However, it may lead staff to feel unappreciated and angry. This style can also prevent staff from developing their own initiative. Communications can break down and in the long run the employees can lose their drive for the job. The democratic leader encourages people to be part of the decision making process. The leader is still in control, however, this leadership style allows others to use their personal experiences and expertise to help the team.
Leadership is the key part of being a successful manager. They set a clear direction for the business, often a new direction if circumstances demand it - and that others will be prepared to follow. It is the art of motivating a groupnof people towards achieving a common objective. Employees will want to follow a good leader and will respond positively to them. A poor leader will fail to win over staff and will have problems communicating with and organising workers.
According to Tim Aston, the new project manager, he needs his employees to communicate. He feels that they should communicate their problems to him, but they are not ready. The employees in his team think they have no problems. The project manager recognizes the fact that communication is critical to the success of the team. He feels that by the team members communicating their problems, he would be able to help them come up with solutions, which is in the best interest of the team (Campbell, 2009).
Since Mr. Teo was a newly promoted head of department, I believed that he has the need for achievement, and he was trying his best to excel in his jobs to prove his capability. However, some team members were not motivated to contribute ideas. Some of them might be afraid of punishment – being blamed for poor ideas. This situation happened in several management meeting before that the member were teased or scolded for contributing poor
In today's society, it is very challenging to find good employees. Employers who are hiring expect a lot out of the potential workers. There is a lot of confusion these days whether a person is competent or not. Most times, employers don't know what kind of workers they have hired until it is too late. Hiring the wrong people may lead to a serious disaster.
For example a new officer joining a company has to adapt to the new working environment despite his vast experiences in the private sector or having worked for businesses in the same trade. Each company has its own values, culture, vision and mission which differ from the other. If he takes it for granted that companies with similar products are the same, he may violate the code of conduct. The biological factors that affect behaviour include intelligence and gender which influence his effectiveness. As Eysenck (2009), asserts, in order for effective learning to take place, there has to be a model and an observer.
This attitude can lead to the rejection of new ideas, and can hinder a company’s performance. Long-term employees do bring insight to the job. They have seen many things and are very knowledgeable about their work. The problem is not keeping older employees; it is when these employees do not continue to bring innovative ideas. Performance should rate higher than tenure, even though tenure is still important.
WHY SOME TEAMS WORK Teams have been so well studied and that people at so many companies have worked in teams for many years. Managers responsible for team performance often fall into one of two traps. Others think they’re empowering the team by maintaining a hands-off policy. Neither approach works. The manager’s job, writes Hackman in a study on teamwork, is to maintain an appropriate balance of authority between himself and the team.
As an employee, you may also find that on some occasions you need an extra boost of authority to resolve a situation that has run aground. Sometimes, you will simply have too much to do and need some assistance. Most often, the person doing the delegating has the authority. But when you are trying to delegate to your supervisor, you will need to find another way to motivate him or her to take responsibility on your behalf. When your supervisor is giving more and more to do and you can't possibly achieve everything and will need to pass some things back up the line.
It is often said that employees do not leave the organizations, they leave the managers. Managers play a significant role in retention of high performing employees. Organizations therefore need to make retention of employees the key responsibility of managers besides making other strategies for minimizing the attrition of talented employees. INTRODUCTION Corporate world is facing a lot of problems in employee retention these days. Though hiring competent people for the job is essential but retention is still more important than hiring.