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Feedback. This aspect can be tailored to each department on their performance in the past and after change was initiated. With feedback group and individuals can be assessed on how their performance measured to the goals or desired changes required by the organization. This assists as a tool to identify measures needing to be corrected and those efforts used which are working. It is important for the leader to identify substantial positive feedback more so than negative to effectively enhance to develop performance measures. Since feedback is an important aspect in developing employees and groups, it equally important of knowing when and where to provide feedback. Seeing feedback as an effective tool in affecting behavior, attitudes and motivation, it is equally important not too abuse or loose trust with feedback. The Marketing team undeniably needed the leadership to provide feedback to the personnel and allowing them to understand the situations, solicit upward feedback apart from the surveys, and determine necessary actions required in developing the group.2. Extrinsic Rewards. Upon reviewing the situation with CrysTel, it is the leaders responsibility in determining appropriate methods and rewards system necessary to keep the employee motivated and focused to the objectives (reward equity versus reward equality norms). It is also necessary for the leader to seek a balance in providing a rewards program without sinking into the extrinsic …show more content…
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Response to Task C: 1. Objectivity. First, a competent leaders needs to objectively assess the situation and realize the processes and methods necessary to achieve results congruent to the organization's mission and the needs/desires of the employees. Without objectivity, the leader can be blinded of how to effectively employ motivational and inspirational techniques to support the program in leading change.2. Credibility and trustworthiness. Simply stated, that credibility is necessary to gain the confidence of the employees and peers to effectively implement change. This is specifically important in positive reinforcement. Without the confidence gained with credibility, this tool has no benefit or value for either the employee or the organization.3. Justice with judgment. Is elemental in understanding how to measure and assess punishment and rewards. Specifically in rewards, a just leader must determine which extrinsic rewards are adequate or appropriate to sustained valued enthusiasm and commitment to the goals. The just leader must also understand the balance between the reward program relative to goals, personnel and other methods of motivation.4. Communication. This element is always a key in leadership
Feedback. This aspect can be tailored to each department on their performance in the past and after change was initiated. With feedback group and individuals can be assessed on how their performance measured to the goals or desired changes required by the organization. This assists as a tool to identify measures needing to be corrected and those efforts used which are working. It is important for the leader to identify substantial positive feedback more so than negative to effectively enhance to develop performance measures. Since feedback is an important aspect in developing employees and groups, it equally important of knowing when and where to provide feedback. Seeing feedback as an effective tool in affecting behavior, attitudes and motivation, it is equally important not too abuse or loose trust with feedback. The Marketing team undeniably needed the leadership to provide feedback to the personnel and allowing them to understand the situations, solicit upward feedback apart from the surveys, and determine necessary actions required in developing the group.2. Extrinsic Rewards. Upon reviewing the situation with CrysTel, it is the leaders responsibility in determining appropriate methods and rewards system necessary to keep the employee motivated and focused to the objectives (reward equity versus reward equality norms). It is also necessary for the leader to seek a balance in providing a rewards program without sinking into the extrinsic …show more content…
Be sure to cite your sources.
Response to Task C: 1. Objectivity. First, a competent leaders needs to objectively assess the situation and realize the processes and methods necessary to achieve results congruent to the organization's mission and the needs/desires of the employees. Without objectivity, the leader can be blinded of how to effectively employ motivational and inspirational techniques to support the program in leading change.2. Credibility and trustworthiness. Simply stated, that credibility is necessary to gain the confidence of the employees and peers to effectively implement change. This is specifically important in positive reinforcement. Without the confidence gained with credibility, this tool has no benefit or value for either the employee or the organization.3. Justice with judgment. Is elemental in understanding how to measure and assess punishment and rewards. Specifically in rewards, a just leader must determine which extrinsic rewards are adequate or appropriate to sustained valued enthusiasm and commitment to the goals. The just leader must also understand the balance between the reward program relative to goals, personnel and other methods of motivation.4. Communication. This element is always a key in leadership