San Jose State University Org

Answer 1

1. Decision-making is one of the fundamental roles of a leader. To be successful as a leader, it is necessary to make sure the decision-making processes are under the control. However, there are many traits and attributes that a leader must have in order to make the best decisions for his company. One of these traits is the skill to communicate effectively. Information sharing is required for decision-making. The efficiency of decision-making is based on the strategies used by a leader to communicate with his team. Second, a successful leader is also a good listener. Colbert et al. (2014) claim that a leader must be good at listening before making any decisions. It is preferable to listen to all sides of the story before taking any action. Innovation decision-making is a major aspect of any decision-making. A lot of issues don’t need a lot of theoretical and practical knowledge. Innovation is critical to success in this position, and a successful leader should be a leader in innovation. Many traits and attributes leaders must have included diplomacy skills, motivating others, and interpersonal skills.

2. A charismatic leader may encourage people to adopt good behaviors by speaking eloquently, using persuasion, as well as displaying a powerful personality. On the other side, transformational leadership is a type of leadership in which executives collaborate with teams to solve impending issues. When leaders use transformational and charismatic leadership, it positively influences organizational performance by creating a well-disciplined workforce that has been empowered to make decisions (Mittal, 2015). In addition, the styles ensure that the decision-making processes and individuals fulfill quality standards. Some leadership styles provide an environment in which innovative technology may be successfully implemented. Challenges like change resistance are handled under such leadership approaches.

3. High-performance focus seems to be the most practical technique for appropriate and outstanding strategic decision-making. Additionally, the emphasis on ROI – Return on Investments helps make space for CSR-corporate social responsibility (Mittal, 2015). Businesses that deal with consumer returns have also set aside a place for their stakeholders to benefit.

References

Colbert, A. E., Barrick, M. R., & Bradley, B. H. (2014). Personality and leadership composition in top management teams: Implications for organizational effectiveness. Personnel Psychology, 67(2), 351-387.

Mittal, R. (2015). Charismatic and transformational leadership styles: A cross-cultural perspective. International Journal of Business and Management, 10(3), 26

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Answer 2

Leadership attributes and traits that are most beneficial in adopting the best decisions in the organization

Leadership traits involve the personal characteristics that show effective and efficient leaders. Leadership is the capability of the individual or an organization to teams, people, or companies towards the achievement of objectives and goals. It plays a critical function in management since it helps maximize effectiveness and attain organizational and strategic goals (Bratton, 2020). The main traits of an efficient and effective leader include being a good communicator, people-oriented, visionary, self-motivated. A good leader should communicate with the followers in a precise way to solve the impending problems.

The differences between the charismatic and transformational leadership

Charismatic leaders are the ones who have a clear vision, good self-confidence and interact in unconventional behavior, and act as change factors, whereas the remaining actual environment restrictions. The main behaviors include image building, role modeling, and articulation of the objectives. Further, charismatic leadership has a good impact on staff satisfaction, self-reliance, and turnover objectives.

The transformational leader is the one who accelerates the interest between followers to perceive their job from the new view, generate awareness of the company, persuade the followers to the best levels of capability and potential, and encourage colleagues and followers to beyond their interests toward those that will be great importance to the group (McLaurin & Al Amri, 2018). Charismatic leaders advocate for the latest innovative technologies and share the vision to their employees to purchase from their members. Transformational leaders can develop the vision and mission of the company towards innovative technologies, being hugely involved in the innovative technologies’ transformation journey.

Work characteristics

The work characteristics include technical competency, problem-solving skills, work ethics, and determination, and persistence. The high-performance focus is a good functional decision. The common type of repeatable decision is the operational decision (Bratton, 2020). The traditional focus is a good strategic decision, which is a decision that has a great impact on the entire world where the organizational jobs, all the resources, and the individuals that develop the business and involvement between the two.

References

Bratton, J. (Ed.). (2020). Organizational leadership. Sage.

McLaurin, J. R., & Al Amri, M. B. (2018). Developing an understanding of charismatic and transformational leadership. In Allied Academies International Conference. Academy of Organizational Culture, Communications and Conflict. Proceedings (Vol. 13, No. 2, p. 15). Jordan Whitney Enterprises, Inc

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San Jose State University Org

Answer 1

The organizational transformation is done in part by changing internal organizational structures and internal processes. It also becomes possible to overcome such obstacles by using the organizational model itself as the framework and then transforming the organizational model. In business transformation, the change has to do with internal organization and internal processes. By using organizational models, organizations achieve changes (Mogomotsi et al., 2020). The organization becomes an organizational structure; it is not merely altering the external organizational structure that the organization acts or acts like a corporation. This is an organizational transformation that, though it is relatively complicated, is still not at all impossible, or at least is not impossible in terms of the existing structures. The organization does not change internally unless it does so with an external organizational structure in which it functions as a corporation. The internal structure does not change unless changed internally, and internal processes change (Williams & Glisson, 2020).

Although it is somewhat complicated, this is an organizational transformation that is at least possible in terms of the existing organizational structures. If they have internal structures within the organization that are not organized as a corporation, then we have no organizational transformation. If internal structures do not function as a corporation, then they do not even function as organizations. If internal structures function as a corporation, then the organizational structure is as organized as the internal structure (Williams & Glisson, 2020). In other words, there is nothing else that is needed. If the internal structure is not a corporation, then the internal structures may function as companies in their internal organization. If internal structures function as a corporation, then the organizational structure is as organized as the internal structure. In other words, there is nothing else that is needed. If the internal structure is not a corporation, then the internal structures may function as companies in their internal organization. In other words, there is a wholly separate organization within an organization, which is a company; but it has no internal structure, or even it has nothing else to do with the existing organization in which it works (Mogomotsi et al., 2020).

References

Williams, N. J., & Glisson, C. (2020). Changing organizational social context to support evidence-based practice implementation: A conceptual and empirical review. In Implementation Science 3.0 (pp. 145-172). Springer, Cham.

Mogomotsi, P. K., Sekelemani, A., & Mogomotsi, G. E. (2020). Climate change adaptation strategies of small-scale farmers in Ngamiland East, Botswana. Climatic Change, 1-20.

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Answer 2

The organization is a reflection of this internal evolution of organizational culture. It is because of the internal nature of the organization that business transformations often take place at a time when there is significant change within the organization and that changes can be made without an organization-wide leadership campaign and organization-wide training, and a shared vision. It can and must become a reflection of organizational change. It has a different kind of commitment than other organizations; it is not like an organization of people. It has a unique character. It comes from the individual member who has been transformed by the changing organization. It can be made to reflect the movement of people rather than the movement of money. It may reflect a particular organizational culture but is not of any particular culture (Jones, 2020).

They are useful, and they work together effectively and efficiently to generate and support success. The community can never be the organization. The community cannot be an organization. Successful organization: effective management of the organization’s members should be followed up by effective governance, effective development, and effective operation. it reflects the inner nature of the organization. To say that the change is not new is to say that the organizational change has nothing to do with the change in the member. And the change in the organization reflects the fact that the membership is changing. The organization must change; it cannot change without a change in the organizational community. The changing organization must not only reflect the changes within it; it must also reflect the changes within the community as a whole. Thus, the organization is an organ of communication and reflection. As the commune becomes an organization, the commune becomes a reflection of the organization. The organizational community is a reflection of the organization (Upadhyay, 2020).

References

Jones, T. A. (2020). Relationship of LGBT Organizational Climate Awareness and Outness with Psychological Well-Being Among LGBT Employees (Doctoral dissertation, Grand Canyon University).

Upadhyay, R. K. (2020). Markers for Global Climate Change and Its Impact on Social, Biological, and Ecological Systems: A Review. American Journal of Climate Change, 9(03), 159.

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San Jose State University Org

Answer 1

When implementing change in an organization, there are always cultural issues that are faced, such as not accepting change, determine how differently this would be handled thinking about the management versus leadership constructs?

In the present society, the workplace is becoming diverse. We must accommodate all the various cultures in the workplace. If you work globally, you must have the best solution to deal with these challenges. The company’s top leadership and management have the capacity to bring a common workforce by implementing various measures such as dedication and accountability, having various ways of making fun, and openness and collaboration. Having total dedication from the management is important to make sure the intentions succeed in dealing with the cultural differences. The managers should be accountable for ensuring the correct role model and favorable treatment standards to all staff (Sudha, Shahnawaz & Farhat, 2016). Also, the employees should be given the opportunity to have various forms of fun, including picnics, football league, and volleyball tournaments. The employees should be allowed to participate in the organization’s decision-making, hence feeling a sense of belonging.

When dealing with performing work, how is this implemented differently within the management versus leadership constructs?

The management constructs refer to the amalgamation of planning and carrying out the work. The process brings together all the operations involved and to do them. The planning in the management constructs related to the adoption of the changes ensures the leaders evaluate the budgets and time during the implementation of the latest systems. Also, it ensures the followers and specialists train for efficient and effective adoption of the change. Also, the management constructs motivate, inspire, and directs the employees (Bratton, 2020). The leaders plan how the workers will accomplish a particular task, goals, and the desired results.

References

Bratton, J. (Ed.). (2020). Organizational leadership. Sage.

Sudha, K. S., Shahnawaz, M. G., & Farhat, A. (2016). Leadership styles, leader’s effectiveness and well-being: Exploring collective efficacy as a mediator. Vision, 20(2), 111-120.

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Answer 2

Question 1:

Effective management of any change requires solid leadership and an understanding of how organizational change occurs. Managing change needs more than just simple planning, where it is essential to address the significant human element of change to ensure there is success. In order to reduce resistance, it is essential to empower the employees through training ad offering practical training, counter-resistance through the identification of employee’s issues and aligning with them for the overall strategic decision, support employees, and tracking the progress (Ackoff & Pourdehnad, 2016). In order to implement changes may take much time to resolve all issues, including those that are well known to emerge and that are not taken into consideration.

In case of any cultural issues in the organization, it is the responsibility of the leaders and managers to implement any changes and remove any existing barriers. Table 1.2 identifies various attributes of the manager and those of the leader where their role helps in defining their functions and interaction in the organization. Managers are responsible for planning how the change will be executed by providing directions and providing the necessary resources. On the other managers monitors the process in case of cultural issues and handle any arising conflicts. Leaders usually empower others while influencing the change. A leader is supposed to always contact their employees either by motivating them or through team building.

Question 2: Performing work

For any organization to be considered successful, work plays a central role, and there are various ways of ensuring complete their work. Mangers will be giving employees orders on what is required to be done and demand compliance from them. It is essential for the managers to be rational and ensure all the organization frameworks and strategies are followed. Leadership plays an integral part in initiating performance (Ackoff & Pourdehnad, 2016). When employees are well motivated and insured and showing them what is required to be done, they can perform to their maximum and yield good results. Employees feel appreciated when they are actively involved in the decision-making process, thus improving their performance.

References

Ackoff, R. L., & Pourdehnad, J. (2016). A helpful distinction between managers and leaders. Strategy & Leadership, 37(3).

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