Workplace
Essays

When ergonomic furniture was launched, it was considered to be a niche market. There is now, however, a growing link between ergonomic factors and injuries in the workplace that is driving the ergonomic industry to the…

Given the importance of its mandate and scope of its budget, the VA is well situated to take advantage of a wide range of human resource initiatives that can save money, improve organizational performance and the quality of healthcare provided to the country's veteran population. This study defines five such human resources initiatives and describes how they can be applied to achieve these goals. A summary of the recommendations and their potential implications for the VA are provided in the conclusion.

Describe the pressures that globalization has placed on the Australian automotive assembly industry since the late 1980's.

¶ … Teaching Profession in Canada and Changes in the Patterns of Advancement

This study examines different types of knowledge and how women have affected progress in these domains through a critical review of the relevant literature, including open source media such as Wikipedia, but peer-reviewed and scholarly sources as well concerning H. T. Buckle's discourse from 1858 concerning the contributions of women to the progress of knowledge. A summary of the research and a synthesis of the findings are presented in the study's conclusion concerning the contributions of women to the progress of knowledge in the years since Buckle's original discourse.

Extensive research strongly supports the evidence that employee motivational programs can significantly increase the quality and quantity of performance. Motivation can improve a number of different performance problems…

The topic deals with many issues regarding the employee at the workplace. While about two decades ago the employees were at the mercy of the employer and the wage contract, more and more activism and the international requirements on protection of labor has created the needs of government interference which resulted in many laws and requirements beginning with social security and now encompasses a plethora of legislation.

How has inclusion/mainstreaming worked to date in vocational schools? Include definitions of inclusion and mainstreaming.

The likeability of a manager will determine how effective they are on transactionally-oriented tasks while also being a very accurate predicator of hwo effective they will be in more transformational roles in an organization. The intent of this analysis is to define likeability from a leadership standpoint, illustrating how this aspect of a leader's personality must be authentic, transparent in approach and genuine in how a leader earns and keeps the trust of subordinates, peers and superiors. A likeable person is by definition one that is known for their friendliness or the ability to create an ongoing dialogue that includes a significant level of self-disclosure and ability to communicate with accuracy, clarity and honesty (George, 1995). A likeable leader is one that has the ability to combine friendliness, relevance of communication to others, empathy or the capacity to feel what others are also feeling ands enunciate those emotions, all unified by a very strong level of authenticity, integrity and realness (Gabriel, Griffiths, 2002). All of these factors together define a likeable person, and add in the willingness of a leader to self-sacrifice, create and stay consistent with roles in an organization that capitalize on the unique strengths of an associate, and a strong foundation of transformational leadership begins to emerge. One of the key findings of this study is that to the extent a manager has the ability to create and sustain a high level of trust with subordinates is the extent to which they are able to also sustain transformational leadership in a team. While leaders have varying levels and depths of skills that contribute to their ability to be transformational in the scope of their work, those with demonstrated high levels of emotional intelligence (EI) combined with the four foundational aspects of transformational leadership skills consistently have a higher level of likeability than their more transaction-oriented counterparts (Gabriel, Griffiths, 2002). In evaluating if likeability leads to greater leadership performance, a model of proposed Likeability and Organizational Transformation has been created and is presented in this analysis. The existing body of research indicates that likeability is one of the foundational elements of effective transformational leadership, yet it does not exist in isolation. The accumulated research completed for this study indicates that likeability of a leader is highly correlated to their level of EI. The dimensions of EI have a direct, predictive effect on how likeable and effective a leader will be. Another finding from this analysis is that likeability by itself does not guarantee a leader will be effective; it is only their ability to translate EI-based skills in conjunction with a very strong foundation of transformational skills that they are able to accomplish challenging goals and propel an organization to fulfill its shared vision. This study also concludes that likeability is also not essential for success either, as the many examples from leaders and CEOs renowned for being very difficult to work with who have propelled their organizations to leadership positions in their industries. Larry Ellison of Oracle, known for being exceptionally demanding and for creating a culture of mistrust and intense internal competition is not likeable according to the dimensions of the research completed for this study. He is however exceptionally effective in driving his organization to attain its vision and mission. What this study has found is that when the triad factors of Emotional Intelligence (EI), trust and transformational leadership are combined, leaders increase the propensity of being liked. These three factors combined provide leaders with a solid foundation of being effective in their roles as well. Likeability does not assure results however. Figure 1, Analysis of Key Factors of Likeability, shows how these three factors must be balanced and in proportion to each other in a leader's management style to be effective. Deficiencies in EI for example could lead to a very collegial work environment yet the leader would not know how and when to define tasks and key strategies to accomplish objectives over time. All three must be balanced in order for a catalyst of continued progress to be formed and stabilized within an organization.

This paper is focused on building teams at organizations. It considers how teams are created and why they are important. The paper also addresses specific team-building exercises that can be used in order to help employees work with one another more effectively.