Leadership has the power of changing the behavior of employees. A successful leader will aim to achieve better performance through his subordinates. Thirdly, it involves Interpersonal relations between the leader and its employees: The main requirement of leadership is the presence of employees. Thinking of leadership without followers or subordinates would make no sense. To make leadership more meaningful, the leader should engage himself with the employees on a constant basis through communication skills, listening skills, motivational skills, social skills etc.
What culture means is the norms of behavior and shared values among a group of people. Culture involves three components • what people think • what they do • And the material products they produce. As a result it can be concluded that mental processes and employee’s beliefs, knowledge, and values are parts of culture. A successful introduction and implementation of a PI program requires some changes in the culture of the organization and a change in the attitudes of its employees. Employees have to be motivated and accept responsibility for the quality of their own work.
Organizational culture consists of the values and assumptions shared within an organization. It directs everyone in the organization towards the right way of doing things by determine what is important and unimportant in the company. Other than that, it can also be defined as the company’s DNA, is visible yet provides a powerful model that figures what happens in the workplace. Most employees in a strong organizational culture across all subunits understand and hold the dominant values. Companies with stronger cultures are potentially more effective when they consists of three main significant functions which are control system, social guide as well as sense making.
It is important to remember that good communication skills require the use of critical thinking, which allows us to take control of our opinions and mind-set in order to make better judgments without jumping to conclusions, which can ultimately lead to conflicts. Therefore, the use of critical thinking skills and good communication skills provides us with the intellectual standards needed to ask questions about the certain situations that might otherwise be overlookedNext, invest some time for communication skills in employee training and team building programs. Some people are inherently more social than others, but anyone can learn and practice effective communication skills to increase personal effectiveness on the job. Teach new subordinates the fundamentals of good communication, including listening skills, the concept of encoding and online communication challenges. During this training, importance of communication and problems arises because of technology uses can be anticipated the next time and prevent it at the same time.
- Managing conflict – Conflicts are common in the workplace and if there are proper guidelines that help in resolving conflicts, employees are likely to be satisfied or motivated (David, Amit, & Marc, 2015). In conclusion, motivation is what drives the success of an organization. Factors of motivation could either be intrinsic or maintenance depending on how they directly affect the work setting. These factors are based on the Herzberg’s Two-Factor Theory that is widely used in the organizational setting to explain and encourage motivation. However, other factors within the organization such as leadership style, flexibility and conflict management also influence motivation.
How will you use your knowledge of personalities and attitudes to be a better leader in the workplace? Personalities are a set of relatively stable characteristics that lead to consistent patterns of behaviors. As a leader or manager it’s important to understand your employees behaviors because it will dictate how they will react to and execute the job. Understanding personalities will better me as a leader by teaching me to learn how to emphasize the positive and mitigate the negative aspects of my employees actions. The knowledge of personalities will also give me guidance on how interact with different various employees.
The challenge for individuals and organizations is to get an ideal mix of the three elements of human capital. The challenge of competing on human capital is the challenge of managing this interactive cycle of building and leveraging intellectual capital, social capital, and emotional capital. This is just as true for individuals as it is for organizations. a)At the individual level successful careers increasingly require the ability to continuously protect and enhance one’s own human capital through continuous learning, through building relationships and by developing one’s emotional ability to take risks, to make commitments and to act. b)At the level of a company success will increasingly depend on the ability to attract, develop, and
This give organization direction to which customers the organization needs to attract. • Value- These are the principles that the organization carries, this include decision making and code of ethics. As manager, you must be able to handle conflicts within the employees and be a able to come up with a resolution that favours both parties, make good decision for the benefit of the organization. Below are some of the operational management skills that an engineering manager should possess: • Negotiation • can handle conflict • Understand standards, code of ethics and
In terms of the individualized consideration, it is up to the transformational leader to ensure that they recognize the needs of such individuals and or determine the various factors that inspire and motivate the employees. There are many instances that the leader can implement the individualized consideration to their employees. These ways can include showing
Recruitment and selection is pivotal in this regard in certain important respects. At the most basic level our focus in this book is on people management within the employment relationship. Those charged with recruiting people to posts in work organisations take a crucial ‘gatekeeper’ role; only those people selected for employment can be led, managed and developed. So in the most fundamental sense the decision to employ (or not) underpins the whole area of managing people. Issues associated with exclusion from the workplace also highlight the need for professionalism, fairness and ethical behaviour on the part of those engaged in this activity.