Through my experiences in various leadership positions, I have learned how to take responsibility for my actions, lead a group of people to complete a task on time in an orderly fashion, and also how to make-decisions promptly, but smartly. These skills help me handle situations better and also instill responsibility in me. The leadership skills I have acquired will
This is usually well received by people I interact with, in a team setting. In my team assignments for this course for example, I believe I am doing very well as a leader, as everything is running like clockwork for my team. I have set routines
This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change. A series of training and preparation with individualized tutorials might mitigate some anticipated resistance. Inadequate communication may also cause resistance. Management will make the major decisions with regard to the scheduled change; it is their obligation to clarify these decisions to subordinates within the company. Management is also expected to properly handle the inevitable questions and grievances; it is important to avoid misinterpretation regarding the procedural
Ensuring adequate training is received by all, allowing individuals of to provide feedback and feel like they are part of the “team”, and offering quality production incentives can be implemented to help keep the turnover rate down and increase the production and quality of performance are some of the changes that can help management meet organizational goals. 2. Using the above scenario, consider Organizational Level 2: Entity (Culture) and Strategy (Mission). Which Leadership Challenge response is most appropriate: Defining, Shaping, or Publicizing? Using the theories discussed in Chapters 1-4, explain why you chose that response.
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.
The opportunity is if you change negative conversations to positive, you can change the culture for the better. However the challenges is; if you don't change the dialogs between management and the corporate culture, the culture will not change and conversations that do not support the desired changes will make progress particularly hard to achieve and (2) encourage formal and informal action-based learning. Action-based learning has become an important tool for helping employees understand the implementation of culture development. In other words, the employee studies their own actions and experience in order to improve performance. I would argue a culture of
Supervisors should always be aware and encourage employees to discuss any issue with them. This will make sure that and problems the employees have, they can be dealt with early instead of turning them into grievances against the company and its workers. This would be the second best practice. When problems are dealt with when they first come up and employee feels like what concerns them is also what concerns the company and is therefore dealt with then and there or the supervisor can find out ways to deal with them. When problems are not dealt with they can become conflicts against the company that can take long times to settle since they employee most likely found someone who would listen to them.
For the most part, employees respond to the basic principles of leadership, but some employees require more structure and direction while others demand autonomy, and in the dynamic business world of today, leaders must be flexible and open to new experiences while also willing to experiment and not limit themselves by preconceived assumptions. I employ many different styles when interacting with people based on who the person is, what the issues or problems are, and will vary from encounter to encounter, even when the problem may be the same. As an effective leader, I work with people to solve problems, help followers attain goals, and motivates team members to do their best in the roles they have reminding them of their contributions in meeting organizational objectives and criticality of their efforts to the success of the business. None of us wants treatment as if we were robots, understanding early that many people respond favorably to the unique relationship between leader and follower. Situational leadership theory suggests there is no one best leadership style or method to influence people because the
Hardee’s also expect that all employees are friendly to each other as well; making Hardee's a positive, enjoyable and fun place to work. Hardee’s is always looking for people who are excited to come to work each day and are enthusiastic about working in a fast paced, dynamic and sometimes challenging work environment. Hardee’s expects its employees to show an eagerness to learn as much as they can and to show a sense of pride and ownership for their work. Enthusiastic employees demonstrate friendliness, teamwork, high energy and a
More recent conceptualisations of leadership include contingency theory (), and transformational leadership (). Each of these theoretical models has a contribution to make in forming a comprehensive understanding of the relationship between leadership and organizational change and we shall explore how adopting a definition for leadership or organizational change infers the role of the other. However we define leadership, the concepts of organizational change and leadership can be argued to be inextricably linked. If a leader was not able to effect any change within an organization then it is hard to imagine a way in which such a leader could be effective in their role. Thus organizational change is at the very heart of a leader’s role.