Essay on Muzz Buzz Business Investigation

Positive leadership is important for effective team performance. Everyone needs to work together and be focused by supporting each other to achieve shared goals. It is very important that each member of the team is clear on their roles and responsibilities. Staff should have respect and understanding for their manager. The manager needs to be aware of the skills and the weaknesses within the team and be able to provide support when necessary. Training and support improves staff performance and develops confidence and team spirit.

As mentioned in (Lussier, R. N., & Achua, C. F. 2013 Pg. 37). The Big Five Model of Personality gives traits of an effective leaders which are surgency, agreeableness, adjustment, conscientious and openness to experience. My organization wants these traits to be imbibed in its employees.

2. Being a good leader- Have employees who think alike, who have similar goals and together will improve as a team and excel in the organisations plans.

The business will need to investigate the success and failures and determine why it was or wasn’t a success. There has to be at least one reason if not several reasons. The business could look for some of the following:

(2016). p.33). There are many traits that a leader must have to be able to be successful. Three that come to mind are trustworthy or honest, motivated, and knowledgeable. Ever leader needs to be honest and have the trust of those who are following them. This is essential for any plan or idea to be carried out steadily. Also, open communication cannot happen if one does not trust their leader. Next, a leader must be motivated and have energy. If a leader is not motivated, those who are following them are also not going to be motivated either. Someone has to be able to push others to keep up the hard work to get to where they need to be. Lastly, a leader needs to be knowledgeable. At work, often when faced with something that I do not know the answer to, I go to my charge nurse who is very knowledgeable on almost all situations that may arise. If lacking any vital knowledge, staff under that leader will not have anyone to go to in times of need. This leads to the follower being lost and not knowing what the next step is in their situation. All of these traits are what I like to see in a leader in my work

Kreitner and Kinicki (2013, pp. 307, 323) also wrote that effective teamwork depends on clear purpose, informality, members’ participation, listening, civilized disagreement, consensus decisions, open communication, clear roles and responsibilities, shared leadership, effective external relations, style diversity, and self-assessment, while high-performance teams are created through participative and shared leadership, alignment on purpose, effective communication, future-orientation, task-focus, creative talents, and rapid response. In addition, some industry articles suggested the following criteria for effective teams: diversity, clear goal, effective communication, trust, ownership, job competencies, leadership competencies, morale, and operations metrics (“Characteristics,” n.d.; “Evaluation criteria,” n.d.).

I believe you do know that setting appropriate, attainable goals and sticking to them is certainly one key to success. But to be successful in any business you need several other ingredients as well. You need to be realistic expectations. It's okay to expect to make millions, just don't expect to make millions overnight!

In addition, some industry articles suggested the following criteria for effective teams: diversity, clear goal, effective communication, trust, ownership, job competencies, leadership competencies, morale, and operations metrics (“Characteristics,” n.d.; “Evaluation Criteria,” n.d.).

Kreitner and Kinicki (2013, pp. 307, 323) also wrote that effective teamwork depends on clear purpose, informality, members’ participation, listening, civilized disagreement, consensus decisions, open communication, clear roles and responsibilities, shared leadership, effective external relations, style diversity, and self-assessment, while high-performance teams are created through participative and shared leadership, alignment on purpose, effective communication, future-orientation, task-focus, creative talents, and rapid response. In addition, some industry articles suggested the following criteria for effective teams: diversity, clear goal, effective communication, trust, ownership, job competencies, leadership competencies, morale, and operations metrics (“Characteristics,” n.d.; “Evaluation criteria,” n.d.).

2. Have a good work ethic that will stand out in the eyes of your Employees and Associates to which they themselves would be attributed to being themselves.

They also influence organization’s transmittal and monitoring of values, norms and codes of ethics. For example, strong communication skills, self-confidence, the ability to manage others and a willingness to embrace change also characterize good leaders.

Should the reader categorize Mr. Hurwitz as successful? Success is measured by many variables. Here, Mr. Hurwitz might be successful in promoting those profitable bands. However, he does not innovate and might lose many opportunities in diversifying his client base as well as discovering new talents. In a manufacturing/IT industry, Mr. Hurwitz’s company would have high probability to disappear due to his lack of innovations.

Provide an unwavering commitment to excellence, high ethical standards, and a reputation for hard work, honesty, and fairness in everything we do.

The following are eight characteristics of effective teams the were identified by Larson and LaFasto in their book titled Teamwork: What Must Go Right/What Can Go Wrong (Sage Publications 1989).

Below are five traits a bureaucratic leader should focus on in order to excel in this specific style.