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  • Today’s presentation prepared by James Palmer, Cheryl Yagyagan, LaWanna Johnson, Toni Anthony, and John Lopez will introduce you to how to leverage leadership to maximize business success.
  • Establish standards to measure performance. Within an organization's overall strategic plan, managers define goals for organizational departments in specific, operational terms that include standards of performance to compare with organizational activities. Measure actual performance. Most organizations prepare formal reports of performance measurements that managers review regularly. These measurements should be related to the standards set in the first step of the control process. For example, if sales growth is a target, the organization should have a means of gathering and reporting sales data. Compare performance with the standards. This step compares actual activities to performance standards. When managers read computer reports or walk through their plants, they identify whether actual performance meets, exceeds, or falls short of standards. Typically, performance reports simplify such comparison by placing the performance standards for the reporting period alongside the actual performance for the same period and by computing the variance—that is, the difference between each actual amount and the associated standard. Take corrective actions. When performance deviates from standards, managers must determine what changes, if any, are necessary and how to apply them. In the productivity and quality-centered environment, workers and managers are often empowered to evaluate their own work. After the evaluator determines the cause or causes of deviation, he or she can take the fourth step—corrective action. The most effective course may be prescribed by policies or may be best left up to employees' judgment and initiative.These steps must be repeated periodically until the organizational goal is achieved (ClifNotes, 2012).
  • Managers can set effective expectations for their employees to help increase organizational performances. Getting employees involved with this planning process will help them understand the established goals of the organization. Performance standards should be measurable, understandable, verifiable, equitable, and achievable ( U.S. Office of Personnel Management, 2012). These standards hold employees accountable for their work responsibilities. These written expectations can help the manager and can be beneficial when giving feedback to the employee. It helps the employee visually see where he or she is currently rated at. The manager must monitor the progression of assigned projects. Monitoring shouldn’t make the employee feel like they are being micromanaged but can help measure the progress which will only help reach their goal. Training is provided so employees can be introduced to new skills or higher levels of responsibility. This encourages good performance, strengthens skills, and keep up with the changing technology in the workplace. Rating an employee can be a type of appraisal that can be conducted annually and can also assist in determining pay raises. An effective organization will reward good performance within its organization. Recognition is a useful tool to say thank you and can be used for day-to-day operations ( U.S. Office of Personnel Management, 2012). 
  • The control mechanism of employee incentives directly impacts the management function of leading. Control mechanisms are used for many purposes in business management. These methods offer a way for managers to increase productivity, encourage innovation, and instill shared beliefs and values for the company and its employees. Employee incentives are a positive control mechanism to serve these purposes. Employee incentive programs are a control mechanism utilized by many companies. Some of these employee incentives are: health insurance, vacations, wellness programs, and retirement benefits. It is important as a manager to increase employee morale, motivate, and lead (Helium, 2010).
  • The US workforce has become more heterogeneous. It has become older, more female, and more racially/ethnically mixed. The marketplace is also more diverse and companies are finding it an advantage to have a diverse group of employees who can create links between what the organization offers and what customers want. For all these different reasons, then, companies have found it to their advantage to build diversity into their business planning and operations. By Leveraging Diversity in the Workplace, Teaming Up, Attracting the Best Workers, Reward Managing Diversity, and Marketing and Customer Services (Hodson, 2010).
  • Most companies recognize that there are significant advantages to diversity in the workplace. By integrating workers from culturally diverse backgrounds into their workforce companies become much stronger. However, many firms don’t understand the importance or challenges of workplace diversity. Diversity needs to be seen as an integral part of the business plan, essential to successful products and increased sales. This is especially true in today’s global marketplace, as companies interact with different cultures and clients. Among the advantages of diversity in the workplace are: increased creativity, increased productivity, new attitudes, new language skills, global understanding, new processes, and new solutions to difficult problems (EthnoConnect, 2012).
  • Creating an Inclusive Work Environment - One must make it clear what kind of language is acceptable when referring to women and minorities. Ban all slurs. In addition, make sure that photographic depictions of one’s staff reflect his or her acceptance of diversity and inclusion. Offering Diversity Awareness Training - Use staff meetings and other employee gatherings as an opportunity to emphasize the importance of tolerance in the workplace and the acceptance of differences. Handling Conflicts between Employee and Company Culture- One must demonstrate sensitivity to your employees’ views and ask them to be sensitive to company needs. By involving employees in a compromise process, you may find arrangements that satisfy you both, such as allowing all employees to take breaks for personal needs while maintaining their commitment to quotas. Establishing Universal Consequences for Behavior -It is important that one treat all infractions the same. This will communicate an expectation that each employee will adhere to company rules and will suffer the same consequences for breaking those rules (EthnoConnect).
  • Organizational culture is the collective attitudes, beliefs, common experiences, procedures, and values that are prevalent in an organization and others similar to it. Organizational culture affects shareholders, who may or may not be directly involved beyond ownership of x number of shares of company stock. This philosophy includes the beliefs and ideas of what the goals should be (Organizational Culture, 2012).
  • References continued on next slide.
  • The End.
  • Leadership

    1. 1. Leveraging Leadership to Maximize Business Success By: Jay Palmer (Google Images, 2012).
    2. 2. Overview o Introduction to Leadership o Organizational Culture o Managerial Control o Leveraging Diversity (Google Images, 2012).
    3. 3. Introduction to Leadership o Establish a Clear Vision o Share the Vision with Others. o Provide Information, Knowledge & Methods. o Coordinate & Balance Conflicting Interests. (Google Images, 2012).
    4. 4. Management vs. Leadership o Leadership is setting a new direction or vision for a group to follow. o Management controls or directs people in a group. (Google Images, 2012).
    5. 5. Managerial Control o Establish standards to measure performance. o Measure actual performance. o Compare performance with the standards. o Take corrective actions. (Google Images, 2012).
    6. 6. Performance Management o Planning work and setting expectations. o Continually monitoring performance. o Developing the capacity to perform. o Periodically rating performance. o Rewarding good performance.
    7. 7. Key Control Mechanisms o Employee Incentives o Health Insurance o Vacations o Wellness Programs o Retirement Benefits
    8. 8. Leveraging Diversity o Leveraging Diversity in the Workplace. o Teaming Up. o Attracting the Best Workers. o Reward Managing Diversity. o Marketing and Customer Services. (Google Images, 2012).
    9. 9. Benefits of a Diverse Workforce o Improves corporate culture. o Improves employee morale. o Leads to an easier recruitment. of new employees. o Decreases complaints and litigation. o Enables the organization to move into emerging markets.
    10. 10. Leading a Diverse Workforce o Creating an Inclusive Work Environment. o Offering Diversity Awareness Training. o Handling Conflicts between Employee and Company Culture. o Establishing Universal Consequences for Behavior.
    11. 11. Organizational Culture (Google Images, 2012).
    12. 12. References Google Images, (2012). Planning, Retrieved from http://www.google.com/imghp CliffsNotes, (20120. The organizational control process, Retrieved from: http://www.cliffsnotes.com/study_guide/theorganizationalcontrolprocess U.S. Office of Personnel Management. (2012). Performance Management, Retrieved from: http://www.opm.gov Johnston, K. (2012). Small Business Chronicle, Leading a diverse workforce, Retrieved from: http://smallbusiness.chron.com/pros-cons-diversity-management-workplace-3028.html Hodson, D. (2012). Institute for Supply Management, Stratagems to leverage diversity in the workplace and the marketplace, Retrieved from: http://www.ism.ws/SR/content.cfm?ItemNumber=4760 Ganly, S. (2010). Helium, The role of control mechanisms in business management, Retrieved http://www.helium.com/items/1836592-the-role-of-control-mechanisms-in-businessEthnoConnet, (2012). Business advantages of diversity in the workplace, Retrieved from: http://www.ethnoconnect.com/html/articles_09.html
    13. 13. References (Cont.) Organizational Culture, (2012). All about positive organizational culture for your team, Retrieved from: http://organizationalculture101.com