According to the authors, this can be done if employees are given a sense of importance in the organizations. Knowledge workers are already short in supplies and most competing rivals also compete to get the best human resource in terms of knowledge workers. It is therefore essential for any organization to retain this highly skilled part of their workforce and in order to do that organizations must eliminate the

organizational leader responsible for developing policies related to managing diversity through looking at: age, gender, race, ethnicity, religious and spirituality and the organizational functions of human resource, marketing, customer service. Over the last several years, human resources (HR) has been playing an increasingly evolving role in dealing with a host of different challenges ranging from: employee satisfaction to helping the firm adapt with changes in the marketplace. These factors have

Avoiding Mistakes Leaders in the organization with which I am familiar do not effectively avoid making mistakes. Rather, they always seem to be bumbling into problems without realizing what they are doing. As DiPrimio (2010) states, leaders who abuse their power by using force without relating to their employees cause more harm than good. They are perceived by their followers as uncaring tyrants. In the organization where I work, this is

Disintegrating Relationships Between Organizational Leaders and Employees Organizational leadership behavior towards employees can significantly affect their perception of the workplace, and contribute to the organization high performance and most essentially create and maintain a proper organizational culture that lead to the success of the organization . The good health of the organization depends greatly on the relationship between leaders and employees. However, the relationship that exists between organizational leaders and

The strategy has helped a limitation and a better control over the costs and it was subscribed by Neeleman himself, who only makes $200,000 a year in wages - quite low in comparison to other executives at international corporations. The second feature in the successful corporate culture implemented by David Neeleman was that of an increased focus onto the full satisfaction of the customers' needs and wants. Instead of prospecting

Leadership in Organizations Leader-behavior approach Leadership refers to the process of influencing other people towards attainment of organizational or group goals. Leadership entails three key factors: first, leadership is a process of social influence. It is non-existent without followers and a leader. Second, leadership requires that the followers act voluntarily. The nature of compliance is voluntary thus differentiating leadership from other forms of influence based on formal authority. Finally, leadership elicits behavior