Under this relationship, leaders identify the specific talents of each of their employees, motivate them and coach them towards utilizing their talents effectively. Leaders are also responsible for building trust between them and their subordinates. Leaders involve guiding a group of people toward achieving the best result in and a company. The leadership of a company mainly involves creating a vision for the company. It involves modeling the vision, forming teams, influencing them and aligning people to achieve the set goals.
According to a study conducted by Gong, Huang, and Farh (2009), employees who work under transformational leaders had more self-confidence in their ability to be more creative and perform higher (pgs. 765-778). While speaking with my mentor, she states that I have the ability to assist my peers and assess their needs on and individualized basis. I can also influence and motivate my team members to accurately and efficiently complete tasks, and produce higher productivity and job
I can also review pass work to gain a further understanding and feel for what standards are expected for employees of the company. Assessment Criteria 2.3 and 2.4 The purpose and benefits of taking on new challenges and adapting to change is for the improvement and bettering of oneself. It shows a willingness to want to learn new knowledge and skills and the desire to build upon yourself. It also shows you are committed to the company and will undergo all required training. This will benefit both yourself and the company as it will expand your knowledge base and help to improve productivity and efficiency within your organisation.
The rewards granted, by the advancement of this position are lucrative and professionally enhancing in a career. It is my opinion that the rewards associated with this position are effective as there are many people waiting for a position to opening. Employees in this position seem to be motivated to progress toward higher levels and goals. In addition to the Independent Development Program, this position is entitled to enroll in the Independent Leadership Development program. Goals The main goal of this position is to place the organization under a microscope and define areas of improvement and productivity.
They also allow the care worker to feel supported in their day to day activities and can help in staff retention and recruitment, by fostering a happy workplace. Effective supervisions should always benefit all shareholders, the service user, worked, supervisor and the organisation as a whole. Supervisions can be carried out by either an accountable supervisor, known as “Managerial Supervision”, which can be used to review past performance in a more formal manner, with the ability to set time sensitive improvements and targets, and also identify training needs. The other options are to have peer reviewed supervisions, where more reflection is encouraged in a side by side look back at previous works, to allow changes in working practices and personal development. In a care home environment, the CQC requires that 6 formal supervisions are carried out annually per care worker.
Ensure that there is a team leader that is willing and able to lead the group to success and is willing to accept the help from other team members should they need any, the team leader should listen to the group and take their thoughts an opinions on board as with this the team will be more successful and have better outcomes. The effectiveness of the group is formed and maintained by the group working together and having an input on all tasks and goals that they are aiming for as this helps to build team work and trust within the group. 1.3 Different facilitation styles may influence the group dynamics by helping them work together harder, it may help to ease tension within the group and help tasks be completed quicker. Different facilitation styles could be to spilt the group into smaller groups, giving them each a separate task to work on to complete the task quicker, it can also influence the group lifecycle, the group lifecycle starts with brainstorming, transforming that brainstorm work onto paper, and then forming it into work ready to present. Having different facilitation styles can influence the group lifecycle by giving them different ways of brainstorming, such as a group brainstorm and individual brainstorming, and having individual formed work so
Managers are constantly seeking information on their tema membes to help them get faster and keep the quality of their work up. As a line manager it is my responsibility to ensure my line members are working to their full potential. I observe their techniques and get cycle times and offer advice to make them better.Therefore, I feel that is essential for me to have good intrapersonal communication skills. Communication with others on a one-on-one or interpersonal way is a neccessity to success in my workplace. Working on assembling product requires good communication with the people working beside you and with the supporting team members.
| Staff can bring issues and problems they may be experiencing to the manager, building up a trustworthy relationship. | Appraisal system | Staff receive an informal appraisal every year. This will include positive and constructive feedback and identify gaps/areas for development and training needs. | Staff will be given an opportunity to discuss their training needs and professional development so that they will feel valued both as an individual and as a member of the team. | Staff meetings | There will be staff meetings in all areas.
Coaching or mentoring new employees is also a great way to train employees and it has the added bonus of a more personal touch that can be very effective. Managers should always monitor the training process to make sure that the benefits of the training program are maximized. The training process consists of three phases: (1) needs assessment, (2) development and conduct of training, and (3) evaluation. (Gomez-Mejia, et al., 2010 p. 250) The needs assessment phase identifies the needs and the problems that need to be addressed in the training program. The development and conduct phase is specifically designed by the needs of the company.
The goal of performance management is to expand employee efficacy, and “performance management requires willingness and a commitment to focus on improving performance at the level of the individual or team every day” (Cascio, 2013. p. 359). An effective performance management system will cover job specifics; align with Clapton Commercial Construction’s culture and direction, be easy to understand and practical, and provide accuracy in employee performance. Included into a performance management plan are positive feedback with constructive criticism for improvements needed, “a collaborative process for setting goals and reviewing performance based on two-way communication between the employee and manager” (hrcouncil.ca, 2015), monitor and measure results, and provide training and development opportunities for increased employee