1. 0 Introduction
Leadership and management techniques are of help to individual's success and this of our company. For the good thing about this training program which is to improve leadership and management in the company, this materials will provide us on ways to acquire professional home elevators leadership and management and provide as a self-study exercise for us to have knowledge of basic management and management skills that can be applied at various departments inside our organisation. It will make us understand the theories of control and management, how to boost drive and performance through the use of relevant authority skills and the development and efficiency of teams. At the end of working out program, I expect us to see control and management skills and methods as a tool of driving a car the organisation to further development and success.
1. 1 Evaluation of the ideas of leadership and management
Leadership can be defined as a process by which a person affects others to accomplish an objective and directs the organisation in a way that helps it be more cohesive and coherent. When you have the desire and willpower, you may become an effective innovator. Good leaders are developing by having a never ending procedure for self-study, education, training and experience. While leadership is learned, the skills and knowledge possess by the market leaders can be influenced by his or hers capabilities or qualities such as beliefs, values, ethics and people.
To inspire someone working under us into higher surface of teamwork, there are specific things we must be, know and do. These do not come by natural means, but are purchased through continual work routines. Good market leaders are constantly working and learning to improve the command skills in them.
Directors of banking companies do set-up sales goal for each and every of the branches at the start of financial year and new products are normally put into the services of the company. This implies that goals and aims have been put in place for followers to work at. Through this, the sales will be upgraded and new customers will join the service of the bank considering the services unveiled by the command teams.
Managers are important group involved in business activity. We normally believe that managers are responsible for 'getting things done' usually through other people. When job jobs are providing to us, our respected line managers normally help us in reaching this either through supervision or working with us. The word manager may refer to a number of different people within the business. Some job titles include the phrase administrator, such as personal supervisor. Other job holders can also be professionals even though their headings do not say it. Professionals act on behalf of the owners of an company which is innovator. They are in charge of the actions of the business either to the director or shareholders, arranged aims for the organisation; make sure the business achieves its goals, by managing others and ensure that corporate values are managed in dealing with other business, customers, employees and everyone. It's the act of getting people together to perform goals and objectives using available resources successfully and effectively.
As a administrator in another of the branches, a great deal of means will be laid down to achieve the target that is set up by the first choice such as help (meeting/lecture or training) to make other staffs see the big picture of how they are simply fitted in to the plan and reaching it.
Management texts contain command. Actually, leadership can be an important function of management which is mentioned among the five functions of management (Planning, Organizing, Staffing, Leading or Directing and Control). Both functions are incredibly much linked with human interactions and so personalities and attributes are essential requirements. Also, command and management is present at every degree of management, however, the amount of each varies according to the management hierarchy.
For example, the mother board of this organisation has more of an leadership process which is to provide perspective to the company and intend to achieve it, while the brain of any section rarely runs beyond identifying what another process should be. Management and management process within the company depends after 'how much it allows for leadership in a specific role?'
As we all know, our company was founded to provide effective, successful and affordable health care delivery services to the people in this vicinity and beyond. The location also placed it to become noteworthy centre for the treating accident victims. Also, our targets include making provision for: A complete range of hospital and specialist services to the community; professional medical facilities for the training of medical and other students; facilities for medical research etc.
For, Irrua Specialist Coaching Hospital to grow and remain healthy, we must know some primary skills of management and leadership-skills that will aid us to prevent the turmoil situation where we need to do whatsoever that can make us excel in every our services. These primary skills of management and command consist problem fixing and decision making, planning, get together management, delegation, marketing communications and controlling ourselves.
These basic skills are also fundamental from which to formulate more advanced practices in general management and authority. Whenever organisation's leaders struggle, it's because they don't know the basics - not because they aren't doing what they likely to do in implementing basic routines in management and leadership.
Knowledge and skills contributes right to the process of control and management while other characteristics give the innovator and administrator certain qualities that produce them different. Skills, knowledge and attributes make the first choice or manager, which is one of the factors of command and management. The leadership and management procedure for an organisation involves-developing a perspective for the company; aligning people who have that perspective through communication; and motivating people to action through empowerment and through basic need fulfilment. The authority process creates uncertainty and change in the organisation. In contrast, the management process involves-planning and budgeting; organizing and staffing; and handling and problem solving. The management process reduces uncertainty and stabilizes the organisation.
Paul Hersey and Ken Blanchard give better description of the difference between authority and management. Leadership is not a idea exclusive to or within management. It really is a broader strategy alone. Management is regarded as a particular kind of control where the achievement of organisational goals is paramount. Control is influencing the behaviour of someone. Management is planning an objective and reaching that objective. Management takes a follower and a head has to figure out how to affect the follower. Supervisor has to determine a target and theoretically, he may do the job himself and take care of the objective. Professionals have lot of folks under them plus they have to cause them to do the work assigned them as part of the organisations intend to achieve the aims while you can accept control as a concept which has power as an idea split from management.
1. 2 Analysis of the key management and management theories
Management and control theories concentrate on what qualities distinguish between market leaders and followers in an organisation. For instance, development of the plan for our company began with a command and management retreat. The seeks were to engender a harmonious industrial weather through inter-union, inter-association, inter-staff, and staff association-management interaction and to provide a website for the leaders and professionals to deliberate and proffer advice on relevant issues of management to permit us move the establishment forward. Participants were the Chairman, Panel of Management, the Chief Medical Director and other members of staffs. There have been lecture, workshop and group activities. The objectives were with the full realization because the staffs are not ignorant and fully participated. This practice looked at parameters such as situational factor and skill levels. The participative design of leadership described by Rensis Likart ideas of leadership which motivates decision making by subordinates and their command style which involves employee-centred head were used. Our organisation also used Blake and Mouton theories of command that explained the amount to which a leader considers the needs of associates, their interest, and area of personal development, emphasises aims, organisational work outcome and great productivity when deciding the best ways to perform a task. This course of action would have been completed without considering various union/staffs relationships by our leaders/managers in so doing having different management and leadership styles/theories differs from that explained above.
1. 3 Examination of the troubles of command and management practices
We are usually faced by some issues such as low level of money; recruitment exercise; opening of new medical center offices/complex; social insurance policy directives; and innovations in ICT. Our market leaders and managers be capable of sense change and react to it effectively. They have got had the opportunity to predict a decrease of healthcare delivery services scheduled lack of a fresh technique being available in other clinics; anticipate possible answers to changes which could affect the company; have a definite vision of the main objectives of the company during periods of change and be able to guide the company to achieve these; organise and motivate employees to accept obstacles and ensure steadiness and minimise or prevent disruption.
For example, there have been challenges of delivering adequate healthcare services to the people of the community some years again, the market leaders and the managers quickly discovered the symptoms that contain caused these problems. Among we were holding low production and high labour turnover. When these difficulties were identified, professionals and market leaders found the cause of the trouble and developed a strategy for better position of the organisation. Strategies they useful for good status of the organisation include changing people-through employing and firing, reassignments of tasks, training, pay rises or counselling. They also carried out restructure work through job redesign, job enrichment and redefinition of jobs. Systems were also improved. These include communication systems, praise systems, information and reporting systems, costs and stock control.
2. 1 Examination of the main element motivational theories and how they influence organisational success
It is important for any organisation to motivate its employees. The motivational theories of Maslow, McGregor, McClelland and Herzberg describe content ideas of desire. They simply discussed the precise factors that motivate people. They answer the question 'what drives behaviour? Also, Vroom, Porter and Lawler, and Adams make clear process ideas of desire. They are worried with the thought processes that affect behaviour. If employees are observed closely, concern with wage slices or redundancy may induce them to keep their work even though they are not motivated. That is negative motivation. A lack of motivation may lead to reduced work and insufficient commitment. In the long run, too little motivation may result in high levels of absenteeism, industrial disputes and falling productivity and revenue for the company. Irrua Specialist Teaching Medical center management has been performing regarding to Fredrick Herzberg's theory of determination by being supplying recognition for effort of its personnel. We are usually taking into consideration in everything the management of the organisation embark upon! This is some sort of inspiration that simply provides us job satisfaction and thereby makes the workers more profitable. Herzberg's ideas are associated with job enrichment. This is where employees have their jobs 'widened', in order to experience more of their job process. Upgraded maintenance factors such as pay or conditions also remove dissatisfaction of staffs. For example, better canteen facilities within our organization make personnel less dissatisfied about the surroundings. All these allow the workers to be more involved and encouraged.
2. 2 Analysis of the role of management and management in staff motivation
It is important for leaders and professionals to determine what satisfies the needs of its employees? Organisations have discovered that even if employees are content with pay and condition of work, they still complain that their workplace does not do a good job in motivating them.
Motivation is vital because even at most important level, it is expensive to get another group of personnel than that to keep existing one. Employees want to be involved and regarded as and making them happy means they'll be at service of the organisation for longer period. Have it in mind that at most not convenient time, leader and director need to motivate staff.
If our employees are doing well and assisting to drive the organisation forward, In cases like this, we do tell them how much we cherish them on regular basis. If we offer them any gift items or exceeded any information that is of their gain across both works similarly well. This shows, we put them at heart. If our staffs enjoy socializing with us like they are doing dealing with us, then our company is doing something good and right.
It is essential that you lead by good characters when there is an issue with personnel, if you expect your employees to work late, then you should stay at the job too for such period. At the same time, unless you want staff coming in at 10am on first morning of the week, then make sure you're at the job very early. It's not always about time of working; show your personnel respect and you will hopefully get it back. They'll observe you on the way you discus with people around and work in same circumstances, so that it is important to act in the manner you will like them to work as well.
Investing in worker is paramount, not only will it mean we are getting the best and latest in the company however they will appreciate us to be in a position to develop under our cares. We make sure we fully research classes to send our employee on to acquire the full training. It is similarly good to get opinions from employee on how the course has advanced their standard individually.
Communicating with our employee is on top of our list of priorities. Most of them like a head or manager they may easily reach whenever there are problems. We do hold frequent job discourse with our employee to ensure they are most happy, doing on good and aren't perplexed about anything. Apart from this, we do talk to our employee everyday. Exchanging greetings are simple motivational techniques but can make an environment of difference.
The figure below clarifies how our market leaders and professionals make decisions for employees' drive, having first recognized the employee's needs.
Revise
Incentive
Identify the need/ motivation motivation
Result/ Outcome
Satisfaction If need is not satisfied
Identify the need/drive - our organisation try as much as possible for worker to be engaged in decisions so that they can feel wanted and recognized as important to the company
Incentive - Setup discussion with employees about goals and working procedures of the organisation
Satisfaction - This is a situation where the employee seems their opinion and contribution is valuable
Result and Outcome - By get together above condition, the worker are willing to take more responsibility
2. 3 Evaluation of the contribution of performance management techniques as organisational processes
Managers use performance management ways to test employee's working position on a regular basis. By analyzing each employee's performance, our company also measures the overall performance of its labor force and exactly how well the company achieves its aims.
Assigning roles to employees that improve their strengths is a difficult job. Labor force optimisation is a plan to put the right people in the best job roles to increase their work productivity. By doing regular appraisals, our leaders and professionals easily keep tabs on employees' performance and suggest if they need more training or if they could be more beneficial with different responsibilities.
Another performance management strategy we usually make use of is compensation package. Overall morale always increase most especially when the employee perceives the process to be reasonable. A happy employee is a difficult worker.
Incentive-based programs that permit the worker in using less paper or being energy efficient both save on our bills and the employees are compensated for placing forth the excess energy needed. The fewer costs our organisation has, the greater income it realizes.
3. 1 Examination of the introduction of teams
Organisations often try to improve the production and motivation of people working in categories/teams. The 'organized, systematic process designed to improve the initiatives of folks who work together to achieve goals' is referred to as development of clubs. Team can be described as an internally structured set of individuals with specific assignments for different associates to achieve a specific goal while group can be referred to as a collection of individuals with something in common, such as being in the same place or having their individual's interest.
Meredith Belbin (1981) found that successful teams consisted of a variety of individuals, each of whom performed some other role. For instance, monitoring and evaluation team that was setup under the principle medical director's office is a kind of team of different calibers and positions within our organisation. They focus on projects with specific term of reference point and present biannual and twelve-monthly information with veritable indices to the leadership of this company. This is not like employed in a group; working in a team includes accountability somewhat than individual accountability and brings about a joint work products. The feature and goals of the average person members of the team helped to look for the team's characteristics and goals. . Relating to Belbin, each individual has a preferred role and then for a team to work, all the jobs need to be filled. Our company selects people who are capable to fill up a number of of the tasks. Individual member of the team was inspired more strongly for their role. That is unlike group with large number of individuals where very few people take part in the project while some aren't and unable to take part effectively in team decisions. Effectiveness of team rely s on the blend of the individual skills and skills of its people. Team development is based on the theory that before organisations can improve performance, team members must have the ability to interact effectively.
This exercise is used to help associates develop trust, start communication programs, make sure everyone grasped the goals of the team, help individuals make decisions with the determination of all customers, prevent the innovator from dominating the team, openly examine and resolve conflicts and also to review work activities.
3. 2 Research of the roles and models of team leadership
Leadership of clubs must get associates of team to work with each other. That is one method that involves low levels of risk among users. The role of team innovator include to have the ability in a position to organise joint tasks or some type of exchange between participants of the team. The market leaders of the team work together or exchange assignments with members because of this approach to be effective. This is one method which involves low levels of risk among participants. The working nature was further developed by communication and swapping of associates. This system was used when our organisation took over the troubles of training medical students from another medical institution and there's a need to avoid turmoil. These ideas develop public interaction one of the employees.
Keeping each and every activity linked to the others help team market leaders and organisation to accomplish what they actually planed. Associates are enjoying while carrying out their functions and are also obtaining something new about themselves, their co-workers, and the organisation all together.
Researching and learning about the team current issues definitely help team market leaders in creating the genuine activities that the associates can participate-in. This affords lapses of any sort for members not to participate in the actions of the team.
3. 3 Analysis of the role and usefulness of groups within the organisation
The innovator of any team associated with an organisation aspires to create team/group that works well and efficient. If the team head or company can motivate the associates to work harder to be able to achieve goals, the sense of take great pride in in the team's own competence will generate job satisfaction for the command of the team/team people and employees generally.
Looking at the opportunities given to the employees of our own organisation and most especially generally in most units or teams that has up to now arranged- up, the participants are prepared to carry out obligations for the betterment of the company. In some occasion, membership of items or groups can consist of top officials of an company which may not interest typical employees of the company.
The advantages of different products or teams inside our organisation has added greatly for the achievements of the goals and aims. In term of desire, employees in team situations tend to be satisfied and encouraged than whenever we are working under more traditional regimes and also have a positive affect on employee dedication and recognition. The team work also will serve to get competitive advantage over other organisations.
Our organisations provide leaders and managers with legitimate specialist to lead. There exists need for individuals to imbibe this strong authority and management trait for optimal success. In nowadays changing work environment, we need market leaders that can task the position quo and inspire and persuade company users. We also need team leaders to assist in changing and bettering a smoothly jogging place of work.
