Strong leadership is critical to an organizations success. Leaders need to be honest, trustworthy, respected, and good communicators (Montana & Mitchell, 2005, p. 83). Effective communication is necessary to eliminate confusion. Think how the receiver will interpret the message that you are saying or writing. Effective communication can only occur when the receiver of the message understands what the sender is intending to say.
Anyone can manage but not everyone makes a good leader. “Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent” (Clark, 2010, p. 1). As a leader, inspire your employees by being passionate yourself. Have a good attitude and smile. Know your job and know your employees jobs. Think outside the box to come up with solutions for your team.
In my current job, last year, I experienced one of the most frustrating times in my twenty-five year working career. In November, 2010, the organization was set to undergo a triennial audit to become reaccredited as a law enforcement agency. Approximately two years prior to this I was hired to collect, analyze, and prepare documentation to help the agency achieve this goal. The document files had set idle for a year as my manager, who was in the position prior to me, was promoted to a management position. Within my first year of employment I knew it was going to take additional personnel to achieve this lofty goal.
In March, 2010, I approached my manager regarding the amount of overtime I had been working to complete the files. I was met with immediate resistance and almost an attitude of anger. I explained why I needed assistance a...
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...e success of an organization can hinge on communication alone. Never underestimate the power of words!
References
Clark, D. (2010). Character and traits in leadership. Retrieved August 26, 2011, from http://www.nwlink.com/~donclark/leader/leadchr.html
Clark, D. (2010). Concepts of leadership. Retrieved July 11, 2011, from
http://www.nwlink.com/-donclark/leader/leadcon.html
Coffman, C., & Gonzales-Molina, G. (2002). Follow this path. New York, NY: Warner Books.
Cottrell, D. (2009). Monday morning motivation (1st ed.). New York, NY: HarperCollins.
De Ferreire Kemp, F. (2007). Leadership and diversity: Constant Companions. Industrial Engineer: IE, 39(5), 40-43, Retrieved July 27, 2011, from http://ehis.ebscohost.com.csuproxy.egloballibrary.com.
Montana, J., & Mitchell, T. (2005). The winning spirit (1st ed.). New York: Random House.
Leaders are very important members of society. Leadership, regardless of how it is defined, is still the ability to lead, manage, advise, teach, decide and direct. In the book “Leading Out Loud” the author Terry Pearce says leadership communication has to express the competence of the communicator while contributing to a sense of trust. Leaders must make it clear that change is aligned with the organization and their leadership goals. Leaders must prove themselves to be competent and trustworthy. In authentic leadership communication the author states that 4 principles must be employed- discovering what matters, applying courage, discipline, and decide to lead.
In this particular case study there was an employee Jeanette Landis whose supervisor Paul was submitting a termination request to the Human Resource department. His reasoning for submitting the termination request comes from consistently poor job performance on the part of Landis. He communicates that there was numerous attempt made by leadership to help Landis improve the poor performance. However, no attempt at seemed to have a positive impact on her reaching her sales goals. After months of poor job performance Paul finally submits request for termination. Of course the employee was not happy about the termination news. In response to termination paperwork being submitted, Landis has responded by seeking legal action against the organization.
The leadership at the time of my situation was split. The Commanding Officer wanted to do Non-Judicial Punishment the Sergeant Major came to my defense which allowed me to shine. The understanding, and willingness to help rather than punish me and push me off to the side were the model that I adopted in my own path. As a leader, I have to adjust my style to the abilities of those that work for me. Yes, my clerks will get in trouble but it is my responsibility to help them as much as possible to show what they did was wrong and how to fix
Tracy, S.J. (2003). Correctional contradictions: A structural approach to addressing officer burnout. Corrections Today, 65(2), 90-95.
Jenny, who was a recent MPA degree graduate, had gotten her dream job at a local county government agency. During her first year of employment, she noticed that funds from grants were being mismanaged and misallocated, and some of her coworkers were also abusing their employment privileges by using county-owned materials, vehicles, for personal uses, which is a violation.
This can be either direct or indirect. (Parsons, 85) Once the managerial body identifies the impact, the allegation can bring to its level of productivity. Healthy changes in terms of performance must be amended to revive the previous strength seen by the customers. Thus, employees will be pressured to perform more in order to shadow the allegation over. As a result, this may lower the morale of the employees eventually leading to poor and low level of production. The moral theory can be justified from Florida state university survey of supervisory treatment at work. For instance, 39% of 700 employees involved in the study showed that supervisors broke the promises each the amount of work done during a specified time; amount paid as per the work done was
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
The employees of ABC Company have identified a problem, which must be resolved. ABC employs a part-time administrative assistant whose work ethics and productivity are lacking; thereby affecting others in the organization. The employee is responsible to answer phones, take messages, and assist each department in performing various administrative functions. The position held by this employee is important, as each department relies on her input and assistance in completing their assigned tasks. The administrative assistant’s lack of follow-through and general uncaring attitude towards her work has caused her co-workers to be frustrated, annoyed, and more importantly, has led to productivity being negatively affected.
Over the years, from November 2013 to 2016, I worked as Quality Management/Program Analyst for DLA ENERGY-AMERICA EAST (collectively, DOD). Continued and repeated I have being subject to function in a hostile work environment and constantly harassed at work by management such as Colonel Ronald Ross, LTC Chris Oldani, and etc.
Leadership is the action of leading a group of people or an organization. Leadership is leading a group of people or company to reach a result or further and the organization. A leader is supposed to be an example of how all employees are expected to act and what they should be striving for. Good leaders also don’t use their position within a company to take advantage of the company and its employees. A good leader is supposed to be able to perform their job with high standards, efficiency, and honor. However, for every good leader, there are bad leaders and the worse the leader the more detrimental he or she becomes to employees and the company they run. Poor leadership skills can ultimately ruin a company 's chance of success. The attitude
There are many different ideas about what it means to be a good leader and what the leadership means. In a simple explanation, leadership is a technique that an individual influence a group of people to achieve a common goal. A good leader can be a supervisor, manager or a business owner. Leaders are people who have expertise in achieving goals, no matter what their job titles are. Leadership is about coping with change. In a modern age we live, especially in the twentieth century, “more companies are looking for people with great leadership skills” because they can solve problems (2015, P. 13). In my idea a good leader has a vision and motivation to a team so that they can work together toward achieving
As a result, you consistently fail to meet all of the established goals for the position. Your daily work habits exhibit that you are unable to manage yourself effectively. You consistently produced far below the expectations of the position. As discussed during our coaching sessions and the Performance Improvement Plan follow up discussions our standard daily productivity is 90 touches, which include calls, emails, faxes and letters. In 2016, you averaged ______ touches per day. This is far below the expectations of a full-time District Collector. Moreover, our standard unique accounts addressed per day are 72 accounts. In 2016, you achived an average _______ accounts per day, which is below our department’s standard. As such, improvement in productivity and time management is critical for you. You must implement a disciplined approach to time management throughout the entire day to produce at least 11.5 calls per hour. You are significantly behind from achieving this pace, based on a review of your daily productivity. You display a lack of commitment to become more productive. The feedback you receive about your performance is not being applied, and you do an unacceptable job of monitoring your time and incorporating previous coaching points. Effective daily time management, as well as, your ability to planning and organize for the remainder of 2016 is imperative for
When we work together in a team, or in a broader sense as a society, the leader takes on the most important role. It is the leader that helps prioritize activities and direct people’s thought process in the right direction. They are the ones who have the ability to bring the group together as a whole. Because of this, not anyone can be a leader. Only people with certain qualities and abilities are able to fill this role. So what makes a good leader? There is a defined path and specific characteristics that makes someone a good leader.
As in all aspects of personal and professional life, having effective communication is a key element of success. Effective communication can benefit your relationships with people. By conveying your message and integrating them as a member of the team and not just a subordinate leads to better production. By effectively communicating you can clearly define job responsibilities and expectations. The better you are able to communicate the less likely organizational turnover of personnel will occur. Supervisors and leaders in the professional workplace find that the most important factor in advancement and retain ability is effective communication. Senior level executives and human resources managers are stressing the importance of communication and providing more training for mid-level management. Emphasis is placed on communication being clear by being transmitted strongly.
I went and immediately thank God for bringing me a great job opportunity. I was very excited for the opportunity to utilize my skills and knowledge that I had received from the military, so I started immediately. I was very open and enthusiastic about the position but my first week did not go, as well as I would have hoped it to be. My government supervisor was not there for my first on the job. I was not welcomed with smiling faces and friendly hugs instead I received sore faces; noses turned up, and no mention of a “hello” what so ever. I was very displeased with the attitudes and behavior of the personnel that worked there. I soon became unhappy with my selection of this position. No one seemed to care or helped me settle into the work environment. To them, I was just another “contractor” filling a desk. My government supervisor came on my third day of me reporting to work, and I received the vibe that she was lazy and incompetent. She had no idea how to managed me or delegate work to me. I also felt as if she wanted to make sure she kept much of the work for job security. Every task she gave to me I completed with time to spare which became a problem. She apparently complained of having someone there to help her out. I asked her for more work, but she seemed to keep it all to herself. I realized that after some time I just wasn 't interested