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Leadership Assessment
- 1. Leadership Assessment BY BARBARA J. MARABLE SUBMITTED TO: PROFESSOR JAIKARAN MANAGEMENT CONCEPTS 302 TUESDAY, DECEMBER 9, 2014
- 2. Leadership Assessment INTRODUCTION This presentation will talk about Leadership style and the impact on subordinates.
- 4. Leadership Assessment Organizational Structure and Culture Organizational Structural Processes Budget Congressional Manpower Organizational Culture Clear Mission Adaptability
- 5. Leadership Assessment Performance Leadership Behaviors Initiating Structure Consideration Situational Favorableness Task Structure
- 6. Leadership Assessment Basics of Motivation Motivation Effort and Performance Need Satisfaction Extrinsic and Intrinsic Rewards Motivation with the Basics
- 7. Leadership Assessment Diversity Diversity and Why It Matters Diversity and Individual Differences How Can Diversity Be Managed
- 8. Leadership Assessment Organizational Strategy Strategy-Making Process Assessing Need for Strategic Change Conducting a Situational Analysis Choosing Strategic Alternatives
- 9. Summary Leadership style Organizational Structure and Culture Performance Basics of Motivation Diversity and Organizational Strategy
Notas del editor
- The subjects discussed are: Leadership style Organizational Structure and Culture Performance Basics of Motivation Diversity and Organizational Strategy. Next slide,
- The Senior Executive in my current office is all of the above. She has been very influential in a positive way to all that have come in contact with her. She has encouraged all to do their very best. A good leader has a good connection with just about everyone and this is done by communication. Next slide.
- The organization I currently work for structure is that of a Functional departmentalization. It is subdivided into specific job-related divisions, each one responsible for a specific function, ships, acquisition and procurement, expeditionary warfare, etc. The one I am speaking on today is the Management and Budget division which is further divided into subdivisions, budget, congressional, and administrative/HR. Each subdivision depends on at least part of another division to complete certain tasks. For example, the budget subdivision depends on the administrative/manpower subdivision to inform them when a worker is either leaving for another position, or someone else is coming onboard. The biggest thing is for the budget office to know when someone is retiring. In order to keep track of the funding for payroll, any lump sum payments that may have to be paid out have to be looked at ahead of time just in case there may be a shortfall. In that case, funding request will have to be made in order to make payroll for the year. The culture in the office is consistent. The new leadership has made the mission is clear and everyone can adapt to a new way of doing business successfully. Next slide.
- Current leadership has set the goals of the organization, has given each manager specific guidance on how to get there. She considers how to get there by setting deadlines and assigning the tasks accordingly. The task structure is on point, you don’t walk away confused but motivated to get it done, which is a sense of empowerment to the subordinate. Next slide.
- Job performance = Motivation x Ability x Situation Constraints, that is if anyone of these components is weak then job performance. A highly motivated individual that lacks the ability to do the job correctly will not succeed. When a worker has a need to succeed at the job they are doing they are motivated to do so. Once that need is met, if there isn’t another shiny apple dangled in front of them, that person can become complacent. Extrinsic rewards is what every worker expects if they are pulling more than their weight. If you are tasked to do a job that is above your pay grade and you are successful at it, then you would want to be rewarded for it. On the other hand, when you are doing your everyday job and you are successful at it, a fist pump and a YES!, are in order. Seeking out your employees and their needs is a great way to motivate the employee. Doing the right thing by your employee is very important. For example if you need to apologize to your employee for a mistake you made, then do so. An apology can and will go a long way with an employee feeling like they matter. Offering training in a area where an employee is not really meeting the goal(s) makes an employee feel that they made the right decision in choosing to work for that organization. Next slide.
- One of the most fundamental reasons why Diversity matters is because it makes good business sense. Companies attract and retain talented workers; diversity helps business growth; businesses can gain a competitive advantage by drawing on the experience, insight and creativity of a diverse workforce. Once a group of individuals stop seeing just the surface of each other and start focusing on the deeper level of an individual, then more things can be accomplished. Managing diversity is very important in businesses. By following the Diversity Principles, a company can and will be successful. Next slide.
- While assessing the need for strategic change a leader should try at all cost to avoid other strategic planning mistakes. Conducting a situational analysis for the strengths, threats, opportunities, and weaknesses can help a company determine how to increase strengths and decrease weaknesses. Involving employees at every level can also be key. Employees are stakeholders just as much as the shareholders and the customers. Choosing risk- avoiding or risk-taking strategy is a risky business. Looking at all of the strategic reference points and making necessary adjustments is also key.
- Discussed in this presentation were leadership style and its performance, the basics of motivation on subordinates, diversity need, and organizational strategy. Influencing, encouraging, staying connected through communication are key to successful business practices. A clear mission goes a long way when setting goals. Being able to have workers adapt to the new business strategy takes a lot of work but staying competitive is what every business wants. Rome was not built in a day. Also discussed, and one of the most key points is Diversity in the workplace. All Race and Genders have a different level of input to offer a company and that helps with the growth of a company. If leadership takes the time to get to know the internal environment of a company, then can it lead well. Improving leader-employee relationship is the most important of the three situational factors. Morale and performance are improved because the leader has adapted their leadership style to fit the companies needs and in turn meet the goals of the company.