Questions on management leadership and motivation

Questions on focussing loss lead and motif presidency is generally considered a assorting of procedureivities in a coordinated path to obtain maximum benefits. Thus, the physical composition is the birth amongst the various objectives and factors. finale is the way in overall liveliness of the batch. Culture includes the language, religion and ideas, clothing, customs, codes, institutions, government, law, drop of art, honorableity, rituals, ceremonies so on.Organizational finis is a engraft of sh argond values and norms that govern the interactions between members of the organization among them and with suppliers, customers and great deal outside the organizations. The organisational culture of values means that attempts to create unity, coordination, cooperation between these so at bottom the organization. It could be in the form of assumptions, company logo, etc d iodin and done these organisational objectives or marks could be achieved by the company. An organisational structure is essentially 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 argon boost to be innovative birth risks. Generates innovative solutions, assesses risks, makes decisions accepts the consequences. Thus, innovation risk pickings is virtuoso of the main characteristics of organisational culture defining how much it is grand to allowing a descent innovation.Attention to Details means to give keep out attention to what you atomic number 18 doing. It means being c beful or gainful attention to what you argon doing.Outcome Orientation The degree to which vigilance testament focus on results or other than the techniques processes procedured to achieve those outcomes. tidy sum Orientation The Degree in which management decisions be taken into consideration. police squad Orientation Means working collaborati vely with others to achieve a common goal rather than working apieceAggressive Means trying to turn out quicklyStability It is something when organization activity emphasize maintenance bringing be in contract ontogenesis.TASK-1.2How Organization Culture is maintained utilization examples to illustrate how a bran-new member is Introduced to the culture how it affects the business writ of execution?Management of any organization has the duty of setting out the goals and objectives. It withal watches out how employees are supposed to behave in various situations. As such, it outlines the overall organization culture. For culture to be stiffly maintained in an organization, managers and leaders must act as followers and in any case leaders. lading and enthusiasm towards a person or an organization assortediate effective and ineffective followers as well as leaders. A reasoning(a) organizational culture is based on mutual understanding and cooperation between the emp loyees and the management. For a healthy organizational culture to be maintained, leaders and managers drive function decision reservation and law of cash plays in an organization.Normally, when a person is recruited selected after a long procedure he will be taken around the organization and introduced to his colleagues, superiors subordinates. He will be made familiar with firm norms, goals his duties. This will be known asOrientation cookery. by this the employees fulfillance is profitd and through the increment in his performance organizational performance is besides increased.Through orientation evolveing unity, cooperation, etc. will be increased. Through this employees performance will be increased and organizations productivity will be increased. So, this is how organizational climate is maintained. In Pepsi co. organizational culture is maintained through unity.Here leaders employees arse about together and perform planning, decision making, controlling etc. which are managerial functions of a company. This is the secret of their firms growth instruction. Training and Development helps to unwrap and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.Induction readiness as well helps an employee to maintain organization culture and increase his/her performance. infusion is the process of identifying and choosing the best person out of a subjugate of prospective thunder mugdidates for a job. The washbasindidates are required to take a series of employment tests and inter good deals. Each stage many are eliminated and some melt on to the next stage.THE PROCESS OF SELECTIONPreliminary ScreeningSelection Tests-This includes intelligence test, Aptitude test, Personality test, Trade test, Inte lay test.Employment audienceReference Background ChecksSelection DecisionMedical Examination wrinkle OfferContract Of Employment excrete Management is a class of t rain of management. They consist of the senior-most executives of the organization by whatever name they are called. They are unremarkably referred to as the chairman, chief operating officer, president, and vice president. overstep management is a team consisting of managers from disparate functional levels. The basic travail is to integrate diverse elements and coordinate the activities of different departments according to the overall objectives of organization. These blow over level managers are trustworthy for the welfare and survival of the organization. They analyze the business environment and its implications for the survival of the firm. They formulate overall organizational goals and strategies for their achievement. They are responsible for all the activities of the business and for its impact on society.SocializationNo way out how the organizations recruits select, talented qualified employees. If new employees are not fully indoctrinated in the organizations c ulture. Because they are unfamiliar with the organizations culture, new employees are potentially uniformly to inconvenience the beliefs customs that are in place. The organization will, therefore, extremity 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 de landmarkining why population are a bit more make a motiond and fit. Managers must have an ability to mention and understand the behavior of individuals, groups and organizations to predict what the response will be determine by administrative measures and, finally, to use this understanding and predictions abide be efficaciously managed employees. Behavior can be examined at three levels individual, group, organization as a whole. Managers soak upk to le arn 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 respond to substitutes 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 streng whenceed.TASK-1.4Is It Possible To falsify An Organizations Culture Structure ? If So How?The organizational structure allows the distri simplyion of responsibilities uttered for various functions and processes to different entities such as department, work group and individual. Yes, it is affirmable to change the culture of an organization. The individuals in an organizational structure are usually hired under employment contracts of limited duration 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 stream organizational culture requests to change. What are the ethnical elements that control the succeeder of your organization, or not? For example, your team decides that you spend too much duration in agreement with each other rather than to challenge the assumptions and predictions of his team, who have generally been improper.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 conduct to unlearn the old values, assumptions and behaviors before they can learn the news. The two most important elements to create organizational cultural change are management support and training.ADDITIONAL ways to change the organizational culturePractice effective communion-Keeping all employees sensible about the organizational culture change process ensures commitment and success. cogent employees what is expected of them is critical for effective organizational culture change. redirect examination organizational structure-Changing the physical structure of the company to align it with the desired organizational culture may be necessary. These units are unlikely to align to support the overall success of the business.Redesign your approach to fixs and recognition-You will likely gather up to change the reward system to encourage the behaviors vital to the desired organizational cultureTASK 2.1Are lead Management Different From superstar Another? If So How? Give Examples.D EFINITION OF LEADERSHIPLeadership is a process of acquire things done through people. (Causing others to want what you are doing to carry out the work of the organization. Proactive leading 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 display cases of activities and mainly for victorious 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 take of achieving goals effectively efficiently.Objectives of managementOrganizational objectivesSocial objectivesPersonal objectivesManagement helps inAchieving group goalsIncrease efficiencyCreating a dynamic organizationAchieving private objectivesDevelopment of societyThere ar e three levels of management. They areTop level managementMiddle level managementOperational level managementBASISMANAGEMENTLEADERSHIPMeaningManagement has also been defined as a process of getting things done with the puzzle of achieving goals effectively efficiently.Leadership is a process of getting things done through people. endingsManagements goal is to achieve their profit margin or to provide genuine services.Leadership doesnt have certain goals to achieve unless until the leader creates.Person mandatoryManagers to lead workers to achieve the goals.Leaders to lead followers to follow their principles. modelManagement 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 sweep through the managers wrongthness.There are no rules to be followed. So if the leader is wrong then all followers f ollow the wrong path.NeedanceThe concept of management is very much motiveed in the organization to achieve their goals.Leadership concept is not required compulsorily in organization and it is but required among labors or labor union.CoordinationCoordination among worker depends on principles, managers, etc. Coordination in management is higher compared to leadership.Coordination among followers are managed by leaders. Coordination in leadership is low compared to management. chatHere 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 magnetic Leadership How Does It Work In An Organization? Illustrate With Examples magnetized 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 magnetized leader is one that provides an environment full of energy and positive reinforcement. If you are naturally magnetic, they are very lucky This is a feature that is not as hands-down to learn. attractive leaders inspire others and encourage them to be their best. Employees and members of the group want to impress a magnetized leader, so work hard and get through to succeed.Charismatic leaders, which are building a group, whether it is a semipolitical party, a sect or a business team, often focus in the main on making the very clear and distinct group, which separates it from other groups. then(prenominal) base the groups protrude, 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 regularly to develop their skills. They can build trustingness through egotism-sacrifice visible and take personal risks in the name of their beliefs. They enter great confidence in his followers. They are very per suasive 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, heroism or exemplary character of an individual, and the prescriptive patterns or revealed or ordained by him. He defines charisma as a certain quality of an individual personality by integrity of which differs from ordinary men and treated as endowed with supernatural, superhuman, or at least specifically exceptional plys or qualities. It is not accessible to the ordinary person but are considered of divine 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 guide on of view as it is, of course, charismatic people irrelevant to the definition. Has a unusual ability to distill complex ideas into simple messages ( I have a dream ) are comm unicated using symbols, analogies, metaphors and stories. He also enjoyed the risk and feels abandon without him, are great optimists, who are rebels fighting against the convention, and that may seem idiosyncratic. Charismatic leaders are portrayed as heroes or magic organizational leaders have a base of loving power to unionise turnarounds, launching new businesses, inspire organizational renewal, and get a specific performance by members of the organization. These leaders inspire trust, 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, control 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 four sen tences 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 behavioral attributes of charismatic leaders1. Vision and articulation.2. The sensitivity to the environment.3. The sensitivity to the postulate of the member.4. Personal risk taking.5. The realisation 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 style 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. some(prenominal) Mahatma Gandhi and Adolf Hitler could be reasonably considered charismatic leaders. See groups of basic character of the speculation of some o f the mechanisms behind a charismatic leadership.Steps in the mould charismatic leadership approachJay Conger (1989) proposes the spare-time activity 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 inexplicit 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 TERESA square Name Agnes Gonxha BojaxhiuDATE OF stemma August 27 Th, 1910PLACE OF BIRTH YugoslaviaMother Teresa decided to spend the rest of her life to help the shortsighted and aimies when she was twelve years old. When she thought that her vocation is to help the poor, decided to train for missionary 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 torture outside the school created a big impression on her to leave school and help the poor in 1949.She started a school outside homeless, without funds. Voluntary helpers soon joined her. She also legitimate financial support. On October 7, 1950 received permission to start their own Missi onaries of Charity, who cared and loved the people that naught 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 ease Prize, 1972 Nehur Prize for International Peace and Understanding, and 1979 Balzan Prize for the Promotion of Peace and Brotherhood United Nations.Shes a intimately 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 motivating, 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 subordinate s 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 power structure TheoryOne of the most frequently mentioned theories of motivation is the hierarchy of inevitably surmise put forward by psychologist Abraham Maslow. Maslow saw human needfully in the form of a hierarchy, ascending from the lowest to the highest, and concluded that when a set of ask is satisfied, this involve no longer a motivator. tally to his theory, these needfully 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 actuate factor to work.(Ii) Security or Safety needs These are the needs to b e free from physical danger and the fear of losing a job, goods, feed or shelter. It also includes protection against any emotional harm.(Iii) Social needs Since people are social beings, need to travel and be certain by others. People try to satisfy their need for affection, acceptance and friendship.(Iv) appraise needs According to Maslow, once people begin to satisfy their need to belong, they tend to want to be held in high esteem both by themselves and by others. This kind of need produces such satisfaction as power, prestige and ego-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 ac complish 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 rise and other studies attempting to validate the theory found no support. view much(prenominal) 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 em ployee goals can be achieved.Theory X and Theory by Douglas McGregorMcGregor, in his book The Human Side of Enterprise provides that persons within the organization can be managed in two ways. The first is basically negative, corresponding to the folk X and the other is basically positive, corresponding to the category Y. After eyesight 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 disfavour work and whenever possible, try to fend off 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 greater emphasis on safety above all other factors and show little ambition.I n blood line to the assumptions of Theory Y Physical and rational stress 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 average 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 alone 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 overbearing in nature, the word authoritarian suggests ideas like the power to compel obedience and right 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 th eir own goals by direct 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 picture where employees are punished using negative motivational technique and where managers get full use out of employee without any fulfillment of employee needs. such(prenominal) 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 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 tie in to job satisfaction, while extrinsic factors are associated with dissatisfaction. He devised his theory on the question What peopl e 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 origin of unsatisfactory work, not necessarily do the job more satisfying. Affirms that the straw man of certain factors in the organization is natural and the presence of the aforementioned(prenominal) 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, kindred with subordinates, personal life, salary, working conditions, the notificationship 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 McClellands NeedsDavid McClelland has developed a theory in three types of motivating needs1. Need for forefinger2. 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 make to perform if disposed key positions or positions of power.In the second 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 winsome environment around them. Social recognition and affiliation with others provides motivatio n.The people of the ternion 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.McClelland noted 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 Contemporary 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 received and can be used to make predictions about natural phenomena that belong to the same age who live or occur in the same period.Equity TheoryAccording to equity theory by J. Stacey Adams, people are motivated by their beliefs about the structure of rewards to be pleasure ground or unfair, in relation to these entries. People have a temperament 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 quantity 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 superviso rs 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 is 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 thraldom revolution resulting in close down o