Throughout history different theories and concepts of management and leadership were created to define and understand effectiveness. Anita Satterlee's Organizational Management and Leadership: A Christian Perspective (2013) introduces these theories and concepts in the first two chapters of her book. Although there are numerous concepts we view as important, the three most important are trust, the study of behavioral management, and quantitative management.
The first concept trust, is the beginning step for effective management and leadership. To motivate employees, a leader must earn their trust, which is not guaranteed because of position or status. According to Sparrow (2013), "trust is not left to chance or opportunity but rather it is systematically invested in through a series of specific behaviors that turn trust into something real and tangible, rather than a sweeping statement of intention." One cannot expect to be effective if they do not have the trust of their employees. "Without trust, nothing gets done without lots of pain, cost, and time." (Gladis, 2010, p.14) The outcome of the organization is dependent upon employee motivation, and the goals of the organization will not be reached if trust is not established. The most perfect example of trust in leadership is our …show more content…
Before studying behavior in organizations, management was mainly autocratic, impersonal, and task oriented. Organizations and individuals were known as "machines" and "gears/screws" respectively and organizations struggled due to poor job satisfaction. (Yang, Lui, & Wang, 2013, p. 4471) Therefore, by understanding the employees and developing the proper skills to correctly motivate them, job- satisfaction increases resulting in organizational success. The study of behavior leads not only to the success of an organization as a whole, but also to the personal growth of individuals within the
The first concept trust, is the beginning step for effective management and leadership. To motivate employees, a leader must earn their trust, which is not guaranteed because of position or status. According to Sparrow (2013), "trust is not left to chance or opportunity but rather it is systematically invested in through a series of specific behaviors that turn trust into something real and tangible, rather than a sweeping statement of intention." One cannot expect to be effective if they do not have the trust of their employees. "Without trust, nothing gets done without lots of pain, cost, and time." (Gladis, 2010, p.14) The outcome of the organization is dependent upon employee motivation, and the goals of the organization will not be reached if trust is not established. The most perfect example of trust in leadership is our …show more content…
Before studying behavior in organizations, management was mainly autocratic, impersonal, and task oriented. Organizations and individuals were known as "machines" and "gears/screws" respectively and organizations struggled due to poor job satisfaction. (Yang, Lui, & Wang, 2013, p. 4471) Therefore, by understanding the employees and developing the proper skills to correctly motivate them, job- satisfaction increases resulting in organizational success. The study of behavior leads not only to the success of an organization as a whole, but also to the personal growth of individuals within the