There are times where it is necessary to correct staff but as you know the delivery of that correction can either improve the employee or can dishearten the employee. As you and I have discussed in the past, it is evident that you sometimes struggle with communicating your message to staff in a positive and constructive way. We need to work toward improving your ability to provide positive correction of staff.
Over the years, I have come to realize that your method of leadership is autocratic or authoritarian. Here is a good definition of Autocratic Leadership,
“In the Autocratic Leadership, the leader centralizes the decision-making power in himself and give directions to his subordinates as to what they are supposed to do and how they
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In law enforcement or a paramilitary setting this leadership style can be effective but it takes a lot of work for it to be positive and effective. Autocratic leadership can really hurt morale if left unchecked and in our agency we need to ensure morale remains high. High morale in a jail setting is sometimes the only thing stopping someone from calling in sick when they are not or worse, leaving the agency to improve the quality of their professional life. I do not want sick time abuse to develop, nor do I want people trying to switch shifts or finding other agencies to work at. Neither should …show more content…
“Because I said so” is not an explanation of policy or direction. You cannot work outside of policy; this will result in absolute failure. You also need to take the time to explain what you expect daily from your staff. Doing this in the form of random emails will not suffice. You will need to sit down and explain from how reports are processed to how perimeter check is handled, you need to let staff know up front so that they are not surprised. The key to daily activity is being consistent and communication.
• Be consistent: It is your job to ensure this facility is operated in a safe and secure manner. You need to ensure you are consistent in everything you do. Staff needs to know who they are coming in to work for every day.
• Educate before you enforce: All of your staff needs to understand your expectations before they can be enforced. Respectful communication is key and again you have to give respect to receive
STYLES OF LEADERSHIP An autocratic leadership style is one where the manager sets objectives, allocates tasks, and insists on obedience. Therefore the group becomes dependent on him or her. The result of this style is the members of the group are often dissatisfied with the leader. This results in little cohesion, the need for high levels of supervision, and poor levels of motivation amongst employees. A democratic leadership style encourages participation in decision making.
• Explain how to reduce the occurrence of unsafe acts on the part of your employees. There are a number of ways to reduce the occurrence of unsafe acts. Design safer equipment, obvious things like eliminate slippery floors, install floor mats, better lighting, personal safety gear, have office space inspected making sure the space meets building codes and OSHA standards are followed. Well lit exits, safe walkways, stairways and installed fire prevention devices such as fire extinguishers and sprinkler systems. • Explain the manager’s role in safety.
This style has been defined as ( Abdicates responsibilities avoid making decisions)(Robbins 2001). That would mean leaders are not involved in taking decisions at all and they are available only to provide their employees with materials and answering questions, the subordinates have complete freedom to take decisions and set objectives (Chaudhry and Husnain 2012). In other words, this theory lacks any kind on powerful leadership. Hence, there would be lack of motivation, low levels of performance, and poor work practices(Packard 2009). However, if the employees are already motivated and have full understanding and high level of knowledge regarding the mission at hand, Lassies- Faire model might works fine (Gustainis and Roosevelt 2004) .
So consequently we want to avoid upsetting staff, thereby before implementing new cost-saving measures I would consult the staff before any concrete decisions are made. As a manager approaching change I want be managing as a leader and not a controller of the work processes. Give staff autonomy to make decisions based on their own interests and need. This leads to Maslow’s hierarchy of needs and McGregor’s theory X and theory Y, the needs and motivation is a factor in staff performance.
Autocratic I (A1). The leader takes a decision completely at his discretion without the knowledge or consent of the team members in this style of leadership. This style of decision making is possible only in cases where there is not a lot at stake with the out come of this decision, when the employees’ decision is not exactly crucial for the outcome of the project, or when a leader thinks decision can be arrived at based on the information at hand and thinks any additional information isn’t needed from the team members to take a good and calculated decision.
• Demand discipline, Integrity and professional conduct from all our team members. • To nurture the present and enrich the future to build better
Autocratic leadership theory is a part of the behavioural approach. In this leadership theory, leader makes all decisions and uses power to command and control the followers to achieve goal. According to Lewin(1939), “autocratic leaders are associated with high-performing groups, but that close supervision is necessary and feeling of hostility are often present” (p.173). It is incredibly efficient and tasks are completed quickly. Autocratic leadership can be beneficial when decisions need to be making quickly. For example, in emergency situation surgeon uses this theory because the patient’s situation is between life and death and there is no time to discuss with other members. Bass (2008) mentioned in the Leadership styles and theories article, “Autocratic leaders can be effective because they create good structure, and determine what needs to be done. They provide rewards for compliance, but punish disobedience” (Giltinane, 2013, p. 35-37).
Personnel problems often have a way of leaking into your employees’ work lives. People are often distracted by the things that affect them outside of the workplace. This causes the individual to lose focus on the important things such as getting the responsible assignments done. Difficult people in the workplace come in every conceivable variety. These coworkers would talk constantly, and never listen. Some just have to have the last word; they criticize and compete with you for power, privileges, and the spotlight. Disciplining employees is a necessary matter in each organization. Effective discipline can help to correct employee behavioral issues and can increase productivity.
1. Be open to regular input from employees, and regularly act on suggestions for improving productivity and effectiveness.
It also provides staff the opportunity to feel more comfortable in being open and honest about making mistakes or errors without fear of being judged or ridiculed for their mistakes. Staff will feel more able to approach management and be honest about any shortcomings along with communicate with colleagues about any mistakes that will allow the team to taking learning from mistakes or errors. By having a no-blame approach, conflict can be recognised as inevitable, and unavoidable, as a rich source of learning and an opportunity for greater closeness and understanding between
However, when not using facts, emotions and symbols in their communication managers can leave out added meaning that could stimulate the transfer of meaning and quality decision which could have an effect on employees being open to provide suggestions (Crossland et al, 2002). Communication can be the key to solving underperformance of an employee as well as providing clarity about the expectations and objectives early on when underlying problems are identified (Armstrong, 2009). When there are specific problems with employee performance, methods can be adopted to allow the company and employee to take ownership and collaboratively work through any issues, this can be done through being transparent and clarifying issue’s by getting straight to the point, asking the employee what they think about what’s been said and listening to see if they accept accountability (Eisaguirre, 2009). Furthermore, problems can arise through the breakdown of communication between a manager and employee so it is important to be clear and concise when communicating so that the recipient understands the what, why, when and how to undertake an instruction
...n they do not have a centralized staff area. Reaching these staff members requires daily rounding, which at times can be impossible. Being unable to provide communication to this group of staff and volunteers can create dissatisfaction for this group. Having a leader who is unable to communicate effectively to these groups may influence turnover rates, perception of fairness and equity, and decrease the overall morale of the staff. As the leader of this diverse staff, I need to be able to recognize their learning styles and communicate to them in a way they are able to understand.
The best or the worst of the leadership styles may be the Laissez-faire leadership style. If leadership follows the basic definition of “hands off” when leading their subordinates, the effectiveness could be for the worst. However with one of laissez-faires main focus being taking responsibility of ones self, this leadership style could emerge as the best form of leadership.
Ensuring the health and safety of employees is of primary importance to the Organization. Organization is committed to maintaining safe facilities, sponsoring appropriate training programs, and providing necessary safety equipment. In addition, Administration and staff shall cooperatively develop appropriate procedures and regulations for ensuring employees' health and safety, with special emphasis on the handling of potentially hazardous equipment or substances and for investigating and reporting any accidents and mishaps. All newly employed staff shall be required to comply with the physical examination. Every employee must provide annually, at a minimum, an updated health history of current health problems.
). Burke et al (2006) suggested that transactional leadership, based on contingent rewards, can have a positive effect on followers' satisfaction and performance. However, a transactional leader focuses on management tasks, and will not identify shared values of a team. By contrast, transformational leaders inspire others with their vision and work together with their team to identify common values (Marquis and Huston 2009). The transactional approach is task-orientated and can be effective when meeting deadlines, or in emergencies such as when dealing with a cardiac arrest. This approach can lead to non-holistic patient care, because nurses focus on the task they need to complete, rather than the patient as a whole (Bach and Ellis 2011).