Executive Summary
The report is based from the case study of Sir Charles Wilberforce Hospital, which aimed to investigate the major problems in leadership style, lack of communication and staff motivation.
The mismatch leadership style will be solved throughout delegation Keith’s power to another supervisor in order to help encourage a more democracy leadership into the workplace. The expected outcome is to create an effective leadership style where it increase problem solving and decision making skills as well as increase the relationship between employees and Keith.
A recommendation for an ineffective communication problem is to set up a weekly meetings and consultations every Monday morning. This will encourage a two-way communication
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Keith strongly uses one-way communication to deal with the situation at Sir Charles Wilberforce Hospital. This is evident when there is no meeting or consultation available in the workplace consequently limited employees’ opportunity to ask Keith and Madison questions about the changes and problems in an organization. Furthermore, Keith made no attempt to give neither positive nor negative feedback to employees as he spends most of his working hours alone in the office. This suggests that Keith’s ineffective communication skill helps develop problems in an organization (Robbins, Bergman, Stagg and Coulter, 2012)
1.4 Ineffective Teamwork skills
An effective teamwork will lead to a successful business as it helps building positive relationship among employees and also save time (Robbins, Bergman, Stagg and Coulter, 2012). According to the case study, Keith’s decision to set up starting, break and finishing times decrease a level of flexibility in the workplace thus, cause a poor teamwork system. This is evident when employees decided to left at the set time whether the work was completed or not and not help each other over the busy periods therefore the food often not ready in time. Moreover, Keith’s ineffective communication skills also has a negative impact on a teamwork as Keith does not encourage any group behavior in an organization, instead he limited group activity
1. In order to implement an organizations commitment to social responsibility it is necessary to identify what social problem the organization intends to address, develop policies on what the organization plans to do to successfully fulfill its obligation and ensure stakeholder buy-in. The main obstacles an organization faces when implementing socially responsible policies is pressure from stockholders and business analysis who want steady increase in earnings. Without steady increase in profits, it becomes difficult to reinvest money in these areas. The following actions can be taken toward increased social responsibility:
As a Naval Officer I had the opportunity to experience both leadership and management. Today's Navy operates with fewer people and resources than before. Therefore, leadership and management are more important than ever. Very early in my career I was taught leadership and as I advanced through the ranks I experienced management.
To organize and prioritize the current and future projects in the pipeline in a way that fits into the PMB budget of $5B, and ensures projects that increase sales, growth, and stockholder value are of top priority, whereas projects that are not beneficial are either put on hold or discarded.
Motivation is a main point in which I am interested and in order to understand more about the topic I have based my review in 2 different sources: Forbes article “Motivation Mystery: How to Keep Employees Productive” and Daniel Pink Ted Talk “The Puzzle of Motivation”.
The financial department have been asked to carry out analysis all invoices from the past year to provide data on where wastage is taking place.
Within this assignment I will describe my understanding of the links between management and leadership, the skills and styles of management and leadership, the application of management and leadership theories in an organisational context and planning for the development of management and leadership skills.
Motivation has become a term as ubiquitous as it is undefinable. What exactly is motivation and how is it used to achieve a desired result? In many circumstances, individuals are motivated by different aspects at different times in their lives. Compounding this issue further are the environmental factors embedded in an individuals motivation. Depending on an individual's background, he or she may be motivated differently than others of similar socio economic circumstances. As such, it is quite difficult to appraise the merits of a single motivational characteristic or theory. This difficulty has given rise to numerous theories of motivation throughout history, each with its own distinct value. The problem with many of these theories is that they are imperfect by nature and do not encompass all possible options of behavior. This document will focus primarily on the achievement motivation theory established by Harackiewicz, Barron, Carter, Lehto, & Elliot in 1997 and how it can and cannot be used effectively within workplace situations.
Motivation and empowerment. In R. L. Daft, Leadership (pp. Chapter 8 pages 200 - 220).
Buchbinder, S., & Shanks, N. (2012). Management and Motivation. In Introduction to Health Care Management 2nd ed (p. 42). Canada: Michael Brown.
We present this analytical report, finished at your request, by correcting the formatting of the existing report and writing the unfinished parts. We include reasons and consequences for lack of motivation along with the techniques or strategies to motivate employees. Also included are benefits of motivating employees.
But I'm coming to believe that all of us are ghosts .... It's not just what we inherit from our mothers or fathers. It's also the shadows of dead ideas and opinions and convictions. They're no longer alive, but they grip us all the same, and hold on to us against our will.
Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following
There are many theories of motivation that can be combined then the capacity of each theory will predict the reality of people 's behaviour in work environment.
‘Discuss how important it is in 2013 for managers to be able to understand and apply management theories in the workplace.’
One of the first authors that dealt with the sources of motivation was Frederick Taylor who focussed on the overall productivity of an organisation. He linked this productivity to the effort an employee puts into their work which in turn is dependent on monetary rewards (Taylor, 1911). This theory was established in the context of the industrial age and thus is outdated for today’s analysis but it still provides a basic assumption which is often referred to by other authors. The total neglecting of a worker’s intrinsic motivators is a starting point for discussion for authors that conducted research in that area after Taylor.