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What choices occurs when you combine stressors with effective leadership and strong peer relationships to enhance individual and unit performance?
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How does self-awareness make an individual more effective?
Self-awareness is important because it allows people to better understand who they are as individuals. It can help people make better decisions, and have healthier relationships.
Explain cognitive evaluation theory How applicable is it to management practice?
Cognitiveevaluationtheory is well researched and supported. It suggests that when extrinsic rewards are used by organizations as payoffs for superior performance, the intrinsic rewards, which are derived from individuals doing what they like, are reduced. If the cognitive evaluation theory is valid, it should have major implications for managerial practices.If pay or other extrinsic rewards are to be effective motivators, they should be made contingent on an individual's performance.Cognitiveevaluationtheorists would argue that this will tend only to decrease the internal satisfaction that the individual receives from doing the job.If correct, it would make sense to make an individual's pay non-contingent on performance in order to avoid decreasing intrinsic motivation.
If you completed the LEAD self instrument would you be able to assess your leader's style?
LEAD self is the situational leadership instrument to measure the leadership behavior you portray when you are engaged in attempts influence the actions and attitudes of other individuals. Mainly there are three important instruments to evaluate the leader's behavior and they are: style, style range, and flexibility, and style adaptability. LEAD self-instrument is only used by leaders or managers for their self-development and improving effectiveness.No I can't assess my leader's style although I completed the lead self-instrument. It is so because LEAD self-instrument measures the self-perceptions of how an individual behaves as a leader. A leader is called effective when the followers are influenced by him. There is no any such leadership style which can be last forever. The leadership style of a person is the behavior pattern that exhibit when attempting to influence the people. Every leader has its one primary leadership style that is most used to influence the other and there is secondary style which used often to influence the other so the leadership style may vary due to the perception of other as well. LEAD self-instrument will not help assess one's leadership effectiveness and style in a complete format so this instrument wouldn't be accurate and acceptable though partially it might.Leader style is different from the individualsself-perception. It is the behavior pattern the person the person exhibits when attempting to influence the behavior of others. Style range is the ability of an individual to vary their leadership style. According to the situation the leader must change their style and they have to decide how much flexibility is necessary. Style adaptability is the extent to which a manager can vary their leadership style that is appropriate to the demands of a given situation A wide style range will not guarantee effectiveness; adaptability of various style determine the effectiveness on influence to people. The concept of adaptability implies that the effective leader is able to use the right style at the right time.The concept of adaptability implies that the effective leader is able to use the right style at the right time. So the leadership style is determined by the situation and situation is different at different level and that is determined by various factors. They can vary leadership style in some extent such that this style can be adopted by people. So I cannot insure to asses leadership style with LEAD self-instrument. So the leadership style is determined by the situation and situation is different at different level and that is determined by external and internal environmental factors.
Is there any relationship between productivity and performance appraisal?
Espousing on the importance of performance appraisals,Linda S. Pettijohn a renowned HR scholar and others have regarded it as a fundamental part of any organization (Pettijohn et al 2001). Agreeing with Pettijohn et al, Mejia et al (1990) also averred that "performance appraisalis a process of identifying and measuring people's performance in an organization". Several researchers have defined performance appraisal systems in different ways. According to Edwards and Pinnington (2000), performance appraisal is the formal means of setting, measuring and meeting performance expectations. Bennington & Baix (2005) also describes performance appraisal as a management concept from the west aimed to improve individual and organizational performance, he further elaborates that the structure put into place for measurement and assessment of employee performance in an organization is known as the Performance Appraisal System. There are various reasons for performance appraisal systems (Mount 1984). Such reasons may be for improvement purposes or in taking decisions about an employee. Mejia et al (2004) classifies appraisal systems into developmental; for training purposes or administrative linked to promotion or termination. It is believed to be for corrective reasons such as, coaching, promotions and pay rewards (Murphy and Murgulies 2004). They are aimed at continuous improvement, annual cull; reward high achievers and enable managers address performance without conflict (Redman and Wilkinson 2009). However, despite the clear aims of performance appraisal systems, there are a number of downsides in its implementation. Brumback (2003) is of the view that performance appraisal is traditionally done via ratings which frequently turn out to be biased. Organizations therefore need to work in hand with performance management to put things in place. Mejia et al (2004) notes that worker's morale may be lowered after appraisals and this can pose problems for peers and management, he advices some measures of performance management be adopted to resolve such issues. According to the CIPD (2010), there is no right way to carry out an appraisal. It argues that some organizations appraise employees individually, collectively, via customers, managers, and subordinates. Whatever type is used, it is expected that an effect will emerge on both the appraised and his organization as past researches have recognized that there is a gap amongst managers and employees in performance management theory and its practical (Bratton and Gold 1999). An overview of the above analysis leads us to support that Performance appraisal is carried out using various methods with varying effects. In conclusion, performance appraisal system was created to be an effective way of managing employee and employer performance through identification, evaluations and feedbacks to ensure performance development. An effective performance appraisal system helps both parties to identify their weaknesses and directs them on what needs to be done to improve. A number of errors have also been associated with performance appraisal systems. That is why Soltani et al (2001) in a survey by the Institute of Employment Studies, showed that despite the fact that performance appraisal is everywhere, it often fails both the employees and the organizations. This definition however stipulates that, it is difficult to relate performance appraisals to productivity. Woodburn (2004) acknowledges this in his work, "engaging marketing in performance management", noting that performance measurement is not easily associated to productivity. Still, there is a lot of shove on it thereby creating pressure on the workforce with little or no long term gain. Apart from the fact that Performance appraisal is time consuming and costly, it may also demoralize employees who feel they have not been appraised fairly therefore, leading to fall in performance.
Is this effective or ineffective Listening to and understanding how the customer feels about the situation?
EFFECTIVE
What are its implications of LMX theory for leadership practice?
LMX theory suggests that leaders should focus on developing high-quality relationships with their followers to increase job satisfaction, engagement, and performance. This means leaders should strive to build trust, respect, and effective communication with each team member to cultivate a positive work environment. By understanding the unique needs and abilities of each follower, leaders can tailor their leadership style to maximize individual and team success.
What level of leadership processes is emphasized in most theories of effective leadership?
Most theories of effective leadership emphasize the importance of individual leader behaviors and traits (micro-level leadership processes) as well as the broader organizational context in which leadership occurs (meso-level leadership processes). Some theories also recognize the influence of external factors such as the industry or market environment on leadership effectiveness.
What enhancements of performance need to be addressed to help in the career development?
Leadership qualities to make the team to be more motivated and effective as well.
An effective leadership is power people?
an effective leadership is power with people
What has the author Max De Pree written?
Max De Pree is known for writing leadership and management books, including "Leadership is an Art" and "Leadership Jazz". Through his writing, he focuses on the importance of values, relationships, and organizational culture in effective leadership.
Why did Marcus Garvey's movement fall apart?
there was no effective leadership after garvey was deported to Jamaica.
How does psychology affect relationships with others?
people affects the relationships with others in a way that we can have effective communication with other people. In addition, we are able to understand and deal with other people despite of our individual differences.
What points have led to interest in leadership?
Interest in leadership has been spurred by the need for effective decision-making in organizations, the desire to maximize team performance, and the recognition of the impact that leadership has on overall success. Additionally, the shifting dynamics in the workplace, such as the rise of remote work and diverse teams, have also highlighted the importance of strong leadership skills.
IS-240 Leadership and Influence answers?
which of the following is not an example of effective leadership?
What is the difference between leader an leadership?
A leader is a person in a position of authority or influence, while leadership refers to the qualities and skills that make someone an effective leader. Leader is the individual, while leadership is the concept or skill set.
Effective Performance appraisal and work engagement?
work engagement is the consequence of effective performance appraisal
Leadership experts agree that effective leadership behavior depends on situational and follower characteristics According to Understanding Behaviors for Effective Leadership leaders' behavior?
must vary with the situation.
