Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
What are the most important requisite skills required of organizational leaders? Why? How do effective and ineffective leadership behaviors affect employees both positively and negatively?The most important skill of an organizational leader is to be able to motivate people, contrary to the assumption leadership is synonymous with telling people what to do in an authoritative fashion. Although in some limited instances, when a matter is urgent and followers are inexperienced, authoritarian leadership may be required, for the most part, people work best when they feel empowered to do so. According to Hersey-Blanchard leadership theory (2018), the four dominant modes of leadership include telling, selling, supporting and delegating. All too often, leaders assume that more telling is needed than actually is required. Employees need to be empowered and motivated to make positive choices to act autonomously, and even when they are inexperienced, coaching and mentorship is often more effective than dictatorial management. Even someone with the technical title of manager can often benefit from focusing more upon leadership than short-term organizational goals.
A Theory Y approach should be embraced. The concept of Theory X/ Theory Y states that while many organizations take a Theory X approach to leadership, with a focus on transactional rewards and the assumption that employees are inherently lazy, Theory...
Employees can be motivated by things other than financial transactions, but to do so requires trusting employees and soliciting their input. Good leadership means making subordinates feel equally involved and invested in the organization as managers.
Ineffective leadership, in contrast, breeds employee resentment and causes them to see their own interests as separate from the organization. While transactional rewards may temporarily cause employees to feel motivated enough to complete tasks, it does not enhance retention of high-quality employees in the long run or encourage innovative thinking and wastes organizational resources with micromanagement.
Industrial and Organizational Psychology Individual Psychological Testing in the Workplace Faced with an ever increasing competitive business environment, many employers are turning to employment testing as a way to improve their workforces. Every organization wants to ensure that they hire the right person. Job applicants may submit an effective resume and perform well during an interview, but they usually highlight only positive attributes. Psychological testing has been identified as one way of
As emotionally intelligent employees are reportedly more content, conscientious and committed in the workplace, businesses and organizations are repeatedly advised to recruit and retain these individuals. Abraham (2006), nevertheless, reports that the strongest findings emerging from her study was.".. The effect of job control on emotional intelligence." She contends that emotionally intelligent employees will not just naturally thrive in their workplace; that the work environment needs to provide independence in
1. Introduction The modern 21st century has posed new challenges for the organizations to survive and grow (Smith et al. 2010). As they are operated and managed by human beings, the challenges are ultimately faced by the individuals who are responsible for making decisions and implementing them (Nieuwenhuizen, Weiss and Rossouw, 2009). As challenges are multifaceted, and human lives are divided into various aspects, it is difficult to excel in every
(Reachout Trust, para. 12) Over the past six decades, the MBTI has become very successful worldwide. It is used by a number of educational concerns, non-profit organizations and corporations for a variety of reasons. These include: Careers/Personal Development: The MBTI helps people identify career and/or life paths. A person's type preferences indicates skills they are most likely to pick up easily, as well as occupations they might be interested in or
The participants aren't given the right to access the records of forensic scientists. The consent of the concerned party is needed first. A fee is charged for recording keeping purposes. Accessing the third party evidence requires approval of the attorney and concerned party. The forensic professionals should be able to protect the identity of the confidential individuals and present the information in a balanced manner. The information concerned is of importance
Another near-contemporary of Rogers and Maslow is Albert Bandura, whose social learning theory is more part of the behaviorist school than the humanist, though these are not as dissimilar as is often thought (Bandura 2010; Ricks & Wandersman 1982). Ultimately, though Bandura's work is most famous for explaining aggression and other behavior developments, it is truly concerned with how people develop into functioning and satisfied human beings (Bandura 2010; Bandura