Elements Of Create Leadership Accountability

Accountability: We will take responsibility for our work and its outcomes. Mistakes are acknowledged, not ignored or passed on, or blamed on others. We will demonstrate a personal commitment to our team members and ourselves.

I am a person who likes to be given a job and left alone to do it. I do not always take the time to seek out others who can help me accomplish it. I am also a person who is somewhat an introvert so I feel like I am a bother to ask someone to help. I am sure they would help if I only took the time and effort to ask.

By the same token, when treated everyone fairly regardless if the employee is new or has been with the organization for a number of years when they make a mistake the leader must hold them accountable. Leaders must have the courage to hold other’s accountable for their actions. There is a reason why a person is a leader and one of the beliefs are that as a leader you will hold your direct reports accountable and will deal appropriately with the weaker direct reports. (Bushey, p. 15)

As a means of measuring the quality of the workforce, motivate them to stay in line with the department’s goals. Additionally, an employer will reprimand those who challenge or stray into areas that are counterproductive, do not align with the department’s goals and values, and are illegal. The employer can measure its workforce through performance appraisals, various levels of corrective action when dictated, and member recognition systems. Without these types of measurements, employees will fill unappreciated, unaccounted for, and most importantly, they will provide self-direction in the absence of their employer and can become counterproductive.

Everybody is Held Accountable - In a culture of responsibility the emphasis is on the self-awareness of your group and results.

I believe the recognition of societal or environmental needs and making conscious efforts towards finding a solution is a civic responsibility of every individual in a society. My desire to be a participant of the Emerging Leaders Program is to be a catalyst for positive change and development in my community. To connect with like minds, develop ideas and capacity building initiatives which will promote sustainability by empowering individuals and communities at the grass root level. I appreciate the impacts teachers make in the lives of students, and teaching children/youth gives me a deep sense of satisfaction. This opportunity would present the platform to gain valuable knowledge and insight for my professional development, consequently

Over 50% of leaders and managers fail. There are many factors leading to these failures, with poor working relationships and communication failures being considered significant contributors (Ivey, 1995; Vugt, Hogan, & Kaiser, 2008). Duffy and Ferrier attribute delegation and procedural justice to positive outcomes in employees and abusive supervision and monitoring to negative outcomes in employee performance. According to them, to achieve the former and eliminate the later, leaders need to strive to create a culture that is fair, ethical and equitable in order for employees to be respectful and have improved attitudes (Duffy and Ferrier, 2003). This article highlights how leaders can achieve all these. Therefore, another impact of the article is that it helps leaders and managers to reduce

Accountability is a set of regulation that the community, individual’s and organisations are responsible for other employee’s actions, being

Accountability of employees is most vital to the growth of an organization. This paper illustrates, with the help of a Case Study, how Goal setting helps an organization to drive performance.

There is no point in having a feedback system in place, if employees are only telling you what you want to hear. They need to feel secure enough to outline even the most critical viewpoints.

As well, employers should nurture their employees’ skills and abilities to encourage productive job performance. Finally, they should also offer employees frequent feedback and measurement of their performance to help keep them on track with respect to organizational expectations (Jex & Britt, 2008).

34). With this process in place leaders can ascertain why and how employees come to decision points and act accordingly during their day-to-day functions within an organization. There are employees that will come to work and not require any motivation to complete their tasks, there are employees that will be average employees and complete tasks minimally and then there are the employees that will require lots of leadership attention to complete their tasks if they complete them at all. It can be said that their attribution theory is on a very low scale and they allow their environment to influence their decisions rather than pull from their internal strengths and attitude.

Performance Management is a critical and vital part of every organization. Motors and More, Inc. as a company have several issues with employees feeling that unfair treatment exists in the company which has led to a high turnover rate. For Motors and More to be successful, they must adopt a performance strategy that embodies accountability, transparency, completeness and equity. ( Ulrich, Allen, Brockbank, Younger and Nyman pg89 ) Accountability as it relates to performance strategy ensures that the employees are given complete and precise goals that directly relates to the overall business strategy of the company. Once the measure is clearly defined, it makes it easier for employees to be evaluated

At the beginning of this course, I identified performance management and appraising employee performance as two topics of interest to me. The connection between these two topics was evident to me from the start; however I can now see how they connect too many other aspects of my role as a supervisor. At the onset of this course, an increase in negative employee behaviour was my main reason for selecting performance management, more specifically discipline, as an area that could be improved on. However, I failed to see how my weaknesses and the organizations lack of policy were contributing to the employee’s discontent. My first goal was to create and implement a discipline policy and, using the knowledge gained through this course as

While the majority of employees intend to come to work and do a great job, performance issues inevitably arise for a variety of reasons. Management teams struggle with choosing discipline processes that not only address an employee’s specific performance issue, but also allow that employee to refocus on meeting the mission of the organization. With the inception of labor unions, fairness and uniformity became a major focal point in discipline practices. In addition, organizations interested in retaining employees incorporated more humanistic qualities in their disciplinary methods. Overall, employers have found that positive approaches to discipline provide more effective and long-lasting results than traditional punitive approaches.