Empowered employees bring a wealth benefits to an organization, from better reactive service to more satisfied teams, yet too many organizations still fail to empower employees in even the simplest of ways. Using principles from our resource, The Ultimate Starter Guide to Employee Empowerment, this presentation shows organizational leaders nine key ideas for empowering employees to provide better customer experiences.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
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Empowered employees bring a wealth benefits to an organization, from better reactive service to more satisfied teams, yet too many organizations still fail to empower employees in even the simplest of ways. Using principles from our resource, The Ultimate Starter Guide to Employee Empowerment, this presentation shows organizational leaders nine key ideas for empowering employees to provide better customer experiences.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
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Motivation- Definition
Management Theories of Motivation
Needs Theories
Theories of Motivation
Conditioning Theory
Expectancy Theory
Motivation-Hygiene Theory
Motivation- Definition
Management Theories of Motivation
Needs Theories
Theories of Motivation
Conditioning Theory
Expectancy Theory
Motivation-Hygiene Theory
A framework for shelter location decisions by Ant Colony OptimizationHossein Baharmand
Short paper presented at ISCRAM 2015, Kristiansand, Norway.
Abstract
Earthquakes frequently destroy the homes and livelihoods of thousands. One of the most important concerns after an earthquake is to find a safe shelter for the affected people. Because of large numbers of potential locations, the multitude of constraints (e.g. access to infrastructures; security); and the uncertainty prevailing (e.g., the number of places required) the identification of optimal shelter locations is a complex problem. Nevertheless, rapidly locating shelters and transferring the affected people to the nearest shelters are the high priority in crisis situations. In this paper, we develop a framework based on Ant Colony Optimization (ACO) to support decisions-makers in the response phase. Using the same framework, we also derive recommendations for urban planning in the preparedness phase. We demonstrate our method with a case focusing on the city of Kerman, in Iran.
AN EXPERIMENTAL INVESTIGATION ON ENGINE PERFORMANCE OF A LOW HEAT REJECTION (...IAEME Publication
In Present Investigation at the first stage, experiments were conducted on baseline (Conventional) engine and hence combustion and emission Parameters were recorded. At second stage Mullite, which is a compound of SiO2 and Al2O3 with composition 3Al2O3.2SiO2 (Aluminium oxide 60% and Silicon dioxide 40%), was used as a (TBC) thermal barrier coating material. The piston crown, cylinder valves and cylinder head of diesel engine were coated with a 0.5 mm thickness of 3Al2O3.2SiO2 (mullite) over a 150-µm thickness of Nickel Chrome Aluminium Yttrium (NiCrAlY) bond coat using plasma spray technique to achieve less heat loss and combustion and emission Parameters were recorded for LHR engine.
Comparing Leadership Models
XXXX XXXXX
LDR 531
JXXX 1, 20XX
Dr. Leo Maganares
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Comparing Leadership Models
Shared leadership has emerged as a response to rapidly changing organizations and an increase in the complexity of tasks (de Cruz, 2019). Shared leadership can quickly and effectively solve problems, increase performance, and improve organizational productivity. With a team of experience, skills, and resources a strong leadership foundation can be formed to solve complex problems and initiate change to improve the overall productivity of organizations.
Chapter 12 Case Incident One: Sharing is Performing
Obstacles that can be encountered with shared leadership are social loafing, conflict with roles, differences in opinions, beliefs, values, negative mental models, task conflicts, and diversity issues (Robbins & Judge, 2019). Undefined roles can cause conflicts of ideas, opinions, leadership authority, and social loafing. All of these can have a negative effect on the team.
In this case, Christ looked to McGinley, as did Martin, to Barrs to form a shared leadership to solve two complex organizational problems (Robbins & Judge, 2019). The organization I work for formed a shared leadership quality team made up of leaders from the entire organization to determine clinical competencies for nursing. When the findings indicated that competencies were not standardized or based on evidence-based practices, they developed a program that would improve nursing competencies aligned with the vision and mission of the organization. This program was aligned with the mission of the organization to ensure that nurses were competent in their skills to provide high-quality care.
The leadership style that would best promote shared leadership in this case, would be Hersey and Blanchard’s situational leadership theory where the focus is on “directing, coaching, supporting, and delegating behavior” (Thompson & Glaso, 2018, p. 575). Leading a shared leadership team as CEO it would be important to define roles, assess team readiness, skills, knowledge, commitment, performance, and provide structure. Leadership styles would need to be adjusted based on the skills, knowledge, and readiness of the follower. Recruiting team members that are highly motivated, positive, conscientious, and have high abilities and intelligence can help improve the success of a team (Robbins & Judge, 2019). Provide an environment of trust, and openness allowing individuals the freedom to express opinions, views, and disagreements. Open communication can empower, encourage creativity, build trust, and promote confidence.
To reduce social loafing, goals, roles, and tasks need to be defined so team members know how they will collectively contribute to the team effort and success. Organizational support, adequate resources, building a climate of trust, and providing rewards to individuals based on team performance are all strategies that contribute to the succe.
Journal of Economic Development, Management, IT, Finance and M.docxtawnyataylor528
Journal of Economic Development, Management, IT, Finance and Marketing, 5(2), 1-31 Sept 2013 1
An Empirical Study of Leadership Styles
Cameron Boykins, Scott Campbell, Michelle Moore, Shikha Nayyar
Drexel University, USA
[email protected], [email protected], [email protected], [email protected]
Abstract
This study examined the usage of different leadership styles as they relate to position, industry and
various situations. Both project team members and project managers from four different industries
completed surveys. Initially, we believed that participant’s position, industry and different
situations would have no effect on the leadership styles being employed in a project, and our target
was to find the best leadership style. Upon deeper analysis of the data gathered from various
industries, the results were surprisingly different. The analysis of the study revealed how the
participant’s position and industry affected the leadership styles and how the opinions of both the
Team Members and Project Managers change when subjected to various circumstances. Some
very interesting questions and situations have been analyzed in this report even though the number
of subjects and industries surveyed were limited in scope.
Keywords: Leadership style, project managers, team members
Introduction
In terms of leadership styles a wide variety exists for one to employ. There isn’t firm consensus as
to which styles prove to be the most effective. Different situations call for different approaches,
however, is there a correlation between industry, team demographics, and age as to which method
is most utilized? The team seeks to examine these numerous methods of managerial leadership to
determine which are most applied and considered most effective. Furthermore, respondents were
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
Journal of Economic Development, Management, IT, Finance and Marketing, 5(2), 1-31 Sept 2013 2
asked which style they preferred their own managers to employ. As a counterpart, the team was
also interested in understanding which styles were least utilized. A sample of thirty respondents
from four different industries and backgrounds were surveyed to assist the team with several
questions. First, a short series of demographic questions were asked of the respondents to
determine the makeup of the sampling pool. Ideally, the group sought to survey a diverse pool of
male and female managers and team members. Also, different ages were examined as a way of
determining if there are new trends emerging in management. Second, a variety of situationally
based questions were asked to determine which method would be applied under given
circumstances. This revealed what method managers employed despite earlier notions of what
styles they preferred. Both qualitatively and quantitatively, the group believes that the re ...
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Inclusiveness. The main difference that can distinguish a happy employee from disgruntled employee. As with all decisions that are made, there is always an audience that the decision will affect. When employees are privy and organizational decisions are inclusive to employees this can greatly increase their level of fulfillment. Whether or not the end user of the decision will be content with the outcome or not, there will always be critics. Which leads us to discuss key characteristics and the importance of involving employees in relative organizational decision making.
It is not uncommon to find that during strategic organizational planning that top-level management will include their employees to engage and provide their input on complex processes. Human capital, whether the organization is large or small, corporate ran or small business managed is key to an organization’s success. Employee satisfaction level drives productivity and is what increases revenue for the company. Happy employees equal happy customers.
What does it take to keep employees motivated? A critical and important element for employers to keep their employees happy and content is clear communication. It is critical that an organization’s objective and vision for future growth is communicated clearly throughout all levels. Top-level management must be skilled at delivering the company’s mission and values to every tier within their organization. Each tier within the organization with healthy communication should be able to open-mindedly accept the message and freely provide any feedback positive or negative without fear of repercussion. Keeping an open line of communication within an organization is key to building the foundation for success.
As we move away from the golden days of traditional office operations consisting of fax machines, telephones, paper, pencils, etc. and move towards a more technologically repertoire, we lose the personable face to face interaction with one another. We spend most of the day behind our computer screen at our desk. The need to sustain job satisfaction amongst employees could not be ever more present than now. To maintain the morale amongst employees, organizations should be able to keep them challenged and motivated. Take technology for example. If the increase of new technology isn’t daunting enough, consider the challenge to remain current with technology all the while maintaining a competitive advantage in the industry? Reach internally to our internal resource, human capital. Employees must be given the opportunity to share their knowledge, skills, and abilities. When empowered to provide input concerning highly visible organizational decisions, employee morale is boosted. Not only is this beneficial for employees but also the employer as they receive ideas and input that could possibly lead to the solution. Employee engagement boosts the overall welfare of the organization.
According to.
12The Best LeaderIn the modern times, leaders are.docxmoggdede
1
2
The Best Leader
In the modern times, leaders are identified and recognized based on what they do and deliver. Leaders are categorized in different theories that try to explain who they are, their characteristics, skills, abilities, personalities, roles or responsibilities and limitations.
Leadership Theories
Definition and Characteristics
Advantages
Disadvantages
Path-Goal Theory
It explains a leader’s influence through his behavior to the individual’s performance, especially in an organization.
It is goal oriented. The leader guides the people. It encourages participative, supportive, and directive leadership.
It may frustrate employees, and it may be difficult for them to follow the leadership behaviors styles thus poor performance.
Situational Leadership Theory
It explains that different situations in a company may use different styles of leadership. The behavior involved are telling, selling, participating and delegating.
Easy to apply.
Focus is on maturity.
Availability of competent leaders.
Allows testing of a leadership style.
It does not apply to managers but to leaders.
It is time-consuming when waiting for future predictions of the situations.
Leadership Substitutes Theory
Just like the name of the theory, it explains the conditions in an organization that a leader may not be needed or necessary or prevented from leading.
Provides a substitute or a neutralizer to act on behalf of the leader.
The leader’s actions, decisions or ideas may be prevented thus ineffective.
Multiple Linkage Model
According to developer Gary Yukl, this model explains a leader’s behavior impact on the effectiveness of a group in an organization.
Encourages managerial skills. It also promotes conflict resolution strategies and handling work situations that may arise.
It require a competent and intellectual leader.
The decision-making process may be long.
Transactional Leadership
It concentrates on the leader and followers and maintaining a healthy relationship between the two hence loyalty and realization of advantages.
Encourages follower’s loyalty.
Promotes commitment.
Promotes good relations.
Rewards good work.
Abuse of follower’s loyalty may occur.
Its focus is majorly on short term goals.Transformational Leadership
This theory focuses on the leadership and follower’s exchange of visions, beliefs, and values
It promotes the exchange of ideas through communication. The visions set give directions. There is employee recognition.
The leaders have high expectations and standards. Decision-making process may be time-consuming
Charismatic Leadership
The leaders have a high sense of self-confidence, esteem, and purpose and can easily influence people through their personal behaviors and traits.
Highly influential, visionary, self-confident, social and energetic leaders. The leaders are also self-motivated and focused.
The leader may be self-centered giving their visions and ideas for personal gains of power and influence. The leader may h ...
Global Leadership 1
GLOBAL LEADERSHIP 7
MBA6026 The Global Leader Unit 1 Assignment 1
Global Leadership Agenda and Theory
Deidre Connor
Professor Michael McGivern
Global Leadership Agenda and Theory
Howard Gardener Five Minds of Future Book reveals the objectives that leaders globally ought to follow. These objectives are, a synthesizing mind, stating that leaders should have the ability to decode ideas from different disciplines and process the information as a whole and in a way that they can convey it to other people. Secondly, is the disciplinary mind, meaning a leader should be able to master all the schools of thought. For example, professional crafts, mathematics, history and science. On the other hand is the creative mind. A leader should be able to identify problems, solve them amicably and bring up strategies to prevent them from happening in the future.
In the model also, he included the ethical mind which stated that a leader should always be able to fulfill what is expected of them both as citizens and employees. Finally, he included the respectful mind. Meaning that one had to differentiate between human groups and human beings. It is evident that Gardener had several means through which he derived his model. However, it is not in every organization that you will find this model being emphasized. Most global leaders nowadays use their strategies to ensure that they have everything under control within the organization. However, it would be of great importance if they took the leadership role more seriously.
Leaders, however, have to forecast in the future. This will enable them to know what to change, maintain and mend in their strategies. For example, nowadays most organizations are working on ensuring that they integrate Supply chain management in the organization. However, after integration of these strategies, they have no more plans. In organizations like Coca Cola where they have already integrated the Supply chain systems, the leaders are now focusing on other means that would enable them to retain their market base, ensure that there is employee involvement and also ensure that their continuous development of their strategies.
To ensure this, the leaders are looking for other ways like the development of their managerial strategies. This has not been easy for most leaders globally to implement. That is because they have to do more than expected in these strategies. (Gardner) For example, ensuring that they have better strategies for time management, have better and specific priorities, improved decision-making strategies, strategic thinking amongst others. In short, they have to ensure that there are more effective means to work. Meaning that they get the jobs done on time, production of high-end quality products and services thus ensuring that the organiza ...
2Poor Leadership in OrganizationIntroduction Leadershi.docxrhetttrevannion
2
Poor Leadership in Organization
Introduction
Leadership is foreseen as the act and practice of motivating a specific group of people to reflect their actions towards achieving a common goal. In organization, leadership involves giving direction to workers and different colleagues that take part in constituting the whole organization as a unit. All these directions and orders are strategies in a way that they meet the needs of the company and facilitate the progress of the organization. The leader should, therefore, embrace a high degree of wisdom and integrity in order to act as the head of the organization and guide it through the process of establishing its goal. In order for an organization to thrive in terms of performance and quality of the products being produced, it requires good leadership and governance. Currently, the organization is facing stiff competition from other competitors (DuBrin, 2015). Nevertheless, both the quality and quantity of the products being offered by the organization does not meet the required standards thus this makes it difficult for the organization to survive the stiff competition projected by other related organizations in the market segment. All these problems are brought about by poor governance and leadership in the organization. The paper touches on the qualities of a good leader, the significant effects of poor leadership in the organization, the effects that it projects to the entire organization and the suggested solutions.
Skills and competence of a leader
Each and every organization requires a leader to head all the activities that take place in the institution and ensure that the activities, roles and duties are performed at the right time in the right order. In order for a leader to manage an organization, he or she should poses some skills and competence. The skills in different leaders creates a large impact in the organization thus imposing a difference in both the production and management process. A good leader should poses the following skills.
The ability to supervise others. Through this skill, the business leader is also able to delegate jobs better and efficiently to various individuals and different departments of the organization and oversee how multiple operations are run to ensure a smooth running of business operations. This would help as such a leader would know which decisions would best suit better supervision thus better business flow regarding the operations.
High emotional intelligence. This calls for the ability to be aware of, in control and be able to express one’s emotions, and handle interpersonal relationships judiciously and empathetically. (Shamir & Eilam-Shamir, 2018). With such skill, a business leader can connect and relate better with both his seniors and juniors at a human level; thus they would be in a more significant position to influence and therefore justify business decisions.
Good communication skills. Effective busi.
DBA 7553, Human Resource Management 1 Course Learndrennanmicah
DBA 7553, Human Resource Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Appraise workflows and the role of job analysis.
1.1 Examine the organizational, environmental, and individual challenges with regard to workflow.
1.2 Explain the importance of job analysis with regard to organizational structure.
1.3 Summarize how work-flow analysis supports strategy and organizational structure.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Annotated Bibliography
1.2
Chapter 2
Unit I Annotated Bibliography
1.3
Chapter 2
Unit I Annotated Bibliography
Reading Assignment
Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges
Chapter 2: Managing Work Flows and Conducting Job Analysis
Unit Lesson
This unit of the course will cover strategic human resource management. In today’s workplace, it is key to
have human resources at the top management table to assist with long- and short-term goals for the
organization. Human resources is able to partner with top management at all intersections of an organization
to help develop strategies for human capital in order for the organization to meet its goals and objectives.
Effective strategic human resource management can help a company keep its competitive edge and
contribute to a healthy bottom line.
Strategic human resource management keeps
employee policies on target and current with regard
to the latest legal landscape for employees. It also
provides for important items, such as strategic
recruitment and hiring, proper employee training,
and development of a robust and diverse
workplace. These elements all contribute to building
and maintaining a healthy and successful
organization.
Strategic human resource management contributes
to dealing with various environmental challenges
that organizations may face today. For instance,
there is a rapid change in today’s world, so
companies must have the ability to be nimble in
response. As the pace of the world, in general,
UNIT I STUDY GUIDE
Strategic Human Resource Management, Managing
Workflows, and Conducting Job Analysis, Part I
Human resource management keeps employee policies on target
(Bialasiewicz, 2017)
DBA 7553, Human Resource Management 2
UNIT x STUDY GUIDE
Title
increases, stress can be a constant issue for employees. Human resource management can identify areas in
an organization where employee stress is an issue, and human resources can work with local managers to
identify ways to decrease it. Decreasing stress improves the work atmosphere, motivation, and productivity of
employees.
There are also issues of workplace diversity that strategic human resource management can address. The
ability to work with management to formulate strategies that can capitalize on the diversity of the employees
can create a healthy opportunity for growt ...
DBA 7553, Human Resource Management 1 Course Learnalisondakintxt
DBA 7553, Human Resource Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Appraise workflows and the role of job analysis.
1.1 Examine the organizational, environmental, and individual challenges with regard to workflow.
1.2 Explain the importance of job analysis with regard to organizational structure.
1.3 Summarize how work-flow analysis supports strategy and organizational structure.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Annotated Bibliography
1.2
Chapter 2
Unit I Annotated Bibliography
1.3
Chapter 2
Unit I Annotated Bibliography
Reading Assignment
Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges
Chapter 2: Managing Work Flows and Conducting Job Analysis
Unit Lesson
This unit of the course will cover strategic human resource management. In today’s workplace, it is key to
have human resources at the top management table to assist with long- and short-term goals for the
organization. Human resources is able to partner with top management at all intersections of an organization
to help develop strategies for human capital in order for the organization to meet its goals and objectives.
Effective strategic human resource management can help a company keep its competitive edge and
contribute to a healthy bottom line.
Strategic human resource management keeps
employee policies on target and current with regard
to the latest legal landscape for employees. It also
provides for important items, such as strategic
recruitment and hiring, proper employee training,
and development of a robust and diverse
workplace. These elements all contribute to building
and maintaining a healthy and successful
organization.
Strategic human resource management contributes
to dealing with various environmental challenges
that organizations may face today. For instance,
there is a rapid change in today’s world, so
companies must have the ability to be nimble in
response. As the pace of the world, in general,
UNIT I STUDY GUIDE
Strategic Human Resource Management, Managing
Workflows, and Conducting Job Analysis, Part I
Human resource management keeps employee policies on target
(Bialasiewicz, 2017)
DBA 7553, Human Resource Management 2
UNIT x STUDY GUIDE
Title
increases, stress can be a constant issue for employees. Human resource management can identify areas in
an organization where employee stress is an issue, and human resources can work with local managers to
identify ways to decrease it. Decreasing stress improves the work atmosphere, motivation, and productivity of
employees.
There are also issues of workplace diversity that strategic human resource management can address. The
ability to work with management to formulate strategies that can capitalize on the diversity of the employees
can create a healthy opportunity for growt ...
Reply to TEVA 2No matter where you go or what you do, they are t.docxsodhi3
Reply to TEVA 2
No matter where you go or what you do, they are there, millennials. Not necessarily a bad thing, except trying to figure out their intentions. In any work force you will have multiple generations of people, they all offer something different. Attitudes, beliefs, experience, goals and expectations. What we all want and share a common thing in are the three R’s: Respected, Recognized and Remembered (Organizational Behavior, 2014). Respecting each generation regardless of age goes a long way. We may not understand why they do the things the way they do, however we can all learn from each other. Recognition..as managers, employees at all levels want recognition. Show them they are appreciated for what they bring to the table, to the mission, to the organization. Show them you care about them, how hard they work and that what they do does not go unnoticed. Provide them feedback (Organizational Behavior, 2014). Being remembered is also important as it tells them the organization values them.
Finding out what motivates each generation is not easy, you have to put some effort into it. Get to know them, gain their trust, find out what they are good at, what they desire to know and learn and use it to your advantage. Each generation can help and motivate each other. Millennials are technologically savy, where as the older generation is used to doing things the old fashioned way. Getting the generations to talk to each other, ask questions, break the barriers, can help make a huge difference in productivity in the work place. Telling them what the company vision is and purpose of their efforts. Showing them that working together as a team, that they can reach the same goal in the end to get the job done will help motivate them to work together. Give the younger generation goals to reach and milestones to progress. Give the older generation time and flexibility with how to get the job done (Lloyd, n.d.). In the end the bottom line is get to know your people, appreciate them and what they do and ensure they understand their purpose in the organization.
Reply to LARE 2
With the advancements in technology the speed of how things get done are faster and for any organization to remain sustainable in the 21st Century they will have to embrace technology and globalization. Having a diversified work environment can result in success for an organization by first bridging the “gap” between generational workers. By first, discovering the needs of the employees in order to frame what motivates them, because motivational tactics are not one-size fits all. Trader Joe, was a good example of how they keep their employees motivated through a collaborative environment, Manager’s helping out, and employee empowerment. (Organizational Behavior, 2014, ch 5, p.4)
Another way to motivate an age-diverse workforce is through, mentorship, where experienced workers coach and train the younger employees. Offer opportunities of “reverse mentoring in areas of techno ...
Diversity on Wall Street: Where are the women decision makers?Stacey Troup
a case study on the failure of Wall Street to vastly recognize women as viable solutions to portfolio management and other high-profile positions that are predominantly held by men.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
3.0 Project 2_ Developing My Brand Identity Kit.pptx
Management Assessment
1. 1
Case Assignment: Management Assessment
Stacey Troup
Managing & Leading Organizations/MGT-322
January 20, 2017
Glenn Zimmerman
2. 2
Case Assignment: Management Assessment
During this midterm case assignment, I will be reviewing leadership and management from
a multitude of levels. First, the differences between leadership and management will be defined
as well as how both could be used to their best advantages in a business environment. Different
leadership and management styles will be discussed as well as how both of these approaches are
used in strategic decision making. Finally, I will discuss the fine line that both managers and
leaders must walk in their personal relationships with their staff as well as what the proper line to
“walk” is in these relationships so that they do not create problems for the company. All of these
areas will lead to a greater understanding of the need of managers and leaders in the strategic
decision making process and overall success of the company.
Leadership vs. Management
Managers and leaders play integral yet separate roles in any corporate structure.
Managers tend to be the people who carry out the ideas from leaders in order to define the
purpose. They tend to organize workers in order to inspire results and may engage in skills
nurturing, professional development and corrective behavioral plans (Murray, N.D.).
Leaders are viewed as innovators who focus on people and inspire trust amidst their
employees. They have a vision for the long range perspective of the company’s success and
often ask “what and why?” to proposed ideas. Their eye is forever on the end game of success as
they always challenge the “status quo”. Their innovations come from their own stance that they
are their “own person” and they always do the right thing for the company as a whole (Murray,
N.D.).
Managers roles tend to be more administrativce in nature and they copy the ideas of the
leaders they report to. They maintain the structures and procedures given to them and act as
3. 3
“good soldiers”. Their positions rely on control and the bottom line of the company’s business
and they are often people who accept the “status quo” without challenge. Whereby leaders “do
the right thing” managers, on the other hand, do “things right” while maintaining a short range
view of the vision (Murray, N.D.)
Managers are the delegators of leaders. They are responsible for delegating the
responsibility of tasks to complete the goal or task at hand as well as for the reporting of task
milestones or completion. Be the reporting information good or bad, an effective manager in a
healthy environment will always report the truth and not make excuses for the end result. The
information that managers provide to leaders help the company determine the next steps to be
taken in terms of production, staffing, financial obligations, stock levels and a number of other
variable goal oriented data figures. Managers are also responsible for determining when an
employee is in need of as well as beyond the point of help through corrective action plans and
additional training. In some cases, employees are just not meant for the role they hold and
training would never make a difference but managers must make this determination on a case by
case basis and provide the necessary professional development as well as communicate these
problems and corective actions to the employees so that they may begin work on their success.
Leadership & Management Styles
As we look at the various management and leadership styles there is always one method
which is more favorable to our own personal styles as we see them as the most productive way to
engage a team. From personal perspective, the visionary leadership style is the most sought after
model of leadership style and has been adapted by companies such as Google.com.
While Google has found favor with the use of the visionary style, one might make the
argument that they also ecompass portions of other management styles including affiliative and
4. 4
democratic while the company itself embraces a pacesetting style overall. By removing the
heiarchy from their company philosophy and embracing the ideas of their employees at all
levels, Google has set itself ahead of their competitors through their most valuable asset – their
employees (He, 2013).
To clarify why these leadership styles are part of what gives Google its flat leadership
style, it is important to understand what the visionary style is so favored by employees. The
visionary style, in its basic definition and form, allow for people to feel free to suggest or
develop innovations for the company’s product offering while taking calculated risks and
working toward shared company goals (Murray, N.D.). This innovation is showcased during the
weekly meetings whereby Google allows for any employee at any level to make a suggestion
about a product idea and Google has had some of its most valuable or most popular innovations
come from this environment (He, 2013).
Beyond the styles of leadership, it is important to have a management style that is
complimentary to the leadership style so that we do not have a “butting of the heads” in terms of
how things should be accomplished. The participative manager is most likely the type of
manager within Google as they are known to provide an “everyone has input” mentality. The
participative manager encourages input from all levels of the team as they also believe this
fosters true teamwork. This is the best management style for experienced staff members, such as
the people Google hires, as it also provides a steady working environment free of
micromanagement (Cardinal, N.D.).
Managers feed information up through channels into leaders hands so that strategic
decisions can be reached. This information can be in the form of things like the sales figures for
the month, the average packages shipped vs the orders for the day, product defective returns and
5. 5
the like. This type of information in a sales setting allows for leaders (executives) to determine
staffing needs for peaks and valleys in sales cyles, when training is necessary, when it is time to
hire additional staff or to terminate ill performing staff. All of this adds up to how the managers
and leaders interact within the strategic making decision process. Integral lower level data drives
the mechanisims of business success and feeds the funnel of information for these key decisions
in business.
Walking the Line of Propriety: Frienships in Businss
In the world of business, the landscape is such that among coworkers, friendships are
often formed over time of working together. This is usually the result of similar interests,
backgrounds, positions or other outside influences and is generally a positive one provided that
everything is kept professional during working hours and a limited amount of personal
information which might be shared is also kept out of the walls of business operations (and
subsequent rumor mills) (Shiao, 2016).
When it comes to these interpersonal relationships among leaders, it is always good to
have a professional, healthy relationship with the employees. However, it is important to ensure
that these relationships do not interfere in the world of business or cause “cliques” to form which
may be coutnerproducitve to the team environment. In fact, a Gallup State of the American
Workplace Poll uncovered that satisfaction among workers who participated in a workplace
friendship with a supervisor (or the like) had increased more than 50%. While this is a
staggering argument to employee happiness and retention, it does not come without concerns and
proprieties which must be followed in order to maintain proper boundaries (Hedges, 2015).
Among the boundaries of propriety which need to be followed are the need for effective
confict resolution skills, clear communication methods and a need for realistic expectations and
6. 6
transparency in your management style. These boundaries are put in place should a situation
arise where corrective behavioral actions are needed to be taken against a subordinate who
reports to a manager they are friends with so that the friendship is unaffected by the need for
disciplinary actions (Hedges, 2015).
Should managers and their employees draw lines which are unhealthy in nature such as
becoming romantically involved, showing favortism over the rest of the team or refusing to
discipline a team member when the situation calls for it, this can lead to a mass dissatisfaction in
their jobs among other team members as well as a loss of great employees due to the biased
behaviors of the manager (Hedges, 2015). In situations where the corruption of propriety is with
the owner of a company to a manager, the staff is often made to feel that no matter how wrong
something is, it will never change because the manager is given a “golden ticket” to reign rather
than manage a healthy environment.
In terms of leadership thories, as we review the 1970’s theory of Transformational
Leadership, which dictates that “leaders transform their followers through their inspirational
nature and charasmatic peronalities” (Leadership Theories, N.D.) a question immeditely arises:
what happen when transformational leadership is riddled with personal bias, unprofessional
relationships and corruption while harboring an anti-team environment?
The question is asked from personal experience whereby I worked for someone who
drove a wedge between team members, subscribed to no particular management style or set of
ethics, and rewarded unhealthy behaviors in the workplace while driving away educated, skilled
employees who refused to play her brand of politics.
When a manager has no firm set of ethical principles they lead by, they mite as well lead
with a blindfold on. When they are less skilled than the people on their team this can lead to
7. 7
problms of jealousy and spite which are almost always the result of lack of communication
(When You're More Qualified Than The boss, 2013).
Often employees will feel more qualified than their superiors or bosses because of factors
relating to their hire which are beyond the control of the staff. Managing these animosities for
the employee can be tricky but are not out of reach. First, evaluation of if your boss is good at
their job, remembering to always be positive and not resentful, spiteful or otherwise vindictive
against them. It is important to work with these supervisors (managers) and not against them in
order to forge successful work relationships. Finally, it is important to focus on your own job
and success and not the shortcomings of your boss in order to truly find success. By this it is
implied that you should never “trash talk” about your boss or otherwise try to sway others to
your idea that your boss is unqualified for their job but rather focus on your own situation to find
overall success (When You're More Qualified Than The boss, 2013).
Conclusion
Throughout this paper an examination has been done into both management and
leadership styes as well as interpersonal relationships between staff members at different levels
and how to effectively manage these relationships for the benefit of business. What we learn is
that there is a healthy balance to managing employees we also wish to be social with outside the
office.
During my time in the business world, which is significant, I have hoaned my
managaement style to be very understanding but firm and to keep my personal relationships
within boundaries and proprieties of business. I learned that I hated to be micromanaged and,
therefore, would never micromanage anyone else unless they were in a training phase of their
employment whereby the had many questions and needed the one-on-one relationship.
8. 8
By fostering a healthy management or leadership style encompassing clear
communication and visibility, you gain a trust among your employees and a sense of teamwork
which is hard to come by. I would definitely listen more in my next management role, however,
I tend to manage floors and very few people directly. The people I support are a higher level
than I am and I have had the instance where I was forced to turn in one of my bosses for illegal
activities. We must maintain our ethical standards as we manage a staff of people of any level
while working to maintain the company vision and mission as well as a healthy bottom line in
business.
9. 9
References
Cardinal, R. (N.D.). 6 Management Styles and When Best to Use Them. Retrieved from Leaders
In heels: https://leadersinheels.com/career/6-management-styles-and-when-best-to-use-
them-the-leaders-tool-kit/
He, L. (2013, 03 29). Google's Secrets of Innovation: Powering its Employees. Retrieved from
Forbes: http://www.forbes.com/sites/laurahe/2013/03/29/googles-secrets-of-innovation-
empowering-its-employees/#427fddd87eb3
Hedges, K. (2015, 03 31). New Rules: How Managers Can Be Friends With Employees.
Retrieved from Forbes: http://www.forbes.com/sites/work-in-progress/2015/03/31/new-
rules-how-managers-can-be-friends-with-employees/#160b6cb27612
Leadership Theories. (N.D.). Retrieved from Leadership Central: http://www.leadership-
central.com/leadership-theories.html#axzz4WQOtkmQ7
Murray, A. (N.D.). What is the Difference Between Management and Leadership. Retrieved from
The Wall Street Journal: http://guides.wsj.com/management/developing-a-leadership-
style/what-is-the-difference-between-management-and-leadership/
Shiao, V. (2016, 08 06). Drawing the Line With Work Friends. Retrieved from Business Times:
http://www.businesstimes.com.sg/opinion/cubicle-files/drawing-the-line-with-work-
friends
When You're More Qualified Than The boss. (2013, 08 28). Retrieved from Forbes:
http://www.forbes.com/sites/jacquelynsmith/2013/08/28/when-youre-more-qualified-
than-the-boss/#12372a63167e