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Importance of communication in an organization
12. The importance of communication in an organization
Importance of communication in an organization
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Finally, management of organizational change and stress. We first began with diversity. After conversing for a bit I came to the justification that Mr. Dearing had the Foster Mutual Adaptation option. In this option, people are willing to adapt or change their views for the sake of creating positive relationships with others. This implies that employees and management alike must be willing to accept differences and, most important, agree that everyone and everything is open to change (Kinicki, p.135). He implemented this by hiring people of all color and race and not treating them any differently. He accepts and encourages differences among his employees because this will increase the chance of someone else having the ability to solve certain issues. One of the biggest ways, Mr. Dearing handles his employee's stress is by allowing flexible schedules to all employees. This allows employees to be stress-free and more careful when on the job. This not …show more content…
only increases the quality of work but the respect and admiration towards Mr. Dearing. Being that their turnover rate is so low, Mr. Dearing does not have to deal with a lot of change in the workplace, however, when there is a change in the workplace they are able to handle it because the employees trust and respect the management. Managers who trust their employees make the change process an open, honest, and participative affair. Employees who, in turn, trust management are more willing to expend extra effort and take chances with something different (Kinick, p.577). In conclusion, Mr.
Dearing is an incredible leader. He spends a good portion of his time on planning his schedule, his employees, and his organizations. He organized his company to where he’s in control of the entire operation but still has the checks and balance of his managers. Continuing, Mr. Dearing spends a good portion of his day trying to lead his company from evaluating the revenue aspects of it too, to motivating his employees and pushing them to their fullest extent. Mr. Dearing has a lot of strengths but does exemplify some deficiencies in communication with his staff and not taking the time to correctly create a mission statement. On the other hand, Mr. Dearing does show a lot of promise in the way he motivates his employees by rotating them at different jobs to create a better learning experience. He also has incredible interpersonal, cognitive and strategical skills that every leader needs to run a profitable business. With all of this being said, Mr. Dearing objectifies the idea of being a great
leader.
After thirty years as Chief Executive Officer (CEO) at Fortuga Artisans, Peter Fortuga is retiring from the company he started to manufacture home decor. As a result, the company conducted an extensive search and found an ideal candidate Doug Jeffers. However, two years into his tenure as CEO Jeffers and Fortuga experienced a high turnover rate with numerous key resignations. During a resignation of his executive assistant, the employees and managers at Fortuga determined Jeffers is the cause of the organizational concerns. Consequently, Jeffers became introspective, and he questioned his ability to lead. In fact, Jeffers would be astute to conduct a personal assessment of his leadership style, capabilities,
CEO Johnston also has plans to bolster the company’s leadership with the best minds available and also use motivational techniques to invigorate his employees. These ideas show the character of the CEO in enhancing productivity from his work force.
First when a leader focuses on the strengths of the employees the odds of the employee being engaged will increase dramatically. This compares to chapter one of our text book in that it says an effective leader is one who helps group members attain productivity. The second key is that the most effective leaders surround themselves with the right people and maximize their team. The book suggest when leaders try to be good at everything they will not be great at anything. Although it is often preached to be well-rounded this results in mediocrity. So instead trying to be good at everything, find and know your strengths and hone those skills to be a more effective leader. The authors say there are four domains of leadership with thirty-four themes that break-down under the domains and these explain the actual strengths of the leader. The domains are executing, influencing, relationship building and strategic thinking. In our text book all but influencing are listed as one of the ten roles of leadership. ...
As a whole, Warren Bennis defined the values and achievement plan for becoming the most successful leader one can be. He highlighted the link between self knowledge and business. A leader is not just “doing a job” or “running a company,” but it’s finding one’s personal vision. Bennis tries to do as much as he possibly he can to shatter this myth. Today, more people are starting to learn what leadership exactly means and what is expected of a leader. It might be evident that in the future competition will be harder
Dr. Sutton highlights what it takes to be a good boss. People that work for a good boss are 20 percent less likely to have a heart attack (Sutton, 2010). Dr. Sutton wrote that teams with stronger leaders cost the company less money and achieved their work better (Sutton, 2010). Engagement and performance of employees were based upon their direct boss and not if the company was good or bad (Sutton, 2010). Most bad bosses have employees who have check-out: actively disengaged, and undermine their co-workers accomplishments. Managers have to find the balance between performance and humanity to be successful. Performance is about doing everything possible to help followers do great work; while humanity is about employees experiencing dignity and pride. Treating managerial work as an endurance race instead of a sprint race with small wins will lead one to becoming a good boss called grit by Sutton. Sutton believes that good bosses walk a constructive line between being assertive and not assertive enough with guidance, wisdom, and feedback that he called Lasorda’s law (Sutton, 2010).
Leaders with idealized influence serve as role models to their employees and emphasize the mission’s importance of the mission. Mark Zuckerberg runs his company based on the principle that, “I will only hire someone to work directly for me if I would work for that person” (Weiss). Zuckerberg wants to assure that his employees share his thinking about Facebook’s mission and how Facebook progresses. He makes sure that his employees understand his ideal and are influenced by his passion for Facebook. In the book “Think like Zuck: The Secrets to Facebook 's Success” Ekaterina Walter, mentions what Zuckerberg believes in when he hires people for the company: “No one can achieve success alone. So hire people who share your values and beliefs. And hire for attitude: skills can be taught, passion can’t” (Walter). Through these elements of what he believes in, Zuckerberg has shown that he is very focused on influencing his employees through his passion and emphasizes the importance of the mission because only people with passion can overcome the obstacles that they deal with in their job. He wants to assure that his employees can overcome all the obstacles with not just the skills they have but with their determination. This is one of the examples of how he influences his followers as the leader or serves as a role model for his
In Good to Great, Jim Collins discusses major key points companies have used to go from a good company to a great one. He did this by discussing seven characteristics companies should listen and absorb to transition from being good to becoming great. These characteristics included: level 5 leadership, first who…then what, confront the brutal facts, the hedgehog concept, a culture of discipline and the flywheel. Companies who can approach these successfully are the ones who enable themselves to separate from other competing companies. Furthermore, the statement Jim Collins said, which caught my attention immediately, was not in these seven characteristics, but in the first chapter of the book. He stated, “Good is the enemy of great.” This sentence consisting of six words I believed was most powerful throughout the book. Having said this, he discusses how typically companies are satisfied with just good, good is good, no one ever tries to take another step to try and become great. While this book is discussing businesses, it also applies to everyday life; am I doing everything to be great, or am I too just satisfied with good? Reflecting back on past work, school and overall experiences, it came to my attention not all the time did I try and be great, for I was content with good, good was good for me. I never took an extra stride to try and become great at what I was doing. Chapter 1, I felt to be the most influential, it truly grasped my attention and made me think to never settle for just good because someone else out there is taking extra steps to be great. Moreover, while all the characteristics have a significant meaning in the text and assist one another in transitioning companies from good to great, the Hedgehog Concept is on...
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
As we’ve learned over the course of the semester the definitions and qualities of a good leader. We also discussed the best ways to handle and make an organization a competitor advantage in respective of what it does, and finally the assumption, understanding and implementation of change for the betterment of an organization. Jack Welch 's theories and ideas he discussed in the articles are not exempt from the lessons I learnt from the class. The paper will discuss Jack Welch 's leadership style, his ideas and actions that made him the greatest CEO of all time.
Although there are many outstanding, albeit necessary qualities of a good leader, it is the leader’s beliefs in which greatness is given its first breath, fostered by action, and spread throughout the institution. A great leader believes in encouraging, not destroying; in setting the precedence instead of yielding to prominence ; in collaboration, not division; in giving, not taking; and in having high standards and volunteering to be the first of many to be held to them. A great leader does not take advantage of the people being lead, but instead, creates an advantage for the people by giving them the opportunities to lead. Only when people take ownership of an institution will passion be cultivated, action be taken, and greatness be achieved.
“As a leader, your job is to make those people successful. It’s less about trying to be successful (yourself), and more about making sure you have good people and your work is to remove that barrier, removing roadblocks for them so that they can be successful in what they do”.
...cation and motivation. Finally shared some thoughts on what are effective employees, successful managers, and exemplary citizens.
...change and stress by soliciting input from managers and employees making it more likely to produce comprehensive stress management strategies that can target the organization as well as the individual for change (Murphy, 1995). The issues of individual resistance to change, the potential sources of stress and consequences of change and stress on an organization have been addressed in this paper. For all that has been written about change and the effects of change, there is still so much more to be learned (Longenecker & Fink, 2001; Washington & Hacker, 2005). Future studies would profit from the use of additional measures to cross-validate findings of the relationships among workplace stress and organizational change (Vakola & Nikolaou, 2005). One can only hope that future questions about organizational change and stress management can continued to be answered.
In order to find a solution to the issue of stress in the workplace, it is important to first understand what stress is. Stress is a difficult issue to solve because everyone experiences stress differently. According to the National Institute of mental health, stress can be defined as the brain’s response to any demand (“Fact Sheet on Stress”). When there is any sort of change going on, it usually triggers the stress response. Since people are always dealing with certain changes in their lives, they are always dealing with some type of stress. One of the biggest growing issues with stress is stress in the workplace. According to Northweste...
Three examples are written below the first of all this paper work to enhance cultural diversity or to the working group detract, developed a theory about the conditions under which. Integration-and-learning perspective, access-and-legitimacy perspective, and discrimination-and-fairness perspective: in three culturally diverse organization to qualitative research, diversifying our workforce and identify three different perspectives. Diversification has expressed the view and had been traditionally underrepresented in the organization that respect and appreciate your spouse, and his racial identity at work is to interpret the meaning of diversity-related stress management a working group of affected. This, in turn, work group and its members to work for and with meaning. Diversity at all three perspectives to diversify their staff Josh manager was successful, but integration-and-learning needs to continue to benefit from the diversification standpoint logic and provided guidance. Work in the composition of the working group and its population identify conditions that interfere with our research and cultural diversity to the relationship between the results of the group work helps to explain the mixed