What roles do managers and leaders play in today’s environment? There is a direct connection between the way people view their managers and the way they perform. Strong leadership is imperative for shaping an organization into a force that serves as a sustainable business advantage (Kumle, 2006). On the other hand, management is the process of working with people and resources to accomplish organizational goals. Great managers do those thing both effectively and efficiently (Bateman and Snell, 2009).
With Citigroup’s organizational culture it has guided employees toward the behaviors and attitudes that have put the company at risk. The company must revert to what is important that is the customers and focus on the core values of the organizations, and the vision of the organization. To change Citigroup’s organizational culture there needs to be a shared responsibility among the leaders of the company, managers, and employees. By having a shared responsibility will make Citigroup’s organizational culture more effective and productive. Having shared responsibility will allow each employee to achieve or accomplish his or her full potential, and acting with the greatest level integrity when dealing with one another, and customers.
In this paper will be discussed the flexible theory of leadership and its function to the procedure in Costco Company. In addition to the role of the chief executive officer plays in flexible leadership theory. A corporation’s directorial effectiveness such as Costco has to be supported on the durable willingness to compete to succeed. In today business world the model for organizations is to become accustomed to an international globalization, diverse cultures and growth, the necessary to do better than the competition and to be able to draw attention and keep a substantial marketplace is desired to stay on the top. Marketplace frequently changes and drifts fast, for this reason leadership quality is required to guarantee the business survival and domination.
A procedure can be build to help the managers and consultant at the customer interface achieve new insights into the customer’s requirements and favorites. Lastly, customer-focused strategy is to enter industry that has strong strategic relations to the core adjoining industries. This is a mainly tempting alternative when the core industry is moving toward its operating effectively, produce surplus cash for reinvestment and full capabilities. Therefore industries are most situated to this strategy because it creates relationship with the customers. The executive growth strategy- The three customer-focused growth strategies explains the need supporting infrastructure to raise the chance of victorious implementation.
House’s Path-Goal Theory is a leadership theory that argues that subordinate’s motivation, satisfaction and work performance are reliant on the guidance and the leadership style chosen by their superior. This guidance is always changing depending on the nature of the work and the demand on the workforce. The path-goal theory supports the concept that it is the responsibility of the leader to assist their subordinates in accomplishing goals, provide direction, and compliment them with the necessary support to ensure that a goal or task is achieved. House suggests that a leader’s behavior is motivating so long as the behavior increases subordinate goal attainment and clarifies the paths to these goals. The Path-Goal Theory is separated into four very different leadership techniques.
Leadership studies demonstrate that the most effective leaders know how to draw upon self-leadership skills to in turn motivate and lead others to expand their strengths to ultimately better serve the goals of an organization. For this assignment you will look at a leadership example from contemporary media and evaluate how well the particular leader exemplifies the qualities of effective and ethical leadership. Then, you will compose your own Leadership Philosophy statement to articulate the qualities that will make you an effective leader of people and
In today’s fast paced globalized businesses, maintaining a strong culture is getting increasingly challenging, and therefore stresses the need for a heightened awareness to maintain it. Cultures are generally described as how the employees perceive it. Organizational Cultures are usually started by the founders and early leaders, and generally reflect on their beliefs and values. Organizations describe and maintain their cultures using a variety of strategies such as hiring, socialization, stories, rituals, material symbols, and slogans etc. An organization where culture is widely shared across employees and groups is said to have a strong culture.
Understanding How to Motivate to Improve Performance Motivation is an extremely important factor within a workplace. Motivation levels amongst staff can have a significant impact on an business and can be key to a business being a success or a failure. "Motivation is the art of getting people to do what you want them to do because they want to do it." Dwight D. Eisenhower In simple terms motivation is what causes us to act. Motivation is the process which begins, guides and sustains goal-orientated behaviours.
Having employees positively motivated is a key aspect that managers strive to achieve. Not only does motivation create employees to desire to accomplish more, but it also encourages employees to be the best, as well as stimulates better interpersonal relationships. Social Psychology looks at the struggles some employees face with creating motivation, and attempts to discover how to explain the different types of motivation, as well as how employers can be advised to achieve a higher level of motivation from their employees. This essay will explore the different elements of motivation, and how it is achieved. Some of the more specific aspects being analyzed are Goal Setting Theory, empowerment, and Social Motivational Training as scrutinized by various researchers.
Especially with the rapid development of tertiary industry, employees’ emotional reactions brought about the increasing influence, not only directly affecting the business efficiency, but also indirectly affecting the image, brands and customer loyalty of enterprises. Therefore, when customer-oriented idea takes priority in management environment nowadays, the expressions of emotions and moods become part of organizational members’ important work. The employees who pay the physical strength and intelligence at work are also requested to display their emotions (Ashkanasy, 2002). Main Theory In 1996, Howard M. Weiss and Russell Cropanzano jointly contributed a paper titled Affective events theory: A theoretical discussion of the structure, causes, and consequences of affective experiences at work in Research in Organizational Behavior. They proposed affective events theory (AET) in the paper which outlined “a new framework for studying emotions, moods and job satisfaction at work (Wegge, 2006, p. 238)”.