The Plan for Positive Influence (the plan) will be designed to increase motivation of the team, and to enhance their overall feelings of happiness and self-respect (UoP, 2007). The plan will be structured to augment the assessment scores of the group and generate a comprehensive outline that will have an impact on all members as equally as possible. The plan will be devised based upon the results of a consortium of assessments (UoP, 2007) completed by each team member. The following is a list of the assessments and the theology behind their purpose: 1. DiSC – Stands for Dominance/Influence/Steadiness/Conscientiousness; used for determining ones behavioral profile.
The team benefits from coaching because it helps team leaders monitor and increase productivity of their team. Team leaders can learn quite a bit about their team through coaching. Coaching can motivate low performers to do more and high performers to push themselves even further. Coaching can drive positive results in a team and increase morale. An effective coach has to strategize the best moves and cheer the team
It is this mission statement that becomes that becomes the boss and drives them to fulfill their mission. b. Directing activities and performing strategies: Instead of being told what to do by a manager, each employee would negotiate a Colleague Letter of Understanding with other employees that would be affected by his or her work. This would be an outline of an operating plan for fulfilling the mission created by each employee negotiating job responsibilities with their peers. Employees would be free to talk to other employees throughout the business in various departments and form working relationships with them to coordinate a productive work flow.
They create a vision, using people in the organization. Transformational leaders are generally energetic, enthusiastic, and passionate. This type of leader is concerned with being a part of the process and is also interested in helping every member of the group succeed (Cherry, 2013). Jack Welch is a great example of a transformational leader because he created a change driven environment. He expected the best from each one of his employees.
FedEx adopted an aggressive training program from competitive wages and profit sharing , bonuses , and a state of the art employee grievience process that are part of the PSP philosophy . by doing all of these things it will reflect positively on the performance of FedEx employees hence the quality of the service they deliver and the satisfaction of the internal customers will reflect also to the satisfaction of the customers with the speed and the quality of the service they are receiving . Another perspective that is being emphasized by FedEx is the system perspective where it focuses on the service side and that the customer becomes more the central in the thinking of the FedEx operation managers. the reason behind adopting this perspective is the aim to fulfil cutomers expectations and keeping them satisfied by delivering on time. Quality management at FedEx compasses all of its operations.
By this method participants learn how to analyse and draw conclusions. They look forward to what is real and constant, not abstract and theoretical. This work will bring great results, however, must be skilfully prepared and carried out. Then is a perfect tool for managers to conduct a constructive process of permanent change in the organisation. During action learning, participants develop their knowledge and skills related to the use of methodology of teaching activities in working with the group to develop their skills in practice.
This will give me the ability to gain new insights into the work and find new opportunities for motivating my followers. b. To develop these traits to be an effective leader, I would learn superior leadership skills. 3 How would I ensure that my work goals and plan reflect the organizations goals and plans? .To manage my work priorities and professional development requires me to be a positive role model to have good traits to ensure my work goals and plans reflect the organizations.
When the employees understand how the complete organization operates and relies on each and every department, they will be more willing to communicate and help other departments. One of the main fundamentals of The Great Game of Business is to create a team. Games should be played that build teams. That being said, the games played that create a winner and a loser should be avoided. Also, it does not matter how big or small the win is.
They must organize each department in the company as well as create time lines for projects, evaluate job plans, and make changes that are needed to improve the company. Also noted by (Williams, 2012,2010)when it comes to running a successful business they must supervise each employee making sure that the employees are completing each assignment in a timely manner. When an employee feels that they can trust their manager they perform at their best. Managers assign job tasks, create schedules, and provide positive feedback to their employees. Instead of just assigning task they must also earn the respect of their employees.
Some forms of positive reinforcements in the workplace are: • Contests- to recognize and reward top performance • Promoting fun and values • Rewards which should be symbolic, tangible, and anchor positive behaviors With the right reinforcement, everyone’s performance can improve. Applying that knowledge will bring about the behavioral changes you want from your employees. And that’s the best way to meet your company’s goals (Love, 2005). Being a manager, taking into consideration of positive reinforcements would only make what he/she has at hand better. Ways to let your employees know that they are valued and spur them on to success are to accentuate the positive by informing of the wrong but going easy on how it is said and what is said; open the lines of communication by encouraging group discussions where employees are able to just open up and get everything off their minds and as a manager, being there as a mediator.