My years of work experience has prepared me in working with a disorganized boss. I found it always is best to stay one step ahead of him or her, by being prepared for the worst or their last minute demands, as they always come first. Their demands surpass the to-do list I may have mentally prepared the day before, or during my morning shower or even during my commute to work. I’ve learned the best way to handle this is to leave some slack time or space on my to-do list for just in case the out of nowhere demands come up..
I discovered as I became more and more aware of the workstyle and patterns both the good and the bad of my bosses, particularly a disorganized one, It was best to adjust, stay prepared and don’t take it personel. I also would not allow the situation to get me so frustrated or wound up and angry to the point that it would impact on my work, as this would not be the first or last time this would this would occur. What often cme to my mind is that I wish I could in some way help him or her to get better organized for the sake of the workplace.
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The asking of this question is for several purposes, initiate conquering together the disorganization, in bringing up a solution which could possibly get the revised report completed quicker and lastly lettting her know I am willing, and capable of going it alone however my goal would be to get the report completed as soon as possible in order to get back to my other planned responsibilities which are also urgent and have deadlines coming
Again referring to my past work experience, I observed other employees not always working in an organized respectful manner and therefore
When I was on a post surgical floor I witnessed a scenario where leadership was ineffective. It involved an RN and the nurse manager for the floor who was responsible for assigning the patients to nurses. The nurse manager on this floor usually only had one or two patients and spent most of their time dealing with any problems that arose on the floor. One RN was very upset with her patient load and said it was unfair and wanted to have at least one less patient as she said all 5 of her patients were going to be a lot of work. The nurse manager dismissed the RN and said there were care aides on floor to help so she would be fine and told her to get to work. The leadership issues here were a lack of communication
The challenging process of being a leader worth following is an arduous task. Yet, in the book the Five Dysfunctions of a Team, the fictional leader Katherine seemingly demonstrates it with an effortless ease. She established her position as a leader while standing her ground, and encouraging group engagement. Katherine also showcases high emotional intelligence with well thought out responses. Constant reevaluation of her team leads to astounding team building and development. All of these individual traits enabled her to not just be a great CEO, but a leader. A leader which would propel DecisionTech forward, among its competitors.
This meeting is critical, as it is intended to provide a foundation where synergy is influenced and encouraged, which in turn encourages the groundwork for expressing ideas, strategies, and creativity, and will aid in determining the company’s forward direction. Although, her pre-concerns are focused on how she would manage this meeting and maintain her leadership duties, her focus has now shifted to how she will be able to offer any assistance and how this meeting will still take place in her
Most working adults can agree that they have seen their fair share of dysfunctional relationships in the workplace. Often, we can find some humor in the actions and events that cause these relationships to become dysfunctional. In the sitcom The Office, the focus was to exaggerate the actions of dysfunctional relationships in the workplace. The show makes light of the employees who are stuck in dead-end jobs, with mundane lives and their office mishaps. Daniel Orozco’s short story “Orientation” is about a current employee providing a new employee with too much personal information about other employees and the office environment during a new hire orientation. The “Orientation” by Daniel Orozco and the NBC sitcom “The Office” give a humorous and exaggerated glimpse of dysfunctional relationships within office environments.
Put First Things First For an organization to work in an effective and efficient manner, business managers must possess good interpersonal and communication skills. The presentation style of the managers must be different from others and he should be able to sell himself in public. Stephen Covey describes in his book "Seven Habits of Highly Effective People" the special situation that we are in and gives us ways to get out and to find our own way to our desired goal. The third habit wants us to do first things first, meaning that we must learn to differentiate between what is important and what is urgent. Building relationships and delegating in an organization remains one of the primary aims of an effective business manager. However, the manager should have the abilities to distinguish between the important and the urgent things, if he is to enhance the quality of team based organizations. (1) Managers who apply interpersonal and communication skills effectively are cooperative members of groups in which they participate. The importance and urgency of a situation is dependant upon time management, an essential factor in making interpersonal and communication skills, in the third habit of Stephen Covey. The habit is about how to organize our time based on priorities. Urgent tasks have short-term consequences while important tasks are those with long-term, goal-related implications. Work towards reducing the urgent things you must do so you'll have time for your important priorities. Flagging or highlighting items on your To Do list or attaching a deadline to each item may help keep important items from becoming urgent emergencies.(2) Thus, The main reason for managing time is to provide structure to one's life and, in turn, piece ...
The administration in any career is one of the most important to maintain organization and the criminal justice system is not the exception. Furthermore, the breakdown happens when an organization has disorganization dysfunction. Moreover, the organizational structure consists of six essential elements for a proper function of agency that will be described more in depth by this paper. Therefore, this paper will discuss the six elements. In addition, it will also determine the causes of breakdowns in organizations. Therefore, the managerial organization influences breakdown, but are all breakdown cause by managerial disorganization? Who is blame for these issues?
In the author’s experience, arrogance is the most damaging trait that a person in a leadership role can possess. Arrogance is the product of an ego that is out of control; however, the ego can be restrained when the will and desire exist to do so. The will and desire to control the ego and express humility must be a lifelong endeavor for those with large egos, lest they revert to their negative ways.
Dealing with insubordination within the workplace can be tricky. As a manager or anyone in a leadership position, it is important to understand that it will happen sooner or later. It is also important to have a policy in place to handle insubordination among employees. Insubordination is defined as the blatant disregard of authority or negligence of any set of regulations. Insubordination can be provoked by a feeble or “all bark, no bite” management approach. When a business or organization fails to reprimand its employees on the subject of insubordination, the work force often times takes advantage of that weakness and uses it against the management staff. This can cause total anarchy within an organization and drastically reduce morale and productivity. For these reasons, an employee insubordination or disciplinary plan is crucial to mission success.
I will be analyzing the article Managing Your Boss by John J. Gabarro and John P. Kotter. The
Oh the 90’s. Many people look back and remember with nostalgia what is referred to as “the good old days”. This decade represents the longest economic expansion in the history of the United States. It started off in a recession, and amazingly recuperated to become the safe haven for international and domestic trades. The unemployment decreased by 4% half way through the decade, inflation was kept low, interest rates decreased and real GDP grew by an average of 2.5%.
“Busyness does not equal productivity. Activity is not necessarily accomplishment.” It is because of this that leaders must prioritize; they must always think ahead and know how everything relates to the overall vision. A leader must be able to recognize when it is necessary to reprioritize as situations shift and change.
After About four weeks of taking Organizational behaviour, we have covered a broad spectrum of subject from motivation to personality and behaviour theories has well has the process of individual learning, and how they are met in everyday business life. This essay simply summarise my understanding of the course with my personal experiences has a way in which I relate a few of the theories and topics learned in the span of these few weeks.
The fault that my previous leader possessed was an inability or refusal to delegate. Delegation is the act of giving some sort of power or responsibility to another person. This supervisor was a self-proclaimed workaholic, who consistently refused to allocate responsibilities to her employees. Furthermore, an employee coming to her with an issue or for assistance would be informed that this supervisor would just “take care of it”. In many instances, this would be the last the employee would hear of the situation. Many of the employees had worked for her years and knew there was no use arguing or attempting to stay involved in the situation until its resolution. This supervisor was also very high-stress at all times and always seemed tired and overworked. She still refused to designate responsibilities to others, ...
"We learned about thesis and antithesis and five paragraphs and the whole bit, and learned to do it faster and faster. We repeated it in just the same way you throw basketballs at hoops over and over until you're good at it....All this indicated that I was a 'good writer' and I and teachers both probably believed I really was, and strictly because of this motor skill they'd trained me in." Dave wrote that in an e-mail discussion about theme writing. It made me wonder what the actual guidelines were for the so-called "Official Style," and what, if anything, was wrong with its formula. After all, this is what Universities demanded of us on a quarterly basis. If the scholars and the academe found it to be the standard, what could be wrong with it? I had done it, been good at it. I could turn out one of the "official" papers in a two hour time frame and get an "A". Big deal. Didn't that make me a good writer? What else is there? So I read Strunk and White's version of The Elements of Style to find out exactly what I had been doing while fulfilling assignment after assignment. Not that the subject matter was all that entertaining, but couldn't they have spruced up their writing with a little creativity, a little humor? I was so bored, I had a hard time wanting to pick the book up once it had fallen from my bored hands. Ah Ha! I do believe I had inadvertently stumbled upon the result of "Official Style" writing. It stifled the creative, humorous, and personal tendencies that I, and most creatively-intended people, personally look for in a piece of work we would like to tag as interesting.