- \n
- Human Resources – I haven’t heard anything about the HR department until I came here to Canada. There were no such values of human resource development in the organization I have seen since my childhood. Knowing a little about it, in my belief, it is the department that protects employees from higher authorities, harassments, or any other emotional or mental torture at the workplace. This department is the basic requirement of any employee working and absence of it is like taking away their human rights.<\/li>\n<\/ul>\n
<\/p>\n
- \n
- Corporate Identity – They are established and known to support their employees. But still, have a negative reputation. Cutting of bonuses, Paying off salaries after late period make that industry a strike-prone one.<\/li>\n
- Organizational Culture –\u00a0 A bitter truth always travels with fame, and that is the company runs to make money in any possible way. I have seen the cutting of workers shifts, engaging in using material which can make them more profit but lesser quality. Supplying low-quality materials to places where blankets distributed for charity.<\/li>\n<\/ul>\n
\u00a0Steps to be taken to shift the negative impacts of the organization:<\/strong><\/p>\n
- \n
- \u00a0TSL practice – There is an urgent need to practice TSL which not only preserves employees rights but also gave a chance to protect their emotions and foster their growth within the organization. As stated by Wang, G. et al. (2011) “transformational leadership have a stronger relationship with individual level contextual performance than with individual-level task performance. Transformational leadership is also positively related to the team- and organization level performance” (p. 255).<\/li>\n
- Working\u00a0as a team and sharing ideas – It is always not a way to order employees to let them work even if it is against their will. Preferably a working environment should be kept as involving everyone to participate in the thought process for the development of the organization. There should be a clear and shared vision to have a common\u00a0goal and as stated by Hughes et al. (2014) “That vision represents a bold destination (where we want to go), but it also represents a radical redefinition of company identity (who we are). In effect, this represents a change from being a huge fish in a relatively small pond to becoming a big fish in a much bigger and different pond” (p. 191).\u00a0
![\"Image](\"http:\/\/3.bp.blogspot.com\/-eQLEdVeGrDo\/U2Dhs2XItRI\/AAAAAAAAAEI\/L2Sk3uwJ8Wk\/s1600\/team+work.jpg\")
<\/li>\n - \u00a0Never compromise with the quality – By this I mean not with the variety of products but with the class of workers working. Allowing people who are less efficient but are available on lesser wages are not filthy for the organization. At one point or the other, they are affecting and weakening the grounds of the organization`. So, it’s better to have appropriate employees assigned to their positions.<\/li>\n<\/ol>\n
Three Things you do:<\/strong><\/p>\n
All that I have learned till now Leadership course I’ll try to implicate them. The following things I would do:<\/p>\n
- \n
- Giving a solicit regular feedback – Allowing everyone to share their thoughts. Anonymously expecting to comment on other’s performance of work. Mistakes are made to gain experience and to learn in a better way so that it would never happen again. Pointing out other’s error and preserving identity could help for the growth of the organization and increase their working efficiency.<\/li>\n
- Cultivation of strong co-workers relationship – This doesn’t mean that we are building family relations and starting socializing with them. Instead of developing a relationship of trust and giving them a comfortable working environment. Workers should never be scared and work more efficiently only in the presence of leaders. Encouragement of face to face interactions would be highly appropriate to build such healthy relations.<\/li>\n
- Practice transparency – Embracing transparency help workers to get more involved in their work as they would be able to know what and for whom they are working. This not only motivates them but also make them realize to be an essential part of the organization.<\/li>\n<\/ul>\n
References:<\/p>\n
Hughes, R. L., Beatty, Collarelli-Beatty, K., & Dinwoodie, D. L. (2014).\u00a0Becoming a strategic leader: Your role in your organization\u2019s enduring success. San Francisco, CA: Jossey-Bass<\/p>\n
Wang, G., Oh, I., Courtright, S., H., Colbert, A., E., (2011).\u00a0Transformational Leadership and Performance Across Criteria and Levels: A Meta-Analytic Review of 25 Years of Research.\u00a0Sage Journals. 36<\/em>(2). 223-270.\u00a0DOI: 10.1177\/1059601111401017<\/p>\n","protected":false},"excerpt":{"rendered":"
It was very tough for me to judge about leadership and its values within an organization before entering in this course. I belong to a business family where my father runs a textile industry. From my childhood since now, I have seen his company growing. I always praised of all the efforts he put on […]<\/p>\n","protected":false},"author":259,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[163,12,4,170],"tags":[],"class_list":["post-5300","post","type-post","status-publish","format-standard","hentry","category-about-me","category-health-education","category-ldrs501","category-post-4-1","has-post-title","has-post-date","has-post-category","has-post-tag","has-post-comment","has-post-author",""],"jetpack_featured_media_url":"","jetpack_shortlink":"https:\/\/wp.me\/p9GHJs-1nu","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5300","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/users\/259"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/comments?post=5300"}],"version-history":[{"count":3,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5300\/revisions"}],"predecessor-version":[{"id":5303,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5300\/revisions\/5303"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/media?parent=5300"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/categories?post=5300"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/tags?post=5300"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}