Tuesday, May 5, 2020
Transformational Leadership and Relationship Qlty. MyAssignmenthelp
Question: Discuss about the Transformational Leadership and Relationship Quality. Answer: Introduction: There are two types of organisational goals such as official and operative. Official goals are set for establishing publishing image, brand awareness and organisational position in the market. Operative goals are set for the organisational goal setting, corporate steps for the achieving the financial liability and setting up objectives for the organisation. The leadership is the technique adopted for relaying organisational goals and objectives to a team or individual. In this management process, the leadership technique helps an individual or team for achieving their certain tasks allotted in the organisation. It could be done by using motivational speech, vision statement and unidirectional approach for the achieving a common goal (Goetsch and Davis, 2014, p.78). The organisation needs to relay the goals and objectives to the employees and teams for archiving financial objectives and organisational objectives. A clear and distinctive message delivery is needed for the clear understanding of the tasks and motivational approach of the organisational leader. Business communication plays an important role for communication in the organisation. There are many business communication modules such as web-based communication, video conferencing, reporting and presentation. Boardroom meeting and face to face meeting are the important business communication modules essential for communicating organisational goals to the different part of the hierarchy. A simple example for use of language and media is corporate events for internal stuff (Daly et al. 2015, p.323). Business communication is important for relaying organisational objectives to the employee for allotment and completing tasks in a clear and distinctive language for the help the achieve individual goals which are accumulated approach for achieving organisational goals. An organisation has a certain framework depending upon the objective and structure. Various business communication methods have been adopted for spreading information and directives depending upon the location and accessibility such as tale conferencing, video conferencing, board room meeting and face to face communication.A distinctive message delivery is needed for the success of the organisational goal (Watkins et al.2015, p.89). There are many instances when the certain business process is involved risks and need a proper preventive measure for avoiding mishap in the organisation. Apart from business process risks, there are many incidents could occur in the office environment which in turn could hamper the productivity and stability of the office environment. It is important to convey the result and magnitude of the incident as a preventive measure for eliminating risk factor of repetitive incidences in the office environment (Benn et al.2014, p98). Organisations have to look after the office environment stability for increasing productivity and for providing employee satisfaction. Letting stuff know about the incident will prevent from repeat the same in the workplace. Leaders act as role-models in the workplace where people can get motivated by watching them. There are two kinds of leaders, one who tells their people what to do other lead them by doing the job by getting their hand dirty. The second types of the leaders have immense power to influence their people by their work. A proper leadership can able to make an organisation flourish whereas a faulty leadership can destroy the reputation of an organisation (Cummings and Worley, 2014, p71). Workplace culture also influences the productivity of an organisation. Workplace culture can be of any form namely the modes of the working process, timescale, personality of the organisation, values, beliefs, traditions, interactions, behaviours, attitudes and the way each staff interact with each other. If there are any sorts of tension that prevail in the workplace, the work culture is affected and in turn, affects the productivity of employees working there. Change management in the workplace can influence the productivity of an organisation by influencing the workplace culture. Management also serves as the backbone of an organisation which not only supports the organisation but also coordinate between different departments. Along with the change in the management, many other important things such as leadership, mission, vision and core competencies of an organisation also change which can create confusion among the workforce. Workplace consultation and communication is a crucial factor which ensures the productivity by maintaining a proper flow of information. Either, it is the mission or vision statement or core competencies, each of the above-discussed matter demands to be broadcasted among the workforce to get the proper result (Aarons et al.2015, p.11). Those decisions are taken by the managing authority but are implemented into action by workforce; communication ensure the smooth transition of such idea into action Decision-making and risk management is another vital part that is handled by the managing authority of an organisation. The overall success of an organisation partly depends on this operation. The managing authorities firstly identify the hazards then they need to assess the level of risk associated with those hazards. Once the initial step is over, the concerned authority is also liable to analyse the control of such risks and make their decision after evaluating each option linked with the total process. Once the control is implemented their job is not over, they are also accountable to monitoring the effectiveness and do necessary amendment accordingly. Public relations are nothing but maintaining a relation with its public. It is also defined as conveying the organisational motto or policy over communication media. This public for an organisation can be further classified into two types, internal public or employee base and external public or target customer. An organisation needs to maintain a proper relationship with both types of the public. The company should win the loyalty, trust and confidence of the internal customer by providing them security and facilities. They are the person who works for the company and satisfies the needs of the target customer (Carter et al.2013, p.942). Business ethics is fair dealing with both of the internal as well as an external stakeholder of a specific organisation. Business ethics is important as it creates a sense of employee satisfaction which leads them to perform better and long to be a part of the organisation. This also makes an origination to perform their business in a sustainable way which is crucial the current point of time in the context of global environmental risk. These kinds of responsibility towards the environment help the organisation to attract their target customer. Leadership styles is a vital point which needs to be aligned with the types of the employees so as to the organisation can make a mark in the psyche of their target customer. Autocratic leadership is helpful in managing a large group of the unskilled employees while laissez-faire leadership is effective for managing the creative and sincere employee. Professional development ensures a continuous improvement for both the employee as well as the organisation. This is the era of competition; hence, in order to be in the front line, an organisation needs to promote the professional development of their employees so that they can get a competitive advantage over other rival company. Three trainers are appointed for the training program for 20 shift supervisor. A 20-hour training program has been designed for achievement for the training purpose. Three trainers of Foodstuff need to train them for the different operational tasks and organisational goals for the serving purpose of the recruitment (Carter et al.2013, p.942). Proper training of the operational tools and their use will help the trainee to understand the organisational objective and operational procedure and functionality of Foodstuff. Trainers need to schedule the training sessions and selecting training modules for each session for successful completion of the training program with the due date. The resources needed for the training program in Foodstuff understand the budget requirement, a proper budget plan, team allocation, scheduling, accumulating tools and techniques for the achievements of the goal for completing the training schedule within the due time. They need to understand the organisational requirement and dividing tasks for achieving the requirement.Budget scheduling according to the training session and resource allocation is the important part of the training schedule. Organisational resources such as business management tools, communication tools and budget are needed for the successful completion of the training within the 20-hour training session. Foodstuff needs to design a support for the training session for successful completion of the training of the 20 shift supervisor. Foodstuff needs to provide an adequate budget for the training to a trainer for the smooth functioning of the session and on time completion of the training (Aarons et al.2015, p.11). A detailed technological support is also needed for the understanding of the techniques used in the organisation such as business communication tools and organisational management tools which are basic equipment for the functionality of the organisation. Risk management tools are needed to incorporate for the ensuring the training personals and trainee security during the technical training period. The predominant effort for establishing positive workplace environment is to develop a sense of equality among all the employees. A transparent attitude and organisational framework could induce a positive environment. Positive motivational approach induces a creative environment in the workspace. The different motivational approach also needed for achieving tasks allotted to the stuff under a managerial head. As a whole, transparency, equality and motivation could establish a proper positive work environment (Cummings and Worley, 2014, p.78). Reference List: Aarons, G.A., Ehrhart, M.G., Farahnak, L.R. and Hurlburt, M.S., 2015. Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation.Implementation Science,10(1), p.11. Benn, S., Dunphy, D. and Griffiths, A., 2014.Organizational change for corporate sustainability. Routledge. Carter, M.Z., Armenakis, A.A., Feild, H.S. and Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), pp.942-958. Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning. Daly, M., Egan, M. and O'Reilly, F., 2015. Childhood general cognitive ability predicts leadership role occupancy across life: Evidence from 17,000 cohort study participants. The Leadership Quarterly, 26(3), pp.323-341. Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Watkins, M.D., Christensen, C. and Kraemer, K.L., 2015. Harvard Business Review Leadership Library: The Executive Collection (12 Books). Harvard Business Review Press.