Elements of Effective Organizations There are many different components necessary to have an effective organizational structure. It is important as well for a company to have various communication strategies within an effective organization. Various principles of effective management exists and should be assessed throughout the organization on a regular basis along with the decision-making and problem-solving processes that are necessary for effective organizations. Upon evaluation of this criteria and data, a suggested leadership approach can be made with detailed support as to why this would be the best way for the organization to proceed. Necessary Components It is most important for the organization to have an identity of its own.
This process is based on the following common elements. Vision: developing a clearly defined vision is crucial. Once developed, you can inspire your team as you now have shared common goal which will direct their efforts. Motivation: through motivation, a leader harnesses the energy and potential of their team, guiding them to achieve the objectives. Service: an effective leader humbles them self to be of service to their team.
Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century. Multi-generational workforce. Another major challenge human resources department’s face in the 21s... ... middle of paper ... ... but will continue to transform. Just as HR has changed from 10years ago the same will be true 10 years from now.
Constant technological and global changes create challenges that forces leaders to manage different cultures in different countries. People, goods, services, and ideas are moving today at greater speeds which mean our labor force is becoming more diverse and multicultural by the day. Effective leaders need to understand such global dynamics in order to successfully manage organizational cultures. The cultures of leaders and their core assumptions might be different from the values and assumptions of employees in a different country. Two managers working for the same global company might see things differently due to their backgrounds and cultural values.
- Managers focus on doing things right, whereas, leaders focus on doing the right things o Project managers deal with delivery and implementation, ensuring things are done correctly. o Leaders place a strong emphasis on the team’s vision. Commonalities between leadership and project management: Successful project managers develop skills through knowledge and integrate leadership skills with their current capabilities to effectively complete the project. An article emphasizing the leadership skills of a project management states that “The performance of a project manager and the effectiveness of a leader are both measured in terms of the performance of the team.” (Kumar, 2009) For a project manager, leadership can take the form of negotiating, listening, influencing skills, team building and communicating. All of these skills come together and contributes towards improving team performance.
A leader must have range of skills, strategies and techniques which will allow planning of strong communication, interpersonal skills and awareness of the wider environment to be applied within which team will operate. Awareness of the organization vision provides direction that must be followed by employees within the organization. A leader should be required to provide organisational meaning and purpose of a team by creating a vision, setting practical objectives and communicating the organisational vision. The organisational sheared vision must be inspired by involving team in setting objectives and communicating progress and celebrating achievements. Teams environment must ... ... middle of paper ... ...ting priority on team member and helping employees understand sufficient organizational values to help them decide better.
Procedural fairness – You may not have control of the procedures your company expects you to follow but you do have control over the procedures you can implement within your team. It is important to make sure the procedures you implement are fair to all of your employees – neither favoring nor neglecting one employee or another. Decision making transparency – It’s incredibly important for you to make sure your employees understand why you make the decisions you do. If they realize you aren’t making arbitrary choices based on personal beliefs they’ll be more likely to accept your decisions and work together as a
1: Six Characteristics of Highly Effective Change Leaders Leaders who are effective with change are expected to promote a culture of learning, adjusting and leading in their organizations. Clay (2013) has emphasized some characteristics that effective change leaders need to have to act as systems for change. First, an effective leader needs to have a low level of anxiety. A high level of anxiety can stop individuals from handling change and create strong barricades due a low sense of security. Secondly, emotional stability is important because it can define the mood of the people about change and a leader should avoid breaking an employee’s emotional spirit.
According to the survey that I completed in “The Conflict Style Assessment” found in the Conerly article my style is that of Confronting. I will agree in some degree with the style because I do place a high value on relationship goals and I am assertive and cooperative (Conerly, 2004). I believe it is important in a work environment for people to work as a team. As much as I understand that everyone may not like each other, I believe it is important to be respectful of all parties concerned and get along. I also believe if given an opportunity most people will be able to see the good in others and forge a relationship of some sort.
The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and