Decision making with your employees will let them gain respect for the leader and become more determined. This style will bring strength between you and your employees. Laissez-Faire-This style is used when the leader is lazy or distracted, it’s more of a you do what you want style. This style can be used when the team is highly capable and motivated, it’s when the team doesn’t need close monitoring or supervision. This style can cause failure when the leader expects the group to make the decision between themselves when they are un sure about what they need to achieve and how they need to accomplish the task.
Leaders have to set the standard by being empathic, supportive and use a range of different leadership styles to develop and maintain the team, they also have be fair and consistent, as workers that feel they are unfairly treated by a manager will not show loyalty and will do the minimum. The leader also has to demonstrate capability and experience, as having workers that are more highly achieving than the leader breeds resentment. Tuckman (1965) described the stages of team development as ‘Forming, Storming, Norming and Performing. As teams travel through these stages trust, respect and understanding of individual’s strengths and tolerance of their weaknesses is established. This process allows individuals to learn about each other personalities, coping strategies and response to pressure, allowing for bonds between members to be formed.
It is important to be able to penetrate any barriers that the employee may have as a defense mechanism. A good manager of people realizes that once you have found an entry point into their employees heart; it is likely that the manager will be successful in motivating the employee. Because people have different personalities not all things goes as planned when you are attempting to motivate your employees. An excerpt from an article on bussinessball.com states: “Developing understanding of personality typology, personality traits, thinking styles and learning styles theories is also a very useful way to improve your knowledge
Investing feedback in developing team cohesion is vital for the teams dynamics to work, because it inhibits or enables employees to be more productive. Feedback maintains focus for team cohesion, builds strong relationships and trust for the team 3. Teams can actually work against each other if they are not managed well. How can you ensure that the teams within your organisation work
Next, a good supervisor should understand how to improve productivity. They do not just watch over employees as they do their job, but they motivate them to do a superior job. Supervisors should create a working environment in which everyone feels like they are part of a team. Relationships are the key to productivity, and a poor relationship between a supervisor and an employee spells trouble. When there is a team mentality employees are more likely to do their best.
This paper will explain the difference between leadership and management, explain characteristics of an effective leader, and last illustrate views of leadership. The term leadership and management are assuming to be the same. However, there are noticeable differences between the two. Leaders guide their employees to success and maintain an open communication within their unit. Leaders seem to instill a sense of significance in the workforce by giving employees the power of their vision and values (Kilbort, 2004).
This is a major issue because feedback is an essential part of motivating a person and making them feel valued in the company. Employees need to know that their ideas are being heard, and they must be presented with ways to improve themselves or the process as a result. Another, de-motivating factor that is affecting employee motivation is the perception of inequity amongst the supervisors and workers. Workers at the Engstrom have complained that supervisors should not receive
| Communication | Clear expectations lesson the likelihood of misunderstandings. Open communication building trust and repor. | Some employees are apt to abuse an “open-door” policy. | Training and Development Programs | Gives Employees the skills and knowledge needed to do the job correctly and to act the way they are expected to in the corporate setting. | Employees may before you can take advantage of your investment in them.
In my opinion, I think that leadership style does have an impact on subordinates’ performance. In this paper, I am going to look at how leader’s traits and situations affect one’s leadership style as well as leadership styles’ influence on employee’s work performance, , according to Trait Theory and Contingency Theory. Leadership Styles and Traits Leaders’ traits take an important part in deciding their leadership style and their influence on followers. The ineffectiveness of the business may be caused by the leaders’ characteristics and personality. The leader may be too inexperienced for the position or too emotionally fragile.
This area of Organization Behavior is of interest to me because micro-organizational behavioral studies focus on individual and group dynamics within an organization. In other words, micro-organizational behavior correlates how employees act alone or in teams. On an individual basis, much of micro-organizational behavior is concerned with rewarding employees in ways that work best for them, and studying their personality types to determine where they might be a good fit. In addition to rewarding employees this type of organizational behavior also focuses on mentorship and coaching. Team studies are a very popular part of organizational behavior studies and examine the best ways to form, use and lead teams in a variety of situations.