LDR 600 Full Course-GC Click Link Below To Buy: http://hwcampus.com/shop/ldr-600-full-course-gc/ Or Visit www.hwcampus.com LDR 600 Full Course-GC LDR 600 Leadership Styles and Development LDR 600 GC Week 1 Discussion 1 Identify and discuss the six trait characteristics in the trait approach to leadership. If one does not have these traits, can he or she still be a leader? Explain your position. LDR 600 GC Week 1 Discussion 2 Think of a recent boss you have had. Were they more of a manager or a leader?
360 Degree Feedback: The Good, the Bad, and the Ugly. Retrieved from http://humanresources.about.com/od/360feedback/a/360feedback.htm Cascio, W. F. (2013). Human Resources (Ninth Edition ed.). New York: McGraw-Hill Irwin. “360-degree feedback allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others.” (Heathfield, 2014) Yale.edu.
All employees want to receive feedback so they have the opportunity to learn and further their careers. There are potential difficulties of conducting performance reviews such as employees taking the information you have given them in a negative way. They can also cause conflict within the organization if they are not conducted in the right manner and if they are not completely followed up on. Listening to an employee complain about certain areas of their jobs and not listening and following up on the reports will have a negative effect between the employer and employee. The main sources of conflict are emotional conflicts which are generally based on misunderstanding, and may be characterised by anger, fear, or other strong emotions which can cloud judgement and issues.
We have found ourselves at times to be guilty of the negatives that come with functional organization. We’ve spent so much time focusing on our particular function, that it’s harder for us to understand the goals of our co-worker’s functions, and would just write them off as not being a qualified employee because they don’t understand our particular function at work. This can help us take a step back and further analyze our organization’s structure and what we can do differently to help understand it better and contribute better to the organization’s overall
Motivation is what arouses someone's interest, directs their performance and sets the amount of energy that a person puts into achieving their goal. There are a number of factors which can affect motivation levels in the workplace such as: the relationships between co-workers; stress levels; recognition and praise; alignment of goals; and standards set. Recognition and praise from senior staff and management for the work an employee does demonstrates to the employee that they are appreciated. This can result in increased motivation to perform to high standards and a feeling of duty towards a company. A lack of recognition for good work can dramatically reduce motivation as staff feel undervalued and unappreciated, a person may work hard for an employer who does not appreciate them.
Workers are susceptible to different work- related differences, which can create burnout. Burnout is condition of physical, mental, or emotional exhaustion, which is caused by unnecessary and monotonous anxiety from attachment to individuals in sensitively challenging circumstance. Burnout is compiling of three key issues: emotional fatigue, feelings of little personal achievements with customers, and an awareness of depersonalization thoughts. Suffer exhaustion should be averted for the fact that it has a momentous outcome on human services workers, consumers, and even corporations. Available is a big catalog that can be categorized into sets of what causes burnout.
These negative inflictions are wrong! Untrustworthy can be felt by oneself when they are repeatedly being the first questioned by their employer when something goes wrong or
Dealing with difficult people is easier when the person is just generally intolerable or when the person’s behavior affects more than one person in the same work environment. It is much harder when you are the only person being targeted or attacked. However, we don't have to let them get under our skin to the point where it affects our performance at work. We have to at least find ways to work together so that the work process is not affected. As shown here, these are a few of the classifications of difficult people we encounter in the work place.
Coercive Power Coercive power is based on the fear of consequences when the person does not follow instructions of their leader. This type of fear can be a physical or mental pain discomfort based on the frustrations of the unknown. Conceive power can be displayed by threats of loosing job and privileges, being demoted and other types of consequential actions. Coercive power could also be used to conceal key information (Robbins & Judge, 2007). Employee 2 could possibly use conceive power based on how valuable he is his position to get more pay or even better schedule than the one he requested or other job advantages.
• Delegate the situation to someone else. All of these responses are nonproductive. Some of them are actually destructive. This is why learning to manage conflict is so important. EFFECT ON WORK RELATIONSHIPS The workplace is a system of relationships.