Leadership And Performance In The Workplace

Leadership and Performance in the Workplace

The study employed survey research method. Data were gathered through secondary source with the aid of a well structured questionnaire.

A sample of sixty 60 was drawn from the population and questionnaires were administered to them, out of the sixty questionnaires forty-two were returned. For the purpose of drawing reasonable conclusion from this research, three hypotheses were formulated and tested. The hypotheses were tested with the use of chi-Square analysis. The results of the analysis resulted to rejecting the three null hypotheses and accepting the three alternates, thereby concluding that; there is significant relationship between good leadership style and employees performance; good leadership style can be used to promote effective communication within the organization and that leadership style or pattern effects on tne performance of workers in an organization.

Recommendations were proffered to the staff and management of the local government and other organisations in general. There are almost as many Leadership and Performance in the Workplace as there are commentators. Many associate leadership with one person leading. Four things stand out in this respect, First, to lead involves influencing others.

Third, leaders seem to come to the fore when there is a crisis or special problem. In other words, they often become visible when an innovative response is needed. Fourth, leaders are people who have a clear idea of what they want to achieve and why. Thus, leaders are people who are able to think and act creatively in non-routine situations and who set out to influence the actions, beliefs and feelings of others. However, it is also often linked to Leadership and Performance in the Workplace other role such as manager or expert. Leaders need a new mix of competencies to properly shape their broad and develop their subordinates to meet 21st Century challenges.

Shifting cultures, rapidly changing technology and other factors will require new patterns of leadership. The 21st Century leaders will need greater awareness of diverse factors and new sets of competences — characteristics that lead to success on the job to help them make relevant, correct and timely decisions in the leadership of change and leadership of people.

An important factor in the leadership process is the relationship that a leader has with individual followers, previous researches have shown that successful interactive leaders and their followers are central to the overall functioning of cony-any Normal and sued, ; Green and Uhi Bien, High quality leader-follower relationships have been found to have effect on employee performance, organizational commitment, delegation, empowerment and job satisfaction and dayOne rationale for this study is that good leader- follower relationships are vital to ensure the effective functionality of any cony-any.

An organization has the greatest chance of work towards achieving its goals. Since leadership involves the exercise of influence by one person over others, the quality of leadership exhibited by supervisors is a critical determinant of organizational success.

Thus supervisors study leadership in other to influence the actions of employees towards the achievement of the https://modernalternativemama.com/wp-content/custom/argumentative-essay/what-is-crime-scene-reconstruction.php of the organization. Therefore, supervisors can learn about leadership through research. Good leaders are made not born. If you have the desire and willpower, you can become an effective leader. Good leaders develop through ending process of self-study, education, training and experience.

Therefore, leadership is a process by which a person influences others to accomplish, an objective and direct the organization in a way that makes it more cohesive and coherent. Leaders carry out this process by applying their leadership attributes such as beliefs, values, ethics, character, knowledge and skills. Leadership differs achieve high goals, rather than simply bossing people around, all these brings makes up what is called leadership style. However, this is a departure from the usual way of seeing leader qualities as possessions, rather interpersonal links to others involved in shared activities. Because not all leaders wish to be participative, understanding and followers becomes important.

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Not least as a source of resistance is the problem of shared responsibility and who will be accountable. It is on this background that this research work aims to assess the extent to which leadership impacts on the productivity of the workers. To enumerate the basis for a good management style. To analyze the elements of a good management style iii.

To analyze the role of good management style on effective communication within the organization. To investigate whether good management style is germane to effective management of people in an organization. To determine the relationship between leadership style and leadership effectiveness.]

Leadership and Performance in the Workplace - well

This is no surprise, as diversity in leadership roles and especially gender diversity has been a recent hot topic, with particular scrutiny on Silicon Valley and the tech industry in general. These topics are fascinating to me as one of my primary research areas is related to how understanding context can improve diversity in the leadership bench. I recently talked to a former colleague who works for a consulting firm that specializes in increasing diversity within organizations. The focus of our conversation was on improving diversity while maintaining performance, rather than improving diversity just for the sake of having more diversity. Many organizations seek diversity as an end in and of itself, which can have certain benefits, but a single-minded focus on diversity may have drawbacks if the total picture of organizational performance is not considered. In general, there are two primary ways of improving diversity: Recruit a more diverse applicant pool. Change the selection process. If the selection process is geared toward attributes on which women or people of color are at a disadvantage, the process can be amended so that it has less adverse impact on these groups. The issue is that efforts to reduce adverse impact can often inadvertently decrease the ability of the selection system to predict who will be the best performers. Recently, SHL research, Leadership Diversity: A New Approach to the Gender Gap , has turned this dilemma on its ear by showing that it is possible to increase both validity and diversity. Leadership and Performance in the Workplace.

You: Leadership and Performance in the Workplace

THE ASPECTS OF GENDER AND GENDER ROLE	1 day ago · The relationship between the GA leadership and its members can be greatly influenced by what motivates individuals to work. The style of leadership, job design, resources on the job, and environment can all have a significant effect on the satisfaction of cadets and their performance. Performance is also influenced by individual motivations (e.g., social, recognition, financial reward. 11 hours ago · Given the unique contextual challenges that define a leadership role, our solution uses an algorithm that computes a predicted performance score based on a weighted combination of the traits that are most predictive of performance for that configuration of challenges. 23 hours ago · Ask questions about plans, performance metrics, and strategy. Work together to drill into the information and create a connection between what you and your team members do and the bigger picture. Armed with context for the importance of their work, individuals will move mountains to innovate, problem-solve, and strengthen performance.
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