The document discusses organizational structure and design. It covers key elements of organizational design including work specialization, departmentalization, chain of command, span of control, and centralization/decentralization. It also discusses traditional and contemporary organizational designs such as functional, divisional, team, matrix, and boundaryless structures. Additionally, it addresses challenges of designing organizations to keep employees connected, build a learning organization, and manage global structural issues.
Leadership and empowerment , delegation skilletichaurasia
The document discusses various aspects of delegation as a management skill. It begins by defining delegation as assigning responsibility for tasks to others. It then outlines the benefits of delegation for managers, employees, and organizations. The document provides tips for knowing when and to whom to delegate, including considering an employee's workload and skills. It presents a six-step process for effective delegation: introducing the task, demonstrating it, ensuring understanding, allocating authority and resources, letting go, and providing support and monitoring. Finally, it discusses obstacles to delegation like lack of communication or control and how to avoid micromanagement.
This document discusses myths and principles of leadership. It begins by debunking myths that leaders are born with rare skills or must be charismatic. Instead, it outlines that true leaders bring people together, share their vision, and serve others. The document concludes by encouraging future leaders to study exemplary leaders, seek leadership roles, and reflect on what it means to lead.
The document discusses different leadership styles:
- Autocratic leadership where the leader gives orders and maintains control. There are three categories of autocratic leaders.
- Democratic leadership where ideas are discussed openly and everyone has input in decisions.
- Laissez-faire leadership where the leader is uninvolved and group members are responsible for goals and decisions.
It also provides case studies exemplifying each style, such as Leona Helmsley's autocratic leadership of the Helmsley hotel chain and Ratan Tata's democratic leadership transforming the Tata Group culture. The document concludes that an effective leader encompasses multiple styles and evolves to best suit different situations.
Leadership is the quality which enables people to lead others to achieve some tasks which otherwise they would never have even attempted.
Leaders inspire people to achieve great success in life.
This document defines authentic leadership and its key components. Authentic leadership focuses on genuine leadership that increases self-awareness. It is developed through positive psychology and organizational contexts. The Authentic Leadership Action Wheel outlines six features of leadership actions: meaning, mission, power, structure, resources, and existence. Authentic leaders display characteristics like understanding their purpose, strong values, trusting relationships, self-discipline, and acting from the heart. There are four components of authentic leadership: self-awareness, internalized moral perspective, balanced processing, and relational transparency. Authentic leadership aims to serve others and do what is right.
This document outlines an agenda for a leadership training covering defining leadership, leadership styles, and transitioning from an executive assistant to a manager. The objectives are to understand the basics of leadership, determine how to lead teams and integrate department goals, and develop communication and influencing skills. It discusses what leaders do, leadership styles like authoritarian and democratic, and necessary competency skills like managing people, communication, and decision making. The focus is on developing the mindset, skills, and attitude needed to take on more responsibility as a manager.
The document discusses organizational structure and design. It covers key elements of organizational design including work specialization, departmentalization, chain of command, span of control, and centralization/decentralization. It also discusses traditional and contemporary organizational designs such as functional, divisional, team, matrix, and boundaryless structures. Additionally, it addresses challenges of designing organizations to keep employees connected, build a learning organization, and manage global structural issues.
Leadership and empowerment , delegation skilletichaurasia
The document discusses various aspects of delegation as a management skill. It begins by defining delegation as assigning responsibility for tasks to others. It then outlines the benefits of delegation for managers, employees, and organizations. The document provides tips for knowing when and to whom to delegate, including considering an employee's workload and skills. It presents a six-step process for effective delegation: introducing the task, demonstrating it, ensuring understanding, allocating authority and resources, letting go, and providing support and monitoring. Finally, it discusses obstacles to delegation like lack of communication or control and how to avoid micromanagement.
This document discusses myths and principles of leadership. It begins by debunking myths that leaders are born with rare skills or must be charismatic. Instead, it outlines that true leaders bring people together, share their vision, and serve others. The document concludes by encouraging future leaders to study exemplary leaders, seek leadership roles, and reflect on what it means to lead.
The document discusses different leadership styles:
- Autocratic leadership where the leader gives orders and maintains control. There are three categories of autocratic leaders.
- Democratic leadership where ideas are discussed openly and everyone has input in decisions.
- Laissez-faire leadership where the leader is uninvolved and group members are responsible for goals and decisions.
It also provides case studies exemplifying each style, such as Leona Helmsley's autocratic leadership of the Helmsley hotel chain and Ratan Tata's democratic leadership transforming the Tata Group culture. The document concludes that an effective leader encompasses multiple styles and evolves to best suit different situations.
Leadership is the quality which enables people to lead others to achieve some tasks which otherwise they would never have even attempted.
Leaders inspire people to achieve great success in life.
This document defines authentic leadership and its key components. Authentic leadership focuses on genuine leadership that increases self-awareness. It is developed through positive psychology and organizational contexts. The Authentic Leadership Action Wheel outlines six features of leadership actions: meaning, mission, power, structure, resources, and existence. Authentic leaders display characteristics like understanding their purpose, strong values, trusting relationships, self-discipline, and acting from the heart. There are four components of authentic leadership: self-awareness, internalized moral perspective, balanced processing, and relational transparency. Authentic leadership aims to serve others and do what is right.
This document outlines an agenda for a leadership training covering defining leadership, leadership styles, and transitioning from an executive assistant to a manager. The objectives are to understand the basics of leadership, determine how to lead teams and integrate department goals, and develop communication and influencing skills. It discusses what leaders do, leadership styles like authoritarian and democratic, and necessary competency skills like managing people, communication, and decision making. The focus is on developing the mindset, skills, and attitude needed to take on more responsibility as a manager.
“Hiring decisions have long-term consequences for an organization’s productivity and performance. Therefore, quality—not speed—should be the primary measure of the success of hiring decisions and the underlying hiring process.”
Early writing in management & Scientific Management TheoryErTARUNKASHNI
Definition of Management
History of Management theory
Industrial Revolution
US Industrial Revolution
Classical Theories of Management
Scientific Management Theory
Works of FW Taylor
Applications of Scientific Management theory
Henri Mintzberg identified 10 managerial roles that can be categorized into 3 groups: interpersonal, informational, and decisional. The interpersonal roles are figurehead, leader, and liaison which involve interaction with people. The informational roles are monitor, disseminator, and spokesperson which involve collecting and sharing information. The decisional roles are entrepreneur, disturbance handler, resource allocator, and negotiator which involve different approaches to decision making.
The document provides an overview of leadership including definitions, qualities, factors, styles, and theories of leadership. It defines a leader as someone who sets direction and influences people to follow that direction. It lists qualities like visionary, humane, broadminded, and integrity. It describes factors like the leader, followers, communication, and situation. It outlines leadership styles such as autocratic, bureaucratic, democratic, laissez-faire, and charismatic. Finally, it discusses theories including great man, contingency, relationship, and trait theories.
This document discusses team building and effective team leadership. It defines a team as a group of people working together to achieve common objectives. The key stages of team building are forming, storming, norming, and performing. Characteristics of good team leaders include building trust, training members, providing information, developing team spirit, and encouraging excellence. Factors for successful team performance include having a strategy, clear roles and responsibilities, open communication, rapid response, and effective leadership.
This presentation talks about the definition of a leader, difference between a manager and a leader, types of leadership, types of power of a leader, leadership theories-trait, behavioral-Ohio State University studies, University of Michigan Studies,Yukl Studies, Managerial Grid of Blake and Muoton, contingency-continuum of leadership behavior, contingency leadership model, path goal model, situational leadership, leadership member approach, normative decision model and Muczyk-Reimann Model
Wish to implement leadership strategies that influence, engage and encourage excellence performance in the organization? SlideTeam has come up with content ready leadership PowerPoint presentation slides to portray the management abilities of the workforce. These team management PPT templates include slides like leadership introduction, leadership vs. management, control styles and theories, participating captaincy process, strategic management, business theory, adaptive performance, group cohesion, communication patterns and many more. Apart from this, if you want customized designs for your presentation, our design team is at your service. Our predesigned leader-member exchange theory presentation can be used for the topics like leadership skills and training, qualities of leadership, leadership in management, leadership strategies & practices, productive guidance etc. Click and download our leadership PowerPoint presentation templates and make your team efficient. Folks are enthralled by the explosion of colors in our Leadership Powerpoint Presentation Slides. It's iridescence increases interest. https://bit.ly/3x4FNNn
This document discusses key concepts in organizational behavior including attitudes, personality, emotional intelligence, learning styles, and stress. It defines attitudes and their components, and explains how personality traits like the Big Five and emotional intelligence influence workplace behaviors. Learning is described as a change in behavior from experience, and different learning styles are outlined. Stress and its causes in the workplace are also summarized, along with strategies for stress management.
This document outlines several prominent theories of human resource management. It discusses early developments in the field and defines human resources as the people who operate an organization. Several theories are then summarized, including resource-based theory, organizational life cycle theory, strategic contingency theory, and human capital theory. Overall, the theories aim to improve job performance and worker motivation through more efficient management practices.
This document provides an overview of selection interview skills for recruitment. It discusses thorough preparation, maintaining control of the interview, gathering evidence, and wrapping up the interview smoothly. The key points are:
1) Thorough preparation is essential, including familiarizing yourself with candidates' details in advance.
2) Maintaining control through active listening and structured questioning allows you to direct the interview effectively.
3) Gathering evidence in a systematic way using a person specification ensures all requirements are assessed.
4) Wrapping up interviews pleasantly without indicating decisions keeps the process business-like.
This document discusses several theories of leadership:
1. Trait theory of leadership, which focuses on innate personal qualities and characteristics of leaders. It describes several frameworks of trait theory including Katz, Stogdill, and McCain.
2. Behavioral theories that attempt to isolate behaviors that differentiate effective vs ineffective leaders, including the Ohio State studies, Michigan studies, and Managerial Grid theory.
3. Contingency theory including Fiedler's model of leadership style and situational control, and the path-goal theory.
4. Hersey-Blanchard situational leadership theory which proposes changing leadership styles based on follower maturity.
5. Other topics covered include transactional
The document discusses employee empowerment in organizations. It describes three levels of empowerment: enabling bigger decisions, improving processes, and playing a more effective role. Benefits include improved satisfaction, organizational growth as power is shared, better performance, and increased trust. However, some managers fear losing control or power over subordinates. Effective empowerment requires communication, training, selecting the right employees, sharing information, and establishing work teams. Key steps include valuing people, sharing vision and goals, trusting employees, providing decision-making information, delegating authority, providing feedback, and listening to employees. Potential issues can arise from disconnects, insufficient training, reluctant managers, and breakdowns in structure.
Organizational culture is defined as shared perceptions held by members of an organization and can include subcultures within departments. Origins of culture include founders' values, the external environment, and the nature of work. Typical American culture is quick decision-making, individual contribution linked to goals, focus on ROI, and work-life balance. Typical Japanese culture emphasizes consensus decision-making, group contribution, process over just ROI, and priority of work over personal life. Theory Z proposes long-term employment, consensus decision-making, individual recognition, and holistic employee concern can improve performance. Culture is communicated through stories, rituals, symbols, values, and assumptions and shapes acceptable behavior and decision-making.
The document discusses job satisfaction, including its definition, theories, measurement, determinants, and impact. It defines job satisfaction as positive feelings about one's job based on an evaluation of its characteristics. Content theories suggest job satisfaction occurs when needs are met, while process theories examine expectancies and values. The document also discusses how satisfied employees generally perform better and are less likely to engage in counterproductive behaviors.
Supportive leadership behaviors include being friendly, encouraging, and considerate towards followers. This satisfies followers' psychological needs and helps keep them engaged. Supportive leadership is most effective in situations where followers have low confidence, the work is stressful or dissatisfying, or the group is new. It can increase follower satisfaction, commitment, and performance while decreasing stress and turnover. However, supportive behaviors may be less impactful for large or opinionated groups, or those doing highly skilled work. The effectiveness also depends on situational factors and the characteristics of the followers and tasks.
The document provides an overview of key topics in strategic human resource management including globalization, technology changes, workforce diversity, continuous improvement initiatives, contingent workforces, and ethics. It discusses how HR must adapt practices to understand different cultural environments and ensure effective communication. New skills are required as jobs change with technology, and diversity presents challenges to attract and accommodate various groups. Continuous improvement and employee involvement programs aim to empower workers and improve productivity.
The document discusses how leadership values focus on "doing the right things" and emphasizes moral and ethical dimensions of leadership. It outlines key leadership values like integrity, trust, courage, honesty, responsibility, and accountability. The document also examines how values develop, examples of core values, and how values impact a leader's decisions and perceptions of success.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
This document provides an overview and agenda for an advisor training session for student organizations at Ohio State University. It covers topics like registration and funding, legal and risk management policies, the role of an advisor, and available resources. The presentation is intended to educate new advisors on their responsibilities and how to support their student organizations. It also reviews the registration process for student orgs and the types of funding available for operating costs and programming events.
“Hiring decisions have long-term consequences for an organization’s productivity and performance. Therefore, quality—not speed—should be the primary measure of the success of hiring decisions and the underlying hiring process.”
Early writing in management & Scientific Management TheoryErTARUNKASHNI
Definition of Management
History of Management theory
Industrial Revolution
US Industrial Revolution
Classical Theories of Management
Scientific Management Theory
Works of FW Taylor
Applications of Scientific Management theory
Henri Mintzberg identified 10 managerial roles that can be categorized into 3 groups: interpersonal, informational, and decisional. The interpersonal roles are figurehead, leader, and liaison which involve interaction with people. The informational roles are monitor, disseminator, and spokesperson which involve collecting and sharing information. The decisional roles are entrepreneur, disturbance handler, resource allocator, and negotiator which involve different approaches to decision making.
The document provides an overview of leadership including definitions, qualities, factors, styles, and theories of leadership. It defines a leader as someone who sets direction and influences people to follow that direction. It lists qualities like visionary, humane, broadminded, and integrity. It describes factors like the leader, followers, communication, and situation. It outlines leadership styles such as autocratic, bureaucratic, democratic, laissez-faire, and charismatic. Finally, it discusses theories including great man, contingency, relationship, and trait theories.
This document discusses team building and effective team leadership. It defines a team as a group of people working together to achieve common objectives. The key stages of team building are forming, storming, norming, and performing. Characteristics of good team leaders include building trust, training members, providing information, developing team spirit, and encouraging excellence. Factors for successful team performance include having a strategy, clear roles and responsibilities, open communication, rapid response, and effective leadership.
This presentation talks about the definition of a leader, difference between a manager and a leader, types of leadership, types of power of a leader, leadership theories-trait, behavioral-Ohio State University studies, University of Michigan Studies,Yukl Studies, Managerial Grid of Blake and Muoton, contingency-continuum of leadership behavior, contingency leadership model, path goal model, situational leadership, leadership member approach, normative decision model and Muczyk-Reimann Model
Wish to implement leadership strategies that influence, engage and encourage excellence performance in the organization? SlideTeam has come up with content ready leadership PowerPoint presentation slides to portray the management abilities of the workforce. These team management PPT templates include slides like leadership introduction, leadership vs. management, control styles and theories, participating captaincy process, strategic management, business theory, adaptive performance, group cohesion, communication patterns and many more. Apart from this, if you want customized designs for your presentation, our design team is at your service. Our predesigned leader-member exchange theory presentation can be used for the topics like leadership skills and training, qualities of leadership, leadership in management, leadership strategies & practices, productive guidance etc. Click and download our leadership PowerPoint presentation templates and make your team efficient. Folks are enthralled by the explosion of colors in our Leadership Powerpoint Presentation Slides. It's iridescence increases interest. https://bit.ly/3x4FNNn
This document discusses key concepts in organizational behavior including attitudes, personality, emotional intelligence, learning styles, and stress. It defines attitudes and their components, and explains how personality traits like the Big Five and emotional intelligence influence workplace behaviors. Learning is described as a change in behavior from experience, and different learning styles are outlined. Stress and its causes in the workplace are also summarized, along with strategies for stress management.
This document outlines several prominent theories of human resource management. It discusses early developments in the field and defines human resources as the people who operate an organization. Several theories are then summarized, including resource-based theory, organizational life cycle theory, strategic contingency theory, and human capital theory. Overall, the theories aim to improve job performance and worker motivation through more efficient management practices.
This document provides an overview of selection interview skills for recruitment. It discusses thorough preparation, maintaining control of the interview, gathering evidence, and wrapping up the interview smoothly. The key points are:
1) Thorough preparation is essential, including familiarizing yourself with candidates' details in advance.
2) Maintaining control through active listening and structured questioning allows you to direct the interview effectively.
3) Gathering evidence in a systematic way using a person specification ensures all requirements are assessed.
4) Wrapping up interviews pleasantly without indicating decisions keeps the process business-like.
This document discusses several theories of leadership:
1. Trait theory of leadership, which focuses on innate personal qualities and characteristics of leaders. It describes several frameworks of trait theory including Katz, Stogdill, and McCain.
2. Behavioral theories that attempt to isolate behaviors that differentiate effective vs ineffective leaders, including the Ohio State studies, Michigan studies, and Managerial Grid theory.
3. Contingency theory including Fiedler's model of leadership style and situational control, and the path-goal theory.
4. Hersey-Blanchard situational leadership theory which proposes changing leadership styles based on follower maturity.
5. Other topics covered include transactional
The document discusses employee empowerment in organizations. It describes three levels of empowerment: enabling bigger decisions, improving processes, and playing a more effective role. Benefits include improved satisfaction, organizational growth as power is shared, better performance, and increased trust. However, some managers fear losing control or power over subordinates. Effective empowerment requires communication, training, selecting the right employees, sharing information, and establishing work teams. Key steps include valuing people, sharing vision and goals, trusting employees, providing decision-making information, delegating authority, providing feedback, and listening to employees. Potential issues can arise from disconnects, insufficient training, reluctant managers, and breakdowns in structure.
Organizational culture is defined as shared perceptions held by members of an organization and can include subcultures within departments. Origins of culture include founders' values, the external environment, and the nature of work. Typical American culture is quick decision-making, individual contribution linked to goals, focus on ROI, and work-life balance. Typical Japanese culture emphasizes consensus decision-making, group contribution, process over just ROI, and priority of work over personal life. Theory Z proposes long-term employment, consensus decision-making, individual recognition, and holistic employee concern can improve performance. Culture is communicated through stories, rituals, symbols, values, and assumptions and shapes acceptable behavior and decision-making.
The document discusses job satisfaction, including its definition, theories, measurement, determinants, and impact. It defines job satisfaction as positive feelings about one's job based on an evaluation of its characteristics. Content theories suggest job satisfaction occurs when needs are met, while process theories examine expectancies and values. The document also discusses how satisfied employees generally perform better and are less likely to engage in counterproductive behaviors.
Supportive leadership behaviors include being friendly, encouraging, and considerate towards followers. This satisfies followers' psychological needs and helps keep them engaged. Supportive leadership is most effective in situations where followers have low confidence, the work is stressful or dissatisfying, or the group is new. It can increase follower satisfaction, commitment, and performance while decreasing stress and turnover. However, supportive behaviors may be less impactful for large or opinionated groups, or those doing highly skilled work. The effectiveness also depends on situational factors and the characteristics of the followers and tasks.
The document provides an overview of key topics in strategic human resource management including globalization, technology changes, workforce diversity, continuous improvement initiatives, contingent workforces, and ethics. It discusses how HR must adapt practices to understand different cultural environments and ensure effective communication. New skills are required as jobs change with technology, and diversity presents challenges to attract and accommodate various groups. Continuous improvement and employee involvement programs aim to empower workers and improve productivity.
The document discusses how leadership values focus on "doing the right things" and emphasizes moral and ethical dimensions of leadership. It outlines key leadership values like integrity, trust, courage, honesty, responsibility, and accountability. The document also examines how values develop, examples of core values, and how values impact a leader's decisions and perceptions of success.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
This document provides an overview and agenda for an advisor training session for student organizations at Ohio State University. It covers topics like registration and funding, legal and risk management policies, the role of an advisor, and available resources. The presentation is intended to educate new advisors on their responsibilities and how to support their student organizations. It also reviews the registration process for student orgs and the types of funding available for operating costs and programming events.
The 2015 Dean's Report from the University of San Diego's School of Leadership and Education Sciences (SOLES) highlights the school's progress and accomplishments in addressing societal challenges, teaching excellence, intellectual influence, and sustainability over the past few years. Key developments include conducting the first technology needs assessment of San Diego county schools, launching the inaugural class of the RISE Urban Leadership Fellows program, hosting the annual Nonprofit Governance Symposium, and evolving curriculum such as a new PhD specialization in Teaching, Learning, and Leadership. Dean Paula Cordeiro provides an introduction before passing the role to the new Dean, Dr. Nicholas Ladany.
"Student Affairs," presented by Dennis Pruitt at the College Business Management Institute, 2016
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Through our team of experts, the Division of Student Affairs and Academic Support enrolls academically prepared students and connects them with experiences and resources that will help them achieve a lifetime of meaningful leadership, service, employment and continued learning. Learn more at sc.edu/studentaffairs.
Administrative Organization of a College of Nursing danilojrolaer99
The document discusses the administrative organization of colleges of nursing. It begins by outlining the internal organization of schools and qualifications of various administrative roles. It then provides an organizational chart depicting the hierarchy and relationships between the Board of Trustees, President, Chancellors, Vice Chancellors and other positions. The roles and responsibilities of key positions are described in detail, including the powers of the Board of Trustees and qualifications and duties of the President, Chancellors, Deans and other faculty and staff.
Human Resource Management involves hiring, motivating, and maintaining employees in an organization. It focuses on managing people to accomplish individual, organizational, and social goals. HRM aims to make integrated decisions regarding recruiting, developing, compensating, and separating employees in a way that is consistent with the organization's effectiveness and ability to serve customers with high quality products and services.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
4. 1- Service :
- From HRian’s skills that to be service-oriented .
- He should be like a customer service; Not for customers but for members in team .
- You motivate members , solve problems ; We are performance managers; we are capacity builders, and spirit lifters
5. 2- Control :
- In this point we are responsible to evaluate and monitor the performance of each team members.
- If there are any problems in tasks , they should be solved in accordance with the current state of team.
3- Advice :
- from your jobs that you give an advice to head and members in their dealing with each other.
- you could tell head an effictive steps to manage any conflict.