There is no doubt that the ultimate factor that defines success for any company is the bottom line—creating profit for their shareholders. However, this is not to say that in the process of creating that profit, leadership should not focus on their employees and ensure that their processes enables stakeholder success. Too easily leadership can get preoccupied with focusing on bottom line and forget that it is through their people that profits are made; the irony in this is as your people begin to lose faith in their leadership their motivation declines. In order to ensure success (profits for the shareholders), leadership must provide for their employees and create an environment of trust and pride. This will ensure a workforce dedicated to …show more content…
Job satisfaction is one of the most important factors in employee performance. Leadership must ensure stakeholders are fulfilled in their work, thus providing a level of intrinsic motivation as they become more engaged (Lawrence, 2014). This is something that comes from top leadership and is only achieved through proper management empowerment. Successful leadership understands that they cannot possibly control every minute detail of their organization. A good leader will invest in subordinate team members, molding them into problem solvers and future leaders by empowering them as decision makers. This concept will also build trust and the more that people trust their leadership, the more they take risks, make changes, and keep organizations and movements alive (Kouzes & Posner, 2012).
Investing in Stakeholders. Just as shareholders invest in the company with a hope of organizational success, leadership must also invest in their stakeholders. It is important for leadership to understand that eventually those whom are being led will grow and develop into the leaders of tomorrow. Transforming a follower into a leader takes time and is not something that everyone is able to successfully accomplish. Former Army Chief of Staff, General Odierno teaches there are five stages to this
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Part of providing for your people is ensuring they are established for proper career expansion and progression. While most career development involves vertical progression such as a promotion, employees should also have the ability to expand their expertise laterally. Combining those two types of progression will serve to foster a sense of purpose for employees, as well as mold them into more rounded leaders later in life (Walker, p. 24). Vertical progression in the traditional sense, is career progress through promotion. Nothing can negatively affect employee motivation like knowing that they are in a position that has little to no vertical development potential. Lateral progression can be done through cross-sectional training, professional education, and mentorship as stakeholders broaden their horizons through an increase in organizational knowledge. Creating a more well-rounded workforce must be a leadership priority as it will not only generate immediate results in a more motivated force while also being an investment in the future leaders of the
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. ...
Leadership provides the guide to success for organizations, communities, or a society, and the strength needed to encourage and foster achievement. A strong leadership team does not focus on one dominant leader to accomplish everything, however focuses on individuals strength to make a greater contribution instead. Furthermore, leadership strength is cultivated when the teams philosophy is clearly defined and understood so the impact effects the entire organization. According to Super Performance (2010) “each year, about twenty five percent of managers in typical Fortune 500 companies change jobs” therefore “these statistics demonstrate the need for companies to build a solid and strong leadership team , so lead...
Leaders: Strategies for Taking Charge is an organizational management book written by Warren Bennis and Burt Nanus for those who aim to become better leaders. The authors emphasize that having executive positions or being a manager does not automatically make one a leader. A leader is one who inspires his staff, help them find purpose in their work, and effectively implement their plans. They separate the book not quite into chapters on different topics, but rather by four strategies that they have determined are vital for any leader to take on. The strategies are effectively concluded as attention through vision, meaning through communication, trust through positioning, and the deployment of self. A prominent feature of Leaders is the various
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
Leaders are considered as an important part to any successful organization because the leader is not just being a successful leader but also to bring achievement to the organization and its employees. “Leadership is the ability to influence a group toward the achievement of goals.” (Robins, page 221). Leaders insist employees on entering training courses to improve the productivity, and to expand their knowledge.
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.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
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.
Training and development are important asset to an organization. A lack of training can have many negative consequences on an organization. Employees are the key component in the success of a business. When employees are unhappy with their job, they are less motivated to be productive. This loss of productivity leads to loss profits and over moral within the company. Employees need to know that their personal values are important to the organization. Their reactions are important when the corporation is in the process of making changes and decisions. In the textbook, Crafting and Executing Strategy, Thompson, Strickland and Gamble (2012) state “No company can hope to perform the activities required for successful strategy execution without attracting and retaining talented managers and employees with suitable skills and intellectual capital” (p.332).
For every company employees group is the most important stakeholder group. If a company has happy employees their customers will be doubly pleased.
Employee empowerment can be a powerful tool. The leadership style can increase efficiency and effectiveness inside an organization. Empowerment can also increase productivity and allow managers more tim...
By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well
Staying ahead of the competition and increasing profits are the fundamental objectives for every organization. However, many firms today continue to invest extensively in business development activities and less on employee productivity. This mindset ignores the firm’s chief asset and its core foundation, its workforce.
In the twenty first century, leaders are required to build a greater impression in which people believe in strategy, trust in management decisions, and trust in their work. Once people believe in management choice, there will be enthusiasm inside an organisation. Such an environment helps the organisation growing or flourish. A doing well leaders create a surroundings in cooperation inside and outside the organisation. (Subir chowdbhury management, 21c financial times prentice hall (2000)
Many people associate leadership with a specific job title or form of power within an organization. However, through personal experience, I have concluded that leadership can come in many forms and position as well as from multiple sources of roles and job titles both with and without power. Based on the definition of leadership, anyone can be considered a leader as long as they have the ability to influence people to achieve a particular result or goal which benefits the organization or group as a whole. Individuals with a secure sense of self and understanding, acceptance of diversity within an organization tend to be the strongest leaders that not only make others want to follow, but they also encourage other leaders to gravitate to their