Several years ago I worked for an organization that was new to the industry in which it conducted

Some of the biggest obstacles organizations face is the lack of communication between leadership and its employees. Communication can be interpreted through speaking, gestures, or writing. Ineffective communication can lead to employee turnover, job dissatisfaction, poor decision-making, and missed opportunities. Organizations should set clear expectations to improve relationships among employees, company culture and values.

This paper will discuss the topic of Leadership and both explore, as well as explain, it’s applicability in today’s work environment. The basis for discussion will be centered on the material provided during instruction of Management 371 and the personal LSA Journal entries of John Brennan. Additionally, there are three referenced articles that further explain and highlight the topic of Leadership. Throughout this paper, Leadership and the traits that make up a great leader will be explained.

The organization needs to change the way leaders take action. Workforce development, recruitment, entrepreneurship, employee relations, and revitalization are critical in the survival of the fittest in the business industry (Ennis, 2008). Joe needs to understand that his behavior and attitude is unacceptable and detrimental to the organization. The friction between upper management and front level employees is causing an unhealthy and unproductive work environment.

The topic of leadership is historically one of the most widely researched when it comes to explorations of organizational behavior. The success of any institution or organization is pegged on the quality of its leadership because it is the determining factor on the pattern and speed at which it achieves its growth goals. Leaders are responsible for steering an organization toward its goal by mobilizing resources (both human and material) and maximizing their efficiency. The key deliverables for many leaders include employee well-being, teamwork, adherence to organizational processes and procedures, innovation, crisis

Northhouse, P. G. (2010). Leadership: Theory and practice (5th ed.). Los Angeles, CA: SAGE Publishing, Inc.

There could have been many reasons to performance problems. If these problems are related to employee’s attitude, or adequate resources available to him/her to perform, whether goals and standards are communicated well, job environment and job involvement issues, or if there are deficiencies in job design then the best solution is to rectify these problems by clarifying goals on one-to-one basis by providing:

Leaders that are successful in today’s business environment must understand that success does not happen overnight. The process is long and sometimes very time consuming, making the percentage of successful leaders very small. When planning an important group to take into account is human resource. Having the trust and buy in from the line staff is critical to the overall success as a leader. We have all had that leader that seems to only be number or result driven, that only makes decisions based on what is best for the bottom line. Usually these leaders have high turnover and do not last as long as the employees that are able to stick around through their tenure. In this paper I will provide examples of leaders that have fell into these six pitfalls, how it affected the team and what they could have done differently.

In each experience, the essay presents the leadership style used and discussed appropriateness of the leadership behavior. These experiences led to new values and changes in ethical views and interpersonal relationships. The essay also explores the relationship between the leadership actions and organizational outcome.

Implementing effective leadership that is inspiring and motivating can be a difficult task. The task of leadership and its effectiveness can be challenged when an organization experiences change and is downsizing. On the one hand, leadership must contend with turnovers and implementing the downsizing process. On the other hand, it must also lead and manage the entire organization that remains intact while these changes occur. Navalino, Nimran, Astuti, & Hamid (2014) describe downsizing as, “Essentially a series of managerial actions taken by a company that aims to adjusts with changes in the environment, overcoming the difficulties of management, increase productivity and competitiveness (as cited in Tsai & Yen, 2008).

Most of the workforce and customer base were lucid about the struggle but there were no outlines of proper communication to

“The most effective organisational leadership is that performed by a team. Discuss at least TWO examples of organisational behaviour and leadership that (a) support this statement and (b) challenge this statement (at least ONE for (a) and ONE for (b)). You should select examples from organisations, corporations or businesses, citing your research evidence. You must relate to theory and include references to relevant books and journal articles in completing your answer.”

Long term goals were not addressed and there was lack of financial planning. Many tasks

This chapter identifies and critically reviews past postulations that are deemed relevant in the context of this study. The chapter first explores the notion of leadership discusses several types of leadership. In doing so it also looks at some the strengths and weaknesses of the leadership style.

The relation of communication is just a way to contact and know employees; actually, the real goal of management is to know and understand the employees¡¯ wants and needs. (Samson, D., Daft, R. (2005)) There is a real thing in OCEANZ Ltd, two young people came to work in OCEANZ Ltd last year, they had different desires, one desired much higher salary, the other man did not too much care about salary, and he desired accounting practice. But the management does not know these two people¡¯s wants and needs, the manager can¡¯t improve the productivities; it is also very hard to keep the people happy to work in this company for long time. At last, these people all gone. It is significant to adopt variable methods to touch employees, let these employees to know, the company still cares them.

Communication plays a very important role in an organisation. In fact, it is said to be the lifeline of the organisation. In totality, communication in an organisation is very complex and needs to be correctly managed, handled and monitored to avert chaos, crisis or conflict. The success and downfall of an organization has a significant link and attachment to communication as the strength, base and foundation between employees and employers such that through communication models that act as vehicles, the corporate sphere is fully equipped by way of addressing crisis management, organizational