the future behavior of a business. Also, according to Lok, P., & Crawford, J. (2004) organization culture can be a good element for showing commitment to the organization’s values and principles. Lund (2003), Believes that it is this commitment that brings the collective attitude and feelings of working towards common objectives.
In a business, if management has knowledge about organizational behavior principles, management will have a strong influence over the employees and employees will show positive behavior at work. As Peter Drucker stated, the important principles of an effective organization leaders are competency, character, compassion and community. I agree with Drucker because these principles are fundamental for any management or leader because they need to show capability for their work, the correct personality towards work and clients and concern about their employees and coworkers. When a manager demonstrates these principles, and understands the correct psychology of each employee, then he will have positive influence and he will be able to motivate their employees the proper way. The employees will succeed, and business will have a competitive advantage.
ISO 9000 is a quality system standard that sets out the methods by which a management system, incorporating all the activities associated with quality, can be implemented in an organization to ensure that all the special performance requirements and the needs of the customers are fully met (Bell, McBride and Wilson, 1994). According to ISO 9000 (2000), Quality Management System-Fundamentals and Vocabulary, International Standard, requirements for quality management system are generic and applicable to organizations in any industry or economic sector regardless of the offered product category. The standard further emphasizes that itself does not establish requirements for products. According to Dale (2003), in today’s global competitive market
According to Barksdale and Darden(1971),it stated that the customer focus represent on identifying the customers’ needs and satisfying them in meeting the organizational goal. It is one of the marketing strategy as it would help in achieving a better success for the consumers. Therefore, the process of linking this strategy to the customer could be divided into two steps: (a) identifying the core process, defining the key outputs of these processes, and defining how much cost or profits could be reduced or increased; (b) identifying and defining the customer needs, requirements, and expectation (Banuelas and Antony, 2002 cited by Tritos, 2005). Therefore, we need to build up relationship with them in order to know what they want and able to satisfy their needs. The construct of customer focus is a staple of relationship marketing, which refers to “the process of identifying and establishing, maintaining, enhancing, and when necessary terminating relationships with customers and other stakeholders”(Gronroos, 2004 cited by Augustine, 2011).
2007, p. 11). This is a great model of any organization; the model lacks the steps in an organization process. While managers understand the model, it is difficult to apply to the firm as each firm is different. Managers should be trained on the model and be provide tools on the implementation process. The results from such a research will help find the underlying issues in the 5Ps
This paper explores critical principles in leading organizational development and how the principles can be employed in the administration of a local church. Principles of organizational development Empowerment, self-awareness, authenticity, collaboration, respect and inclusion are some of the key principles of organizational development. The opinion and perspective of every employee in an organization should be valued under the respect and inclusion principle. A client and the practitioner should also foster a collaborative working relationship. This principle should be extended throughout the organization.