Grace has a lot of way to walk in order to become in a great leader. First of all, I believe she should work in her self-confidence. At some point, I felt she was about to give up trying to lead her own friends because she felt they didn't respect her as a boss. That’s also an immature reaction. Talking about some skills, she need to learns how to differentiate between knowing her coworkers' feelings and control them so the work environment is not affected with the external situation.
Leaders have to set the standard by being empathic, supportive and use a range of different leadership styles to develop and maintain the team, they also have be fair and consistent, as workers that feel they are unfairly treated by a manager will not show loyalty and will do the minimum. The leader also has to demonstrate capability and experience, as having workers that are more highly achieving than the leader breeds resentment. Tuckman (1965) described the stages of team development as ‘Forming, Storming, Norming and Performing. As teams travel through these stages trust, respect and understanding of individual’s strengths and tolerance of their weaknesses is established. This process allows individuals to learn about each other personalities, coping strategies and response to pressure, allowing for bonds between members to be formed.
The learning curve will present challenges in that, employees will maintain the need to refer to the old system to proceed with business as usual. Possible struggles presented by the learning-curve are expected from several employees. Some will adjust more than others, but the main challenge is in the adaptation or orientation phase. Technologically, since the system is equipped with back up software, it should eventually eliminate the need for hard copy records and files. This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change.
A common goal is essential to put in place as if this doesn’t happen confusion can occur and this can affect the young people we care for. As we were working with young people who could be effected by too much uncertainty we looked to our manager for the team objectives as to create as much of a settled environment as possible, a common purpose was important as to create consistency within the staff team. Key features are absent at this stage apart from a motivation throughout the team to do the job well. Storming - stage 2 As a lot of us were new to the company we all wanted to make a good impression, so a little bit of a competitive environment developed, with members of the team having their own ideas of how to do things, disagreements occurred, different personalities coming together caused conflict and this can be difficult for the seniors and manager at this early stage of the team being put together. Also new staff being taught the more modern practices tended to clash with the staff who have been doing the job for many years.
Employees need social interaction and a rewarding work environment. They need respect and recognition from you, and a challenging position with room to learn and move up. * Managers often overlook how important a positive work environment is for staff, and how far meaningful recognition and praise from managers can go to achieve that. Awards, recognition and praise might just be the single most cost-effective way to maintain a happy, productive work force. Finally * Outline challenging, clear career paths.
Decision making with your employees will let them gain respect for the leader and become more determined. This style will bring strength between you and your employees. Laissez-Faire-This style is used when the leader is lazy or distracted, it’s more of a you do what you want style. This style can be used when the team is highly capable and motivated, it’s when the team doesn’t need close monitoring or supervision. This style can cause failure when the leader expects the group to make the decision between themselves when they are un sure about what they need to achieve and how they need to accomplish the task.
It shows that the introverted individual come up with a plan before acting, needing time to think things through. Employers have found personality testing to be a great tool in determining whether or not an individual have what it takes to be successful on the job with interaction and interpersonal communication with others. Even though the pre-employment personality test is a good ideal, it does have the potential to produce problems. One of the problems would occur when a potential candidate tries to cheat the system by answering the question in a way to make the employer feel they are the best one for the job. This type of answering would be using a hypothetical method.
Though this organization was successful, they were not successful enough to be in the stuck state they were in. The growth of the Levon Corporation should have been the primary focus of everyone in the company especially the management team. Even though bringing the project management consultant in to outline to the management team the importance of project management functionality was stubbornly agreed upon it proved to be the first and most important step in the company’s change process. The employees will feel their opinions are suggestions are valued as a result of the management team taking the time to hear out the consultant. The apprehension of the management team is understood because that is the culture; however, once the functionality is implemented and the management team sees the growth and positive change, the company will be more adapt to change.
Let me fist began with accountability. Accountability is major part of being successful in life and in your career. It seems like in society, people are just looking for any avenue possible to shift the blame and not take responsibilities for their own actions. I feel employers are looking for someone who not only acknowledges his or her errors, and take responsibility for his or her actions, but also someone who is willing to learn from their mistakes and not blame someone else. Everyone makes mistakes but the real test is how you react.
You'll have more success if your requests are more tactfully delivered. Today’s modern management policy expects this kind of tactic. Many people believe that to be a good manager you have to give orders to the people below you. They are wrong. You do not have to give orders.