Leadership Styles‏

Leadership Styles‏:(Leadership)

In 1939, a group of researchers led by psychologist Kurt Lewin set out to identify different styles of leadership. While further research has identified more specific types of leadership, this early study was very influential and established Some major leadership styles.

There Are some leadership styles are as follow:

1. Transactional Leadership

This leadership style starts with the idea that team members agree to obey their leader when they accept a job. The "transaction" usually involves the organization paying team members in return for their effort and compliance. The leader has a right to "punish" team members if their work doesn't meet an appropriate standard.

Although this might sound controlling and paternalistic, transactional leadership offers some benefits. For one, this leadership style clarifies everyone's roles and responsibilities. Another benefit is that, because transactional leadership judges team members on performance, people who are ambitious or who are motivated by external rewards – including compensation – often thrive.

The downside of this leadership style is that team members can do little to improve their job satisfaction. It can feel stifling, and it can lead to high staff turnover.

Transactional leadership is really a type of management, not a true leadership style, because the focus is on short-term tasks. It has serious limitations for knowledge-based or creative work. However, it can be effective in other situations.

2. Autocratic Leadership

Autocratic leadership is an extreme form of transactional leadership, where leaders have complete power over their people. Staff and team members have little opportunity to make suggestions, even if these would be in the team's or the organization's best interest.

The benefit of autocratic leadership is that it's incredibly efficient. Decisions are made quickly, and work gets done.

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Leadership And Management‏

Leadership

Leadersgip is the ability of a company's management to make sound decisions and inspire others to perform well. Effective leaders are able to set and achieve challenging goals, to take swift and decisive action even in difficult situations, to outperform their competition, to take calculated risks and to persevere in the face of failure. Strong communication skills, self-confidence, the ability to manage others and a willingness to embrace change also characterize good leaders.

Leadership And Management‏

Leadership and management are considered to be worlds apart by many people in the business world. This is mostly because of the old definition of leader, which claims him to be smart, intelligent and all these other amazing things, but it may not be it. A leader could be any humble person with a good cause. Many business specialists also state that leadership and management go hand-in-hand as they indirectly require each other. A leader could also be a manager and vice-versa; it all depends on the qualities.

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What is Attitde?

What is Attitde?

A predisposition or a tendency to respond positively or negatively towards a certain idea, object, person, or situation. Attitude influences an individual's choice of action, and responses to challenges, incentives, and rewards (together called stimuli).

Major Components Of Attitude

Four major components of attitude are:L
(1) Affective: emotions or feelings.
(2) Cognitive: belief or opinions held consciously.
(3) Conative: inclination for action.

(1). Cognitive Attitude - 

Cognitive Attitude our thoughts, beliefs, and ideas about something. When a human being is the object of an attitude, the cognitive component is frequently a stereotype, e.g. "welfare recipients are lazy" 

(2). Affective Attitude -

Affective Attitude feelings or emotions that something evokes. e.g. fear, sympathy, hate. May dislike welfare recipients. 

(3). Conative, or behavioral Attitude- 

Behavioral Attitude tendency or disposition to act in certain ways toward something. Might want to keep welfare recipients out of our neighborhood. Emphasis is on the tendency to act, not the actual acting; what we intend and what we do may be quite different.

How Do Attitudes Influence Behavior?

We tend to assume that people behave in accordance with their attitudes. However, social psychologists have found that attitudes and actual behavior are not always perfectly aligned. After all, plenty of people support a particular candidate or political party and yet fail to go out and vote.

Researchers have discovered that people are more likely to behave according to their attitudes under certain conditions:

• When your attitudes are the result of personal experience.

• When you are an expert in the subject.

• When you expect a favorable outcome.

• When the attitudes are repeatedly expressed.

• When you stand to win or lose something due to the issue.

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How to Develop Intuition

Intuition:

Intuition is the ability to accumulate data while not logical thinking and/or the employment of reason. The word 'intuition' comes from the Latin word 'intueri' which is usually translated as to look inside. Intuition provides us with beliefs that we have a tendency that we cannot justify in every case. For this reason, it's been the topic of study in science, in addition as a subject of interest within the supernatural. The "right brain" is popularly related to intuitive processes like aesthetic skills. Some scientists have contended that intuition is related to innovation in scientific discovery

How to Develop Intuition

Types of Intuition:

There are 2 ways in which intuition will come about in standard of living. There are many kinds of intuition that fall among the following categories

Verbal Intuition:

Verbal intuition involves data within the type of language or language based visual messages. Verbal intuitions are often received through extrasensory perception and clear audience.

Nonverbal Intuition:

Nonverbal intuition involves imprecise sensory data.
Nonverbal Intuition:
Four ways How to Develop intuition:
“With follow, you begin noticing the quiet voice among,” explains David Stevens, skilled intuitive and founding father of Yoga of your Mind, is a meditation and intuition training service. That Some see flashes of images. Others have sure feelings. Some simply have a pure knowingness.

Mitchell and Stevens suggest these four techniques to assist you faucet into and trust your intuition.

1) Meditate:

“Meditation helps you to urge quiet and be inside the here and currently,” Mitchell explains. “The key to increasing your intuitive awareness is to stay very gift. Intuition lives inside the gift.”
At the center of any meditation methodology is that observe of quieting the mind, which could assist you increase your awareness of your intuitive sense.
You can learn meditation skills throughout a class or with a meditation instruction videodisc or CD. Stevens says meditating for merely unit of time on a daily basis offers edges.
intuition depend on Meditation

 2) Do a Blind Reading:

Stevens recommends active what he calls “blind readings.” Here’s how they work:
1. Sit down at a commentary table with 3 blank index cards.
2. have confidence a call you\'re presently grappling with and write 3 solutions for it, one on every card.
3. Flip the cards blank-side-up, shuffle them and place them face-down on a table.
4. Run your hands over the cards and spot the sensation of every card.
5. Assign a share to every card supported however powerfully you’re drawn to that.
6. Flip the cards over and note of the solution with the very best share.

Two years ago, Stevens and his mate used a blind reading to assist them decide whether or not to cancel an enormous trip they were planning. The holiday was to start right round the time a work-related project of his wife’s was to be completed. However the project started late, and it gave the look of the project would reach a crossroads throughout their vacation.

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Management Roles

 Management Roles

As a manager, you probably fulfill many different roles every day.
For instance, as well as leading your team, you might find yourself resolving a conflict, negotiating new contracts, representing your department at a board meeting, or approving a request for a new computer system.
Put simply, you're constantly switching roles as tasks, situations, and expectations change.
Management expert and professor, Henry Mintzberg, recognized this. He argued that there are ten primary roles or behaviors that can be used to categorize a manager's different functions. In this article we'll examine these roles, and we'll see how you can use your understanding of them to improve your management skills.

The Roles

Mintzberg published his Ten Management Roles in his book, "Mintzberg on Management: Inside our Strange World of Organizations," in 1990.

The ten roles are:

    Figurehead.
    Leader.
    Liaison.
    Monitor.
    Disseminator.
    Spokesperson.
    Entrepreneur.
    Disturbance Handler.
    Resource Allocator.
    Negotiator.

The 10 roles are then divided up into three categories, as follows:

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Job Satisfaction

 Defining Job Satisfaction

JOB SATISFACTION

Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is based on an individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. There are often two different levels of job satisfaction: affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is a person's emotional feeling toward the job as a whole. Cognitive job satisfaction is how satisfied a person feels concerning an aspect of his or her job, such as pay, hours, or benefits.

It isn't always easy to measure job satisfaction, as the definition of satisfaction can be different for different people. Whether a person is satisfied with his or her job can impact their job performance. Some studies have shown, however, that some high performing employees didn't feel satisfied with their job at all. If an organization is concerned about job satisfaction of their employees, management may want to conduct surveys to determine the current level of job satisfaction experienced by employees and employees say would need to improve to increase their level of satisfaction. Because job satisfaction can vary for individuals, management may want to implement several different strategies in order to help the majority of employees within an organization feel satisfied with their place in the company. There have been studies that show when human resources implement a series of positive practices there is financial gain for the organizations, creating a belief that there is a link between flexible work environments and shareholder value.

What can you do to maximize your job satisfaction? Based on research and the experience of professional career specialists, here are eight recommendations:

(1)Know yourself. Know what is important to you and what is not. What kinds of work tasks or activities are attractive to you? Be clear about what you expect from or require of a job. Write your ideas down. Then, you will know what to look for when choosing among jobs or careers.

Review the "ten job expectations" most frequently mentioned by workers and rank their importance to you. Are there others, not mentioned, like autonomy or prestige, that are important to you?

Also, do the activities listed in Learning More about Yourself that you think will be most helpful.

(2) Learn about jobs that are most likely to meet your expectations. A helpful step is to take The Career Key® test. It will help you identify occupations that fit your personality and to get accurate information about each of them. The activities in Learn about the Jobs that Interest Me are highly recommended.
(3) Consider consulting a professional career counselor.

(4) Do not allow your job dissatisfactions to go unresolved for long. Job satisfactions and dissatisfactions are barometers of your adjustment to work. They may lead to something worse -- job loss, accidents, even mental illness. Depression, anxiety, worry, tension, and interpersonal problems can result from, or be made worse by job dissatisfaction. In fact, job satisfaction was found to be the best predictor of how long you live . . . better than a doctor's rating of physical functioning, use of tobacco, or genetic inheritance. So, it is important to work out a solution if your job is making you unhappy.

(5) Have realistic expectations for work. Overall job satisfaction is a trade-off (like many things in life). You should not expect 100% satisfaction or 0% dissatisfaction. There are usually dissatisfactions even in the best jobs. And, in today's work world you cannot expect your company to look out for you; you have to take the initiative yourself (see Free Agent Worker for more).

(6) Look separately at the kind of work you are doing versus the conditions of work (pay, supervisor, coworkers, company, physical working conditions). If you are becoming increasingly dissatisfied with the kind of work you are doing, you should consider a career change. If you are dissatisfied with the conditions of work, you might be able to set matters right by negotiating with your supervisor or your coworkers, or by changing companies.

(7) Look down the road at your possible career progress. Present dissatisfactions might be worth bearing if you see your career progressing.

(8) Examine your values -- what is most important to you. You have to answer this question honestly: How important is your job, your career to you? Only when this question is answered can you put your job satisfaction or dissatisfaction in proper perspective.

This was adapted and updated from an earlier article by Dr. Rene Dawis, with his permission: Dawis, R. V. (1992). Job satisfaction. In L. K. Jones (Ed.), Encyclopedia of career change and work issues (pp. 142-143). Phoenix: The Oryx Press. Dr. Dawis is the author or coauthor of more than 100 publications, and is an international authority on job satisfaction and work adjustment.

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What Is Organizational Behavior?

 

What Is Organizational Behavior? 

Definition of Organizational Behavior:

Organizational Behavior is a field of study that investigates the impact that individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.
An organization is a collection of people who work together to achieve a wide variety of goals, both goals of the various individuals in the organization and goals of the organization as a whole. Organizations exist to provide goods and services that people want.

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