Development activities, empowerment, training and energetic participation to decision making process are the examples of human resources management (HRM) practices, all of these can assist employees’ to creative innovative ideas and let them active in innovation process. Job identification, participation to decision making, job analysis, performance evaluation, training-development and career management are the positive and strong relationship for innovation and HRM practices on strategic planning process. In order to achieve organizational innovation, human capital development helps the organization to develop organizational skills and perform well in critical operations. (Taheri and Marjani, 2015). So, function or human capital
When organizations apply such personnel practices as training systems, internal career ladders, job security, results-oriented performance, employee participation/voice, and widely defined jobs performance-based compensation, they are much greater to reach their goals and objectives. Strategic human resource management practices can further improve employee productivity and the skill of agencies to reach their mission. Using the combination of personnel practices into the strategic planning process for the organization to achieve its targets and objectives. Modernizations in technology contributes to gain productivity that are integrated into both private and public organizations. In prospect productivity gains must concentrate on how people use these technologies.
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
All organisations and groups experience the direct relationship between job satisfaction, and performance. In order to maximize the performance of those within a system, it is significant important to develop interpersonal relationship. One way for an organization to become more innovative is to capitalize on its own employee’s to innovate. Organizational Behaviour also helps individual to create self-awareness all the times. Individuals will be able to draw and execute his own action plan, and well known the current position of him, and be aware of where is the next position he is going to reach.
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. Finally, leadership should help in achieving common goals. The leader has to effectively reconcile the organizational goals with that of the individual goals of the
While working as a startup leader this is “the must” requirement to be an inclusive leader. Leader should be able to understand the need for an inclusion and according to the need he should be facilitator to build and develop team citizenship amongst
followers can achieve maximum performance through the process of shared vision, clarify mission and organizational goals and objectives, encouragement, and positive motivation (Butler, 1999); transformational leadership embraces the idea of maximizing the followers’ full potential to optimize their performance (Bass & Avolio, 1990); transformational has a positive impact on both organizational and followers’ performance (Diaz-Saenz, 2011); autonomous, encouragement, and motivation enhances work performance in more complex and arduous tasks (McCleskey, 2014); it is more predictive of individual or organizational performance (Bass, 1985). There are suggestions in offering the advantageous reasons of the transformational approach such as the style
Second, transforming leaders were social architects whom able to mobilize people to accept a new group identity or a new culture for their organization. They become a role model to embedded the new values to organization, make systems and polices to strengthen what they desired values for the company. Third, transforming leaders created trust, consistently implementing the direction even though the vision may involve uncertainty; it gave organization a sense of integrity. They make the employee have sense of direction. Fourth, transforming leader focus on their strength and aware of the competences they have, immerse in their responsibility and persistence in achieving goals so they give reciprocal impact on
Leadership “Leadership is the quality of behavior of individuals whereby they guide people or their activities in organising efforts” — Chester I. Barnard Leadership may be defined as a position of power held by an individual in a group, which provides an opportunity to exercise interpersonal influence on the group members for mobilizing and directing their efforts towards certain goals. The leader is at the centre of group’s power structure, keeps the group together, infuses life into it, moves it towards its goals and maintains its momentum. Leadership is regarded as an important function in any organisation which seeks to maximize efficiency and to achieve organizational goals. Leadership is important to initiating action within the organisation,