He would like to go for a management job at work but feels like something is stopping him and he would also like to go out with his colleagues but feels that if he changed the day he sees his mother she would not understand. He would like to ask his girlfriend to marry him but is worried that she will say no and that he does not have much to offer her at present. He worries about what people think of him, even though he is a nice person who thinks about the feelings of others. The Initial Consultation During the first meeting with Mr X, I would be aiming to collect as much information about him as possible. I would ask about his health and any current medication.
When people come to work feeling like they are not welcomed or they don’t have any type of friendship they will not be working there long or they will not put their best effort into the job. Then you have Esteem, this is when a person feels good about themselves and the work they do. If a person has low esteem you will not see very good work coming from them and they will look down upon themselves. The top of the pyramid is Self-actualization. Self-actualization is when someone can see the potential for them to learn something new or even grow in their job to do better things.
The traits that would be detrimental to Woodside would be being permissive and lack of guidance. Woodside showed that he is permissive because he was covering the mistakes and even staying late to cover the mistakes of others. He showed lack of guidance because he was unable to help George with his business and personal problems. I think that Woodside showed that he possessed both types of leadership traits. There is no doubt that he is a people-oriented leader by getting along with his colleagues and had developed trust with all of his subordinates.
This is the only area where I can say my boss is lacking. His only encouragement came in the form of a verbal positive gratification, which was often undertone in a slight sarcastic tone. He knows how to set obtainable goals which are at the highest level that may currently possible, however his downfall to obtaining full engagement is that he does not allow for complete positive energy which is essential. He is however much better that my previous boss who would always give the negativity associated with bad leadership. He would always diminish the positive feeling an employee would have and also press on the mistakes made without any positive reinforcement when a good job is done.
Is Chris Martin a Theory X or a Theory Y manager? Explain. I would think of Chris Martin as a Theory Y manager because he has a positive view of his employees and sees them as energetic, creative and willing workers. He believes that many people in the general population have imagination, ingenuity, and creativity. He does not see his employees are people who dislike work and will avoid it when they can.
When there is a task to do, a good boss will give you the chance to do the task and not put you down to make you feel like you can’t do it or doesn’t give you the chance to volunteer for the tasks. Where I work, I have two different bosses that work there. My boss gives me the chance to work on different tasks just so that I can get the experience that is needed to do my job well. The other boss seems to find it easier to let someone else step up to the plate and have one of their employee’s works on the task before they will volunteer one of their own. A bad boss
These employees are effective followers who typically have experienced setbacks or obstacles. These followers are capable, but often tend to be cynical who are able to think independently, but do not participate in developing solutions to deficiencies they see. A typical alienated follower would be an employee who has worked with the organization for many years, they understand the job and have the knowledge to complete all the task needed. However, if there was a shortage of inventory these employees would rather complain about their supervisor not filling the order correctly in stead of finding the solution to the problem. The conformist participates actively and has a good relationship with the boss.
However, it may lead staff to feel unappreciated and angry. This style can also prevent staff from developing their own initiative. Communications can break down and in the long run the employees can lose their drive for the job. The democratic leader encourages people to be part of the decision making process. The leader is still in control, however, this leadership style allows others to use their personal experiences and expertise to help the team.
I enjoy going to places like Chik Fil A because the services and the people there are so friendly and therefore I could go there every day if possible. I also feel that when a person likes their job it shows in how they treat the customers. If they love their jobs, when the customers complain they try to fix the problem and not have an attitude. When the company is good to them they act differently because they want to keep their jobs. I have seen an employee get sent home in middle of their shift because several customers complained about the service they had gotten and it was because the person was upset they did not get the raise they thought they should have gotten.
Coming up with a great idea is hard work, but for those people who for one reason or another who cannot come up with ideas but are great workers, they are not being rewarded. “By putting a bonus system in place, you can create an environment that encourages maximum employee performance and rewards those employees who achieve or exceed company expectations.” (Hose) On the other hand, “As long as bosses don't give honest feedback to their employees, performance review and bonus goals will remain nebulous, obvious, easy, and employees will nail them.” (Brenner, 2011)