Executive Summary
Performance in an organization comprehends a lot of diversity considering that different factors need to be considered to enhance performance. The pervasive factors that tend to induce significant challenges to the achievement of organizational goals entail leadership and managerial characteristics. The manager and the leader play an essential role in ensuring employee coordination, cooperation, and commitment in my organization where I work as an employee in the production segment. Therefore, my journal highlights the roles of organizational management; managers have to guarantee goal accomplishment by generating cordial relationships with employees at different occupational levels. The organizational structure allows teamwork for increased creativity in production. Importantly, the composition comprises groups of diverse backgrounds. As a result, managers and leaders have the responsibility if ensuring coordination and commitment through effective planning. Moreover, managers are bound to conduct their roles in ethical ways while exemplifying employee motivation.
Unit 1: Leadership; Managing in the 21st century
The topics on organizational efficiency include significant complexities, which commonly underline a potential association between leadership and managerial influences to the accomplishment of goals in a work environment (Gilbert, 2017). The most pervasive concept in most orientations implies that leaders and managers hold essential roles that determine the effectiveness of goal attainment. They both develop the basis for valuable performance considering that managers are tasked to ensure coordination whereas leaders are responsible for influencing dedication among the employees towards goal achievement in an organization. Some tasks, however, may require managers to present some fundamental leadership skills. For instance, certain situations may allow managers to exercise headship to facilitate performance by directing people to a specific goal (Gilbert, 2017).
Cooperation and coordination in an organization necessitate viable leadership and managerial skills for positive performance. In my group where I work as an employee in the production segment, the manager is tasked to both the administrative and leadership practices since the company majors in small-scale production. It is a customer-based organization hence the manager has the responsibility of ensuring that employee needs are met efficiently to facilitate production growth (Gilbert, 2017). The director has the mandate to organize the entire production process including the engagement of raw materials and deployment of workers in regards to one’s expertise and set goals for quality production. The manager also monitors the progress of the already acting processes to make sure that they work for the general goals of the organization. Through evaluation, the manager finds it easy to discern and diminish chances for acts that deviate from operational obligations by ensuring that employees remain focused towards specific goals (Forbes, 2010).
On the other hand, as a leader, the manager is responsible for influencing commitment within the departments which significantly maximizes chances for production growth. Notably, my leader exemplifies characteristics of a transformational because he is usually determined to cause operational changes for production improvement. Moreover, the leader emphasizes the need for a flexible production environment (Gilbert, 2017. To attain this goal, he merges educational competency with other primary attributes of a transformational leader including persistency and forwarding looking (Gilbert, 2017). Significantly, the transformational leadership underlines the goal of expanding production hence all employees work towards the objective through customer satisfaction.
References
Forbes (2010). 4 Simple Ways To Make Your Employees Feel Valued. Extracted from https://www.forbes.com/sites/dailymuse/2013/07/10/4-simple-ways-to-make-your- employees-feel-valued/#6438a6b016f8Gilbert, J. (2017). Leadership with a Servant’s Heart. Wendy Jans Design Extracted from http://organizedforefficiency.com/leadership-with-a-servants-heart/
Unit 2: Motivation
Motivation is a vital component of managerial and leadership responsibilities that can easily promote or distract cooperation and commitment in an institution. Motivation, suggestible, employee motivation encompass significant impacts that usually determine levels to which; goals will be achieved in an organization. It is therefore apparent that a leader has to impose the existence of appropriate measures with the potential to endorse commitment in employees for improvement. Important to note is that the degree of employee dedication to the execution of assigned tasks proves to justify the incentive levels provided by the leaders (Horne, 2011). The concept of motivation identifies the need for managers to define employee dignity, value employee interests and extensively consider workers as members of the organization. Arguably, the primary principle of motivation obliges managers to lead in ways that stimulate positive attitudes in workers.
In response to the principles of management, the leader of the production segment in my organization incorporates different managerial approaches that adequately offset the value of motivation. The criteria suggest the administrative need for maintaining employee respect, developing a substantial supportive base for the workers, and leading as an encouragement tool (Horne, 2011). The leader of our production segment aligns his leadership competency with a variety of techniques that, practically, influence individual engagement in the value of particular objectives. Leadership in my work environment bequeaths acknowledgment as a domineering motivational principle. Through experience, recognition by performance has the potential of endorsing continuing commitment among the employees (Gilbert, 2017). For instance, the management of my team assures recognition with a reward for individual performance levels which much encourage everyone to work for the privilege. I also agree that leaders should itemize employee concern as part of their jurisdiction.
References
Gilbert, J. (2017). Motivate to move forward. Wendy Jans Design Retrieved from http://organizedforefficiency.com/motivate-to-move-forward/
Horne, A. (2011). Appreciation at Work. Retrieved from http://positivepsychologynews.com/news/amanda-horne/2011020316300
Structure
One of the critical functions of leadership is to direct employees towards a particular objective; therefore, leaders have a mandate to facilitate the development of a possible organizational structure for improved performance. The structure defines a system of operational policies in an organization, which ensures employee cooperation and compliance. A structure is prone to encompassing random or unpredictable outcomes hence the need for leaders to understand the basis of employee behavior. Important to note is that a structure influences the development of varying behaviors thus managers need to lead through a system including a supportive strategy that predicts positive attitudes on work in employees (Gilbert, 2017). Evidently, leadership stance on a structure influences different behaviors from one individual to another. For instance, my leader engages the principle of respect for autonomy that helps him stimulate the necessitated worker efforts in production.
Awareness of employee individuality enables the leader to predict one's position regarding the set goals about the organizational structure. The policy of my organization considers teamwork as a strategic measure to facilitating innovative growth. The management understands that collaboration encourages innovation, which is a core factor of production in the modern business environment. As a result, the leader respects the essence of partnership considering that unfavorable guidance may distract the purpose of group work (Gilbert, 2017). For instance, mobbing especially perceptions of leader-worker mistreatment often deter cooperation and compliance thus poor performance (Gilbert, 2017). Nevertheless, participation is as well disturbed in situations where some employees disrespect their fellows owing to functional differences. To curb bullying in the organization, our leader offers every employee equal engagement priorities regardless of one's competency levels.
The manager provides all employees equal opportunities from which every worker is allowed to offer his or her contribution while on duty (Gilbert, 2017). Importantly, groups in my organization are entitled to a two-way communication system that enables the leader to receive fast feedbacks concerning the viability of work environment to organizational progress. The mutual communication system demonstrates the value of employee contribution, which posits a substantial room for improvement at the individual level.
References
Gilbert, J. (2017). Facing the angry mob at work. Wendy Jans Design Retrieved from http://organizedforefficiency.com/facing-the-angry-mob-at-work/
Gilbert, J. (2017). Micromanagement: The presumption of inefficiency. Wendy Jans Design Retrieved from http://organizedforefficiency.com/micromanagement-the- presumption-of-inefficiency/
Gilbert, J. (2017). The bully laid bare. Wendy Jans Design Retrieved from http://organizedforefficiency.com/the-bully-laid-bare/
Quality/Planning/Control
Planning in an organization is a process of management which is concerned with coming up with crucial goals and different ways to be used to achieve those goals. Like it is said, failing to plan is planning to fail. This fact does not only apply to individuals, but also to business organizations. Actual planning depends on an exhaustive indulgent of the variety of variables involved in each decision and cooperation with personnel from diverse stages of a team (Gilbert, 2017). The process instigates with the reviewing of the present setups of the organization and finds out what needs to be enhanced operationally in future. Planning will help managers in a group to come up with practical ways of making use of limited resources to enable them to reach its objectives (Gilbert, 2017). It is also important to understand that some unanticipated events may occur and hence need to be dealt with speedily. Planning helps managers to develop likelihood plans that will enable them to tackle these types of events. More also, it encourages teamwork amongst employees and fosters the spirit of collaboration amongst themselves. In an organization, you will find that there are different departments structured to work towards achieving different aims, and thus the need to have a good strategy. Once the plan is put accordingly, then the authorities will work together therefore with the intention of achieving the goals of the organization. This reminds me that unity is the way to success since division will lead to falling. If the plan is executed correctly, the effects will continuously be desired by the organization.
References
Gilbert, J. (2017). How to achieve superlative throughput. Wendy Jans Design Retrieved from http://organizedforefficiency.com/how-to-achieve-superlative-throughput/
Gilbert, J. (2017). Project Management. Wendy Jans Design Retrieved from http://organizedforefficiency.com/project-management/
Ethics
Ethics can be defined as the codes of standard, values, and morals that determine what is right and what is wrong within a work environment. In an organization, ethics are essential principles that govern major decision making. Ethics levels in managers and leaders of a group have a significant effect on the drive and constancy of employees. While making ethical decisions, it is obligatory to distinguish and disregard any unethical preferences and select best right options. As in my work environment, ethical issues such as respect, honesty, responsibility, fairness, and transparency in leaders signify a habitual influence on worker reliability. It is essential to understand that every person in an organization is responsible for his or her moral behavior and any attempt to change it should work in favor of performance. For instance, employees are involved in the process of making organizational decisions at my workplace which demonstrates the essence of managerial ethics hence employees adhere to the set determinations (Gilbert, 2017). Moreover, moral responsibility of leaders in an organization should not only be viewed individually but also communally. In this, individuals are not exempted but are partly responsible for the behaviors of their colleagues (Gilbert, 2017). To understand the behavior of an individual, a leader has to follow the ethical boundaries of his or her followers. Notably, my leader clarifies a reverential interface with all employees which enable him to understand the changeability of moral understandings from one employee to another. The interactive association allows the leader to curb extreme acts in the organization since utmost all workers have substantial trust levels with operational guidelines (Gilbert, 2017). However, one will tend to understand that snitches will try to outwit the need for those in authority to engage directly with the employees. As a leader, it is essential to make it as a routine of participating on a regular basis, with all the people in the organization.
Fairness and transparency is an imperative code ensuring that the organization is honest. Employees should work in a fare environment by being provided with the essentials needed to perform their duties. Engaging in lies or the failure to disclose relevant information may lead to impartible damage in the organization,
References
Gilbert, J. (2017). Cultivate your intuition. Wendy Jans Design Retrieved from http://organizedforefficiency.com/cultivate-your-intuition/
Gilbert, J. (2017). Exercise your moral muscle. Wendy Jans Design Retrieved from http://organizedforefficiency.com/exercise-your-moral-muscle/
Gilbert, J. (2017). How to spot a Snitch. Wendy Jans Design Retrieved from http://organizedforefficiency.com/how-to-spot-a-snitch/
Diversity
Diversity in an organization denotes the incorporation of all types of people in an organization. These differences may be informed of gender, race, educational background, ethnic group, age, and personality. Diversity also involves how people perceive others over personal interests. Thus, the discernment affects their relations at the workplace. For the better functionality of employees, the manager in my organization has provided substantial communication base that facilitates modification and operational malleability (Gilbert, 2017). The ability to embrace and comprehend the benefits of diversity can be found at the lead to the growth and success of the organization. The encouragement of difference, for example, in my organization encourages all workers to perform tasks to individual capability. However, diversity is facing some significant challenges such as poor communication, where mostly language barrier and different perception are the key factors. To deal with this, the manager involves every employee in the formulation and execution of diversity ingenuities. Employees’ resistance to change is another major managerial challenge in the modern world. There are some of the employees who will decline to accept the social and cultural changes in their workplace. While dealing with this, the leader inspires reluctant employees by expressing their sentiments and ideas thus attributing a sense of equality within the organization (Gilbert, 2017).
Diversity also has some great advantages in an organization. Some of this strength is; the improvement of production, increments in creativeness and problem solving and even the building of interaction among employees and enhancement of communication skills (Gilbert, 2017). People with different talents using different skills, working together towards a common goal will lead to retention thus increasing the productivity. Moreover, people with different mind working together will tend to bring more solutions as every person has a different way of thinking, decision making and solving problems.
References
Gilbert, J. (2017). How to recognize discrimination in the new millennium. Wendy Jans Design Retrieved from http://organizedforefficiency.com/how-to-recognize- discrimination-in-the-new-millenium/
Gilbert, J. (2017). HR and self-management. Wendy Jans Design Retrieved from http://organizedforefficiency.com/hr-and-self-management/
Gilbert, J. (2017). The quiet generation. Wendy Jans Design Retrieved from http://organizedforefficiency.com/the-quiet-generation/
