This will be helpful when providing feedback and in coaching activities. Touching on employees performances in a personal meeting and tuning into their needs makes them feel valued and needed in their positions. The difference between the suggested appraisal system and the current appraisal system is significant since there is not an appraisal system currently in motion for Kudler. This is the perfect opportunity to sharpen the skills of employees and set the employees and the company up for future success. The most difficult part of evaluating employee performance is creating a fair, unbiased appraisal.
Leadership and Teamwork in the Public Services. P1 Authoritarian- This style is used when leaders want their employees to do something, they tell them how they want it done and how they want it accomplished, without getting advice of their followers. This style is more of a bossing around and unprofessional style. Democratic-This style is used when leaders want to include one or more employees in the decision making it is not a sign of weakness, it is so that the employees will be more confident with their own ideas and decision making. Decision making with your employees will let them gain respect for the leader and become more determined.
This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to their staff members. There are three different categories that a manager needs to be aware of in any organization when implementing change. Change in people is first; how implementing change and how people relate to each other effects how an organization functions effectively. The manager needs to be able to communicate to the staff why the change needs to take place in the organization.
Three primary objectives of labor relations are efficiency, equity, and voice of employees. Equity and voice are beneficial for employees at the work place, on the contrary, management under usual conditions prefers efficiency. The key to making both employees and employers happy is to attempt to balance all three components. The goal is to gain an overall happy medium for both employers and employees. Before coming to an agreement both parties employee and employer needs to thoroughly review terms.
Organizational Chart and Structure Nur/492 Introduction The classical theory consists of organizational design that subdivides work and specifies tasks. The classical theory allows the different departments to run with efficiency by giving staff members different task to perform. The classical theory is composed of four elements: division and specialization of labor, chain of command, organizational structure, and span of command. Division and specialization of labor reduces the workload of the employee that will increase proficiency throughout the organization. The chain of command is authority, power, and responsibility delegated from high levels of authority
On Becoming a Leader Warren Bennis MGT 420 4/20/10 Professor Clickerton “On becoming a leader” talks about lots of leadership traits in a short book. Warren Bennis talks not only the "hows" of leadership, he also shows the ingredients on the "whats" of leadership. It is accepted that the "hows" of leadership often changes with time whereas the "whats" are more timeless. Combining the two, readers are given an overview of both within the context of corporate America today. He stresses the lack of leadership in today’s American society, stating that too often people in position of power think in narrow terms of bottom line returns, self-interest, and short-term profit.
The reasons for this may be that people not be offended, we will not say something which may upset or provide a trigger for a vulnerable service user or put ourselves at risk. We reveal less intimate details about our personal lives in a work setting and people only know the basic facts about what our lives are like when not at work. In a personal relationship, it is acceptable to reveal details of what we do in our spare time and our relationships with others. This is in part because people we work with, such as service users, other staff or other professionals, do not need to know, talking about ourselves takes up time and makes us inefficient, if we are talking about ourselves we are not listening and are taking up time when a service user, member of staff or another professional may have something they need to share with us which is more urgent. We may also be putting ourselves and those around us at risk.
Sometimes this style is also described as autocratic. It is a common leadership style and is used when a leader needs to keep as much power as possible and keep control over the decision making. Subordinates are expected to obey orders without arguing back or in need of an explanation to do what they have been ordered to do. In the public services this leadership maybe used when you have all the information to solve the problem or you are working to a deadline. This is not an effective way to get the best result from a team, but it has some advantages in situations where there is pressure to get the task done, like in the armed forces.
An alienated follower is passive, yet independent critical thinker. These followers are able to think and act independently. The conformist participates actively with the boss. This type of follower often acts without thinking about the consequences of their actions. The pragmatic follower often emerges when an organization is in desperate times.
At times it can be impossible to please some customers. This reduces turnover. You can't fire employees for following your policies. You just have to review their effectiveness or the value of that customer. Customers Expect Good Service • Customers demand to be treated like their money matters.