HRM practices have evolved over time from a traditional personnel management approach to one that is more strategic and focuses on aligning human resources with corporate objectives. An important role of HRM is developing core organizational values to guide the business strategically. To motivate employees, companies have explored various management theories like Theory Z, which took a humanistic approach combining American and Japanese styles. Modern employees are motivated by opportunities to have sustainable impact and make a lasting contribution through their work, such as through corporate social responsibility initiatives that benefit society and the environment.
This is a deck presented for the Air National Guard with the goal of developing more reflective style of leadership; values-based leadership from the inside out.
Welsh Consultants publishes- Transformational leadership is a leadership style in which leaders encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the company. This is accomplished by setting an example at the executive level through a strong sense of corporate culture, employee ownership and independence in the workplace. Transformational leaders inspire and motivate their workforce without micromanaging — they trust trained employees to take authority over decisions in their assigned jobs. It’s a management style that’s designed to give employees more room to be creative, look to the future and find new solutions to old problems. Employees on the leadership track will also be prepared to become transformational leaders themselves through mentorship and training. This paper explores the subject in detail. Author, Founder- Manish P
LEADERSHIP VS MANAGEMENT - THE ULTIMATE GUIDESprintzeal
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To register for any of Sprintzeal courses use COUPON CODE LINKEDIN10 to get flat 10% OFF.
Leadership vs Management - Key Differences
What is the difference between Leadership and Management? These days most organizations encourage managers to act as leaders, in fact, they even try to inculcate leadership qualities in all their employees to instill ownership. And leaders have come to manage vast operations.
"Empower Your Personal Leadership" is an one-day program that focuses on understanding effective management & leadership; assessing own management & leadership style; and establishing SMART goals and plans to strengthen self-management & self-leadership. This is part of DPU's personal empowerment / effectiveness programs.
This is a deck presented for the Air National Guard with the goal of developing more reflective style of leadership; values-based leadership from the inside out.
Welsh Consultants publishes- Transformational leadership is a leadership style in which leaders encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the company. This is accomplished by setting an example at the executive level through a strong sense of corporate culture, employee ownership and independence in the workplace. Transformational leaders inspire and motivate their workforce without micromanaging — they trust trained employees to take authority over decisions in their assigned jobs. It’s a management style that’s designed to give employees more room to be creative, look to the future and find new solutions to old problems. Employees on the leadership track will also be prepared to become transformational leaders themselves through mentorship and training. This paper explores the subject in detail. Author, Founder- Manish P
LEADERSHIP VS MANAGEMENT - THE ULTIMATE GUIDESprintzeal
Hello aspirants
To register for any of Sprintzeal courses use COUPON CODE LINKEDIN10 to get flat 10% OFF.
Leadership vs Management - Key Differences
What is the difference between Leadership and Management? These days most organizations encourage managers to act as leaders, in fact, they even try to inculcate leadership qualities in all their employees to instill ownership. And leaders have come to manage vast operations.
"Empower Your Personal Leadership" is an one-day program that focuses on understanding effective management & leadership; assessing own management & leadership style; and establishing SMART goals and plans to strengthen self-management & self-leadership. This is part of DPU's personal empowerment / effectiveness programs.
This slide covers:
* Types of groups in an organization
* Why do people join groups?
* Theories of group formation.
* Stages of group development.
* Foundations of group effectiveness.
* Difference between workgroup and teams.
This Presentation describes Characteristics of Transformational Leadership and attributes required for the same.Four Elements of Transformational Leadership is highlighted.
www.lifein01.com - for more info
Leadership is a trait of influencing the behavior of individuals, in order to fulfill organizational objectives.
A number of leadership theories have been propounded by various management experts considering behavior, traits, nature, etc. namely, Authoritarian, Laissez-faire, Transactional, Transformational, Paternalistic and Democratic.
Transformational leadership is a leadership style in which leaders encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the company.
This presentation covers organizational culture, values in organizations, vitality and quality values, leading through values, building values in organizations, and principles of values management.
This slide covers:
* Types of groups in an organization
* Why do people join groups?
* Theories of group formation.
* Stages of group development.
* Foundations of group effectiveness.
* Difference between workgroup and teams.
This Presentation describes Characteristics of Transformational Leadership and attributes required for the same.Four Elements of Transformational Leadership is highlighted.
www.lifein01.com - for more info
Leadership is a trait of influencing the behavior of individuals, in order to fulfill organizational objectives.
A number of leadership theories have been propounded by various management experts considering behavior, traits, nature, etc. namely, Authoritarian, Laissez-faire, Transactional, Transformational, Paternalistic and Democratic.
Transformational leadership is a leadership style in which leaders encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the company.
This presentation covers organizational culture, values in organizations, vitality and quality values, leading through values, building values in organizations, and principles of values management.
Η αποτελεσματικότητα των πωλήσεων είναι περισσότερο μια διαδικασία παρά ένας μεμονωμένος στόχος. Η πώληση είναι ουσιαστικά η κατάληξη μιας εύστοχης στρατηγικής που εφαρμόζεται στο πλαίσιο μιας δεδομένης εταιρικής κουλτούρας και υποστηρίζεται από συγκεκριμένες δομές. Το sales training πρέπει να καλύπτει όλα τα επίπεδα προσφέροντας απαραίτητες γνώσεις και εμπειρίες, διαμορφώνοντας στάσεις και συμπεριφορές και διδάσκοντας δεξιότητες. Και όλα αυτά θα πρέπει να τα επιτυγχάνει για κάθε φάση του κύκλου πώλησης (απόκτηση, ανάπτυξη, διατήρηση πελάτη)
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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 ...
Building Leaders for Corporate Social Responsibility (CSR): A Case Studypaperpublications3
Abstract: According to UN, Corporate Social Responsibility (CSR) is a management concept whereby companies integrate social and environmental concerns in their business operations and interactions with their stakeholders. CSR is an approach which helps a company to achieve a balance of economic, environmental and social constraints popularly known as “Triple-Bottom-Line- Approach”, by addressing the expectation of shareholders and stakeholders at the same time. The HR Manager is responsible to a wide ranging group of employees, communities, and investors. With the impact of information technology and globalization there has been a change in nature of these affairs which is affecting corporate performance. As Hilton and Gibbon (2002) said that Corporate Social Responsibility requires Corporate Social Leadership. This concept has achieved greater consequence due to its importance for growth of the society and its people in particular. This article aims at studying the role of Leadership for CSR, the Leadership practices for CSR Leaders and to study the implication required in converting managers to CSR Leaders. The study is poised basically from journals, conference proceedings, business article etc. The aim of article is to emphasize the importance of CSR leaders towards the progress of the society and for a better planet.
Keywords: Corporate Social Responsibility, Economics and Managing Business, Leadership.
Title: Building Leaders for Corporate Social Responsibility (CSR): A Case Study
Author: Dr. Kishore Kumar Das, Sasmita Sahoo
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Now and Then: Ways to Motivate and Inspire the Workforce
1. - 1 -
Article | Now and Then: Ways to Motivate and Inspire the Workforce
By Stavroula Panagiotaropoulou
HR Consultant & Change Management Consultant
MBA, Strathclyde Business School, Glasgow
There is a period in time when views and the way we stand in front of issues change.
In the 1980’s the so well known until then Traditional Personnel Management was
replaced and developed to HRM. Human Resource Management sought to achieve
excellence in the organization through a committed workforce. This is actually when
HRM gets involved in business decisions and reflects changes in philosophies and
practices with respect to the management of people in organizations.
Now HRM gives great emphasis in strategic issues and on the way in which the
human resource contributes to the achievement of corporate objectives. Being
concerned with the well being of people is seen as a powerful way to motivate
and inspire the workforce.
An important role of HRM within high performance work organizations is the
development of “core” organizational values to inform the strategic direction of the
business (Gennard and Kelly, 1994; Huselid, 1995). In taking this stand HRM is
supporting a particular view of organizational culture, which could be seen as
management driven, where conflict does not exist and common interests prevail.
The challenge for HRM is to reconcile the unitarist perspective with the pluralist
perspective of greater individual and group autonomy. This is where a key concept in
HRM comes in, Organizational Commitment which will be explained furher. It is
one of the 4 C’s in the Harvard Model and amounts to a certain degree of
identification as well as involvement on the part of employees. Employees are more
likely to be committed to their employing organization if they feel confidence in
their employer’s commitment to them, and real commitment is unlikely without
mutual trust.
At one time western companies expressed a strong interest in developing the type of
commitment shown by Japanese workers. Theory Z was a unique management
approach by William Ouchi who presented his ideas fully in the 1981 book, Theory Z:
How American Companies Can Meet the Japanese Challenge, this book was among
the best-selling management books in the 1980’s. Theory Z is an approach to
management based upon a combination of American and Japanese management
philosophies and characterized by, among other things, long-term job security,
consensual decision making, slow evaluation and promotion procedures and
individual responsibility within a group context. These would lead to improvements
in organizational performance through a humanistic approach to management. It is
a hybrid management approach combining Japanese management philosophies with
U.S. culture; it opens the Corporate Door for Participative Management.
Maslow’s hierarchy of needs theory helps the manager to understand what motivates
an employee. Theory X and Y by Douglas McGregor as well as Theory Z all play a
role on how a company should manage successfully. Because the Japanese show a
2. - 2 -
high level enthusiasm to work, some researchers claim that “Z” stands for “zeal”,
the Greek word. Zeal has the following meanings:
1. Enthusiastic devotion to a cause, ideal or goal and tireless diligence in its
furtherance.
2. A feeling of strong eagerness (usually in favor of a person or cause)
3. Excessive ferror to do something or to accomplish some end.
4. Passion; great or extreme enthusiasm.
Human beings have the need to belong and they want a strong sentimental drive, the
zeal, to wake them up every morning in order to pursue all those things that are
necessary to render them useful, creative and happy individuals. Among those drivers
and beyond the well known factors such as Trustworthy Leadership, Being Relevant,
Career Advancement, Stable Future, Self-Indulgence, Happiness etc, today’s
employees are motivated to achieve more than ever for the opportunity to create
impact. As employees reflect on their lives and careers, they want to contribute in
ways that measure their achievements based upon the long-term benefits that the
company they serve bears.
Therefore today’s Leaders allow their employees to have sustainable impact on the
work they perform. They allow them to make a mark toward significance. Create
the opportunity for their achievement to leave a long lasting legacy that rewards the
organization they serve and for future generations to learn from, like Bloomberg has
done.
Based on this inner motto and need to feel useful and live a print on the society and
the greater environment we live in, organizations started to move towards corporate
philanthropy and Corporate Social Responsibility (CRS). Both of them help define a
company’s reputation and image and create goodwill with the community and
prospective customers. One step ahead we find impact investing which advocates that
creative investments can play a crucial part in addressing social and environmental
challenges and where investors focus on maximizing impact per dollar or euro
invested.
Paying back to our society, paying back to the environment, contributing to the
planet’s well being is becoming as substantial, important and noble for motivating
today’s workforce as it is our life quest and what we leave as we pass from this world.
As collective consciousness emerges, from HRM practices and the well being of
people, we all working people, are seriously interested in and motivated by the
well being of the whole planet.