INTRODUCTION The idea of leadership is the most vital aspect in any organization’ existence, because it decides the long haul survival of such an organization. In perspective, leadership is the platform upon which organizational goals and objectives are achieved. In spite of the fact that, leadership is viewed as a natural capacity to inﬂuence others by controlling the conduct of different individuals from a group, leadership approaches have advanced and past inﬂuence, to incorporate motivation and empowering of others to accomplish organizational objectives (Rosette and Tost, 2010; Caldwell and Dixon, 2010). Also, leadership is a transforming process targeted at the developing employees for the achievement of organizational goals. However,
This pursuit has resulted in important leadership theories - from trait theory, through the behavioral and contingency theory, to the contemporary approaches to leadership such as transactional, transformational, interactive, and servant leadership. This assignment intends to establish the role of transformational leadership style in motivating individuals in an organization to be committed to their
By utilizing a competency-based approach to leadership, organizations can better recognize and build up their up and coming age of leaders. There are distinctive sorts of leadership competencies which are basic to all firms, for example, lucidity of obligations as leader, effective delegation, respect for associates and subordinate, clear vision, mindfulness and so forth. An emphasis on leadership competencies and skill advancement advances
Besides, he adds, transformational leadership enhances employee job satisfaction as the transformational leader interacts with subordinates to motivate them to achieve maximum output in their work responsibilities (Jalal, Khawaja, Kamariah, Fosa, Muhd & Ahmad, 2012). It suffices to say therefore that in the current hypercompetitive and globalized world, to sustainably achieve organizational effectiveness and relevance, leaders must adopt effective leadership styles that are responsive to the dynamic operating environment. A leadership style is the behavior a leader exhibits while guiding organizational members in appropriate directions (Certo & Certo, 2006). Leaders improve their style over a period of time due to
Furthermore, numerous aspects of the organizational culture literature allude to the role of leaders in ‘creating’ particular types of culture. Equally, the literature on leadership suggests that the ability to work within a culture is a prerequisite to effectiveness. The central objectives of this article are to illustrate the basic notions of Management Strategy and Organizational Culture. In particular, We highlight terms such as “Organisational Culture”, which as necessary to managers and entrepreneurs in order to create new values, especially in times of economic change. We develop a holistic framework, which centers on the interdependencies within leadership and organizational Culture.
This focus is important in growing the company and staying competitive in the market. The company’s effort on managing human resources when using subsidiary companies and maintaining their core values and goals. As stated in ICMR case study “HRM is a strategic function concerned with recruitment, training and development, performance appraisal, communication and labor relations. HR policies guide the various functions of HRM. The need for a particular type of HRM is determined by the need for standardization or adaptation” (ICMR center for management research, 2011).
Source: http://www.eileenfisher.com/EileenFisher/company/working_at_ef/Workplace_Culture.jsp HUMAN RESOURCE STRATEGY Strategy is determination of an enterprise basic long-term goals and objectives and adoption of courses of action and allocation of necessary resources for carrying out these goals (Chandler, 1962 cited in Armstrong, 2006) Therefore, Human Resource Strategy can be defined as an action put in place to achieve the overall vision of an organization. In order words every organization has a long term vision and is always driven towards achieving that vision proactively by applying certain measures which is strategy. In words of Armstrong (2006), “HR strategies set out what the organization intends to do about its human resource management policies and practices, and how they should be integrated with the business strategy and each other”. Business organizations adopt certain strategies for smooth evolution of business activities with common objective of attaining the organizational set goals which is where human resource management plays a very vital role. A good HR strategy, as pointed out by (Armstrong, M. 2006): Satisfies organizational business
Exploring corporate strategy, text and cases explains strategy as the direction and scope of an organization over the long term which achieves advantage in a changing environment through its configuration of resources and competences with the aim of fulfilling stakeholder expectations. So, in order for an organisation to do so they need to make sure they have put in certain elements in their strategy such as vision, mission and value statement. A vision statement is a more of a top management tool. It is a long-term view. It’s basically describes the organisations purpose.
Brand leaders are transformational in the sense that they motivate employees and define and communicate the future of the brand effectively. Brand leaders are responsible for the “brand vision and values which ensures the brand is sustainable, building a brand culture, growing productivity, ensuring management discipline, creativity and innovation of the brand.” (Grobler,
Research Plan A Critical Analysis on the relationship between the operation Management and job satisfaction of employees – Case study of Fortress 1 Introduction and Research Purpose Competitive business markets in the world are in need of substantial strategies that will enhance the nature of business operations in these markets. These business operations are also dependent on the activities, tactics, and strategies that different firms employ in a bid to keep up with trends and patterns in the market. For this reason operations management has become a core concept for many firms in the world. Operational management (OM) is referred to optimization of management or operational processes to manipulate the administration process