Questions on management leadership and motivation

Questions on solicitude leadership and motivation giving medication is generally considered a grouping of activities in a coordinated way to come up maximum benefits. Thus, the organization is the descent between the various objectives and factors.Culture is the way in overall life of the people. Culture includes the language, religion and ideas, clothing, customs, codes, institutions, government, law, work of art, morality, rituals, ceremonies so on.organisational refining is a fasten of sh ard values and norms that govern the interactions between members of the organization among them and with suppliers, customers and people outside the organizations. The organizational culture of values means that attempts to manufacture unity, coordination, cooperation between these so within the organization. It could be in the form of assumptions, company logo, etc through these organizational objectives or goals could be pass ond by the company. An organizational structure is esse ntially hierarchical concept of subordination of entities that collaborate and help serve a common goal.Examples GlobalNokia, Pepsi, Coca-Colaetc.Innovative Risk Taking The Degree to which employees ar encouraged to be innovative take risks. Generates innovative solutions, assesses risks, makes decisions accepts the consequences. Thus, innovation risk taking is one of the main characteristics of organizational culture defining how much it is important to allowing a cargon innovation.Attention to Details means to give close attention to what you ar doing. It means being careful or paying attention to what you are doing. way out Orientation The degree to which directment will focus on results or different than the techniques processes used to achieve those outcomes.People Orientation The Degree in which instruction decisions are taken into consideration.Team Orientation fashion working collaboratively with other(a)s to achieve a common goal rather than working severally Aggressive Means trying to spread quicklyStability It is something when organization activity emphasize maintenance will be in contract growth.TASK-1.2How Organization Culture is keep use examples to illustrate how a new member is Introduced to the culture how it affects the fear performance? centering of any organization has the responsibility of setting out the goals and objectives. It a worry watches out how employees are supposed to be hire in various situations. As much(prenominal), it outlines the overall organization culture. For culture to be effectively maintained in an organization, managers and leaders must act as following and to a fault leaders. Commitment and enthusiasm towards a person or an organization differentiate effective and ineffective following as well as leaders. A healthy organizational culture is based on mutual understanding and cooperation between the employees and the management. For a healthy organizational culture to be maintained, leaders and m anagers learn role decision making and law of cash plays in an organization.Normally, when a person is recruited selected after a coherent procedure he will be taken around the organization and introduced to his colleagues, masters subordinates. He will be made familiar with firm norms, goals his duties. This will be kn knowledge asOrientation gentility. finished this the employees performance is increased and through the increment in his performance organizational performance is also increased.Through predilection training unity, cooperation, etc. will be increased. Through this employees performance will be increased and organizations productiveness will be increased. So, this is how organizational climate is maintained. In Pepsi co. organizational culture is maintained through unity. here(predicate) leaders employees get together and perform planning, decision making, controlling etc. which are managerial functions of a company. This is the secret of their firms growth development. Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.Induction training also helps an employee to maintain organization culture and increase his/her performance.Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job. The candidates are required to take a series of employment tests and interviews. Each stage many are eliminated and some move on to the bordering stage.THE PROCESS OF excerptPreliminary ScreeningSelection Tests-This includes news program test, Aptitude test, Personality test, Trade test, Interest test.Employment InterviewReference Background ChecksSelection Decision medical examination ExaminationJob OfferContract Of EmploymentTop Management is a part of level of management. They consist of the senior-most executives of the organization by whatever pull in they are cal led. They are usually referred to as the chairman, chief operating officer, president, and vice president. Top management is a team consisting of managers from different functional levels. The staple fiber labor movement is to integrate diverse elements and coordinate the activities of different departments according to the overall objectives of organization. These top level managers are responsible for the welfare and survival of the organization. They analyze the business environs and its implications for the survival of the firm. They formulate overall organizational goals and strategies for their doing. They are responsible for all the activities of the business and for its impact on society.SocializationNo matter how the organizations recruits select, talented satisfactory employees. If new employees are not fully indoctrinated in the organizations culture. Because they are unfamiliar with the organizations culture, new employees are potentially apt(predicate) toDisturb the beliefs customs that are in place. The organization will, therefore, use up to help new employees adapt to its culture. This adaptation process is called SOCIALIZATION.TASK-1.3What Is The Managements Role In Developing An Organizations Culture?The managers role is to efficiently predict, explain and manage the behavior that occurs in organizations. Specifically, managers are interested in determining why people are a bit more displaced and satisfied. Managers must fork up an ability to observe and understand the behavior of individuals, groups and organizations to predict what the response will be determined by administrative measures and, finally, to use this understanding and predictions can be effectively managed employees. Behavior can be examined at trinity levels individual, group, organization as a whole. Managers seek to learn more about the fact that people, individually or collectively, to behave as they do in organizational settings. What motivates people? This is not some managers and other employees? How people communicate and make decisions? How can organizations resolve to changes in their external environment?Management role in the development of organizational culture are developing and implementing management principles, the development of unity among the employees, maintenance-friendly environment with staff managers.Example Dialogs director came up with latest principles when most of the customers and workers left and joined Airtel. Through his latest master blaster MY10 packages his customers were held and through his vacation packages to employees coordination, unity, productivity attachment with the firm strengthened.TASK-1.4Is It Possible To Change An Organizations Culture Structure ? If So How?The organizational structure allows the distribution of responsibilities expressed for various functions and processes to different entities such(prenominal) as department, work group and individual. Yes, it is possible to change the culture of an organization. The individuals in an organizational structure are usually hired under employment contracts of limited period or work orders, or contract of indefinite duration or commands of the program. You cannot change the organizational culture not knowing where your organization wants to be or what elements of the current organizational culture unavoidably to change. What are the cultural elements that support the success of your organization, or not? For example, your team decides that you spend too much sequence in agreement with each other rather than to challenge the assumptions and predictions of his team, who have generally been wrong.It is harder to change the culture of an existing organization than to create a culture in a whole new organization. When a culture is already established, people need to unlearn the old values, assumptions and behaviors before they can learn the news. The two most important elements to create organizational cultural cha nge are management support and training.ADDITIONAL ways to change the organizational culture perpetrate effective communication-Keeping all employees informed about the organizational culture change process ensures commitment and success. Telling employees what is expected of them is critical for effective organizational culture change.Review organizational structure-Changing the physical structure of the company to align it with the desired organizational culture may be necessary. These units are tall(a) to align to support the overall success of the business.Redesign your approach to rewards and recognition-You will likely need to change the reward system to encourage the behaviors vital to the desired organizational cultureTASK 2.1Are Leadership Management Different From One Another? If So How? Give Examples.DEFINITION OF LEADERSHIPLeadership is a process of getting things make through people. (Causing others to want what you are doing to accomplish the work of the organizat ion. Proactive leadership 21 st century)Leadership is the art of getting others to do something you want done because they want to do it. Abraham Zaleznik, Harvard Business ReviewDEFINITION OF MANAGEMENTManagement is a very popular term and has been used extensively for all types of activities and mainly for taking charge of different activities in any enterprise. Management comprises of planning, organizing, staffing, decision making controlling.Management has also been defined as a process of getting things done with the aim of achieving goals effectively efficiently.Objectives of managementOrganizational objectivesSocial objectivesPersonal objectivesManagement helps inAchieving group goalsIncrease efficiencyCreating a dynamic organizationAchieving personal objectivesDevelopment of societyThere are three levels of management. They areTop level managementMiddle level managementOperational level managementBASISMANAGEMENTLEADERSHIPMeaningManagement has also been defined as a proc ess of getting things done with the aim of achieving goals effectively efficiently.Leadership is a process of getting things done through people.GoalsManagements goal is to achieve their profit margin or to provide veritable services.Leadership doesnt have certain goals to achieve unless until the leader creates.Person RequiredManagers to lead workers to achieve the goals.Leaders to lead followers to follow their principles.ConceptManagement concept is complex large concept.Leadership concept is a part of management.Rules / PrinciplesThere are certain business laws principles to be followed by the organization to achieve the goals. Here if the manager is wrong workers can pinpoint the managers wrongthness.There are no rules to be followed. So if the leader is wrong then all followers follow the wrong path. questanceThe concept of management is very much needed in the organization to achieve their goals.Leadership concept is not required obligatorily in organization and it is only required among labors or labor union.CoordinationCoordination among worker depends on principles, managers, etc. Coordination in management is high compared to leadership.Coordination among followers are managed by leaders. Coordination in leadership is low compared to management.CommunicationHere communication sent can be reaching very slowly but it is very reliable.Here communication sent can be reaching very quickly but it is not very reliable.TASK-2.2what is magnetized Leadership How Does It Work In An Organization? Illustrate With Examples attractive leadership is leadership based on the leaders ability to communicate and behave in ways that reach fans in a basic way, emotionally, to inspire and motivate.A magnetic leader is one that provides an environment full of energy and positive reinforcement. If you are naturally charismatic, they are very flourishing This is a feature that is not as easy to learn.Charismatic leaders inspire others and encourage them to be thei r best. Employees and members of the group want to impress a charismatic leader, so work hard and strive to succeed.Charismatic leaders, which are building a group, whether it is a political party, a sect or a business team, often focus primarily on making the very clear and distinct group, which separates it from other groups. Then base the groups image, particularly in the minds of his followers, is far superior to all others. Charismatic leaders use a wide range of methods to manage their image and, if they are not naturally charismatic, you can practice on a regular basis to develop their skills. They can build confidence through self-sacrifice visible and take personal risks in the name of their beliefs. They show great confidence in his followers. They are very persuasive and make very effective use of body language and verbal language.What is charismatic leadership? DescriptionCharismatic leadership is defined by Max Weber as resting on devotion to the exceptional sanctity, h eroism or exemplary character of an individual, and the normative patterns or revealed or ordained by him. He defines charisma as a certain quality of an individual personality by virtue of which differs from ordinary men and treat as endowed with supernatural, superhuman, or at least specifically exceptional occasions or qualities. It is not accessible to the ordinary person but are considered of providential origin or as exemplary, and on the grounds that it treats the person as a leader in quality (). How concerned ultimately, taking into account the factors ethical, aesthetic, or other point of view as it is, of course, charismatic people irrelevant to the definition. Has a remarkable ability to distill complex ideas into simple messages ( I have a dream ) are communicated using symbols, analogies, metaphors and stories. He also enjoyed the risk and feels empty without him, are great optimists, who are rebels fighting against the convention, and that may seem idiosyncratic. C harismatic leaders are portrayed as heroes or magic organizational leaders have a base of social power to orchestrate turnarounds, entryway new businesses, inspire organizational renewal, and get a special performance by members of the organization. These leaders inspire want, faith and belief in them. Of course none of this is a guarantee that the mission will be correct, ethical, or successful.Charismatic leadership model (History)German sociologist Max Weber in the 1920 distinguished three ideal types of leadership, domination and authority1. charismatic domination (familial and religious)2. Feudal / traditional domination (patriarchs, patrimonial, feudalism), and3. Bureaucratic /Legal domination (law and modern state, bureaucracy).Robert House (1977) used quatern sentences to define charismatic leadership1. Dominant.2. Strong desire to influence others.3. Self-confident.4. A strong sense of moral values them.Conger and Kananga (1998) describe five behavioural attributes of ch arismatic leaders1. Vision and articulation.2. The sensitivity to the environment.3. The sensitivity to the needs of the member.4. Personal risk taking.5. The realization of unconventional behavior.More recently, charisma is the state theater (Gardner Alvolio, 1998)Charismatic leadership is a management process enacted theatrically printing to processing, scripting, staging, and acting.Using the charismatic leadership fashion Applications In difficult times or circumstances, such as changing the organization of emergency. Note that, according to Weber, a charismatic leader does not have to be a positive force. Both Mahatma Gandhi and Adolf Hitler could be reasonably considered charismatic leaders. See groups of basic character of the theory of some of the mechanisms behind a charismatic leadership.Steps in the Process charismatic leadership approachJay Conger (1989) proposes the following four-stage model of charismatic leadership1. Continuous assessment of the environment and the formulation of a vision.2. Communication of vision, with arguments of motivation and persuasion.3. Building trust and commitment. The subordinates must desire and support the goals of the leader and is likely to be achieved on coercion, but the leader to gain the confidence in the leader and the feasibility of the objectives it is likely that this is done by taking personal risks unconventional experience, and sacrifice.4. To achieve this goal by using role models, empowerment, and unusual tactics.Strengths of the benefits charismatic leadership style the relatively strong levels of unquestioning obedience. It is useful in difficult times or circumstances, such as changing the organization of emergency. Cash. If the charismatic leaders vision is correct, this style of leadership can be extremely effective. Rhetorical skill. Energy clarity, interior, visionary, unconventional, and exemplary.MOTHER TERESAReal Name Agnes Gonxha BojaxhiuDATE OF abide August 27 Th, 1910PLACE OF BIRTH YugoslaviaMother Teresa decided to spend the rest of her life to help the sad and needies when she was twelve years old. When she thought that her vocation is to help the poor, decided to train for missioner work. At eighteen she joined the Irish nuns, the Sisters of Loreto. After training in Dublin for a few months she went to India. In 1928 she took initial vows as a nun.1929-1948 she taught at St. Marys High School in Calcutta. Seeing the suffering outside the school created a big impression on her to leave school and help the poor in 1949.She started a school outdoor homeless, without funds. Voluntary helpers soon joined her. She also true financial support. On October 7, 1950 received permission to start their own Missionaries of Charity, who cared and loved the people that nobody else cared. Mother Teresa began fifty projects underway in India. Its projects include helping the people of the slums, childrens homes, homes for the dying, clinics and a leper colony. Her projects have been extended to other countries such as Africa, Asia, Latin America, Italy, Great Britain, Ireland and the United States.For all the work that Mother Teresa has received the following awards 1971 Pope John XXIII Peace Prize, 1972 Nehur Prize for outside(a) Peace and Understanding, and 1979 Balzan Prize for the Promotion of Peace and Brotherhood United Nations.Shes a good charismatic leader. She did a wonderful job of saving those people who were like dying.www.myhero.comTASK-3.1What are The Early Theories of demand, How Well Have They Been Supported by Research?MeaningMotivation means incitement or inducement to act or move. In relevant to organization context, it means the process of making subordinates to act in a desired manner to achieve a certain goal. Motivation distinguishes the sufficient reason of Becoming, of Knowledge, of being and of Action.(From the philosopher Arthur Schopenhauer)Abraham Maslows Need Hierarchy TheoryOne of the most frequently mentioned theorie s of motivation is the hierarchy of needs theory put introductory by psychologist Abraham Maslow. Maslow saw human needs in the form of a hierarchy, ascending from the lowest to the highest, and concluded that when a set of needs is satisfied, this needs no longer a motivator.According to his theory, these needs arePhysiological needs These are important needs for sustaining human life. Food, water, warmth, shelter, sleep, medicine and education are basic physiological needs, which are included in the main list of needs satisfaction. Maslow was views that until these needs are met in a level to sustain life, no other motivating factor to work.(Ii) Security or Safety needs These are the needs to be free from physical danger and the fear of losing a job, goods, diet or shelter. It also includes protection against any emotional harm.(Iii) Social needs Since people are social beings, need to proceed and be accepted by others. People try to satisfy their need for affection, acceptanc e and friendship.(Iv) Esteem needs According to Maslow, once people begin to satisfy their need to belong, they tend to want to be held in high esteem two by themselves and by others. This kind of need produces such satisfaction as power, prestige and self-confidence status. This includes both internal factors such as the self esteem, autonomy and achievement and external factors as the states of the esteem, recognition and attention.(V) The need for self actualization Maslow believes that this is the greatest need in their hierarchy. It is the desire to be what one is capable of becoming it includes growth, achieving their potential and self-realization. Is to maximize their potential and to accomplish something. Motivation2As each of these needs is substantially satisfied the next need becomes dominant. From the standpoint of motivation, the theory would say that although it is not necessary always fully satisfied, satisfied need no longer motivates substantially. So if you want to motivate someone, you need to understand what is the level of the hierarchy of that person is on and focus on fulfilling the needs or the needs above that level.Maslows need theory has received wide recognition, especially among practicing managers. This can be attributed to the intuitive logic of the theory and ease of understanding. However, research does not validate these theories. Maslow provided no empirical evidence and other studies attempting to validate the theory found no support.OPINION Such type of motivational technique helps the organization to fulfill the needs of employees and motivate them to work for their organization. Through this organizational goal as well as employee goals can be achieved.Theory X and Theory by Douglas McGregorMcGregor, in his book The Human array of Enterprise provides that persons within the organization can be managed in two ways. The first is basically negative, similar to the category X and the other is basically positive, correspon ding to the category Y. After seeing the way the manager treated employees, McGregor concluded that a manager view of the nature of human beings is based on a particular group of cases and that he or she tends to shape their behavior toward subordinates According to these assumptions.Under the assumptions of the theory X Employees inherently dislike work and whenever possible, try to neutralize it. Because employees dislike work, have to be forced, coerced or threatened with punishment to achieve the goals. Employees avoid responsibilities and works to fill official guidelines are issued. Most workers place great emphasis on safety above all other factors and show little ambition.In contrast to the assumptions of Theory Y Physical and mental filter at work is as natural as rest or play. People will exercise self-control and self-direction and if they are committed to these goals. The reasonable human being is willing to take responsibility and exercise the imagination, ingenuity and creativity in solving organizational problems. The way in which things are organized, the intelligence of the average human being is only partially.In the analysis of the assumptions that can detect that the Theory X assumes that lower-order needs dominate individuals and Theory Y assumes that higher-order needs dominate individuals. An organization that runs on the Theory X lines tends to be authoritarian in nature, the word authoritarian suggests ideas like the power to compel obedience and decent to rule. In contrast to Theory Y organizations can be described as participatory, where the objectives of the organization and individuals that are integrated, people can achieve their own goals by directing their efforts towards the success of the organization.However, this theory has been widely criticized for the widespread job and human behavior.OPINION According to McGregor, he says all drawbacks faced by employees. He creates a characterisation where employees are punished u sing negative motivational technique and where managers get full use out of employee without any fulfillment of employee needs. Such picture also shows that manager as devil for employees. Such practices are not prevailing very much in our society.The theory of Frederick Herzbergs motivation hygieneFederico has sought-after(a) to modify the theory of Maslow need hierarchy. His theory is also known as the theory of two factors or hygiene theory. He stated that there are certain satisfactions and dissatisfaction of employees at work. In-intrinsic factors are related to job satisfaction, while extrinsic factors are associated with dissatisfaction. He devised his theory on the question What people want from their jobs? He asked people to describe in detail, this type of situation when they felt exceptionally good or exceptionally bad. From the responses received, he concluded that the opposite of satisfaction is not dissatisfaction. Feature extraction of unsatisfactory work, not necessa rily do the job more satisfying. Affirms that the presence of certain factors in the organization is natural and the presence of the similar does not lead to motivation. However, their non-presence leads to demonization. Similarly, there are certain factors, without which causes dissatisfaction, but their presence has a motivational impact.Examples of hygiene factors areSafety, status, relationship with subordinates, personal life, salary, working conditions, the relationship with the supervisor and company policy and administration.Examples of motivating factors areBrochure promoting the growth of employment, responsibility, challenges, recognition and achievement.OPINION Here, he says that opposite to satisfaction is not dissatisfaction. He also says that an employee dislike to perform a particular job because he doesnt get the likes through his job. This could be got through the motivations done by managers in form of recognition, achievement encouragement, etc.Theory McClelland s NeedsDavid McClelland has developed a theory in three types of motivating needs1. Need for Power2. Need for Affiliation3. Need for achievementBasically people need to be high lean toward influence and control. They like to be in the center and are good speakers. They are demanding in nature, forceful in the customs and ambitious in life. They may be motivated to perform if given key positions or positions of power.In the blink of an eye category are people who are social in nature. They try to join individuals and groups. They are driven by love and faith. They like to create a pleasant environment around them. Social recognition and affiliation with others provides motivation.The people of the third area are governed by the challenge of success and fear of failure. Their need for achievement is moderate and they set moderately difficult tasks. They are analytical and take calculated risks. These people are motivated to perform when they see at least some chance of success.McClel land observe that with the advancement in the hierarchy of the need for greater power and performance rather than affiliation. He also noted that people who were at the top, later ceased to be motivated by this unit.OPINION McClelland is almost similar to Hertzberg Abraham Maslow. His idea is also given in the form of hierarchy mode. He presents those three levels from where employee needs are very much needed to be fulfilled to motivate them. Through this need are settled from higher to lower needs. According to him a person could be motivated by giving more power, through recognition of achievement, job security, autonomy, etc.TASK-3.2How Do The present-day(a) Theories Of Work Motivation Complement One Another?Definition of contemporary theoriesA set of statements or principles set out to explain a set of facts or phenomena, especially one that has been repeatedly tested or is widely accepted and can be used to make predictions about natural phenomena that belong to the same ag e who live or occur in the same period.fairness TheoryAccording to equity theory by J. Stacey Adams, people are motivated by their beliefs about the structure of rewards to be fair or unfair, in relation to these entries. People have a tendency to follow a subjective criterion to balance the outcomes and inputs in relation to comparisons between different individuals. Therefore, if people feel they have the same reward that will reduce the touchstone or quality of work or move to another organization. However, if people perceive that rewards are higher, may be motivated to work harder.OPINION Equity theory helps to ignore social problems between subordinates supervisors in organization. This is because this principle clearly states that there is no different treatment within people working in an organization. Such type of principle should prevail in certain environment like political area. This principle helps another motivational principle known as Goal setting theory. If there i s a goal to be achieved with the help of groups then employees in the group should maintain equality. Though they have more power compared to other group members they cannot punish them with stressed job. It will lead to slavery revolution resulting in close down o