0
What action can a supervisor take to reinforce the desired change and create a work environment that nourishes successful people?
Wiki User
∙ 7y ago
Communicate the change
Wiki User
∙ 7y ago
Anonymous
Anonymous
Anonymous
Add your answer:
Earn +20 pts
What principles are included in the Theory Z approach to business management?
Seek to establish a long-term employment culture within the organization. Use collective decision making as much as possible. Increase and reinforce the importance of individual responsibility
What is a definition on personal centralized control?
It takes centralized decisions. It emphasis direct supervision and personal leadership founded upon ownership, charisma, or technical expertise. It uses reward and punishment to reinforce conformity to personal authority.
Different between planning and controlling?
Relationship between planning and controllingPlanning and controlling are fuctions of management, they are closely related. The scope of activities if both are overlapping to each other. Without the basis of planning, controlling activities becomes baseless and without controlling, planning becomes a meaningless exercise. In absense of controlling, no purpose can be served by. Therefore, planning and controlling reinforce each other. According to Billy Goetz, " Relationship between the two can be summarized in the following pointsPlanning preceeds controlling and controlling succeeds planning.Planning and controlling are inseperable functions of management.Activities are put on rails by planning and they are kept at right place through controlling.The process of planning and controlling works on Systems Approach which is as follows :Planning → Results → Corrective ActionPlanning and controlling are integral parts of an organization as both are important for smooth running of an enterprise.Planning and controlling reinforce each other. Each drives the other function of management.In the present dynamic environment which affects the organization, the strong relationship between the two is very critical and important. In the present day environment, it is quite likely that planning fails due to some unforeseen events. There controlling comes to the rescue. Once controlling is done effectively, it give us stimulus to make better plans. Therfore, planning and controlling are inseperate functions of a business enterprise.Control and planning are interrelated. Without control all the planning is fruitless because control consists of the steps taken to ensure that the performance of the organization conforms to the plans.In other words control is concerned with the actual performance in relation to the standards set in advance and the correction of deviations to ensure attainment of objectives. Planning is required at the very outset of management whereas control is required at the last stages.If planning is looking ahead, control is looking back. In fact, control is the process of checking to determine whether or not proper progress is being made towards the objectives and goals set by management while doing planning.Often it is said that planning is the basis, action is the essence, delegation is the key, information is the guide and control is the lifeblood of the success of any business enterprise. Organizational objectives cannot be achieved without planning and planning alone cannot be successful. If extra efforts are put in planning and control is ignored, a business may suffer from a number of administrative problems. These difficulties may be highly detrimental for the business in the long run.
What are the objectives of organisational development?
The objectives of organizational development (OD) are: Enhanced Effectiveness: OD aims to improve the overall performance and effectiveness of an organization by aligning its structure, processes, and culture with its strategic goals. Increased Adaptability: OD seeks to enhance the organization's ability to adapt to changing internal and external environments, including technological advancements, market trends, and regulatory changes. Improved Communication: OD initiatives focus on fostering open, transparent communication channels within the organization to facilitate collaboration, problem-solving, and knowledge sharing. Enhanced Employee Satisfaction: By promoting a supportive work environment, empowering employees, and providing opportunities for growth and development, OD aims to increase employee morale, engagement, and satisfaction. Conflict Resolution: OD interventions address conflicts and tensions within the organization, promoting constructive dialogue, negotiation, and resolution to improve interpersonal relationships and team dynamics. Change Management: OD facilitates planned organizational change initiatives, helping stakeholders understand and embrace change, mitigate resistance, and navigate transitions effectively. Cultural Transformation: OD initiatives aim to shape and reinforce organizational culture to align with desired values, beliefs, and behaviors that support the organization's mission and vision. Overall, the objectives of organizational development are to create a high-performing, adaptable, and resilient organization capable of achieving its strategic objectives and sustaining long-term success in a dynamic business environment.
How can organizations develop effective leaders?
Developing leaders and leadership in organizations HGSE Professor David PerkinsEducational leaders are increasingly looking at lessons learned in other industries to inform their leadership strategies. The Learning Innovations Laboratory (LILA) is a research initiative at Project Zero at the Harvard Graduate School of Education, led by principal investigator David Perkins, Professor of Education. LILA is a collaborative learning community of business leaders and Harvard researchers whose members include executives from diverse organizations, including the US Army, the World Bank, Cisco Systems, Raytheon, Humana, YMCA, and Deloitte.What challenges are we likely to face in developing leadership in organizations? What steps should organizations take to improve the effectiveness of their leadership development initiatives? In this piece, the LILA contributors suggest that successful leadership development hinges on (1) Focusing on the development of leadership, not individual leaders; (2) Distributing leadership responsibility throughout an organization; (3) Embedding leadership development in the context of people's work; and (4) Assessing your organization's capacity for, and immunity to, leadership development."Are we witnessing the end of leadership?" asks LILA principal investigator David Perkins. With this provocative question, Perkins suggests that the voluminous and ever-growing body of leadership research has invested this term with so many (often conflicting) meanings that it may have lost much of its utility.In his book, King Arthur's Round Table (2003), Perkins identifies four different patterns or "archetypes" onto which the many nuanced varieties of leadership might be mapped:Answer-Centered Leadership. Declares what's to be done and why. Answer-centered leaders provide direction from the top of an organization.Vision-Centered Leadership. Offers a strong energizing vision about the general direction of an organization, along with great personal commitment.Inquiry-Centered Leadership. Fosters inquiry at various levels through questions, facilitation, and establishing community and organizational structures supportive of inquiry.Leadership by Leaving Alone. Leaves people alone to find their way. This Darwinian approach reveals the personnel who have what it takes to survive and assume roles with increasing responsibility.Despite the lack of consensus about what constitutes leadership, organizations generally agree on one point - there isn't enough of it. The ongoing obsession with the leadership theme reflects the widespread belief that developing leaders and leadership is a sure means of transforming organizations for the better.So, leadership development matters - but how do we engage in it successfully? LILA's members and researchers explore this question via in-depth discussions of their own organizational experiences. These discussions have yielded rich insights and practical suggestions that can be distilled into four principal injunctions:1. Focus on developing leadership, not individual leadersIn spite of the proliferation of competing theories of leadership, the most popular leadership development publications and programs reinforce the ideal of the "leader as individual hero" - the strong-willed, charismatic chief executive who personifies an organization and its success. The celebrity CEO makes decisions at the top of a hierarchical, command-and-control structure. In such organizations, leadership development entails selecting a subset of personnel for special training that will make these individuals "leaders" - irrespective of the contexts and web of relationships in which they operate. This model of leadership development is simplistic; it errs in conceiving of leadership as a property of a few, select individuals, rather than as an input into a variety of situations. LILA's contributors encourage us to think of leadership as a product of the relations that exist between people in an organization. Nicolas Gorjestani, Chief Learning Officer at the World Bank, cites the need to develop a new set of "behavioral competencies" at the Bank - competencies that have not traditionally been associated with the "charismatic individual" model of leadership.Gorjestani identifies these key competencies as humility, empathy, curiosity, listening, hearing, and patience. By cultivating such competencies in teams and across organizations, leadership is expressed as enabling - as allowing the valuable talents and contributions of others to emerge - rather than as dictating to others or compelling imitation of one's own behavior. Speaking to this distinction, Linda Hill of the Harvard Business School advocates asking the question, "Am I creating a context where others can lead?" rather than the question, "Am I leading?"2. Distribute the responsibility for leadership throughout your organizationTraditionally, leadership development programs have been targeted at executives and managers who occupy nominal positions of authority and exhibit leadership "potential." In a fully adaptive, successful organization, leadership is expressed when an individual plays one of several roles that, collectively, ensure the effective functioning of that organization. John Clippinger, a scholar of distributed leadership at the Harvard Law School, proposes that these include (but are not limited to) the following "archetypal" leadership roles: The Exemplar. The role model that others imitate; exemplifies the assessment criteria and sets the standards for becoming a member of a network; important in setting the tone and culture of the organization.The Gatekeeper. Understands the criteria for being included, retained, elevated, and excluded from a network; decides who is in and who is out; denies admittance to, and weeds out, those who fail to meet the standards of the network.The Visionary. Determines what is limiting about the present and shows what is possible for the future; imagines new possibilities and plays a critical role in moving the networked organization in new directions.The Truth-Teller. Keeps the network honest; identifies half-truths, cheaters, liars, and spinners in the networked organization; exemplifies independence, transparency, accuracy, and candor in the face of tremendous pressure.The Fixer. Knows how to get things done; pragmatic and results oriented; creative in solving problems, and often bends rules and works through informal networks.The Connector. Participates in multiple social networks; has numerous friends, contacts, and connections; critical to identifying and accessing new resources and helping get a message out.The Enforcer. Uses coercion and pressure (perhaps physical, but more likely peer or psychological) to compel adherence to rules and network standards.The Facilitator. Creates sub-networks or communities that provide network value and benefit an entire group; plays the role of a "community coordinator" in communities of practice; vital to coordinating and enabling other actors and decision-makers.It is necessary for every individual within an organization to be encouraged to exercise leadership from time to time, under circumstances where their particular knowledge, skills, and circumstances make it advantageous to do so. Consequently, leadership development initiatives must encourage people to think in terms of alternating between leader and follower roles.3. Embed leadership development in work processes, rather than in leadership trainingThe idea that leadership is a property of organizational networks - and that every person within a structure can, and should, play leadership roles - has profound implications for leadership development. David Perkins and Linda Hill suggest that leadership development is most effective when personnel are encouraged to learn from "real world" problems and challenges presented by their jobs. Effective leadership development does not happen in a vacuum, or in a classroom, but in the flow of engaging work. It is a process, not an event. 4. Assess your organization's capacity for (and immunity to) leadership developmentOrganizations often leap into leadership development initiatives without assessing their capacity for, and resistance to, such programs. LILA members caution against the development of an "avoidance culture;" organizations that start new initiatives in order to avoid following through on prior initiatives are exhibiting the signs of an avoidance culture. David Perkins refers to the "idea-action gap" - the inability of many organizations to follow through on avowed commitments to change-oriented programs, such as leadership development.Leadership initiatives often fail because their proponents fail to recognize, and locate the sources of, unacknowledged commitments that compete with their new, expressed commitments. An expressed commitment to more distributed leadership may, for example, conflict with a deeper, hidden commitment to preserving decision-making autonomy at the top of an organization as a bulwark against the erosion of senior managements' status and rewards.Excerpted with permission from "Developing Leaders & Leadership in Organizations," by David A. Cole, LILA Insights, July 2005.
What can a supervisor take to reinforce the desired change and create a work environment that nourishes successful people?
Communicate the change.
What action can a supervisor take to reinforce the desired change and create a work environment that nourishes.?
Communicate the change
What action can a supervisor take to reinforce the desired change and create a work environment that norishes successful people?
Communicate the change
Plural word for reinforce?
The plural of reinforce is reinforces.
What is one sentence with the word reinforce?
you should reinforce that fence
What is the sentence for reinforce?
The sandbags were used to reinforce the dike wall.
What are the differences between the words abate and reinforce?
Reinforce is the opposite of abate
Can you give me a sentence with the word reinforce in it?
she was not listening so i had to reinforce the rules
What is the verb for reinforce?
The word reinforce is already a verb because it describes an action. "To reinforce something".Other verbs are reinforces, reinforcing and reinforced.Some example sentences are:"I will reinforce the doors"."He reinforces the windows in case the zombies try to break in"."We are reinforcing the defences"."We reinforced the rules".
What is an interrogative sentence with the word reinforce?
must i reinforce to you the importance of telling the truth
When was Reinforce Love created?
Reinforce Love was created on 2007-12-10.
What does reinforce mean?
It means that the sterling is hollow and has cement inside to add weight.
