Explain the difference in the influence of managers and leaders on their teams. This would be based very heavily on a person’s leadership style and this is usually gauged through their levels of empathy and how they manage and lead their individual teams see below chart of management styles. Each style would affect the team in different ways and would play to their strengths but may also not be effective for all members of a team this is why it become important to skill mix teams and allow for all areas of experience to be given an opportunity to work together. 2.2. Evaluate the suitability and impact of different leadership styles in different contexts.
Conflict arises from a clash of perceptions, goals, or values in an arena where people care about the outcome. Confusion can cause conflict because individuals in the organization want to achieve their own personal goals while also working with others to achieve the common mission of the organization. Conflict can be helpful in making necessary changes within the home or work environment. However, unresolved conflict can result in feelings of dissatisfaction, unhappiness, hopelessness, depression, and other emotions. Most conflicts in the workplace can lead to a lot of negative situations, such as being permanently dismissed from your job, work productivity can decrease, it can also increase absenteeism (which is having numerous absences from your job) and sometimes could even result in violence or serious crimes.
Ethical standards are the code of conduct required by the organization for workers to follow. The relationship between organizational culture and ethics is that the organizational culture guides workers when faced with ethical problems. If the organization culture counters what they are required to do ethically, workers may put the organization in jeopardy by not act ethically. When a worker is faced with a decision that others within the organization think as appropriate, though it is unethical, the worker may follow what is acceptable as per the culture. It is the relationship between organizational culture and ethics that can get businesses into significant trouble in the long term.
This is threatening because it creates a fear of the unknown future as well as failures. Change can also be annoying if someone else is trying to tell us how to do our job better when the existing way of doing business may have suited us just fine. To effectively and efficiently implement change, it is therefore important to understand the reasons why individuals resist change. I will briefly describe the four common reasons for resistance to change and then discuss methods for overcoming resistance to change2. Reasons for resistance to change Resistance to change is a reaction.
In my opinion, I think that leadership style does have an impact on subordinates’ performance. In this paper, I am going to look at how leader’s traits and situations affect one’s leadership style as well as leadership styles’ influence on employee’s work performance, , according to Trait Theory and Contingency Theory. Leadership Styles and Traits Leaders’ traits take an important part in deciding their leadership style and their influence on followers. The ineffectiveness of the business may be caused by the leaders’ characteristics and personality. The leader may be too inexperienced for the position or too emotionally fragile.
* Describe and critically evaluate the key differences between process theories of motivation and content theories of motivation? * Critically evaluate the accuracy of the claim that: “since there is no one best way of leading, managers must adjust their leadership style in response to pressures deriving from the organizational situation in which they are working”. * What is leadership? With reference to relevant theories of leadership, critically evaluate the claim that there is ‘one best
A flat organization refers to the structure of an organizational with few or no levels of management between employees and managers. The idea is that when well-trained staff are more directly involved in the decision making process, rather than closely supervised by many layers of management ，they will be more productive. The great recession not just a noted economic recession for the organizations but also a uncommon chance of reconfiguration of structure and staff. This essay will present a brief introduction about who the employee empowerment and autonomous group working work in the organizations. Firstly it introduces the meaning of organizational health and effectiveness, employee empowerment and autonomy group work, and analyses how empowerment and autonomy group work affect organizational health and
This results in a controlling supervisory system where employees are usually not consulted concerning major decisions. System II organizations uses rewards that are used to motivate employees with some freedom being allowed to state their opinion on organizational decisions. Although system II allows some openness, managers have the primary decision making responsibility but employees in the organization must act carefully. Without being cautious their opinions could cause conflict. In System III organizations are very open to employee conversations regarding the managerial decision making process and management threats are avoided.
Without being able to communicate, direct and inspire people like leaders do, organizations would struggle to be successful as they would not be able to do effectively communicate visions and help overcome hurdles to the best of their ability. To help identify what makes effective leadership several studies have been conducted and theories have been developed to help understand the fundamentals behind it. One central aspect of leadership is the contingency theories of leadership. Contingency theories refer to leaders altering leadership styles depending on the particular circumstances. The relationship between leadership style and effectiveness suggested that, under condition a, style x would be appropriate, whereas style y was more suitable for condition b, and style z for condition c (Robbins et al 2011).
Leadership: Sense making and Adversity Quotient Date: 02/12/2012 Author: Darren Brown The CE Leadership style It is clear that the CE was brought into the Company to bring about growth of the Company and that indeed he was a task orientated leader ( Manktelow) and they are usually not so concerned or worried about wide consultation with employee’s or stakeholders but focused with a certain solution or strategy. This is clear from the article (Pye) where he already had the Customer Service values strategy as his goal after only consulting the EOG and some outside interests. He is a typical of an Authoritarian lead with downward orders and non communication (Martindale). A Paternalistic leader is the father type figure and takes care of their Company and employee’s as a parent would and therefore in the best interests of all concerned. With his type of leadership the leader shows concern for his employee’s workers and he gets back the complete trust and loyalty of his staff.