This is not an effective way to get the best result from a team, but it has some advantages in situations where there is pressure to get the task done, like in the armed forces. This leadership style may use threats or intimidation to make sure that subordinates do what the leader requires. This could bring down subordinates by ignoring their knowledge and input. The leader monitors the work and each individual's performance; which is good to make sure that everyone is working. People are motivated by being rewarded; this brings encouragement helping the person who has done well do a better job and help them achieve more in the job.
It is important not to speak out of angry emotions, and again sometimes it is best to tell an employee that one may need to think on the matter first before responding. While it may not seem like a "big deal" it is important to make sure that the words that are used when speaking to employees are simple and clear. Some employees may not understand the use of large words, and therefore the message that the manager / supervisor is trying to convey may be lost. Good grammar is also a must for every type communication. Use of slang terms is not a wise idea, as what is acceptable in generation / culture could be offensive to the next.. We must make sure we are saying exactly what we mean to and clearly enough that so that others are going to hear exactly what the manager / supervisor is trying to say.
D1 Authoritarian: Some ways this style of leadership is effective, but sometimes it can have the opposite effect. Because this style of leadership is very to the point and it has positive factors such as the team members have no choice but to do as they as told and get on with their job, and this style of leadership will make sure they are always on task so in that way this style is effective because it gets the job done. However it could have the opposite effect, and team members choosing not to do the task set because they do not like being ordered to do something and they expected to obey every time. For example the Army would use this style of leadership the most because they are very strict on behaviour and when a task has been set
Employee Motivation Theory Often times companies that struggle with the relationship between the employees and the goals of the organization; sometimes the moral of its employee is thread that sets the relationship apart. Managers have made several failed attempts to establish that relationship with the employee to knit them together with the goals of the organization. Therefore, the company level of accomplishments is diminished. A good manager has learned good people skills, and often times he/she is able to motivate their employees to increase their output. It is important to be able to penetrate any barriers that the employee may have as a defense mechanism.
Managers must supervise their employees, and they must also handle situations and help motivate their employees to make them more productive individuals. Let’s say that a manger has a really high IQ but has a low emotional intelligence, they will not be successful managers or supervisors. Emotional intelligence is essential to success in all areas of a person’s life. A person cannot be successful in their place of employment if they are not capable of handling sometimes stressful situations with their fellow employees. It is also very unlikely that a individual will be able to have a strong family life without having emotional intelligence and knowing how to handle
There is functional conflict and dysfunctional conflict and it is in management’s best interest to identify potential conflict before it happens, so that it can be managed effectively. Functional conflicts are conflicts that are constructive in nature and create stimulating thoughts and problem solving within a group or team through exercises called devil’s advocate or debates. These functional conflicts are actually quite healthy for an organization because it supports company goals and objectives as well as improves performance. On the contrary, dysfunctional conflicts can be extremely harmful to an organization because it can hinder group or team performance. Dysfunctional conflict usually starts when two or more team members don’t get along, are not willing to work together and it is most often personal.
The inability to look past the right choice to the most beneficial one, the obligation to right versus wrong, and the idea of equality in the workplace may result in problems in the workplace for a person who holds these values within the obligation category. With this said, it is certainly valuable to know the individual ethical style and perspective held when entering a business atmosphere. This would allow for easier transition of ethical dilemmas into issues that can be accepted by everyone involved. This, in turn, would provide a better atmosphere for the company, the employees, and ultimately the
They must take responsibility before accepting to take on the task as well as after it has been accomplished. This includes not only being responsible for the success of their team, but also the failure. A leader needs to know that mistakes happen, and that they need to just accept the fact that sometimes things go wrong. The qualities of a good leader do not include blaming others for a failed job or making excuses. Instead, a good leader is to ensure that his or her team learns from the mistakes that they have made to avoid future failures.
This is very difficult because in order for the team to feel as equally passionate about the common goal, the manager must communicate the goal in a way that makes each employee feel they are doing their part individually to achieve the common goal. The same goal cannot be communicated to the IT staff in the same way that it is communicated to the operations staff. Each subset of teams has a separate objective all leading to a common goal. Knowing when and how to deal with employees who are performing low is also pertinent as a general manager. Ultimately the general manager wants to have a great team.
A persuasive manager is more aware of the employees but it would be incorrect to say that the style of management is more inclusive of employees. The disadvantages of the persuasive management style are that there may not be enough or even an entire lack of support from employees for management. As the employees will have no input into the decision making process, they also may not trust the decisions that are made. A system that has no input from employees will not have the advantage of the ideas of the people who are working on the ,,front line’’ and as a result employees will show no initiative, which can reduce