Not all manager-worker relationships are strictly business but most workers don’t like their managers anyway. Managers have to make sure you’re doing your job effectively and in the time frame. Leaders have more of a personal relationship and they want you to do better. Managers can fire you and you’d be done. The behaviors of a manager and a leader are similar in some ways but if you look at in detail they have different reasons to why they lead.
It seems that the lowest level cannot always communicate back up either. Some of the barriers to effective communication are physical distraction, semantic problems, absence of feedback and status effects (Schermon & Osborn, 2006).This is not always just a communication issue; it is also a knowledge issue. Sometimes the employee or the manager really does not know what the right question is to ask. Managers need to understand that the human resource office is there to help in their success and need to use them as a repository for success. Werner and DeSimone noted from a study conducted by Gary Mclean that managers need open communication with not only subordinates but peers as well, use a team oriented approach and value people over jobs (Werner & DeSimone 2012, pg.
However, the leader is still the one that make the final decisions. Using this style does not prove that you are a poor leader,instead,it shows that you are holding a strength that makes your employees respect. It is normally used widespreadly when you have part of the information, and your employees have the other parts. Of course,a leader is not expected to know everything—this is why you employ knowledgeable and high-skilled people. Using this style is beneficial to both the leaders and the employees as it allows all employees to become part of the team and allows leaders to make better decisions.
Like board of directors in Friendly did not have unity among each other’s, so the company should to balance the power of each participant. Listen the other people’s voices: it good to CEO and board of director listen outside opinion may control and change the decision-making when they have different situation viewpoint. Pros: the director of the board should have listen to the other concerns that can help them understand company’s point of view in case to create more concise and better goal for manage. Evaluate board of directors because in some way they are overconfident so they should have given the right thought over his ideas whether they are feasible. But at some point some situational is unclear, not afraid to argue against a proposal that to encourage boards and top executives to
The Path-Goal leader is a leader who leads through other people such as their employees. He or she does this by supporting and helping with pointing out good ideas rather than acting like a superior with absolute power who gives orders expecting them to be followed through a specific protocol. Lars Belling represents the Path-Goal leader in the way that he does not give solutions to a problem and nor does he expect his employees to not question him when they disagree. It can be argued that The Path-Goal leader may be overrepresented in Denmark due to the culture where a large amount of internal locus of control is valued along with the flat hierarchy that Lars Belling and the French Business controller constantly returns to as a sort of source of most reasons.
3.0 Findings 3.1 Issues/ Challenges faced in the Leadership Management Autocratic Leadership Style Firstly, autocratic leadership style of Mr.Zong might cause the employees to have low morale. This is because there are people who do not like to be told what to do, particularly those who are intrinsically motivated and have the good understanding on the task appointed especially employees with Theory Y attitudes who have strong desires to participate in the decision making process (“The X, Y and Z,” n.d). According to Friesen (2015), showing trust toward the workers will lead to higher morale and motivation. Secondly, Cruz & Melissa’s research (2014) revealed that Generation Y are strongly distaste for an autocratic leadership style. They do
Meaning, the bureaucracy handles responsibilities in a timely and efficient manner. Mentioned above, low pay deters executives from joining the public sector but it also deters those at the entry-level positions as well. Recruitment for the bureaucracy now includes tests to assist in finding candidates who can fulfil the requirements of the position and to be as fair as possible. For government positions, the required qualifications are truly required for the positions. While in the private sector if the hiring manger really likes the candidate or the candidate comes with excellent references, the company can overlook their lack of qualifications and still offer the candidate the job, in the public sector this is not an option.
People tend to work adequately when they are promised something like rewards and when punishments are implemented, that means that they don’t really care about the organisation. In conjunction with all this Theory X states that since people don’t like carrying any responsibilities on work, in that case they expect to have directions by their managers and all this just to avoid
These are very common tools in the business organizations. People do believe that these formal ethics statement is just as controversial as they are popular. They think that codes are very vague, codes may not be read and finally it’s become the final word on the ethics subject. But in reality workplaces, codes stand for describing an organization’s ethical stance for anyone and also outside of the organizations. And it also helps and guide newcomers to know what the organization’s standard and what type of ethical climates they are using.
Employees who trust their peers and managers are usually more willing to go the extra mile for them. Being a trusted employee also require less monitoring from the manager which in turn enables them to turn their attention to other important aspects of