My study will help develop my managerial skills as well as offer alternative training ideas for newly developing managers within my organization. Supervisor-subordinate communication is an important predictor in employee work performance. It is imperative for a supervisor to communicate when attempting to improve employee work performance, trust and morale. Without a solid communication strategy, the supervisor-subordinate relationship will disintegrate and employee performance and productivity will be compromised. According to Miles “Positive relationship communication focuses on supervisors seeking suggestions from subordinates, being interested in them as people, relating with them in a casual manner, and allowing them to contribute input on important decisions.” (Miles, Patrick & King, 1996, p. ) In order to apply this philosophy in real life, I determined how employees in my organization perceive supervisor communication.
Employee rights and responsibilities have developed over time to also foster in the protection for employees as well. Employers have the problem of balancing the legalities with responsibilities and the total social engagement of an organization. With employees rights and responsibilities comes the concepts of due process, employment at-will, duty of diligence, duty of obedience, and duty of loyalty. Employers love to have an engaged workforce so seeking out ways to have a productive organization can be challenging. Employee involvement strategies have been created to include employees in the some of the decision making in their day-to-day activities.
Frito Lay Human Resource Functions When taking a look at Frito Lay, I think the company is on the right track when it comes to human resource function in a workforce environment. It can be very challenging in today’s society. This paper will describe and identify the important HR functions and analyze how I view these other human resources activities as essential for growth in Frito-Lay. We will talk about different functions like recruitment and employee selection, utilization of human capital resources, balancing the needs of the organization with those of the employees and advising organizational leadership on all aspects of human resources. I hope this paper will help you to critique human resources as they relate to both objective and subjective elements of managing human capital and apply effective human resources staffing management techniques as they apply to individual performance.
Differentiating Between Types of Leadership and Styles of Leadership Before we could examine and explain leadership in international business we must first identify what leadership is. To do this we must understand that there is a difference between ‘types’ of leadership and ‘styles’ of leadership. A ‘type’ of leadership is determined and identified by the personality displayed by the leader. This personality encompasses the core traits and personal qualities that are displayed and used to gain the trust of people and lead them to perform the major task facing the organization (Ebiz.netopia.com 2011). A ‘style’ of leadership is defined and identified by the competencies and skills that the leader applies to guide, facilitate and support the people of the organization in their efforts to accomplish their tasks (Ebiz.netopia.com 2011).
Leadership is an art, and requires discipline, good techniques and self-expression. According to (Hellriegel and Slocum, 2011, p.297) effective leadership is the forefront of most organizations and strategic planning exemplifies this philosophy. An effective leader has the ability to motivate and influence others. Leadership influences organizational performance depending on the level to which the leader enables managers and team leaders to plan, organize, control, and act effectively. By accepting authority, responsibility, and accountability, managers can confidently face though situations that require decisions made.
Also, explaining how their roles align with the organization’s objectives and goals. The possible negative result of this successful solution could be that employees may not be on board with the change. Employees may be used to what “always been” in the organization. Part of the role profile is establishing and defining the behavioral competencies with in the organization. Line managers should also discuss what is expected of staff such as their personal drive, business awareness, teamwork, communication, customer focus, leadership, communication, developing
Behavior Coaching Approach and Transitional Leadership Introduction According to the Society for Industrial & Organizational Psychology (n.d.) coaching is a useful and widely used approach to employment development. The goals are typically to improve clients understanding of a situation, learn new skills and to prepare for future situations, and improve performance areas. The behavior approach to coaching often works well for the development of skills that require feedback on actual behavior. When a client is transitioning into a new leadership position from within an organization, several issues of leadership can arise. The client may have doubt stemming from self-esteem issues of uncertainty that he or she can perform the job.
The key is defining the right competencies and behaviors beforehand so that the exercises will facilitate the relevant behavior. Bench marking existing employees who are regarded as above average performers is one way of doing this, but for a start up operation it is a bit more difficult and requires more research and planning to identify the right skills. It then becomes a matter of designing exercises that will measure a number of different candidates objectively against the same criteria. Employability or genetic skills such as communication, teamwork, initiative, customer focus, influencing and negotiating, technology skills and leadership would be assessed along with specific job role skills. All attendees
Inside or Outside: Internal and External Consultants by Beverly Scott & Jane Hascall Contrasting the external and internal consultant is the focus of this article and a chart on When to Choose Which is included. You can sample some of William Onckens? theory on Authority also. Oncken?s four components of Authority: competence, position, personality and character might be strong attributes to use as a part of your next selfevaluation. EXTERNAL AND INTERNAL consultants share the characteristics of helping their clients address problems and improve business and organization results; they have a passion for the wisdom and expertise they bring to the organization, and they have the ability to galvanize clients into action.
Introduction For any organization and or company to function effectively, it is imperative that the correct types of people are recruited. It goes without saying that Leaders and Managers play a pivotal role in steering the company to the right direction. After all, why would one start a business if they are not intending to grow their business to make capital? Equally important is the ability to train current workforce so that they add value to the company. Not only is the company concerned leaders and managers, but effective teams need to be put together to implement strategies beneficial to the company.