Support your discussion with appropriate leadership theories that apply. Transformational Leadership can play a role in creating a successful team. It can also be the process that changes and transforms people dealing with emotions, values, ethics, and standards. Transformational Leadership is the process whereby a person engages others and creates a connection that raises the level of motivation and morality in both the leader and the follower (Northhouse , 186). This applies to a team because you always have to be able to connect and motivate others around you while being in a team setting.
Leadership can be the process by which one person influences the attitudes, thoughts and behavior of other people. Social influences can easily enlist and support others in the accomplishment of the same task, therefore allowing the group to accomplish and attain a common goal. “These leaders are not just concerned about helping the group achieve its goals: they also care about helping each member of the group reach his or her full potential” (Cherry 2014). As skills become sharpened, leaders emerge, which allow for these qualities to mold a true leader that evolves over the course of a
For organization, knowledge sharing is an important resource because it help them to develop skills, increase value and gain and sustain competitive advantage. For employees, according to employees share information, do some practices, new field expertise learned, share experiences and draw new insights to improve performance. Employees have high-level of participant in sharing knowledge may leads to lower their intention to leave because they would like to join more organizational activities. In addition, employees may be encouraged by sharing knowledge to learn more, develop and consolidate their knowledge (Reychav, 2009). Thus, knowledge sharing is important for both individuals and
Organizational learning demands individual learning and it also helps employees become more creative think critically. If an organization wants to be successful and stay competitive, organizational learning is one of the best ways to do it by bringing some changes to leadership style, culture, communication systems, and technology and organizational learning can become an integral part of any company. “Organizational learning is one of the vital sources in order to achieve competitive advantage in strategic management.” (Allameh & Moghaddami, 2010) Schools are organizations which should be conceptualized as “learning organizations” that can work on to change external environments, embrace innovations in internal organization, and finally improve student outcomes. Learning organization is a group of people working together cooperatively to improve their capacities to create results they care
Generally, information and knowledge is a powerful resource that enable organization and employees or individuals to achieve several benefits such as improved decision making, learning, general knowledge and level of understanding. Therefore, any organization public or private can get benefits from implement knowledge management on their organization. According to Tallman (2004), organization engaged in collaborative inter-organization business process need to distribute information and knowledge to upsurge their competitiveness, knowledge based and innovation. This statement directly explains that knowledge sharing is importance within organization to increase the organization productivity. Knowledge sharing using knowledge management portal
For today’s challenging environments, human capitals are playing an importance role in the organization in order to have dominant position in competitive advantage. Human capital developments are indispensable because it is unique and valuable assets for successful today. Undeniable, practices of human capital development is a significant process to employing and selecting the qualified employees to the organization. So, have a systematic functions and proper practices in strategic way not only can retain and attract the employees, it also can let the organization more understand the demand of employees. Development activities, empowerment, training and energetic participation to decision making process are the examples of human resources management (HRM) practices, all of these can assist employees’ to creative innovative ideas and let them active in innovation process.
Commitment encompasses the leader is driven by fairness. The leader’s beliefs and values motivates them to put energy and time into change the work environment. The leader leads with experiences on how to change the organization into one that is inclusive due to the diverse population of employees. Curiosity provides the leader with determination to constantly strive to learn new things. Leaders that are filled with curiosity have an open-mind, a hunger for knowledge, and a passion for uncovering distinctive concepts (Bourke, 2016).
Innovation, Creativity and Motivation A manager may encounter a situation where an employee may raise a concern with another department, such customer service, within the firm. An effective manager will recognize and encourage creativity in an employee (Katz, 1974). Creativity involves the ability to generate original ideas or new ways of seeing existing procedures. Many managers face the challenge of motivating employees and are constantly seeking ways to encourage commitment from employees. In this case, the employees ideas should be listened to, and if found to be relevant, applied to the solution of the problem.
Transformational leader is considered ethical in nature. Transformational leader helps followers, understand their followers ‘problems and give them solutions to tackle problems. Followers get personally attached with their leaders and do in the same manner as the leader wants. Transformational leader is may a source of employees’ satisfaction and commitment. Transformational leaders are building blocks for the job satisfaction and commitment.
Because knowledge is dynamic, the one-time establishment of a knowledge management system will not work without refreshment, additions, and revisions. An ongoing commitment is necessary if knowledge management is to reflect the processes and power of human knowledge. In this regard, Bernard Marr et al. (2003) suggest an optimal alignment in between the epistemologies of individuals and corporate epistemology to manage and harness the intellectual capital in organization. They further postulate different epistemological concerns that lead to different knowledge creation processes required by different individuals and parts of an organization to accomplish their given functions.