Distributed Keeping Mind Skills Knowledge †Myassignmenthelp.Com

Question: Discuss About The Distributed Keeping Mind Skills Knowledge? Answer: Introducation The trait theory of leadership says that a leader must have those personal characteristics or traits of that of a successful leader. There are certain traits that a successful leader must have and if they have those listed traits then they can become a successful leader. However, behavioral theory of leadership signifies that to be a successful leader it is their actual behavior and action that matters rather than any trait or characteristics. It further says that powerful leadership quality is the outcome of constructive role behavior. Thus, both these theories are well grounded (Northouse 2015). Taking the example of an organization called Profile international in Australia criteria on which organizations put emphasis while selecting and developing effective leaders can be explained. Firstly, a leader should a powerful communication skill where they must able to listen as well as instruct. Leaders need to be adaptive and adjust to any difficult situation. They must have that personal relationship with their followers so that they can trust their leaders and feel valued. Effective leaders have the skill to develop others and utilize the opportunities for development and lastly, leaders must have an awareness of their own development to guide their team for further developments (Yukl 2012). In UK, the organizations usually motivate their staffs by treating them equally and with respect. Every staff is praised in public when they deliver a good work along with feedbacks that actually help them to grow. The organizations are always true to their ethics so that their employees can lead by an example. However, they also encourage their staffs who never user their leaves to take a leave, believe in a no blame culture, flexibility and they also motivates their staff by keeping the communication with their staffs open so that their voices can get ears (Lazaroiu 2015). On the other hand, in Europe the motivation techniques that they use are to make their employees know that the employees are trusted to give their best to the company. They set small goal every week for their staffs to achieve them, a purpose is set for the staffs to recognize the vision in a better way. Individually the staffs are motivated rather than the whole team. Rewards are given which is based on the feed backs of the works done. However, they give their employees to lead and make them see a bigger picture of how they are contributing to the end goal (Manzoor 2012). The recent movie that I watch is Annabelle: Creation, which I went to see with my best friend. I absolutely love the movie, as I like watching horror movies. According to me, it had some satisfactory scary scenes that made me skip my heartbeat. Whereas my friend thinks that it was bit slow and in comparison to the original Annabelle, this part is less satisfying. However, for me the director actually has the idea of how to maintain the tension by using silence. It was not at all slow rather a mystery, which was developing into something more terrifying. The actors did a brilliant job, which I think is even better than the previous one. The reason behind this contrasting perception towards this movie is definitely our differences in interests, sex and beliefs. These definitely play a role in our perception and choices. However, my friends interest lies in more of action related movies because for him horror movies have the same cheap scares and is too clich. In contrast, my interest l ies in this type of movies and I have my belief in negative forces or ghosts. Therefore, I hugely enjoyed the movie as it kept me tensed, amused and thrilled until the end. why dont team works like they are supposed to Yes, definitely the elements that Hackman has identified are effective for team performance. If teams are small then it becomes easier to monitor them individually as well as proper guidance can be achieved. Along with the team, individual members must have well defined responsibilities and so along with group rewards individuals must also be rewarded for their performances (Driedonks, Gevers and van 2014). Apart from what Hackman has already stated, the other effective conditions for an effective team can be a clear and always encouraging goal, effective communication, proper monitoring of the performances along with relevant and direct feedbacks. Shared commitment among the individuals should be there towards the organizational goal, the working climate must enhance collaboration among the staffs. However, employees must have the clear idea for an excellent performance and lastly, organization has its full support and recognition for their employees (West 2012). The facts that should be considered are the group development and another important factor is dividing the responsibility equally among the workers. When dealing with new employees it should be considered that, they must feel that they are an important factor who is contributing effectively. Thus, to encourage them, works are to be equally distributed keeping in mind their skills and knowledge. Delegate power or keep it close Being the CEO the main task should be of creating a business plan first which must clearly identifies the mission and goal of the organization. Thus, I would have given the responsibilities of management to my employees, which includes strategizing the marketing, accounting and technological areas. Awareness of being constantly supervised actually hampers the performance and so Parks must share a cordial relationship with her employees so that a bond of trust is created. She needs to make them realize that they are trusted with the responsibilities that are given to them and their work plays an important part in the organizations growth (Austin 2013). In todays business, it is a wise decision to give the projects to the employees, not that full controls are to be given in unskilled hands but rather to distribute the charges to the trusted employees. Executives should not give away all the rights but rather they must make the work done under their guidance. The top executives must never delegated decisions regarding hiring new employees, discipline, praise and recognitions, motivation, vision of the organization and performance appraisals. However, top executives must never give their employees the overall responsibility because whatever happens in the business the blame is on the top executives. The decisions related to the development of their immediate subordinates should also be restricted to them (Pettigrew 2014). References Austin, R.D., 2013.Measuring and managing performance in organizations. Addison-Wesley. Driedonks, B.A., Gevers, J.M. and van Weele, A.J., 2014. Success factors for sourcing teams: How to foster sourcing team effectiveness.European Management Journal,32(2), pp.288-304. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, p.97. Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Pettigrew, A.M., 2014.The politics of organizational decision-making. Routledge. West, M.A., 2012.Effective teamwork: Practical lessons from organizational research. John Wiley Sons. Yukl, G., 2012. Effective leadership behavior: What we know and what questions need more attention.The Academy of Management Perspectives,26(4), pp.66-85.