Productive behavior in an organization is defined as the worker 's behavior that impacts positively on the development of the company’s goals. In the most organization, there is a culture that is adopted to achieve most of the objectives through promoting the profit-making process. This implies that the mode of training and familiarization offered to new employees plays greats role to their productive potential. Measuring of performance among psychologists is a significant problem in any given organization. In this proposal, therefore, we target at analyzing the issue of productive behavior in the working places. Also, there will be proposed methodologies that can be used to perform evaluation across selected institutions.
Background of study
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Leaders influence a perfect working environment that motivates employees to adopt positive thinking (Suhariadi, 2016). Besides, leaders should instill skills and mentorship skills to employs so that they can realize their goals and performed towards achieving them in a dignified way (Sia, & Appu, 2015). Conscientiousness is also a factor that is believed to build firmly is the mode of leadership embraced by the organization. For instance, in the case of a transformational form of guidance adoption, both leaders and workers will be focusing to achieve the best through innovation and sharing. Importantly, great openness is encouraged in the directive leadership styles. This implies that workers become open with major ideas that can be used to implement change in the entire company. In other words, leadership can be used to improve work performance through a selection of the right individuals. This involves in terms of determining an individual personality that contribute a great advantage to their well-being of the institution (Isaksen, Kaufmann, & Bakken, 2014). An individual character determines their ability to perform have a positive thinking. Therefore, from a psychological perspective, it becomes easier to tell the type of people who can deliver quality
Aamodt, M.G. (2010). Industrial / Organizational Psychology: An Applied Approach. Belmont, CA: Wadsworth Cengage Learning
Human resource practitioners and I/ O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part, these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal.
First when a leader focuses on the strengths of the employees the odds of the employee being engaged will increase dramatically. This compares to chapter one of our text book in that it says an effective leader is one who helps group members attain productivity. The second key is that the most effective leaders surround themselves with the right people and maximize their team. The book suggest when leaders try to be good at everything they will not be great at anything. Although it is often preached to be well-rounded this results in mediocrity. So instead trying to be good at everything, find and know your strengths and hone those skills to be a more effective leader. The authors say there are four domains of leadership with thirty-four themes that break-down under the domains and these explain the actual strengths of the leader. The domains are executing, influencing, relationship building and strategic thinking. In our text book all but influencing are listed as one of the ten roles of leadership. ...
Leadership is a quality which cannot be acquired by any person from the other but it can be acquired by self-determination of a person. Leadership can best be called the personality of the very highest ability-whether in ruling, thinking, imagining, innovation, warring, or religious influencing. Leadership is practiced not so much in words a it is in attitude and in actions. Their actions leave a long lasting memory in the line of history and lead up to may events that occur today. To be a leader one will need many qualities. Leaders have a purpose and strategies to accomplish that purpose. They are driven and motivated. In the end they should be able to attain good results. These innate talents help to make up a leader that will succeed and be efficient in carrying out tasks. But, the purpose of this paper is determine what truly makes a leader successful. A successful leader should be considered more on their impact rather than their accomplishments of their organizations alone for they are not sufficient in determining the key to their success .
By my courageous nature, I can give hope to my followers in any case and give them aspirations in wait for a better future. Tough times can also be faced with much resilience (Rath & Conchie, 2008). I can direct people towards achieving goals for the organization as well as personal goals. By providing stability team cohesion is improved towards the generation of better results. By this, I can influence the employees towards having a strategic mindset and focusing on the work as well as creating a peaceful work
The theory suggests that the nature and quality of the company’s leaders is an important factor of the performance and job satisfaction of their subordinates (Glisson 1989). The theory implies that managers while in control need to be capable of maintaining cooperation from his or her employees. In this type of leadership style, the employees would be encouraged to share opinions and ideas. Staff would feel engaged in decision-making and creativity would be rewarded. The leader would be flexible, open to communication, and respectful of new
According to Pearce & Conger, (2002), the action that leads employees in achieving its objectives or goals is called leadership. It has been proven in several researches that leadership in an organization plays a significant role in employee’s productivity and performance (Yuki, 2001). Leaders are one of the people in an organization who can influence the behavior of the employees in several ways. They motivates employees, sets a clear vision for the team or for the management, builds morale and guide their employees through the course of their work (Smirch & Morgan, 1982).
Leadership has been studied and defined since the beginning of times. Throughout history, the leadership theory was characterized by the idea of leaders being great men who were brave and sources of authority and Justice (Marsiglia). However, leadership theories have changed over time and new ones have been developed. Similarly, in today’s time, a leader’s leadership style is defined as the way a leader approaches action towards followers to accomplish a mission. Despite the fact that leadership styles are vital, it is concluded that the essence of leadership is actually an individual’s personality and what provides the motivation, purpose, and direction to lead efficiently towards accomplishments. Personality types are known to be important in leadership because they help a leader develop followers accordingly, make valuable and timely decisions, and have a different perspective to accomplish a job. Personality shapes leadership and therefore also leadership styles. Without personality, there would be no leadership styles. Personality types provides the base for leadership development, style, and the foundations for qualities needed for any leadership position.
There are many challenges and ethical dilemmas that can arise when working in the behavioral field, the present paper reviews different ethical dilemmas that a Behavioral Analyst can encounter when working with clients and how according to the BCBA guidelines these dilemmas can be solved. Legal and socio-cultural aspects have being included in this paper.
Contemporary organizations expect advantageous styles of leadership to lead and facilitate operations as we move forward into the 21st century. This need requires leaders and organizations to instill a style of leadership advantageous to supporting and leading a culture towards organizational effectiveness and connecting to support and uphold organizational strategies. Thus, the success of an organization usually contains successful leaders who understand and support the needs of the employees. The characteristics of successful leaders include selflessness, mentoring, empowerment, influence, support and empathy among other positive traits (Hoffman, Bynum, Piccolo & Sutton, 2011; Karakitapoglu-Aygun & Gumusluoglu, 2013; Sabir, Sohail & Khan, 2011; Shankers & Sayeed, 2012).
The leadership is a privilege and it is such a privilege and an honor which will carry the tremendous responsibility which will inspire others to direct them to accomplish goals and vision of the organization. Leadership is about influencing the people, by producing direction, purpose and motivating in order to accomplish the mission, vision and improving the organization. The leadership philosophy is evolved based on the experiences, both positive and negative, in most of the initiatives and activities that we undertake. It is also one among the collaboration and teamwork within which the team members can utilize each other’s strengths to counter the weaknesses of the individuals. By observing, introspecting and experimenting we can developed a leadership paradigm which is inclusive, collaborative and proactive. We can develop the ability to recognize which will approach in order to reach the productive conclusion. The great leaders know their limitations and are capable at utilize their strengths and also the strengths of others to compensate.
Employees perform productive behaviors by engaging in behavior that contributes positively to organizational goals and objectives (Britt & Jex, 2008, para 2). Organizations intend for employees to adapt to behaviors that will positively increase the functioning of the agency. This is done through proper training and efficient skills to complete significant roles. Positive long-term effects result from productive employee behaviors. Employees who contribute to the organization help ease financial burdens and strengthen job performances. The goal for most organizations is to have numerous employees perform duties that require little or no excess supervision. New employees train to self-sustain in an organization through strong leadership and staff recognition. The act of being productive relates with performance and a person’s effectiveness on-the-job. Workers achieving a great deal in a short amount of time are known as efficient workers. ...
For the most part help employees to attain their potential and will results in higher achievements in contrast to other leaders. Blanchard’s and Hershey, (1969) depicted that in situational leadership theory no single leadership is best, as it depends on the situation in that is being dealt with and which style that best suits the needs, as the leader is able to adopt their style according to the nature as well as the type factors that are
Arnold J., Silvester J., Patterson F., Robertson I., Cooper C. and Burnes B. (2005) Work Psychology: Understanding Human Behaviour in the Workplace 4th edition, Pearson Education Limited Essex
Leadership, without doubt, is a significantly important function of management. It helps to aggrandize efficiency and to fulfil an organization’s goals. Leadership is the ability of a manager to induce the subordinates to work with confidence, determination, courage and zeal. It is also defined as ability to influence a group towards the realization of a goal. Leaders should have the capability of developing future visions, and to drive the organizational members to want to attain the visions. This paper states my points in which I duly believe, justifies the importance of an outstanding leader in any organization.