The inspirational and supportive styles are most effective as these develop through exploiting opportunities of change in order to accomplish positive goals. The supportive style has the role to facilitate the work of employees and provide the necessary involvement of leaders by listening and cooperating. The maintaining phase involves overseeing the progress, guiding others, energizing, and assisting. Logical, inspirational, and supportive leadership styles would give positive results here. This phase is complex and needs a mix of actions and tactics.
1. Introduction Reducing poor performance and improving organisational performance, are main priorities for any P&D functions (Taylor, 2007). They are complex processes and some of them have no easy solution (Taylor, 2007). This paper identifies different approaches to Performance Management and demonstrates the level to which human resource management has developed existing issues that may occur in management of labour in modern organisation. The aim is to critically evaluate different approaches to performance management and how they meet organisation requirements.
To find the concerns that begin the program planning process, it is a prerequisite to do a needs or problems assessment. The assessments give human service workers good direction to what areas need the most focus and what kind of help the people need most. (2003). While planning a program, it is good to brainstorm all the possible avenues and outcomes of all situations. Human service workers need to be prepared for all situations, and have feedback on how well their programs are working.
Do managers need emotional intelligence to manage successfully in the workplace? Why or why not? The issue of whether it is necessary for leaders to have emotional intelligence which would result an efficient management in workplace, has been widely debated in recent years. In order to clarify this relationship, emotional intelligence needs to be defined. The most generally accepted concept of emotional intelligence is contested by Salovey and Mayer (1990), which is regarded as the capacity to monitor self-awareness and use the information to an advanced performance (cited in Zeidner, Matthews and Roberts, 2004, p. 373).
www.businessdictionary.com. If we accept this definition to be true in its entirety, then it is also necessary to understand that motivation can be diverse just as people are diverse and that motivation can change within a person depending on their day to day situation. Professor Edwin A. Locke, American Psychologist and pioneer of the Goal-Setting Theory proposes that intentions to work toward a goal are a major source of motivation. The detailed concept conveys that specific goals give an employee a clear understanding of what is the task at hand and how much effort needs to be expended. (Robbins & Judge, pg
Expectancy Theory in Organisation Practice The expectancy theory model of motivation is probably the most practical and powerful tool for human resource managers to demonstrate to other managers the importance of all human resource functions in creating a motivating environment. If the expectancy theory model is operationalized and followed in an organization, there is a strong probability that its employees will be highly motivated. The theory even allows managers to use numbers to determine the strength of the motivation of their employees, although this is rarely done. (Hedberg, et al., 2002) Performance Expectancy Leaders should try to increase the belief that employees are capable of preforming the job successfully. Ways of doing this include: select people with the required skills and knowledge; provide the required training and clarify job requirements; provide sufficient time and resources; assign progressively more difficult tasks based on training; follow employees’ suggestions about ways to change their jobs; intervene and attempt to alleviate problems that may hinder effective performance; provide examples of employees who have mastered the task; and provide coaching to employees who lack self-confidence.
Make a Positive Contribution – confidence/control/choice/involvement. It is important the individual you are assessing has been given the opportunity to choose the setting for the assessment and also that they can have an advocate of their own to accompany them. When completing the assessment it is important to give the individual the full information on what you are to be going through and that it is their assessment on how support will be offered. The individual must be given the time and be able to understand the process of the assessment and the Support Plan that comes from this. If they have any difficulties eg.
Answer Reflective practice is important as it enables you to achieve a better understanding of yourself, your skills, competencies, knowledge and professional practice. Identifying what you have learnt requires you to think about your experiences, and consider the outcomes, in order to evaluate the experience, and identify your thoughts, feelings and understanding of the relevant issues. 3. How reflective practice contributes to improving the quality of service provision. Answer Reflective practice is important for everyone.
Education, training, and incentives provide a basis for developing an environment to promote teams and teamwork (Taplin, Foster, & Shortell 2013). Education and training programs that emphasize collaborative care and team building are essential. Also, organizational leaders need to highly value this training and the concept of interprofessional collaborations. This can partly be accomplished during the hiring process by stressing team and teamwork values to prospective hires (Taplin, Foster, & Shortell 2013). Continuing training and coaching as collaborations work can provide encouragement during the process.
The Relationship between Critical Thinking and Ethics Introduction Critical thinking is essential to the success of every human activity, the quality of what we do in our daily lives depend on the effectiveness of our thought, morally or immorally. Critical Thinking "Critical thinking is the use of those cognitive skills or strategies that increase the probability of a desirable outcome. It is used to describe thinking that is purposeful, reasoned and goal directed - the kind of thinking involved in solving problems, formulating inferences, calculating likelihoods, and making decisions when the thinker is using skills that are thoughtful and effective for the particular context and type of thinking task. Critical thinking also involves evaluating the thinking process – the reasoning that went into the conclusion we've arrived at the kinds of factors considered in making a decision. Critical thinking is sometimes called directed thinking because it focuses on a desired outcome."