Organizational Performance and Human Resource Management

FA3 Assignment Impacts of Goodwill and impairment project?? ADHM Pty Ltd Prepared by: Gurkirat Singh Introduction This report has been prepared for the ADHM Pty Ltd to introduce the impacts of goodwill and impairment project on a company. Also to advise the approach that company can adapt. The purpose of Goodwill and Impairment project is to simplify the impairment testing model. This memo focuses on Subsequent Accounting for goodwill which is one of the objectives of…

Flexible Leadership Theory in Literature 1. In the paper “The Importance of Flexible Leadership” [1], the author performed a review of a subset of literatures in Management and Leadership. His research suggested that flexible, adaptive leadership is fundamental for all managers. In this review, he (i) compared the different types of managers at various levels of ranking and their nature of adaptability to various situations, (ii) examined how the same manager adapts to different situations in…

Organizational Culture Schein (1990) posited that presently, there is little agreement on the what organizational culture as a concept entails (Schein, 1990). What scholars can agree on is organizational culture represents a set of values that define philosophy, approach and style of an organization (Babak, Vahidreza, & Ali, 2013; Smart & Hamm, 1993). Organizational culture is developed from the values and beliefs of the its organizational members (Schein, 1990). Values are organizational norms…

One characteristic that all individuals should aspire to have is leadership. Author, Dr. John C. Maxwell, expresses: "Everything rises and falls on leadership, but knowing how to lead is only half the battle. Understanding leadership and actually leading are two different activities”. In the book, The 21 Indispensable Qualities of a Leader, Maxwell discusses several key attributes to being a good leader. They include: character, charisma, commitment, communication, competence, courage,…

Leadership Philosophy of Robert W. Linn Leadership can be defined as your influence over and on the performance and wellbeing of others. If a person has the ability to impact someone’s life for the better, they are a leader. Conversely and sometimes more importantly, if you a life can be effected for the worse, that’s also leadership. Peter Drucker describes the demands of leadership succinctly: “Leaders require the capacity to analyze, to think, to weigh alternatives, and to harmonize dissent.…

self-awareness (know your strengths and weaknesses), self-management (self-regulation), social awareness (or empathy), and relationship management (rapport with others). The more leaders manage each of these areas, the higher their emotional intelligence. During an interview, Daniel Goleman, an American psychologist who helped to popularize emotional intelligence, said, “The level of a leader’s emotional intelligence affects organizational performance” (Goleman, 2008). This resulted in…

Category 2 – Internal Management D. To direct and control a large force is similar to directing and controlling a small force. It is a matter of formations, communication and signals. (Chapter 5) According to Sun Tzu, managing a large force can be similar to managing a small force. It is a matter of organization and structure. To direct and control a large force are similar to directing and controlling a small force. It is a matter of communications and formations. This theory is derived from…

the progression towards the goal. Factors such as degree of expectation, level of outcomes contributed to the study of House’s theory. This will, under a mutual leadership behaviour acceptable by both leaders and followers, lead to more effective performance which leads to more deserving incentives. According to House, there are four kinds of leader behaviour: Directive Leadership There is a distinct and clear communication on the expectation of goal between leader and follower. This form of…

In contrast to transformational leadership, transactional leadership is based more on exchanged between the leader and follower (Aarons, G.A, 2006).With transactional leadership, followers are rewarded for meeting specific goals of performance criteria. The outcome of transformational leadership is the ability to motivate followers in ways that go beyond exchanges and rewards. This method focuses more on supervisory relationships where the follower is motivated through the connection…

Laissez-faire Leadership is not ideal in a situation where members lack the experience or knowledge they need to complete the given task and make decisions. This type of leadership style has been linked to negative outcomes such as, frustration or poor job performance, disorganization, low leader effectiveness and less group satisfaction. Some, researchers exclude laissez-faire leadership since it is the least satisfying and the least effective style of leadership since it shows the absence of…