Modern theories of self-esteem established the idea of believing one’s abilities and worth or value. It is the extent to which one likes, accepts, and respects oneself (Masters & Wallace, 2011). Likewise, life is only genuinely satisfying if one is able to discover the value within. One of the most superlative ways of discovering this value is through nourishing strengths with the goal of contributing to the happiness of others.
Although there are many types of leaders they can be placed into one of two categories, task motivated leaders and relationship focused leaders. Both types of leadership can be effective depending on the requirements of the task the group is trying to
3. Communication, cohesion and trust , the clockwork behind team successfulness (Maznevski, 1994) defines effective communication as method to transmit meaning, which will be kept as intended, from one person to another or others. Obviously, effective communication within a team is a desirable feature. It promotes comprehension between the team members and productively utilizes new pieces of information brought into the team.
These needs help determine motivation and performance. Maslow (1943) suggested that motivation involves effort, persistence, and goals. An unsatisfied need is the starting point in the motivation
2. Responsibility: Accepting responsibility is actually beneficial to bat for Tesco and their stakeholders. This helps their staffs to learn from their mistakes. It is likely that the same mistakes will be struck in again if Tesco Management do not bear responsibility for their actions.
OVERVIEW OF THEORIES A brief overview of the three learning theories is as follows: 2.1 Self Efficacy Self-efficacy is one 's belief of having ability to perform particular task and accomplish desired goals. The feeling of self-efficacy plays important role in achieving the goals. According to Zimmerman, self-efficacy motivates the students and helps them taking new challenges in life by consistent learning. Self-efficacy differs from several motivational constructs and self-efficacious students are hardworking, more emotionally stable and can handle difficult situations efficiently when compared to inefficacious students.
In the past, resiliency was thought to be an extraordinary, special gift that only a few people possessed. Now resiliency is recognized to come from the ordinary, normative human resources and to promote competence and human capital in individuals and society (Luthans, 2002: 702). Resilience is considered one of the four dimensions of psychological capital other three of which are confidence, hope, and optimism. Confidence is defined as individual’s conviction about their abilities to mobilize the motivation, cognitive resources, and courses of action required to successfully perform a specific task in a given context. Hope is considered to be the positive motivational state that is based on an interactive sense of successful agency and pathways.
(2016, pg. 67) 2. Preparation: Forming a crisis management team to help identify weak points and develop appropriate counteractions. Provide the proper resources, support materials to meet the potential needs of a crisis
Functional conflict is when the different parties deal with the conflict in a healthy way where they respect each other’s opinions. The outcome is very positive and can to innovation, creativity and also a higher productivity rate. It is vital that both parties listen to each other’s point of view and then they acknowledge the opposing view. The outcome of functional conflict is; it can create awareness of the problem which can then be solved, team members can consider a new rage on ideas and it can clear any misconceptions that were there. Dysfunctional conflict is normally cased because of people’s misconceptions, their ambitions and egos and also them not wanting to compromise.
Working with other organizations allows collaborators to pool resources and skills to address issues more effectively (Cairns & Harris, 2011). By doing so, they can reduce costs (Gray, 1989). Collaboration also builds cohesion in addressing problems and ensures that each stakeholder’s interests are considered. Solutions derived from collaborative efforts not only have greater buy-in from stakeholders, but the solutions may be more novel or innovative (Gray, 1989).