On the one hand, when leadership manifests itself, the roles assumed by the leader
are extremely important, but, on the other hand, the roles assumed by the members of
an organisation are important as well. “Shaping” the future is made starting from
several variables: the evolution of technology, the cultural conflicts, the uneven
economic developments, the diversity of contexts which very often do not depend on
“actors”, the quality of political leaders, and the complexity of social problems that
arise. In light of these variables, leadership can play a decisive role to the extent that
suitable individuals appear in crisis situations, individuals who use a visionary and
creative leadership which is influenced by the values in which people find themselves.
We can speak of a favourable direction in terms of development to the extent that the
leadership has the ability to influence social groups to act in a certain way as to
achieve certain goals shared by the group. The aim of our paper is to present some of
the current concerns regarding leadership and its evolution in relation to the
evolution of society in general starting from the dramatic changes occurring in the
economic, social, political, technological and cultural fields and also to highlight
some of the future directions of leadership. The research methodology is based on
literature review.
Rethinking, redefining and reinventing leadership in the modern society the r...Alexander Decker
This document discusses the need for ethical leadership in fostering sustainable development. It begins by outlining some of the key skills of traditional leadership models, such as the ability to inspire shared visions and motivate people. However, it notes that traditional, charismatic leadership is often focused on short-term goals and solutions to immediate problems rather than long-term sustainability. In contrast, sustainability leaders are dedicated to long-term prosperity and recognize the need to meet present needs without compromising future generations. The document argues that today's interconnected global challenges require new forms of capable, responsible, and effective leadership focused on sustainability.
Essential skills for leadership effectivenessFernando Sorto
This document discusses essential skills for effective global leadership in diverse workplaces. It identifies several challenges global leaders face, including managing blended organizational cultures with diverse groups, dealing with different group dynamics, and navigating gender differences. Effective global leaders must be able to manage cultural diversity, appreciate differences, and adapt their leadership style to different situations. Developing intercultural competencies is important for addressing issues around diversity and avoiding biased management decisions.
University leadership and management of research for national transformation ...Alexander Decker
This document summarizes a study on how university leadership in Nigeria has stimulated research for national transformation. It was found that universities have not realized this goal due to poor, ineffective, and autocratic leadership. The author recommends that vice-chancellors adopt a contingency leadership style to harness resources, gain cooperation, generate more funding, and promote industrial harmony to enable research and development for national progress.
Leadership Styles and Organisational Performance in Nigeria: Qualitative Pers...Dr. Amarjeet Singh
Organizations in different sectors of the Nigerian economy continue to record high cases of misappropriation, embezzlement, immoral and unethical practices, gratifications, high labour turnover, inability to meet basic required obligations, and employees’ dissatisfaction, which have further resulted in poor performance. The theoretical paper dwelled on the concepts of leadership styles as opined by several scholars in the literature and used these as springboards to arrive at elaborate ones that encapsulated all and introduced a range of common and contemporary models and approaches, including an addition of a cutting-edge competitive list to help managers discover, devise and adjust their individual management practice and style for navigation towards a sustainable organizational performance.
Beyond Diversity to Inclusion Through Innovation - AWS Summit SydneyAmazon Web Services
There is increasing awareness amongst organisations that diversity and inclusion are important considerations for business in driving innovation. “A diverse and inclusive workforce is critical for success, to drive innovation, foster creativity and guide business strategies” [Forbes Report: “Fostering Innovation through a Diverse Workforce”]. For a company like Amazon, innovation is crucial to our success and having a diverse workforce gives us a better understanding of customers’ needs and is key to unlocking ideas. This session will feature speakers from Qantas, WORK180, and Women@Amazon to explore how both large corporates and start-ups are embracing a diverse workforce to foster a culture of innovation and drive business outcomes.
From leader development to leaderful practiceEric Kaufman
Presentation for the Leadership and Social Change Residential College at Virginia Tech. Sub-topics addressed include the Five Practices of Exemplary Leadership, as well as leadership-as-practice (L-A-P).
In the last decade or so, I have progressively noticed, studied and discovered that diversity in groups/organisations/social systems and dealing with the complexity of it as well as channelizing its potential is one of the greatest challenges of our times.
My work over the years in he field shows that the emotional competence and skills to deal with this challenge is far behind intellectual and philosophical understanding of this reality. And what we often find are experiences of exclusion, marginalisation, disempowerment, underutilisation of potential of people and loss of productivity.
I am offering a new programme “Leveraging Diversity for Building powerful Organisations: Utilising People’s Fullest Potential’’.
This programme is specially designed to develop the capabilities for the same amongst mangers, leaders, Human Resource professionals and other critical people who can make a difference. It is planned to fill the gap between the reality, concepts, values and emotional readiness.
Please write to me at umajain53@gmail.com or saharth@gmail.com for a brochure with more details.
Rethinking, redefining and reinventing leadership in the modern society the r...Alexander Decker
This document discusses the need for ethical leadership in fostering sustainable development. It begins by outlining some of the key skills of traditional leadership models, such as the ability to inspire shared visions and motivate people. However, it notes that traditional, charismatic leadership is often focused on short-term goals and solutions to immediate problems rather than long-term sustainability. In contrast, sustainability leaders are dedicated to long-term prosperity and recognize the need to meet present needs without compromising future generations. The document argues that today's interconnected global challenges require new forms of capable, responsible, and effective leadership focused on sustainability.
Essential skills for leadership effectivenessFernando Sorto
This document discusses essential skills for effective global leadership in diverse workplaces. It identifies several challenges global leaders face, including managing blended organizational cultures with diverse groups, dealing with different group dynamics, and navigating gender differences. Effective global leaders must be able to manage cultural diversity, appreciate differences, and adapt their leadership style to different situations. Developing intercultural competencies is important for addressing issues around diversity and avoiding biased management decisions.
University leadership and management of research for national transformation ...Alexander Decker
This document summarizes a study on how university leadership in Nigeria has stimulated research for national transformation. It was found that universities have not realized this goal due to poor, ineffective, and autocratic leadership. The author recommends that vice-chancellors adopt a contingency leadership style to harness resources, gain cooperation, generate more funding, and promote industrial harmony to enable research and development for national progress.
Leadership Styles and Organisational Performance in Nigeria: Qualitative Pers...Dr. Amarjeet Singh
Organizations in different sectors of the Nigerian economy continue to record high cases of misappropriation, embezzlement, immoral and unethical practices, gratifications, high labour turnover, inability to meet basic required obligations, and employees’ dissatisfaction, which have further resulted in poor performance. The theoretical paper dwelled on the concepts of leadership styles as opined by several scholars in the literature and used these as springboards to arrive at elaborate ones that encapsulated all and introduced a range of common and contemporary models and approaches, including an addition of a cutting-edge competitive list to help managers discover, devise and adjust their individual management practice and style for navigation towards a sustainable organizational performance.
Beyond Diversity to Inclusion Through Innovation - AWS Summit SydneyAmazon Web Services
There is increasing awareness amongst organisations that diversity and inclusion are important considerations for business in driving innovation. “A diverse and inclusive workforce is critical for success, to drive innovation, foster creativity and guide business strategies” [Forbes Report: “Fostering Innovation through a Diverse Workforce”]. For a company like Amazon, innovation is crucial to our success and having a diverse workforce gives us a better understanding of customers’ needs and is key to unlocking ideas. This session will feature speakers from Qantas, WORK180, and Women@Amazon to explore how both large corporates and start-ups are embracing a diverse workforce to foster a culture of innovation and drive business outcomes.
From leader development to leaderful practiceEric Kaufman
Presentation for the Leadership and Social Change Residential College at Virginia Tech. Sub-topics addressed include the Five Practices of Exemplary Leadership, as well as leadership-as-practice (L-A-P).
In the last decade or so, I have progressively noticed, studied and discovered that diversity in groups/organisations/social systems and dealing with the complexity of it as well as channelizing its potential is one of the greatest challenges of our times.
My work over the years in he field shows that the emotional competence and skills to deal with this challenge is far behind intellectual and philosophical understanding of this reality. And what we often find are experiences of exclusion, marginalisation, disempowerment, underutilisation of potential of people and loss of productivity.
I am offering a new programme “Leveraging Diversity for Building powerful Organisations: Utilising People’s Fullest Potential’’.
This programme is specially designed to develop the capabilities for the same amongst mangers, leaders, Human Resource professionals and other critical people who can make a difference. It is planned to fill the gap between the reality, concepts, values and emotional readiness.
Please write to me at umajain53@gmail.com or saharth@gmail.com for a brochure with more details.
This document discusses managing a diverse workforce. It begins by defining diversity and explaining why workforces have become more diverse due to changing demographics, legislation, and a realization that diversity can help companies compete. It then covers different dimensions of diversity including age, gender, ethnicity, disability, and sexual orientation. The document also discusses how diversity impacts organizations socially and competitively. It notes that diversity can provide a cost advantage and help organizations appeal to different groups. Finally, it discusses managing knowledge workers and the relationship between human resource management and social issues.
This study analyzes data and interviews regarding increasing gender diversity on corporate boards. It finds that while the number of women graduating from university has increased, representation of women on boards and in executive roles has improved only slowly over the past 30 years. Stereotypes associate leadership with masculinity, and women face structural barriers like lack of support for work-life balance. However, research also shows that women generally outperform men in many key leadership skills. The study concludes that for gender diversity efforts to be effective, they must allow women to utilize different skills and behaviors. A new model is needed that integrates both masculine and feminine approaches to governance.
This document discusses effective leadership and proposes a "Circumplex model of Effective leadership". It argues that effective leadership focuses on personal growth, followers' growth, and organizational goals. The model includes four elements: achieving organizational goals, developing followers, personal leadership, and self-transcendence. The author analyzes cases of failed leadership in developing countries and proposes that transformative leadership is needed to meet people's aspirations and address leadership problems systematically rather than through quick fixes.
The document discusses the leadership challenges of the 21st century, including constant change, globalization, innovation, sustainability, and knowledge management. 21st century leaders must focus on developing people through trust, clear communication, effectively leading change, and organizational structures that support collaboration. They must value employees, communicate a vision of social responsibility, and create a culture where innovation can thrive.
This document discusses the need for modern organizational structures in today's competitive global environment. It explains that hybrid organizational structures that make use of external resources and networks are well-suited to ensure effectiveness and quality service in global markets. The document provides background on concepts of organization and modern management theories. It notes that factors like globalization, rapid technological change, and increased competition have forced organizations to become more flexible and adaptive through structures like hybrid organizations.
The document discusses boundary spanning leadership. It defines boundary spanning leadership as leadership that bridges boundaries between groups in service of a broader vision or goal. It notes that while physical boundaries are breaking down, new psychological boundaries based on social group membership are emerging. It discusses challenges of boundary spanning leadership, such as being pulled in different directions and pushed to one group. It also discusses tactics for practicing boundary spanning leadership, such as suspending group identities and activating shared identities. Finally, it proposes areas for future research, such as exemplary boundary spanning leaders and initiatives.
This document discusses linking theories discussed in a seminar series to real world examples from speakers. It summarizes theories around networking, leadership, performance management, and brand positioning. For each theory, it provides examples from seminar speakers to illustrate how the theory applies in practice. Overall, the document analyzes the relationship between key theories covered in the seminar and examples from the speakers to demonstrate how integrating theory and practice is important for professional development.
Exploring your self-awareness (EYSA): An Approach to Personal and Professiona...IJAEMSJORNAL
Among the transformations perceived in recent years, dynamic business models, productivity demands and technological advances have given individuals different conditions of personal and professional life, hitherto not experienced in humanity. This paper presents the EYSA – Exploring your self-awareness approach as a management tool in the pursuit of human resources development in business environments. From the identification and evaluation of personal factors and associated parameters is presented a way of accompanying and proposing a balance in the various competencies and achievements acquired by the individual in his routine, seeking improvements in quality of life, personal and professional satisfaction and corporate performance through the development of self-awareness of human resources in business environments.
THE IMPACT OF MANAGEMENT BEHAVIORAL FACTORS ON STUDY PERIOD - A FIELD STUDY A...IAEME Publication
Jordan is one of the most Arab countries who have developed his higher education
since it was founded as a kingdom, one of the aims of that development was to fulfill
its local labor market, and Arab gulf countries with skillful workers in their labor
markets. The vocation education in Jordan was one of the first educations to be
interested with Private sector established community colleges since the eighth decade
of the preceding century under the superintendence off Al-Balqa University. The
legislations and regulation taken by the Higher Ministry of Education and Al-Balqa
University affected community colleges. This study aimed to explore the impact of the
factors played by those colleges (management behavior, college status, and staff
behavior) to overcome their lack of students by lengthening the period of the student
in the college.
SOCIAL MEDIA VS ONLINE HIRING: WHAT RECRUITERS PREFER IAEME Publication
Business leaders and Talent acquisition team are always on their toes to supersedeeven the latest recruiting. Owing to this, the world is observing the hiring industry
undergo pockets of disruption. With technology booming at its own pace, E-recruitinghas become the newest form of hiring avenue. The world isalso witnessing the
democratization of recruiting because of technology boom. Companies and
institutions are under constant pressure, not only to find top talent, but also to findthem at lower costs. Now the concern remain that whichformof E-recruiting offers
best returns. Social Media and online recruiting portals are the popular methods.
While we see a rise in usage of both, there exists a need to determine which method is
most preferred by whom, the job seekers or the recruiters. Various factors go intodetermining which platform to choose. This study brings to you a comparative
assessment of hiring sources, Job Boards Vs. Social MediaforIT companies in Punecity.
Lynne Cazaly - Agile Singapore 2014 : The Girl with the Chisel Tip MarkerLynne Cazaly
The document repeatedly mentions "the girl with the chisel tip marker - at Agile Singapore 2014 @lynnecazaly www.lynnecazaly.com" and promotes Lynne Cazaly, who helps people with change leadership, team engagement, and visual communication. It provides her contact information and offers to send free visual icons to help build a visual vocabulary.
The document is a presentation on leadership that was prepared by Mehul Rasadiya. It defines leadership, discusses the differences between leaders and managers, and outlines important leadership qualities, skills, and characteristics. The presentation addresses what leadership is, provides definitions of leadership from various experts, and describes the functions and art of motivating people towards a common goal as a leader.
The Future of Leadership in CongregationsEd Brenegar
The Future of Leadership in Congregations workshop explores what the leadership of congregations will be like as new social models change organizational models.
100 สุภาษิต สำหรับผู้นำ 100 best quotes on leadership maruay songtanin
The document contains 100 quotes on leadership from various notable historical and contemporary figures. Some of the key themes that emerge from the quotes include: a leader's primary responsibilities are to define reality, serve as a visionary, and empower others; effective leadership requires qualities like humility, integrity, courage and the ability to inspire people; and strong leadership involves influencing and gaining followers through example rather than through authority or title alone.
Dietitians are highly qualified experts in nutrition, regulated by law to provide reliable nutrition advice. They complete university programs in nutrition and dietetics. Dietitians work in various settings like the NHS, private practice, education and more, providing advice on managing health conditions like diabetes through nutrition and promoting balanced diets. They are the only nutrition professionals legally regulated to provide medical nutrition therapy.
This document provides an overview of leadership, including definitions, characteristics, skills, functions, and differences between leaders and managers. It defines leadership as motivating a group towards a common goal and the ability to get people to follow and do what you want. Key leadership qualities include patience, honesty, confidence, motivation, communication, dedication, focus, and consistency. Functions of leadership are initiating action, providing guidance, creating confidence, building morale, building a good work environment, and coordination. The document also lists leadership skills, characteristics of leaders, and differences between managers and leaders.
The document discusses leadership lessons from prominent historical figures like Alexander the Great, Adolf Hitler, Steve Jobs, and Narendra Modi. It outlines key leadership principles such as seeking good mentors, having flexible decision-making, creating a compelling vision, and fostering innovation. The document advocates for talent management, organizational governance, and following your passion to drive revolutionary change.
The document discusses best practices in leadership and business. It defines best practices as accepted or prescribed professional procedures that are proven to be most effective. Implementing best practices allows organizations to benefit from others' experiences and make quick performance improvements. However, successfully adopting best practices requires overcoming barriers through consistent effort and learning from failures. The key is to identify barriers, commit resources, provide feedback, and evaluate changes over time.
8 impact-of-training-and-development-on-organizational-performanceAnna Peter
The document discusses a study on the impact of training and development on organizational performance. It analyzes four independent variables: training and development, on-the-job training, training design, and delivery style. The study is based on a literature review and secondary data. Four hypotheses are developed stating that the independent variables positively impact organizational performance. A questionnaire was distributed to employees which supported the hypotheses. The results showed that training and development, on-the-job training, training design, and delivery style significantly affect organizational performance and increase it.
1. The document describes the design of a prosthetic arm using flex sensors.
2. Flex sensors are used to sense the motion of fingers and this data is sent to a microcontroller to control servo motors that move the fingers of the prosthetic arm.
3. Graphs are created to relate the voltage readings from the flex sensors to angular positions of the fingers, allowing the microcontroller to control finger movement based on flex sensor input.
This document discusses managing a diverse workforce. It begins by defining diversity and explaining why workforces have become more diverse due to changing demographics, legislation, and a realization that diversity can help companies compete. It then covers different dimensions of diversity including age, gender, ethnicity, disability, and sexual orientation. The document also discusses how diversity impacts organizations socially and competitively. It notes that diversity can provide a cost advantage and help organizations appeal to different groups. Finally, it discusses managing knowledge workers and the relationship between human resource management and social issues.
This study analyzes data and interviews regarding increasing gender diversity on corporate boards. It finds that while the number of women graduating from university has increased, representation of women on boards and in executive roles has improved only slowly over the past 30 years. Stereotypes associate leadership with masculinity, and women face structural barriers like lack of support for work-life balance. However, research also shows that women generally outperform men in many key leadership skills. The study concludes that for gender diversity efforts to be effective, they must allow women to utilize different skills and behaviors. A new model is needed that integrates both masculine and feminine approaches to governance.
This document discusses effective leadership and proposes a "Circumplex model of Effective leadership". It argues that effective leadership focuses on personal growth, followers' growth, and organizational goals. The model includes four elements: achieving organizational goals, developing followers, personal leadership, and self-transcendence. The author analyzes cases of failed leadership in developing countries and proposes that transformative leadership is needed to meet people's aspirations and address leadership problems systematically rather than through quick fixes.
The document discusses the leadership challenges of the 21st century, including constant change, globalization, innovation, sustainability, and knowledge management. 21st century leaders must focus on developing people through trust, clear communication, effectively leading change, and organizational structures that support collaboration. They must value employees, communicate a vision of social responsibility, and create a culture where innovation can thrive.
This document discusses the need for modern organizational structures in today's competitive global environment. It explains that hybrid organizational structures that make use of external resources and networks are well-suited to ensure effectiveness and quality service in global markets. The document provides background on concepts of organization and modern management theories. It notes that factors like globalization, rapid technological change, and increased competition have forced organizations to become more flexible and adaptive through structures like hybrid organizations.
The document discusses boundary spanning leadership. It defines boundary spanning leadership as leadership that bridges boundaries between groups in service of a broader vision or goal. It notes that while physical boundaries are breaking down, new psychological boundaries based on social group membership are emerging. It discusses challenges of boundary spanning leadership, such as being pulled in different directions and pushed to one group. It also discusses tactics for practicing boundary spanning leadership, such as suspending group identities and activating shared identities. Finally, it proposes areas for future research, such as exemplary boundary spanning leaders and initiatives.
This document discusses linking theories discussed in a seminar series to real world examples from speakers. It summarizes theories around networking, leadership, performance management, and brand positioning. For each theory, it provides examples from seminar speakers to illustrate how the theory applies in practice. Overall, the document analyzes the relationship between key theories covered in the seminar and examples from the speakers to demonstrate how integrating theory and practice is important for professional development.
Exploring your self-awareness (EYSA): An Approach to Personal and Professiona...IJAEMSJORNAL
Among the transformations perceived in recent years, dynamic business models, productivity demands and technological advances have given individuals different conditions of personal and professional life, hitherto not experienced in humanity. This paper presents the EYSA – Exploring your self-awareness approach as a management tool in the pursuit of human resources development in business environments. From the identification and evaluation of personal factors and associated parameters is presented a way of accompanying and proposing a balance in the various competencies and achievements acquired by the individual in his routine, seeking improvements in quality of life, personal and professional satisfaction and corporate performance through the development of self-awareness of human resources in business environments.
THE IMPACT OF MANAGEMENT BEHAVIORAL FACTORS ON STUDY PERIOD - A FIELD STUDY A...IAEME Publication
Jordan is one of the most Arab countries who have developed his higher education
since it was founded as a kingdom, one of the aims of that development was to fulfill
its local labor market, and Arab gulf countries with skillful workers in their labor
markets. The vocation education in Jordan was one of the first educations to be
interested with Private sector established community colleges since the eighth decade
of the preceding century under the superintendence off Al-Balqa University. The
legislations and regulation taken by the Higher Ministry of Education and Al-Balqa
University affected community colleges. This study aimed to explore the impact of the
factors played by those colleges (management behavior, college status, and staff
behavior) to overcome their lack of students by lengthening the period of the student
in the college.
SOCIAL MEDIA VS ONLINE HIRING: WHAT RECRUITERS PREFER IAEME Publication
Business leaders and Talent acquisition team are always on their toes to supersedeeven the latest recruiting. Owing to this, the world is observing the hiring industry
undergo pockets of disruption. With technology booming at its own pace, E-recruitinghas become the newest form of hiring avenue. The world isalso witnessing the
democratization of recruiting because of technology boom. Companies and
institutions are under constant pressure, not only to find top talent, but also to findthem at lower costs. Now the concern remain that whichformof E-recruiting offers
best returns. Social Media and online recruiting portals are the popular methods.
While we see a rise in usage of both, there exists a need to determine which method is
most preferred by whom, the job seekers or the recruiters. Various factors go intodetermining which platform to choose. This study brings to you a comparative
assessment of hiring sources, Job Boards Vs. Social MediaforIT companies in Punecity.
Lynne Cazaly - Agile Singapore 2014 : The Girl with the Chisel Tip MarkerLynne Cazaly
The document repeatedly mentions "the girl with the chisel tip marker - at Agile Singapore 2014 @lynnecazaly www.lynnecazaly.com" and promotes Lynne Cazaly, who helps people with change leadership, team engagement, and visual communication. It provides her contact information and offers to send free visual icons to help build a visual vocabulary.
The document is a presentation on leadership that was prepared by Mehul Rasadiya. It defines leadership, discusses the differences between leaders and managers, and outlines important leadership qualities, skills, and characteristics. The presentation addresses what leadership is, provides definitions of leadership from various experts, and describes the functions and art of motivating people towards a common goal as a leader.
The Future of Leadership in CongregationsEd Brenegar
The Future of Leadership in Congregations workshop explores what the leadership of congregations will be like as new social models change organizational models.
100 สุภาษิต สำหรับผู้นำ 100 best quotes on leadership maruay songtanin
The document contains 100 quotes on leadership from various notable historical and contemporary figures. Some of the key themes that emerge from the quotes include: a leader's primary responsibilities are to define reality, serve as a visionary, and empower others; effective leadership requires qualities like humility, integrity, courage and the ability to inspire people; and strong leadership involves influencing and gaining followers through example rather than through authority or title alone.
Dietitians are highly qualified experts in nutrition, regulated by law to provide reliable nutrition advice. They complete university programs in nutrition and dietetics. Dietitians work in various settings like the NHS, private practice, education and more, providing advice on managing health conditions like diabetes through nutrition and promoting balanced diets. They are the only nutrition professionals legally regulated to provide medical nutrition therapy.
This document provides an overview of leadership, including definitions, characteristics, skills, functions, and differences between leaders and managers. It defines leadership as motivating a group towards a common goal and the ability to get people to follow and do what you want. Key leadership qualities include patience, honesty, confidence, motivation, communication, dedication, focus, and consistency. Functions of leadership are initiating action, providing guidance, creating confidence, building morale, building a good work environment, and coordination. The document also lists leadership skills, characteristics of leaders, and differences between managers and leaders.
The document discusses leadership lessons from prominent historical figures like Alexander the Great, Adolf Hitler, Steve Jobs, and Narendra Modi. It outlines key leadership principles such as seeking good mentors, having flexible decision-making, creating a compelling vision, and fostering innovation. The document advocates for talent management, organizational governance, and following your passion to drive revolutionary change.
The document discusses best practices in leadership and business. It defines best practices as accepted or prescribed professional procedures that are proven to be most effective. Implementing best practices allows organizations to benefit from others' experiences and make quick performance improvements. However, successfully adopting best practices requires overcoming barriers through consistent effort and learning from failures. The key is to identify barriers, commit resources, provide feedback, and evaluate changes over time.
8 impact-of-training-and-development-on-organizational-performanceAnna Peter
The document discusses a study on the impact of training and development on organizational performance. It analyzes four independent variables: training and development, on-the-job training, training design, and delivery style. The study is based on a literature review and secondary data. Four hypotheses are developed stating that the independent variables positively impact organizational performance. A questionnaire was distributed to employees which supported the hypotheses. The results showed that training and development, on-the-job training, training design, and delivery style significantly affect organizational performance and increase it.
1. The document describes the design of a prosthetic arm using flex sensors.
2. Flex sensors are used to sense the motion of fingers and this data is sent to a microcontroller to control servo motors that move the fingers of the prosthetic arm.
3. Graphs are created to relate the voltage readings from the flex sensors to angular positions of the fingers, allowing the microcontroller to control finger movement based on flex sensor input.
The real challenge in the modern world is not producing information or storing information,
but apt and proper use of information by people. Since volume of information is growing in leaps
and bounds, the information needs of users are becoming more and more diverse and complex. In
this changing context information providers are facing a lot of challenges to capture, process, store
and disseminate the available information for actual users. The user studies provide a clear
understanding of the actual information needs of the user in order to readjust the existing
information systems or chose new ones. Various models of information needs and informationseeking behaviour have been discussed. Each modelrepresents a different but an overlapping or
similar approach to information seeking behavior of users. In order to satisfy the information need,the user actively undergoes the information seeking processes. Some factors like physiological,emotional, learning and demographic, etc. also deeply influence information seeking behaviour i.e.
some people have to face some obstacles. These barriers may be economic, social, environmental,
time related or geographical.Effectiveness of a professional depends upon dissemination and use of right information at
right time. Information and communication technologies have changed the way in which thelibraries provide their services. Users study provide deeperunderstanding of access to their
collections and services .The need and behavior of their users and satisfaction ratio of users are
new assessment techniques of libraries. Therefore an effort has been made to how determineinformation need and information seeking behavior of users.
Impact Assessment: Bangladesh Leadership Development ProgramLangerResearch
Presented at the annual conference of the World Association for Public Opinion Research, Austin, TX, May 11, 2016
Nurhan Kocaoglu, Zahra Lutfeali – Counterpart International
Julie E. Phelan, Gary Langer, Gregory G. Holyk – Langer Research Associates
Matthew Warshaw – D3 Systems Inc.
Ancient Gurus in ancient Gurukulas used to impart knowledge to their pupils through oralteaching. The Gurus themselves were treasure troves of knowledge, without the need to refer to
hard and soft copies, and online resources. The long-driventransition from paperless back topaperless, that is, from oral instruction through palm leaves through copper plates through virtualpaper through electronic to digital Libraries is as arduous as it is fascinating.
ANALYSIS OF FREE WEBSITES SUPPORTING THE LEARNING OF SHAKESPEAREAN LITERATURE IAEME Publication
Free Websites assist learning in several ways. To what extend are they helpful is always a. In the case of the free websites supporting the learning of Shakespearean Literature, a
content analysis is made, to find out whether the usually sought attributes are available. Thewebsites under study are evaluated with regard to the syllabus assigned to top institutions in India
offering English Literature study. A librarian can make use of this tailored information to supporthis clientele of the respective genre. Also, the findings can be used to improvisethe respectivewebsites content.
INFLUENCE OF SOCIAL NETWORKING SITES ON LIBRARY AND INFORMATION CENTERS IAEME Publication
This paper is mainly focused on the latest development in the area of library science where the
need of social networks is playing a vital role in dissemination of information to the users. Present
days everyone is connected with each other by means of various social networks like twitter, face
book, linked in, flicker etc. Social networking sites are one of the new technologies offering
academic libraries the opportunities to reach out the users of the library. This became an effective
medium to exchange knowledge and skills of the library professionals and users also
A REVIEW ON LOAD BALANCING IN CLOUD USING ENHANCED GENETIC ALGORITHM IAEME Publication
“Cloud computing” is a term, which involves virtualization, distributed
computing, networking, software and net services. A cloudconsists of several partssuch as shoppers, datacenter and distributed servers. It includes fault tolerance, high
availability, scalability, flexibility, reduced overhead for users, reduced cost of
possession, on demand services etc. Central to these issues lies the institution of a
good load reconciliation algorithmic rule. The load can be CPU load, memory
capacity, delay or network load. Load balancing is the method of distributing the load
among varied nodes of a distributed system to boost each resource utilization and job
interval whereas additionally avoiding a state of affairs wherever a number of the
nodes area unit heavily loaded whereas different nodes area unit idle or doing little
work. Load balancing ensures that all the processors within the system or each node
within the network will require the equal quantity of labor at any instant of your time.
This technique will be sender initiated, receiver initiated or symmetric sort
(combination of sender initiated and receiver initiated types). Our objective is to
develop an effective load reconciliation algorithmic rule mistreatment divisible load
programming theorem to maximize or minimize completely different performance
parameters (throughput, latency for example) for the clouds of different sizes (virtualtopology de-pending on the appliance requirement).
NOMENCLATURE CHANGE FOR LIBRARY AND INFORMATION SCIENCE (LIS) SCHOOLS IN NIGE...IAEME Publication
This paper provides a synopsis of the evolutionary changes in the nomenclature of Library andInformation Science (LIS) programme in different countries and makes a case for LIS Schools in
Nigeria to adopt Information and Knowledge Management (IKM) as their new name in line with
current trends. It highlights the specific factors which make this transformation of LIS to IKM
imperative. Various institutions that changed the nomenclature of their LIS programme and thosethat prefer IKM were listed. The scope and content of an IKMprogramme were outlined. In
addition, the implications of IKM for interdisciplinary research and emerging opportunities in the
21st century were discussed. Finally, a proposal was made for a bachelor degree programme inpublishing and multimedia studies/technology, which is highly entrepreneurial in nature. The push
for other information-related disciplines was used to justify the argument for a distinct faculty forthese courses in the Nigerian tertiary education sector. This has implications for the change to IKM
as it underlines the strategic importance of thisrebrandeddiscipline in the educational systems ofthe knowledge economy.
Library and Information Services are playing a vital role in digital era. Library services are
now depends upon the Information and Communication Technology. This paper is highlight the
services of libraries with new technology. It identify the various components of ICT. It also definethe functions and challenges of ICT based library services
This study examines how exploitative leadership (EL) influences knowledge management (KM) processes and the moderating role of organizational citizenship behavior (OCB). The study found that EL has a significant negative impact on KM, including its processes like knowledge creation, sharing, and utilization. OCB was found to significantly moderate the effect of EL on KM, especially knowledge creation. The findings provide insights for policymakers, managers and academics on addressing EL behaviors while considering the moderating role of OCB.
This document examines how the field of e-leadership has evolved over the past decade since the original review in 2001. It discusses how advances in information technology have transformed organizations and the practice of leadership. The document provides an updated definition of e-leadership that emphasizes the importance of context. It also discusses how leadership and technology influence each other reciprocally. The adaptive structuration theory framework from the original review remains relevant for understanding how technology is appropriated by leaders and followers. However, the field has just begun to understand how technology appropriation occurs across different levels of analysis.
Running LEADERSHIP DEVELOPMENT PLAN 1LEADERSHIP DEVELOP.docxanhlodge
Running: LEADERSHIP DEVELOPMENT PLAN 1
LEADERSHIP DEVELOPMENT PLAN 16
Leadership Development Plan
MBA6026
The Global Leader
Shermanda Green
Leadership Development Plan
Introduction
In order to develop an ideal global leadership development plan, one has to conceptualize what it will look like in their mind. The global development leadership competence curriculum that has to be developed must be one which is unique to my needs as an individual (Abbasiyannejad & Silong, 2015). It must be one that indicates my vision and mission in leadership and my main competencies in leadership. It is not easy for one to determine his/her competency in leadership without having a great technique to do so. There are some people who have relied upon computerized programs to come up with a description of their competencies, this might not be the best method yet. In this paper, I have made use of Gardner’s five minds to determine my areas of strength and weakness.
After development of the Gardner’s five minds, the paper has proceeded to create the personal leadership development plan based on the leadership concern of the future. The main concerns for leadership in future include the following main areas; human resources management, social media, ecommerce and technology. These are important areas that have been aligned to my vision of leadership that is based upon management of diversity and change in an organization. This paper contends that it may not be easy for a leader to operate well without having a mastery of how best the above four areas can be managed.
The concerns that the global arena of leaders have at the moment is transformational leadership which is aimed at no only improving the relational type of management but ascertaining the future of organizations. Therefore, in the current world leadership has just stood as an entity that people possessing leadership characteristics are selected randomly and put in a position of leadership without a proper understanding of who they really are and what they can promise. There are failures that are brought about by the failure of the leadership characteristics that organizations have put so much hope because of the kind of leaders that they place in top positions. Leadership is not based on the amount of time someone can use to complete a task but how far can a person go deep in desiring to rid errors while in the process of executing the directive of a task which will give them a true shape of how decision making and implementation of projects shall be done in the future.
Global Leadership Concern for the Future
The current global trends that are driving the global leadership agenda is heavily based on the areas of human resources management, technological application in organizations, e-commerce and social media. It will not be easy for one to operate as a global leader without incorporating these trends into their leadership agenda.
In relation to human resources management.
The document discusses leadership in the context of education. It begins by defining leadership as situational, contextual, and collaborative rather than a set of characteristics held by an individual. It then examines how leadership has been defined through various theories such as trait-based, contingency, transactional, and transformational leadership. The document also discusses barriers to leadership including distinguishing it from management. It considers if current society is postindustrial and postmodern, and how leadership might function differently in these contexts. Finally, it discusses the role and navigation of leadership in realizing education futures.
This document discusses leadership in the context of developing an educational program for the First Nations of the Fort Nelson First Nation (FNFN) in Canada. It proposes using distance education to teach water stewardship, given the remote location of the FNFN and existing technological infrastructure. A design team would take a transformational and servant leadership approach, working with FNFN leaders and academic partners. Challenges include determining what form of leadership is needed and who should lead. A solution proposed is a situational and distributed "leadership by design" approach using a bio-cluster network model to facilitate collaboration between the dispersed groups.
This literature review summarizes existing research on e-leadership. The review found that while the goals of leadership have not changed, e-leadership requires implementing those goals electronically with virtual teams dispersed over space and time. E-leadership provides new opportunities like improved communication and talent utilization, but also challenges like developing trust remotely. Effective e-leaders require skills like inspiring teams electronically and conveying enthusiasm virtually. Research on e-leadership examines topics such as required skills, virtual team structures and technology support.
Global Financial Outlook during the COVID-19 Pandemic: The role of effective ...AI Publications
The current study's main goal is to look into the relationship between leadership styles and Erbil's financial outlook. Government officials, administrators, and leaders of large companies and organisations make critical decisions on a regular basis and expect positive outcomes in achieving their goals. 130 participants were involved in the present study. The results revealed that the highest value among all leadership styles was charismatic leadership. According to the research findings, there are more to uncover on the subject of leadership styles and Financial outlook in Erbil. A bigger sample size and including all the key races in Erbil would provide support for further studies.
Identification and Ranking of Factors in Successful Implementation of Knowled...IOSRJBM
Many organizations focus on knowledge management and make huge investments in information technology. The purpose of this study was to identify and rank the driving factors in successful implementation of knowledge management in EghtesadNovin (EN) Bank of Iran using the AHP technique. 128 employees of the EN Bank participated in the study. Data were collectedusing a researcher-made questionnaire with a Cronbach’s alpha of 0.873. AHP was used in Expert Choice to rank knowledge management success factors. The results indicated that strategy, senior management support, human resource management, organizational infrastructure, culture, incentives, administrative processes, and employee involvement were respectively the most important factors in successful implementation of knowledge management in EN Bank.
MULTI-AGENT PARADIGM FOR LEADERSHIP SELECTION: A REVIEWEditor IJMTER
A Multi-agent System (MAS) is comprised of multiple interacting intelligent agents. Agents
in the MAS could all be of same type (homogeneous) or different (heterogeneous). MAS are used to
solve problems which are either difficult for an individual agent to solve or when the problem is
inherently comprised of multiple actors interacting together. However, the nature of MAS design
coordination among agents in MAS is always a core issue. Coordination and cooperation allows the
agents to manage their inter dependencies and the type and nature of interactions. Coordination and
cooperation differ in degree of inter-agent knowledge and beliefs. Agent coordination is usually
achieved in the backdrop of a communication system between agents. This paper is a based on the
review of various work on selection of multi-agent for various task domain.
The article discusses the challenges faced by middle management who are caught in the crossfires of top management and lower management. Middle management receives directives from top management and passes them to lower management, but this can lead to blame from both sides. Top management may bypass middle management and blame them for failures. As a result, middle managers often experience frustration, low morale, and career dilemmas. The study found a relationship between middle management challenges and negative outcomes for managers and organizational performance. Further research is needed to improve organizational design and reduce conflicts among management levels.
The article can be purchased at http://www.businessexpertpress.com/expert-insights-summary?search=bawany
CEE Leadership Masterclass Series in Leading to a #Disrupted, #VUCA World
CEE in collaboration with FGD Academy is pleased to offer a series of Virtual Masterclass.
For further details visit: http://www.cee-global.com/masterclass/
Ten highly practical Leadership Masterclass programmes, dedicated to developing Leadership skills for Board, C-Suite and Senior Level Leaders operating in today’s VUCA world
This Series of Courses will leverage on best-in-class or thought-leadership concepts, tools, and techniques to drive organizational & leadership excellence.
The Courses are designed to provide Business and HR leaders with a platform to develop from being good to great.
They are being offered in response to the market needs to ensure that their senior-level executives possess the right competencies and skills to successfully adapt to new realities when leading in a VUCA World.
Learning Outcomes:
• The context for leadership today’s VUCA business environment
• Understand the elements of Cognitive Readiness Competencies
• What is required to transform to be a ‘High-Performance Organisation’ (HPO)?
• How to transform your NextGen leaders to succeed in the VUCA world?
The CEE Masterclass Series is also available as customized in-company Leadership Development Workshops which are certified by The International Professional Managers Association (IPMA).
The programs incorporate a number of unique features and work on a number of levels. It is specifically aimed at enhancing and developing the skills, knowledge, and behaviors of the participants.
The participants will develop their understanding of Leadership Effectiveness and how it will lead to a creation of a sustainable competitive advantage for their respective organizations through the development of an organizational climate that will contribute towards enhancing employee engagement and productivity.
For further information, contact us at enquiry@cee-global.com or visit our website at http://www.cee-global.com/masterclass/
The Overview of the CEE Executive Coaching Solutions could be found here: http://www.cee-global.com/executive-coaching/
The Centre for Executive Coaching (CEC), a wholly-owned division of CEE, delivers recognized certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organizations.
Further information on CEC could be found here: http://www.cee-global.com/about-cec/
For initial 30 min complimentary coaching session for CEOs and C-Suite Leaders, email us at enquiry@cee-global.com
Assessment of Neural Network and Goal Programming on Cross Cultural ManagementYogeshIJTSRD
For achieving success in a global arena cross cultural training should be provided to employees to settle down between the global business environment and culture as one of the factors contributing to economic success, revenue generation, surplus booking, goodwill enhancement, market fame and many more. More the revenue, more the profit booking leads to rise company’s goodwill and builds customers faith as well as provides employee satisfaction which motivates employees to be more productive, more efficient, more energetic, more enthusiastic, and never let employees to get stressed from their work.AI ANN and goal programming is being used a method to find something fruitful to mitigate cross cultural issues in an organization. Shefali G | Dr. Rajesh Singh "Assessment of Neural Network and Goal Programming on Cross Cultural Management" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd41217.pdf Paper URL: https://www.ijtsrd.comcomputer-science/computer-network/41217/assessment-of-neural-network-and-goal-programming-on-cross-cultural-management/shefali-g
This document summarizes a study on self-management skills among college students in Mumbai, India who have been placed in campus jobs. The study examines self-management skills in relation to age, gender, and education level through a survey of 108 students. Statistical analysis found several self-management factors like controlling emotions and adaptability were associated with demographics. The study concludes self-management skills are important for career success and colleges should help students improve these skills through counseling and training.
This document summarizes a research paper about the moderating role of management leadership on the relationship between knowledge management implementation and organizational performance in a university context. The paper reviews literature on knowledge management processes in universities and indicators of organizational performance at universities. It discusses how leadership is important for knowledge management success and is both an enabler of knowledge management and a factor for performance. The purpose of the research is to analyze the moderating effect of management leadership on the relationship between knowledge management implementation and organizational performance, from the perspective of teacher-researchers at a university in Morocco.
This document summarizes a study that assessed the leadership competencies of managers at a waste management company in Romania. Researchers conducted a 360-degree feedback assessment of 23 managers using a questionnaire that evaluated 15 competencies across job, interpersonal, and personal areas. 398 questionnaires were completed by managers, direct reports, peers, and supervisors. Results identified integrity as the strongest competency and feedback/communication as areas for development. The study aims to understand competency strengths/weaknesses to guide leadership development at the company.
LEADERSHIP ONLY CAN LEAD THE ORGANIZATION TOWARDS IMPROVEMENT AND DEVELOPMENT vivatechijri
This document discusses the importance of leadership in leading an organization towards improvement and development. It states that leadership is responsible for providing a clear vision and strategy to successfully achieve that vision. Effective leadership can impact the success of an organization by controlling its direction and motivating employees. Leadership is different from traditional management in that it guides employees towards organizational goals through open communication and motivation, rather than simply directing work. The paper concludes that only leadership can lead an organization to change according to its evolving environment, while management may simply follow old rules. Leadership is key to adapting to new market needs and trends.
This study examines the relationship between transformational leadership, affective commitment, and employee turnover intention in Ghanaian savings and loans companies. The researchers hypothesized that affective commitment would mediate the relationship between transformational leadership and employee turnover intention. Using structural equation modeling on employee survey data, they found that affective commitment fully mediated the impact of transformational leadership on employee turnover intention. Specifically, transformational leadership increased affective commitment, which in turn decreased employees' intentions to leave their jobs. This suggests that affective commitment is the mechanism through which transformational leadership influences employee retention in the Ghanaian context.
This document discusses knowledge management in public and private higher education organizations in India. It aims to understand the dimensions of knowledge management and how they differ between public and private sectors. The document provides an extensive literature review on knowledge management, including definitions, types of knowledge, knowledge infrastructure capabilities like organizational culture, structure, and information technology. It also reviews past studies on knowledge management implementation in universities around the world.
Group 8_Contemporary thought in Management.pptxMANASA759282
The document discusses several topics in contemporary management thought, including knowledge sharing and social capital in multicultural organizations, the relationship between learning organizations and performance, and approaches to leadership and organizational change management. It notes that knowledge drives economic growth and competitive advantage depends on sharing and applying information. Social capital facilitates global knowledge sharing by providing information flows and trust across cultures. Research also suggests learning organizations adapt more quickly to change and have higher performance. The document also discusses models of organizational change and the influence of national culture on change management approaches.
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
A STUDY ON THE REASONS FOR TRANSGENDER TO BECOME ENTREPRENEURSIAEME Publication
The study explores the reasons for a transgender to become entrepreneurs. In this study transgender entrepreneur was taken as independent variable and reasons to become as dependent variable. Data were collected through a structured questionnaire containing a five point Likert Scale. The study examined the data of 30 transgender entrepreneurs in Salem Municipal Corporation of Tamil Nadu State, India. Simple Random sampling technique was used. Garrett Ranking Technique (Percentile Position, Mean Scores) was used as the analysis for the present study to identify the top 13 stimulus factors for establishment of trans entrepreneurial venture. Economic advancement of a nation is governed upon the upshot of a resolute entrepreneurial doings. The conception of entrepreneurship has stretched and materialized to the socially deflated uncharted sections of transgender community. Presently transgenders have smashed their stereotypes and are making recent headlines of achievements in various fields of our Indian society. The trans-community is gradually being observed in a new light and has been trying to achieve prospective growth in entrepreneurship. The findings of the research revealed that the optimistic changes are taking place to change affirmative societal outlook of the transgender for entrepreneurial ventureship. It also laid emphasis on other transgenders to renovate their traditional living. The paper also highlights that legislators, supervisory body should endorse an impartial canons and reforms in Tamil Nadu Transgender Welfare Board Association.
BROAD UNEXPOSED SKILLS OF TRANSGENDER ENTREPRENEURSIAEME Publication
Since ages gender difference is always a debatable theme whether caused by nature, evolution or environment. The birth of a transgender is dreadful not only for the child but also for their parents. The pain of living in the wrong physique and treated as second class victimized citizen is outrageous and fully harboured with vicious baseless negative scruples. For so long, social exclusion had perpetuated inequality and deprivation experiencing ingrained malign stigma and besieged victims of crime or violence across their life spans. They are pushed into the murky way of life with a source of eternal disgust, bereft sexual potency and perennial fear. Although they are highly visible but very little is known about them. The common public needs to comprehend the ravaged arrogance on these insensitive souls and assist in integrating them into the mainstream by offering equal opportunity, treat with humanity and respect their dignity. Entrepreneurship in the current age is endorsing the gender fairness movement. Unstable careers and economic inadequacy had inclined one of the gender variant people called Transgender to become entrepreneurs. These tiny budding entrepreneurs resulted in economic transition by means of employment, free from the clutches of stereotype jobs, raised standard of living and handful of financial empowerment. Besides all these inhibitions, they were able to witness a platform for skill set development that ignited them to enter into entrepreneurial domain. This paper epitomizes skill sets involved in trans-entrepreneurs of Thoothukudi Municipal Corporation of Tamil Nadu State and is a groundbreaking determination to sightsee various skills incorporated and the impact on entrepreneurship.
DETERMINANTS AFFECTING THE USER'S INTENTION TO USE MOBILE BANKING APPLICATIONSIAEME Publication
The banking and financial services industries are experiencing increased technology penetration. Among them, the banking industry has made technological advancements to better serve the general populace. The economy focused on transforming the banking sector's system into a cashless, paperless, and faceless one. The researcher wants to evaluate the user's intention for utilising a mobile banking application. The study also examines the variables affecting the user's behaviour intention when selecting specific applications for financial transactions. The researcher employed a well-structured questionnaire and a descriptive study methodology to gather the respondents' primary data utilising the snowball sampling technique. The study includes variables like performance expectations, effort expectations, social impact, enabling circumstances, and perceived risk. Each of the aforementioned variables has a major impact on how users utilise mobile banking applications. The outcome will assist the service provider in comprehending the user's history with mobile banking applications.
ANALYSE THE USER PREDILECTION ON GPAY AND PHONEPE FOR DIGITAL TRANSACTIONSIAEME Publication
Technology upgradation in banking sector took the economy to view that payment mode towards online transactions using mobile applications. This system enabled connectivity between banks, Merchant and user in a convenient mode. there are various applications used for online transactions such as Google pay, Paytm, freecharge, mobikiwi, oxygen, phonepe and so on and it also includes mobile banking applications. The study aimed at evaluating the predilection of the user in adopting digital transaction. The study is descriptive in nature. The researcher used random sample techniques to collect the data. The findings reveal that mobile applications differ with the quality of service rendered by Gpay and Phonepe. The researcher suggest the Phonepe application should focus on implementing the application should be user friendly interface and Gpay on motivating the users to feel the importance of request for money and modes of payments in the application.
VOICE BASED ATM FOR VISUALLY IMPAIRED USING ARDUINOIAEME Publication
The prototype of a voice-based ATM for visually impaired using Arduino is to help people who are blind. This uses RFID cards which contain users fingerprint encrypted on it and interacts with the users through voice commands. ATM operates when sensor detects the presence of one person in the cabin. After scanning the RFID card, it will ask to select the mode like –normal or blind. User can select the respective mode through voice input, if blind mode is selected the balance check or cash withdraw can be done through voice input. Normal mode procedure is same as the existing ATM.
IMPACT OF EMOTIONAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT PRACTICES AMONG...IAEME Publication
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends for conflict management as an integral part of effective human resource management.
VISUALISING AGING PARENTS & THEIR CLOSE CARERS LIFE JOURNEY IN AGING ECONOMYIAEME Publication
Our life journey, in general, is closely defined by the way we understand the meaning of why we coexist and deal with its challenges. As we develop the "inspiration economy", we could say that nearly all of the challenges we have faced are opportunities that help us to discover the rest of our journey. In this note paper, we explore how being faced with the opportunity of being a close carer for an aging parent with dementia brought intangible discoveries that changed our insight of the meaning of the rest of our life journey.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Living in 21st century in itself reminds all of us the necessity of police and its administration. As more and more we are entering into the modern society and culture, the more we require the services of the so called ‘Khaki Worthy’ men i.e., the police personnel. Whether we talk of Indian police or the other nation’s police, they all have the same recognition as they have in India. But as already mentioned, their services and requirements are different after the like 26th November, 2008 incidents, where they without saving their own lives has sacrificed themselves without any hitch and without caring about their respective family members and wards. In other words, they are like our heroes and mentors who can guide us from the darkness of fear, militancy, corruption and other dark sides of life and so on. Now the question arises, if Gandhi would have been alive today, what would have been his reaction/opinion to the police and its functioning? Would he have some thing different in his mind now what he had been in his mind before the partition or would he be going to start some Satyagraha in the form of some improvement in the functioning of the police administration? Really these questions or rather night mares can come to any one’s mind, when there is too much confusion is prevailing in our minds, when there is too much corruption in the society and when the polices working is also in the questioning because of one or the other case throughout the India. It is matter of great concern that we have to thing over our administration and our practical approach because the police personals are also like us, they are part and parcel of our society and among one of us, so why we all are pin pointing towards them.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A STUDY OF VARIOUS TYPES OF LOANS OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS...IAEME Publication
Banking regulations act of India, 1949 defines banking as “acceptance of deposits for the purpose of lending or investment from the public, repayment on demand or otherwise and withdrawable through cheques, drafts order or otherwise”, the major participants of the Indian financial system are commercial banks, the financial institution encompassing term lending institutions. Investments institutions, specialized financial institution and the state level development banks, non banking financial companies (NBFC) and other market intermediaries such has the stock brokers and money lenders are among the oldest of the certain variants of NBFC and the oldest market participants. The asset quality of banks is one of the most important indicators of their financial health. The Indian banking sector has been facing severe problems of increasing Non- Performing Assets (NPAs). The NPAs growth directly and indirectly affects the quality of assets and profitability of banks. It also shows the efficiency of banks credit risk management and the recovery effectiveness. NPA do not generate any income, whereas, the bank is required to make provisions for such as assets that why is a double edge weapon. This paper outlines the concept of quality of bank loans of different types like Housing, Agriculture and MSME loans in state Haryana of selected public and private sector banks. This study is highlighting problems associated with the role of commercial bank in financing Small and Medium Scale Enterprises (SME). The overall objective of the research was to assess the effect of the financing provisions existing for the setting up and operations of MSMEs in the country and to generate recommendations for more robust financing mechanisms for successful operation of the MSMEs, in turn understanding the impact of MSME loans on financial institutions due to NPA. There are many research conducted on the topic of Non- Performing Assets (NPA) Management, concerning particular bank, comparative study of public and private banks etc. In this paper the researcher is considering the aggregate data of selected public sector and private sector banks and attempts to compare the NPA of Housing, Agriculture and MSME loans in state Haryana of public and private sector banks. The tools used in the study are average and Anova test and variance. The findings reveal that NPA is common problem for both public and private sector banks and is associated with all types of loans either that is housing loans, agriculture loans and loans to SMES. NPAs of both public and private sector banks show the increasing trend. In 2010-11 GNPA of public and private sector were at same level it was 2% but after 2010-11 it increased in many fold and at present there is GNPA in some more than 15%. It shows the dark area of Indian banking sector.
EXPERIMENTAL STUDY OF MECHANICAL AND TRIBOLOGICAL RELATION OF NYLON/BaSO4 POL...IAEME Publication
An experiment conducted in this study found that BaSO4 changed Nylon 6's mechanical properties. By changing the weight ratios, BaSO4 was used to make Nylon 6. This Researcher looked into how hard Nylon-6/BaSO4 composites are and how well they wear. Experiments were done based on Taguchi design L9. Nylon-6/BaSO4 composites can be tested for their hardness number using a Rockwell hardness testing apparatus. On Nylon/BaSO4, the wear behavior was measured by a wear monitor, pinon-disc friction by varying reinforcement, sliding speed, and sliding distance, and the microstructure of the crack surfaces was observed by SEM. This study provides significant contributions to ultimate strength by increasing BaSO4 content up to 16% in the composites, and sliding speed contributes 72.45% to the wear rate
ROLE OF SOCIAL ENTREPRENEURSHIP IN RURAL DEVELOPMENT OF INDIA - PROBLEMS AND ...IAEME Publication
The majority of the population in India lives in villages. The village is the back bone of the country. Village or rural industries play an important role in the national economy, particularly in the rural development. Developing the rural economy is one of the key indicators towards a country’s success. Whether it be the need to look after the welfare of the farmers or invest in rural infrastructure, Governments have to ensure that rural development isn’t compromised. The economic development of our country largely depends on the progress of rural areas and the standard of living of rural masses. Village or rural industries play an important role in the national economy, particularly in the rural development. Rural entrepreneurship is based on stimulating local entrepreneurial talent and the subsequent growth of indigenous enterprises. It recognizes opportunity in the rural areas and accelerates a unique blend of resources either inside or outside of agriculture. Rural entrepreneurship brings an economic value to the rural sector by creating new methods of production, new markets, new products and generate employment opportunities thereby ensuring continuous rural development. Social Entrepreneurship has the direct and primary objective of serving the society along with the earning profits. So, social entrepreneurship is different from the economic entrepreneurship as its basic objective is not to earn profits but for providing innovative solutions to meet the society needs which are not taken care by majority of the entrepreneurs as they are in the business for profit making as a sole objective. So, the Social Entrepreneurs have the huge growth potential particularly in the developing countries like India where we have huge societal disparities in terms of the financial positions of the population. Still 22 percent of the Indian population is below the poverty line and also there is disparity among the rural & urban population in terms of families living under BPL. 25.7 percent of the rural population & 13.7 percent of the urban population is under BPL which clearly shows the disparity of the poor people in the rural and urban areas. The need to develop social entrepreneurship in agriculture is dictated by a large number of social problems. Such problems include low living standards, unemployment, and social tension. The reasons that led to the emergence of the practice of social entrepreneurship are the above factors. The research problem lays upon disclosing the importance of role of social entrepreneurship in rural development of India. The paper the tendencies of social entrepreneurship in India, to present successful examples of such business for providing recommendations how to improve situation in rural areas in terms of social entrepreneurship development. Indian government has made some steps towards development of social enterprises, social entrepreneurship, and social in- novation, but a lot remains to be improved.
OPTIMAL RECONFIGURATION OF POWER DISTRIBUTION RADIAL NETWORK USING HYBRID MET...IAEME Publication
Distribution system is a critical link between the electric power distributor and the consumers. Most of the distribution networks commonly used by the electric utility is the radial distribution network. However in this type of network, it has technical issues such as enormous power losses which affect the quality of the supply. Nowadays, the introduction of Distributed Generation (DG) units in the system help improve and support the voltage profile of the network as well as the performance of the system components through power loss mitigation. In this study network reconfiguration was done using two meta-heuristic algorithms Particle Swarm Optimization and Gravitational Search Algorithm (PSO-GSA) to enhance power quality and voltage profile in the system when simultaneously applied with the DG units. Backward/Forward Sweep Method was used in the load flow analysis and simulated using the MATLAB program. Five cases were considered in the Reconfiguration based on the contribution of DG units. The proposed method was tested using IEEE 33 bus system. Based on the results, there was a voltage profile improvement in the system from 0.9038 p.u. to 0.9594 p.u.. The integration of DG in the network also reduced power losses from 210.98 kW to 69.3963 kW. Simulated results are drawn to show the performance of each case.
APPLICATION OF FRUGAL APPROACH FOR PRODUCTIVITY IMPROVEMENT - A CASE STUDY OF...IAEME Publication
Manufacturing industries have witnessed an outburst in productivity. For productivity improvement manufacturing industries are taking various initiatives by using lean tools and techniques. However, in different manufacturing industries, frugal approach is applied in product design and services as a tool for improvement. Frugal approach contributed to prove less is more and seems indirectly contributing to improve productivity. Hence, there is need to understand status of frugal approach application in manufacturing industries. All manufacturing industries are trying hard and putting continuous efforts for competitive existence. For productivity improvements, manufacturing industries are coming up with different effective and efficient solutions in manufacturing processes and operations. To overcome current challenges, manufacturing industries have started using frugal approach in product design and services. For this study, methodology adopted with both primary and secondary sources of data. For primary source interview and observation technique is used and for secondary source review has done based on available literatures in website, printed magazines, manual etc. An attempt has made for understanding application of frugal approach with the study of manufacturing industry project. Manufacturing industry selected for this project study is Mahindra and Mahindra Ltd. This paper will help researcher to find the connections between the two concepts productivity improvement and frugal approach. This paper will help to understand significance of frugal approach for productivity improvement in manufacturing industry. This will also help to understand current scenario of frugal approach in manufacturing industry. In manufacturing industries various process are involved to deliver the final product. In the process of converting input in to output through manufacturing process productivity plays very critical role. Hence this study will help to evolve status of frugal approach in productivity improvement programme. The notion of frugal can be viewed as an approach towards productivity improvement in manufacturing industries.
A MULTIPLE – CHANNEL QUEUING MODELS ON FUZZY ENVIRONMENTIAEME Publication
In this paper, we investigated a queuing model of fuzzy environment-based a multiple channel queuing model (M/M/C) ( /FCFS) and study its performance under realistic conditions. It applies a nonagonal fuzzy number to analyse the relevant performance of a multiple channel queuing model (M/M/C) ( /FCFS). Based on the sub interval average ranking method for nonagonal fuzzy number, we convert fuzzy number to crisp one. Numerical results reveal that the efficiency of this method. Intuitively, the fuzzy environment adapts well to a multiple channel queuing models (M/M/C) ( /FCFS) are very well.
m249-saw PMI To familiarize the soldier with the M249 Squad Automatic Weapon ...LinghuaKong2
M249 Saw marksman PMIThe Squad Automatic Weapon (SAW), or 5.56mm M249 is an individually portable, gas operated, magazine or disintegrating metallic link-belt fed, light machine gun with fixed headspace and quick change barrel feature. The M249 engages point targets out to 800 meters, firing the improved NATO standard 5.56mm cartridge.The SAW forms the basis of firepower for the fire team. The gunner has the option of using 30-round M16 magazines or linked ammunition from pre-loaded 200-round plastic magazines. The gunner's basic load is 600 rounds of linked ammunition.The SAW was developed through an initially Army-led research and development effort and eventually a Joint NDO program in the late 1970s/early 1980s to restore sustained and accurate automatic weapons fire to the fire team and squad. When actually fielded in the mid-1980s, the SAW was issued as a one-for-one replacement for the designated "automatic rifle" (M16A1) in the Fire Team. In this regard, the SAW filled the void created by the retirement of the Browning Automatic Rifle (BAR) during the 1950s because interim automatic weapons (e.g. M-14E2/M16A1) had failed as viable "base of fire" weapons.
Early in the SAW's fielding, the Army identified the need for a Product Improvement Program (PIP) to enhance the weapon. This effort resulted in a "PIP kit" which modifies the barrel, handguard, stock, pistol grip, buffer, and sights.
The M249 machine gun is an ideal complementary weapon system for the infantry squad platoon. It is light enough to be carried and operated by one man, and can be fired from the hip in an assault, even when loaded with a 200-round ammunition box. The barrel change facility ensures that it can continue to fire for long periods. The US Army has conducted strenuous trials on the M249 MG, showing that this weapon has a reliability factor that is well above that of most other small arms weapon systems. Today, the US Army and Marine Corps utilize the license-produced M249 SAW.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
A comprehensive-study-of-biparjoy-cyclone-disaster-management-in-gujarat-a-ca...Samirsinh Parmar
Disaster management;
Cyclone Disaster Management;;
Biparjoy Cyclone Case Study;
Meteorological Observations;
Best practices in Disaster Management;
Synchronization of Agencies;
GSDMA in Cyclone disaster Management;
History of Cyclone in Arabian ocean;
Intensity of Cyclone in Gujarat;
Cyclone preparedness;
Miscellaneous observations - Biparjoy cyclone;
Role of social Media in Disaster Management;
Unique features of Biparjoy cyclone;
Role of IMD in Biparjoy Prediction;
Lessons Learned; Disaster Preparedness; published paper;
Case study; for disaster management agencies; for guideline to manage cyclone disaster; cyclone management; cyclone risks; rescue and rehabilitation for cyclone; timely evacuation during cyclone; port closure; tourism closure etc.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
This presentation, "The Morale Killers: 9 Ways Managers Unintentionally Demotivate Employees (and How to Fix It)," is a deep dive into the critical factors that can negatively impact employee morale and engagement. Based on extensive research and real-world experiences, this presentation reveals the nine most common mistakes managers make, often without even realizing it.
The presentation begins by highlighting the alarming statistic that 70% of employees report feeling disengaged at work, underscoring the urgency of addressing this issue. It then delves into each of the nine "morale killers," providing clear explanations and illustrative examples.
1. Ignoring Achievements: The presentation emphasizes the importance of recognizing and rewarding employees' efforts, tailored to their individual preferences.
2. Bad Hiring/Promotions & Broken Promises: It reveals the detrimental effects of poor hiring and promotion decisions, along with the erosion of trust that results from broken promises.
3. Treating Everyone Equally & Tolerating Poor Performance: This section stresses the need for fair treatment while acknowledging that employees have different needs. It also emphasizes the importance of addressing poor performance promptly.
4. Stifling Growth & Lack of Interest: The presentation highlights the importance of providing opportunities for learning and growth, as well as showing genuine care for employees' well-being.
5. Unclear Communication & Micromanaging: It exposes the frustration and resentment caused by vague expectations and excessive control, advocating for clear communication and employee empowerment.
The presentation then shifts its focus to the power of recognition and empowerment, highlighting how a culture of appreciation can fuel engagement and motivation. It provides actionable takeaways for managers, emphasizing the need to stop demotivating behaviors and start actively fostering a positive workplace culture.
The presentation concludes with a strong call to action, encouraging viewers to explore the accompanying blog post, "9 Proven Ways to Crush Employee Morale (and How to Avoid Them)," for a more in-depth analysis and practical solutions.
From Concept to reality : Implementing Lean Managements DMAIC Methodology for...Rokibul Hasan
The Ready-Made Garments (RMG) industry in Bangladesh is a cornerstone of the economy, but increasing costs and stagnant productivity pose significant challenges to profitability. This study explores the implementation of Lean Management in the Sampling Section of RMG factories to enhance productivity. Drawing from a comprehensive literature review, theoretical framework, and action research methodology, the study identifies key areas for improvement and proposes solutions.
Through the DMAIC approach (Define, Measure, Analyze, Improve, Control), the research identifies low productivity as the primary problem in the Sampling Section, with a PPH (Productivity per head) of only 4.0. Using Lean Management techniques such as 5S, Standardized work, PDCA/Kaizen, KANBAN, and Quick Changeover, the study addresses issues such as pre and post Quick Changeover (QCO) time, improper line balancing, and sudden plan changes.
The research employs regression analysis to test hypotheses, revealing a significant correlation between reducing QCO time and increasing productivity. With a regression equation of Y = -0.000501X + 6.72 and an R-squared value of 0.98, the study demonstrates a strong relationship between the independent variables (QCO downtime and improper line balancing downtime) and the dependent variable (productivity per head).
The findings suggest that by implementing Lean Management practices and addressing key productivity inhibitors, RMG factories can achieve substantial improvements in efficiency and profitability. The study provides valuable insights for practitioners, policymakers, and researchers seeking to enhance productivity in the RMG industry and similar manufacturing sectors.
Small Business Management An Entrepreneur’s Guidebook 8th edition by Byrd tes...ssuserf63bd7
Small Business Management An Entrepreneur’s Guidebook 8th edition by Byrd test bank.docx
https://qidiantiku.com/test-bank-for-small-business-management-an-entrepreneurs-guidebook-8th-edition-by-mary-jane-byrd.shtml
Neal Elbaum Shares Top 5 Trends Shaping the Logistics Industry in 2024Neal Elbaum
In the ever-evolving world of logistics, staying ahead of the curve is crucial. Industry expert Neal Elbaum highlights the top five trends shaping the logistics industry in 2024, offering valuable insights into the future of supply chain management.
Maximize Your Efficiency with This Comprehensive Project Management Platform ...SOFTTECHHUB
In today's work environment, staying organized and productive can be a daunting challenge. With multiple tasks, projects, and tools to juggle, it's easy to feel overwhelmed and lose focus. Fortunately, liftOS offers a comprehensive solution to streamline your workflow and boost your productivity. This innovative platform brings together all your essential tools, files, and tasks into a single, centralized workspace, allowing you to work smarter and more efficiently.
2. Sanchita Raghav, Dr. Sanjeev Kumar, Ninad Chandrayan, Mohan Gautam and Ankit Tiwari
http://www.iaeme.com/IJM/index.asp 20 editor@iaeme.com
Cite this Article: Sanchita Raghav, Dr. Sanjeev Kumar, Ninad Chandrayan,
Mohan Gautam and Ankit Tiwari, Leadership of the Future. International Journal of
Management, 8 (2), 2017, pp. 19–28.
http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=8&IType=2
1. INTRODUCTION
The world of the future defines its mark through sometimes imperceptible changes of today
which anticipates the future. The frequency, speed and importance of changes influence in a
decisive way people’s trajectory, but also the social groups’ and society’s trajectory. We
observe that very often certain personalities create system architectures whose way of
operating influence in a decisive way the economic and social systems (Benoit, 2007).
Leadership represents everyone’s problem and, even if one of us has a personal response
method, when finding ourselves in situations of professional and social commitment certain
roles are being imposed to us, roles that we must assume. Even in situations when we are not
leaders, we can influence the others so that in a prompt and precise manner we can play the
role of informal leaders. As we have entered into a new era for business, leadership has
continuously changed and will change even more in the future. There are several forces that
are driving this change such as globalization, the rise of complex challenges, a world of
interruption, the acceleration in the scope, scale and economic impact of technology, and
leadership for longevity (Martin, 2007; Dobbs, Manyika and Woetzel, 2015).
However, the effectiveness and efficiency will remain the basic characteristics of
leadership. But they are not the only components of a powerful leadership because without the
ethical dimension, it would lose its essential meaning. Leadership of the future will set itself
up in a system of values that will require and impose a new type of leadership that will use
power in favour of the individual, group and organization. Therefore, a high character and
ethical leadership is needed (Allio, 2009; Ehrich et al., 2015; Leavy, 2016), a leadership
marked by humanitarian values because current technology offers each individual the
opportunity to learn and to know, to be permanently informed. On the other hand, some
authors believe that the development of emotional intelligence plays an important role in
defining a participatory leadership where self-direction represents a permanent compass for
the individual and for the group as well (Yeung, 2006). In fact, leadership is "a relational
process involving interaction with a range of stakeholders and structures" (Duckett,
Macfarlane, 2003, p. 310). From this perspective we can speak of an organizational
intelligence and an individual intelligence.
The evolution of the concept of leadership (the authentic leadership, the transformational
leadership, the ethical leadership, the cognitive leadership, the transactional leadership, the
participatory leadership, the intercultural leadership - Avolio, Walumbwa, Weber, 2009) leads
to the idea that the emergence of e-leadership is foreshadowed due to the new technologies.
This concept defines “virtual realities” which may represent a variety of possible directions
that are established in relation to the leaders’ decisions within the nodes of a network. E-
leadership is closely related to virtual organizations (network organizations) that will define
another reality where its employees can be at great distances but they can also make decisions
at the level of a network node or the network itself. In such conditions we can talk of a
leadership distributed across all nodes within the network with changing the centre of decision
from a node to another in relation to the needs of the network. In the virtual teams challenges
are “more likely to occur when distributed work occurs in different time zones, when local
communication and human infrastructures fail, when team members’ hardware and software
platforms are different, or when local work demands require the immediate attention of
collocated managers and workers, thereby creating pressure to pursue local priorities over the
3. Leadership of the Future
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objectives of distant collaborators” (Weisband, 2008).Connexion and rankings are contrived
to design effective university report cards. This encapsulates validity of measures,
extensiveness of measures, unambiguousness and relevance of information for students,
proficiency of rankings proportionality to convalesce teaching and student learning (Raghav,
S., Tiwari, A., Gautam, M., Arya, K.S., Raghav, Y., & Thakran, A., 2016).
We must keep in mind that leadership focuses not only on the behaviour of the leader, but
also on the behaviours of the individuals within a group in relation to the context, culture, the
whole spectrum of diversity and social dynamics.
The aims of our paper are to present some of the current concerns regarding leadership
and its evolution in relation to the evolution of society in general starting from the dramatic
changes occurring in the economic, social, political, technological and cultural environments
and also to highlight some of the future directions of leadership. The research methodology is
based on literature review.
2. THE PERSPECTIVES OF LEADERSHIP
In the evolution of leadership changes will occur, changes that are being influenced in a
decisive way by the relation between the corporation as a network and clients who, in turn,
are part of a variety of other networks. Thus, an inevitable closeness is occurring between the
client and the corporation so that, on the one hand, products and services will be customized
and, on the other hand, decisions may be taken in relation to reality even by members of the
corporate network. In this regard, Beaubien’s remark is very illustrating “as technological
advances make answers easy to find, companies will reward leaders who ask the right
questions. Fast, market-based decisions will trump top-down leadership hierarchies, with
decision-making authority extending to the edges of the organization, where employees are
closest to customers and work directly in partnership with them” (Beaubien, 2014).
In the evolution of the companies of the future and the society in general, one must
establish an optimal balance between leadership and management, on the one hand and
between leader and manager, on the other hand. Starting from the conceptual boundaries that
exist between effectiveness and efficiency, one must clearly establish the action areas of
leadership and the action areas of management. Apparently, there is not a great distance from
vision to allocation of resources, but such relationship is translated into appropriate
behaviours which define modes of action and reaction of the leader, on one hand, and the
manager, on the other hand. Clearly, at the level of an organization, the manager must also
own leadership qualities because in extreme situations in which the leader finds himself
permanently he cannot limit his activity only in the allocation of resources. He has to have
vision and, at the same time, he must also be convincing. MacPhearson’s observations, “... is
leadership enough? The simple answer is no! We need management to execute the day-to-day
missions and we need leadership to weather the storms (which seem to be continuous and
ever-changing)” (MacPhearson, 2015) are enlightening in relation to the complementarity of
the leadership and management as forms of manifestation and in relation to the way in which
decisions can be taken within the organizations of the future by each member of the network
compared to the existing needs.
The society of the future will be subject to pressures that often are not anticipated. The
process of preventing the extreme situations or the process of adapting thereof will require a
new type of behaviour of the individual and the organization simultaneously. It will require
quick adaptation, creating new competences, preventing or managing conflict situations and,
not ultimately, changing the value systems. We can talk about situations where real
“collisions” between the personal (individual) value systems and the organisational value
systems may occur. Such situations remind us of the process of natural selection. In fact, this
4. Sanchita Raghav, Dr. Sanjeev Kumar, Ninad Chandrayan, Mohan Gautam and Ankit Tiwari
http://www.iaeme.com/IJM/index.asp 22 editor@iaeme.com
is about the rapid adaptation of the individual and the organisation to those situations in which
they find themselves, situations that, in most cases, are not caused by them. The process of
changing the organizational culture becomes a necessity when stakeholders require rapid
change. The vision and the strategies of the organization must be made compatible with the
new culture implemented. Within this “game”, motivating people is essential as it may
enforce a type of conduct for each of the employees so that organizational objectives are
achieved - an idea shared by Seraina Maag as well who says that “...there are so many
takeaways but, for me, the theme that really stands out is the importance of changing
organizational culture. Achieving genuinely diverse leadership in business takes more than
just token gestures: it needs a change of mind-set from the top down”. (Seraina, 2015).
Leadership also means the inspiring and charismatic behaviour in which moral values are
clearly defined and permanently applied and the management is seen as a permanent
transformation where the challenge of each individual, but also the permanent intellectual
stimulation represent genuine rules. Given that the spirit of leadership stands for values,
attitudes and behaviours which are essential for motivating individuals, we can speak of “a
sense of spiritual survival through calling and membership”. (Fry, 2003).
Making leadership compatible with the new value system must take into account the
traditions of the group, the relationships that are established within, the aspirations and, not
least, the identity of each individual and, at the same time, the identity of the organization.
Here, we can refer to the brand of a company, but also to the brand of an individual as
well. The representation component is extremely important because, on the one hand, it has a
motivating character, and on the other hand, it contributes to the enhancement of the
credibility of the organization and, accordingly, of the products and services that such
organisation provides. The quality of relationships reveals both the content of internal
relations, as well as the shades of the external relations (for example: suppliers, beneficiaries,
banks, public institutions, etc.). At the level of multinational companies, traditions play an
important role because the network of each multinational company includes ways in which
employees with different traditions, different value systems, diverse experiences and often
unpredictable expectations develop themselves.
The scheme presented below provides information about the shades of possible
combinations between levels (very high, high, moderate, low) of the four parameters
(traditions, relationships, aspirations and identity).
In the paper Leadership and the Art of Struggle, Snyder's findings regarding the possible
combinations of the four parameters at the level of some internationally recognized
companies (Deloitte, Microsoft, General Motors, Apple, Boston Scientific Corporation,
Pentair) are interesting. From this, it results that changing one of the four parameters from the
maximum level to the inferior levels may create imbalances at the level of the other
parameters as well. In fact, here we can talk about “a fine-tuning” that makes the difference
between success and failure. Such changes which are apparently imperceptible must be made
as a result of an analysis (SWOT, Stakeholders, Environment) which set, at a certain moment,
the real relationships between “the combatants”. Leadership is the “Art of Struggle” (Snyder,
2013).
5. Leadership of the Future
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Figure 1 Leadership Tension Map
Source: Snyder (2013, p.67)
The leader of the future must be like a conductor in an orchestra knowing very well the
competences of each employee, harmonizing such competences, implementing visions and
convincing people in relation with the direction of evolution of the organization. Actually,
“...the CEO of the future’s role will be to integrate these capabilities, to ensure that everyone
helps build and sustain them, and to keep everything working in a highly refined system”.
(Favaro, Karlsson and Neilson, 2015)
Refining the system means inclusively its connecting to the global network where it can
influence and where it can be influenced as well. Nowadays we discover that companies like
Facebook and Google use these “puzzle” elements offering a significance to each component
of the picture and, at the same time, engaging them in a unitary whole (here we can speak of a
synergistic vision and, at the same time, a systemic vision). These searches do not always
mean the best solutions. Sometimes, syncope arises and they are accompanied by conflicts
and this is the main reason why it is so important that the monitoring, control and assessment
process at the level of systems to work flawlessly. The quality of relationships is also due to
the consistency of the communication process. Within such, the entropy, redundancy and
feedback represent essential factors that support the process of achieving the objectives.
In his work, “Value systems and the future of leadership’", Stephen Bungay ascertains
that leaders “turn plans into actions and results”. (Bungay, 2011) The gaps mentioned by the
author are in close relation to plans, actions and results. The gap between plans and results is
influenced by knowledge; therefore knowledge management can contribute to decrease this
gap. The gap between plans and actions is influenced by alignment; such gap may be
decreased if there is synchronization between what we want to achieve and what we
accomplish in reality. The gap between actions and results is influenced by effects: here we
consider the ratio of what we hope to achieve and what we accomplish in reality.
6. Sanchita Raghav, Dr. Sanjeev Kumar, Ninad Chandrayan, Mohan Gautam and Ankit Tiwari
http://www.iaeme.com/IJM/index.asp 24 editor@iaeme.com
These gaps highlight the fact that any plan that aims to achieve objectives through the use
of resources can lead to poor results unless there is a perfect synchronization between actions
and results when our purpose is to accomplish a plan. (Bungay, 2011).
The analysis of the current forms of governance (corporate or public) enables us to
anticipate future developments. In the evolution of a product or a company (or even a reality)
there are several phases: emergence, maturation, extinction. The speed of implementing such
phases will increase and, consequently, decisions will be closely linked to the components of
risk management. In terms of probabilities, the ability of some organizations to identify and
process data will enable them to take major decisions almost in real time. In a virtual world,
the transparency of systems will be increasingly higher not because “actors” really want this,
but because technology will require such transparency. At the same time, this is an imperative
for both professional ethics and regulations as well. Favaro, Karlsson and Neilson further
make an enlightening remark “... future governance models will be more diverse: although the
C-corporation will still exist in some form, other forms of governance will emerge that could
obviate the need for a chairman, especially given the prime necessity for agility and
transparency”. (Favaro, Karlsson and Neilson, 2015).
Leadership must build trust within organization signifying the employees’ attachment
toward organizational culture, confidence in its activities, integrity, authenticity and empathy.
In organizations with high levels of trust, employees are motivated to take responsibility and
have the feeling that they have control over their own actions. (Owen, Hodgson and Gazzard,
2004).
In his work, Full Alignment: A practical Guide to transforming Your Life Vision into
Action, Silard ascertains the fact that vision has an undeniable power in foreshadowing a
future reality and for such it is necessary to identify the aptitudes that would help us
strengthen the sources of our motivations. Self-esteem will also lead to the appreciation of
others because, ultimately, selfknowledge or self-awareness may facilitate the process of
knowing the others, and also the contexts in which we operate. From this perspective it is
important to start evaluating ourselves and others starting from who we are in first place and
then from what we do. This analysis must define very precisely the relation between
KNOWING, DOING and BEING. Managing a system actually means shifting from
knowledge to action and finally to mentality. The morality of the actions of the leading
individual requires a certain type of behaviour at the level of the team members as well. The
power of example means behaviour assumed which is decoded by the employees from the
behaviour the leader has in the evolution of the three plans mentioned above.
An important role in the evolution of leadership is played by the environment where
emotional intelligence manifests itself as a combination of self-awareness, self-control, social
conscience and the ability to manage relationships. Emotional intelligence quantifies our
potential to learn the fundamentals of self-control. The leadership of the future will require the
insertion of the social and emotional education in schools but also within companies.
(Goleman, 2005).
It is obvious that each field will impose types of leadership with common characteristics
but also with specific elements that are connected to the reality of the context in which the
organization exists. There are differences between the ways leadership manifests itself within
the following fields: entertainment, IT, finance, etc. The question that one should address is
whether rigor is compatible with creativity. Most of the personalities who created business in
various fields admit that an optimal combination between rigor and creativity can lead to high
performance. This “optimal” is specific to every leader and every context developed by the
leader. To support this idea, Landy (2012) mentions that “... it's safe to say that financial
institutions will be looking for leaders with swift response times, an appreciation for the
7. Leadership of the Future
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impact of new technology, an ability to manage an ever-widening circle of stakeholders, and a
knack for collaboration, be it across business silos or with outside partners”. (Landy, 2012).
The training of the leaders of tomorrow must begin from early childhood through
appropriate forms of education that create variables contexts in which each of them to be able
to discover his own potential and, at the same time, to relate to others. Periodic evaluations at
the completion of the study cycles (at 6 years old, at 10 years old, at 14 years old, at 18 years
old) should provide useful information regarding the evolution of each individual and would
be useful to family, school, society, companies and last but not least, to the one who is
evaluated. Higher education can become a goal for those who are involved in this process.
Therefore, “.higher education institutions are poised to be leaders on the sustainability front.
Not only are they able to develop responsible environmental policies and procedures for their
campuses, but they are also essential for educating future leaders and entrusting them with the
skills they need to face the challenges of tomorrow” (Prinster, 2016).
A characteristic of the leadership of the future is represented by its dynamism which
translates as: permanent changes of the environmental parameters within which the
organization evolves, the change in the stakeholders’ behaviour change, the employees’
mobility, the emergence of some crisis situations, etc. The variety of situations requires each
employee to act in relation to the value system of the organization making the most of his
own competences. Achieving the objectives of the organization is of utmost importance and
the organisational interests are of great priority in relation to personal interests. The freedom
to decide individually cannot jeopardize the major decisions of the organization. Network
leadership must first establish the headquarters from where the distribution of power is made
at the level of the network. Partida (2015) believes that “.dynamic leadership is a values-
driven approach in that employees are discouraged from achieving business goals in ways that
undermine the organization’s values. APQC’s study revealed that organizations with dynamic
leadership see clear benefits. They report experiencing a smaller leadership skills gap and
show less concern about a leadership skills shortage in the future.”
The organisational “truths” require the process of supporting their policies in order to
achieve their objectives. Enhancing the loyalty of the employees is made through: their
involvement within the decision making process, the continuous training, the possibility and
opportunity to develop in terms of their career, various rewarding packages, permanent
information in terms of the progress of the organization, communicating the content of major
decisions, creating a family and familiar manifestation environment. Monitoring, control and
evaluation of employees must not turn into a permanent state of stress because, in the end,
conflicts will inevitably arise and they will be very difficult to manage. The moral behaviour
of the leader will condition the types of behaviour of the team members and will facilitate the
creation of some collaboration relationships thus discouraging the competitive relationships
between employees. Dawlabani (2014) argues that “leadership is moralistic because
management encodes the Truths from the dominant ideology and rewards believers, faithful
servants, and those who work long hours. Leaders oversee the needs of followers and regulate
their conduct. Moral capital and the ability to promise status in the future for those who obey
are used to obtain conformity”. (Dawlabani, 2014).
3. CONCLUSION
The leadership of the future must bear in mind that the organisational “will” comes in contact
with the independent will of the competition and taking over the initiative requires a constant
training and definition of tactics and strategies to take the competition by surprise. No matter
the alternatives chosen at a certain time in the evolution of the organization, one should not
forget the major objectives. Within market competition it is not suffice to know only our
8. Sanchita Raghav, Dr. Sanjeev Kumar, Ninad Chandrayan, Mohan Gautam and Ankit Tiwari
http://www.iaeme.com/IJM/index.asp 26 editor@iaeme.com
strategies and the strategies of our competitors, but we also should take into account the
factors of uncertainty. The arbitral events can be favourable or unfavourable equally to all
competitors. This is where the following step in: personal experiences, the capacity for
analysis and synthesis, courage but not recklessness, access to information and ability to
quickly process thereof, the possibility to use synergy as effect enhancer in partnerships with
other competitors, benchmarking as method of observation, adaptation and usage of the
experiences of the competitors.
Leadership of the future will have to comply with the rules of the consensual game which
translates into the ability to express clearly one’s opinion, the power to know the opinions of
others and the lucidity to make the final in a consensual way starting from the “we decide
together” principle. Practicing consensus will help the organization to develop a collective
intelligence where the opinion of the leader who decides and the opinion of the executant are
emphasized and valued in the final decision. Consensus will become an educational process
that will develop team spirit even if we speak of virtual enterprises, “scattered” all over the
world (Le Saget, 2013).
The development of the leadership means creating a unitary system in which development
programs play a critical role not only for middle and top management, but also for each
employee. The systemic vision requires each individual to be developed so that leadership
will be able to emphasize the competences of each individual in the interest of the
organisation. It would be damaging to develop a leadership “at the position level” because, in
fact, leadership must be developed at the level of the entire organisational system.
Leadership will evolve in the future towards a holistic vision in which the leader becomes
an integral part, together with the team, of the dynamic leading system. The concept of e-
leadership will occur with an increasingly frequency as it will define the reality of networks
and virtual companies. The causal mechanisms that determine the type of leadership will be
analysed from the perspective of educating individuals, contexts in which they evolve and the
teams they lead.
The process of examining the strategic leadership will constitute a priority within the
analyses related to the theory and research in the field and will open new perspectives in
terms of defining the relationships between leadership and management.
The phenomenon of globalization will redefine the business environment, and the
significant strategic changes will radically transform the inter-organisational relationships.
The multiple opportunities that arise due to the technological revolution will highlight the
talent of individuals leading to high performances. The rapid rhythms of change will require
taking over the initiative in the development of innovative strategies by individuals with
exceptional leadership qualities. They will shape the organizations making them more
flexible, less hierarchical, with flattening tendencies (within the network), thereby increasing
the value added. The leadership of the future will define a framework in which direction shall
have effect to the extent that changes are anticipated, management is authentic, the talent of
each individual is quickly identified and immediately emphasized, and the social
responsibility becomes the flagship of the new reality.
4. ACKNOWLEDGEMENT
We are thankful to Prof. (Dr.) P.B. Sharma, Vice-Chancellor, Amity University Haryana for
his constant guidance and encouragement provided in this endeavor.
9. Leadership of the Future
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