When employees are satisfied with their jobs and their company, workplace productivity rises. The advantage to understanding your leadership style is that you understand your strengths and weaknesses. You can be proactive and more effective as a leader by strategically using your strengths and counteracting your weaker areas. Your style defines your values and perspective, and being aware of it will aid your communication those you work with. As the saying goes, knowledge is power.
This advanced tool that information can be also used for employee development. It highlights training needs and gives guidance. By using performance management system companies can ensure that fairer decision making vs. development. An organisation benefits as it put standards in place what the organisation sees what is expected and what is perceived. Treating employee employee`s fair increases the company ability to stay consistent and employees more like to stay loyal.
This process helps an individual understand how others perceive them. Feedback is essential to facilitating performance improvements. Feedback allows people to utilize their strengths to their advantage. Feedback informs employees which actions create problems for others and to know what changes may be needed. 360 Performance Appraisal: Uses Uses for 360 Performance Appraisal include: Employee Development Performance Appraisal Performance Management Training Needs Assessment Evaluation of Training Attitude Survey Organizational Climate Survey Customer Satisfaction Survey This process can also be a motivator of performance since it shows the employee that their opinions and views are considered important.
Once Stein and Bodello establish specific roles in the organization, the morale, productivity, and efficiency of the organization will increase. The expected positive result to this solution is employees of Stein and Bodello will have a better understanding of what role they play and how it aligns with the organizations goals. Employees will not feel left out of a decision made by top management when ideas and objectives of the organization are presented. Stein and Bodello should set time with the line managers to explain they are responsible in getting with their staff to communicate and agree on key result areas, define what the role holder needs to know, and be able to do and ensure that there is mutual understanding (Armstrong 2006 p 50). Also, explaining how their roles align with the organization’s objectives and goals.
With this strategy they want that the employees get involved and act as if it was their own company by creating new ideas, serving customers, showing a fun work ambient and increasing profitability. The competitive advantage of Southwest is due to the combination of great service and low fares. In order to link the two main points of the competitive advantage said below Southwest reward their employees with sense of pride and recognitions for job well done. Moreover, the company gives to managers a below-mean salary and in case they have to reward them for a good job they give them an above-mean salary coupled with stock options so that they can share the profitability they create. The aim of all this is that the payment is not an incentive to excel whereas the profit-sharing does reward collective group while they reduce competition between employees.
MEMO: Griswold Industries Performance Improvement Strategy I would like to take this opportunity to highlight some of the ways in which applying organizational behavior techniques will improve the overall performance of Griswold Industries. Specific observations and experiences within my organization have given me perspectives and ideas relating to the following areas. I will highlight ways in which we can improve performance as it relates to lost time and safety violations, productivity and employee satisfaction as well as a new dynamic organizational structure given the changes recent within the organization. These will all contribute to making Griswold Industries a more successful and profitable organization through this transition. First, I would like to address our current LTIR (Lost Time Injury & Illness Rate) and the steps to improve it.
Abstract Leadership styles and theories are essential to an organization structure, culture, and development. Understanding leadership style can help a company build a foundation that can lead to improved productivity, employee retention, and improved employee relations. This paper will show the leadership style of my former manager and how his leadership influenced job performance, organizational commitment, trust, and decision-making. The goal is to better understand how his transformational leadership style helped improve my leadership, and build on the policies and procedures within the organization. In addition, I will include information pertaining to my own leadership assessment as it pertains to leadership.
Servant leaders devote themselves to serving the needs of organization members and focus on meeting the needs of those they lead. By developing employees to bring out the best in them and coaching others to encourage their self-expression, servant leaders strive to facilitate personal growth in all who work with them. For any effective leader, he or she must listen and possess the ability to persuade, grow, and build a strong sense of community, but for the servant leader, these are necessary traits to develop, and demonstrate in one's daily interactions with others. However, it is easy to lose sight of these ideals, especially in an age where profits outweigh people, but servant leaders are able to take a step back, reflect, and put into daily practice these qualities to overcome such hardships and obstacles. Mark 10:43-45 “Not so with you.
Transformational Leadership and Management Transformational leadership involves the following factors that would complement managers to use in the workplace (Lang) * Idealized Influence; managers need to be exemplary role models. Thus making them be trusted and respected by their juniors to make good decisions for the organization and eventually follow his/ her ideals. Managers are encouraged to be role models where well-led businesses "recognize and reward people who successfully develop leaders"
As said in the textbook job satisfaction has a direct affect on customer satisfaction and the profitability of a company so if Foreman’s course can do what is pledges then it could have a positive effect on Albertsons profitability. 2. Positive worker attitudes have a large effect on the success of a business. Workers who come to work happy will work harder and do more to improve the company because they feel connected and pleased with their job. If a worker is not happy with their job they will not feel the need, or want to put in the extra effort to try and improve the areas of the company that need improvement.