Therefore, in my humble opinion some procedure or manual typically will not work; a healthy, productive, happy culture is created and changed through an open communication. Organizational managers and/or leaders visible action reinforces the communication and builds upon, or challenges the current cultural norms and beliefs. It is my belief that the concept of social construction of organization culture is imperative for organizational managers and/or leaders. The problem is, even though it offers them an opportunity, it also poses challenges. The opportunity is if you change negative conversations to positive, you can change the culture for the better.
A more succinct statement of power relations in the workplace would be hard to find.2 This essay is a reflection on one of the more interesting concepts in the contemporary management of human resources-employee empowerment. This innovation is considerably more complicated than it might at first appear, and its pedigree is rather longer, more convoluted and more controversial that some might expect. Essentially Contested Concepts This essay does not address the kind of question that is immediately susceptible to empirical inquiry and examination. The reason is that when we discuss concepts such as employee empowerment, we literally do not know what we are talking about or, more accurately, we do not agree about its definition. What we think about employee empowerment depends entirely on what we think employee empowerment means not only in factual terms and in particular cases, but also in sweeping historical, theoretical and essentially political terms.
* Describe and critically evaluate the key differences between process theories of motivation and content theories of motivation? * Critically evaluate the accuracy of the claim that: “since there is no one best way of leading, managers must adjust their leadership style in response to pressures deriving from the organizational situation in which they are working”. * What is leadership? With reference to relevant theories of leadership, critically evaluate the claim that there is ‘one best
We're social creatures | | | | |who need interaction, and you use that to make points when they're important enough. When you deliver a message | | | | |face-to-face, it's strikingly different than when you do some kind of mass communication. If we're going to have | | | | |impact as leaders, we have a responsibility to communicate directly, eyeball-to-eyeball, and with authenticity."
Summarize the Milgram Study findings and importance and analyse: (a) In your view how is the Milgram Study on Obedience of interest to contemporary organisations and management? And (b) What are the potentially negative ethical consequences of blind and unquestioned obedience in organizations for both the organization’s own sustainability and organizational learning on one hand, and the way it treats its internal and external stakeholders? Critically analyse and discuss both (a) and (b) One of the most important elements of our society is the involvement of its members in organizations. People that become part of an organisation interact with each other so social life is formed inside the organisational structure but outside of it as well. Like most of the organisational management essentials, social life consists of norms that define people’s way of behaving and operating.
Different Types of Leadership for Project Management The types of leadership or leadership styles are considered as the possible success factors for project managers. It is a skill being ignored in training as it is not easy to measure the leadership style of a person in the situations of training. The behaviour of leadership can be considered as autocratic, democratic, and bureaucratic while being dependent on the situation (Nixon, et al., 2012). The following leadership styles are common in the domain of project management: • Autocratic: The manager of a project is expected to make the decisions while dominating the team members. This approach results in the passive resistance from the members of teams while requiring the consistent pressure as well as direction from the leader for getting things done.
Berger and Luckmann (1967:15-22) argue that social relativity is inherent in reality and knowledge, hence, its collection is defined by social contexts imperative for sociological analysis. They contend that analysis should be conscious of varieties of knowledge in human societies to maintain their position on the social construction of reality. For them, there is a relationship between human thoughts, history and social context. They draw on Mannheim’s work that society is imperative for the content of human ideas to argue that knowledge is always from a particular position. The influence of ideology can only be mitigated by the analysis of diverse socially
It focuses on how people come together to create society. It focuses on whether actions are good for the equilibrium of society, these are called functions. It also focuses on things that undermine the equilibrium, these are called dysfunctions. For example functionalist Conflict theory do not see society as whole coming together well for one purpose. It focuses on class conflict.
It also refers to the state of mind required in order to operate effectively as a social anthropologist. Anthropological training includes making assessments of and therefore becoming aware of one's own class assumptions, so that these can be set aside from conclusions reached about other societies. This may be compared to ethnocentric biases or the "neutral axiology" required by Max Weber. In addition, a Classless society is the ultimate of social organization, likely to happen when true communism is achieved. According to Karl Marx (1818– 83), the primary function of the state is to repress the lower classes of society in the interests of the ruling class.
S/he will just tell the team or individuals what s/he wants to be done, when to do it and even how to do it without consultation from the team members. If you are short of time this might be the best way to get your employees motivated. People see this style of leadership as the wrong way of motivating individuals and leaders using this style can appear bossy. Some also argue that this style of leadership must be used sparingly and the best way of motivating your team would be to use the democratic style. • Democratic This leadership style is used when the leader wants to involve the team members in the decision making process.