The Comparison of Ethical Codes Ethics guide not only personal life but also ones professional life. Codes of Ethics are developed for many different purposes, ultimately designed to help individuals’ better serve their clients in their professional life. Ethics represents inspirational goals, or the maximum or ideal standards, set by the profession, and they are enforced by professional associations, national certification boards, and government boards that regulate professions (Woodside & McClam, 2010). As professionals, one must understand clearly that once they act outside of their organizations Code of Ethics, they are no longer are acting as a professional with in that organization. A code of ethics supplied by a business is a specific kind of policy statement.
The successful observations of management to assess or modify his or her style of motivating and leading is the key to reaching the mission and vision statement of the organization. The theories discussed are the situation and path-goal leadership and the expectancy and reinforcement motivational theories. In understanding and analyzing the theories, they are applied to the case study of Alex and Stephanie. The positive and negative skills of each respective manager are apparent to the observer. The Situation Leadership Theory The situational leadership theory is a method developed by Kenneth Blanchard and Paul Hersey.
Understanding Leadership Understanding Leadership Styles 1.1. Describe the factors that will influence the choice of leadership styles or behaviours in workplace situations. A common comparison of leadership and management is the quote from Peter Drucker ‘leadership is doing the right things, management is doing things right’. Leadership is a process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task. The key words here are ‘social influence’ and ‘enlist the aid’.
Employees are the workforce of a company and they expect the organisation to provide them with security, safe working conditions, rewarding work, and fairness. If the employees are happy with their job they will work harder in the organisation. Also suppliers are part of the environment of an organisation and they expect to be paid in full by the agreed date. When the organisation doesn’t pay the suppliers by the agreed date, the suppliers will probably prefer to work with other organisations in the future. Managers should pay attention also to the communities where the customers and workers live; this is important for the reputation of the company.
ORGANIZATIONAL CULTURE CHAPTER SCAN Corporate cultures provide identifying characteristics and values for organizational members to appreciate and learn. Cultures are distinguished by artifacts, values, and basic assumptions. The socialization process is the entry stage in an organization that provides clues about its culture. Cultures are difficult to change, yet change is necessary in some instances for survival. Organizations need an adaptive culture in order to respond effectively to the changing environment.
Finally, potential sources conflict within the group or work team and communication barriers will also be discussed. Examine traditional, contemporary, and emerging leadership theories and interpersonal forms of power. Create a profile of the ideal leader for the company you researched in which you describe the most appropriate leadership characteristics in terms of leadership style and interpersonal forms of power; and how these characteristics impact organizational performance. There are many different types of leadership styles from traditional, contemporary and emerging theories. According to Nelson and Quick (2013), “Leadership in organizations is the process of guiding and directing the behavior of people in the work environment” (p. 193).
Also, explaining how their roles align with the organization’s objectives and goals. The possible negative result of this successful solution could be that employees may not be on board with the change. Employees may be used to what “always been” in the organization. Part of the role profile is establishing and defining the behavioral competencies with in the organization. Line managers should also discuss what is expected of staff such as their personal drive, business awareness, teamwork, communication, customer focus, leadership, communication, developing
Different structures arise from the different characteristics of these organizations, and from the different forces that shape them (which Mintzberg calls the "basic pulls" on an organization). By understanding the organizational types that Mintzberg defines, you can think about whether your company's structure is well suited to its conditions. If it isn't, you can start to think about what you need to do to change things. ΙΙ-
These opportunities are organizational culture, teamwork, and leadership. A company’s organizational culture is “the basic pattern of shared assumption, values, and beliefs governing the way employees within an organization think about and act on problems and opportunities,” (McShane and Von Glinow, 2005). Gene One must understand how employees' attitudes, feeling, and emotions affect job satisfaction and productivity. By understanding their employees Gene One can mitigate the affects of change. Through the IPO transition Gene One’s organizational culture is lacking employee loyalty.
We describe BSC as a carefully selected set of measures derived from organization strategy. BSC are used as a measurement system, Strategic Management System and a communication tool. BSC mainly assists in: Effective organizational performance Implementing strategy Single most important question before you embark on a balance scorecard is why are we developing a balance scorecard for the organization , why now? To know that it is a good management tool is not good enough a reason to have it for your organisation. In the absence of stated reasons for using BSC, the employees will perceive it as a tool used by boss to generate terminations.