A Case Study of Leadership at First National Bank - Free Essay Example

Sample details Pages: 14 Words: 4274 Downloads: 8 Date added: 2017/06/26 Category Finance Essay Type Analytical essay Did you like this example? The significance of productive managerial leadership is crucial in a business environment. Business managers, encompassing the economic services commerce, are faced with many challenges. In alignment to competently address these difficulties, the exclusive development desires of business managers require to be addressed constantly. From the South African issue of outlook, business managers face exclusive trials for example globalization, culture diversity, very dark economic empowerment and transformation. Leaders whose competence grades amply evolved were adept to address these matters and accomplish achievement in the supplemented worth to their organizations. The inquiry is if the essential expert leadership features can be came by through higher education programs that are expressly conceived for mature individuals, and if this training assists to the development of thriving business leaders. From the South African issue of outlook, business managers face many trials, for example globalization, culture diversity, very dark economic empowerment and transformation. Don’t waste time! Our writers will create an original "A Case Study of Leadership at First National Bank" essay for you Create order Overview of case study Business environment impersonates exclusive trials that may need not only general, but furthermore inspirational and transformational leadership competence. Given the political backdrop of South Africa, many adaptations were essential in a business environment with the first popular elections in 1994. Khoza (2000) interprets that the new notion of business in South Africa require to be taken into account the customs and culture of African traders and commerce, that is, the notion of community. He interprets that the notion of community management has a powerful philosophical groundwork in the notion of Ubuntu, and evokes pictures of the support, collaboration and solidarity. Nussbaum (2003) composes about Ubuntu, as African social beliefs, and recounts it as the capability of African culture to articulate compassion, reciprocity, dignity, harmony and humanity in the concern of setting up and sustaining community founded on fairness and mutual caring. Booysen and Beauty (1997) further more documented that the penalties of Ubuntu-oriented leadership method encompass not only work in a team down to the lawn origins grade and boosting the team constituents or followers to forfeit their individual advantage or reason, for those of the assembly as a whole. The authors issue out that this method encompasses creative collaboration, open communication, teamwork and mutual lesson obligations.    Leadership competencies    Ulrich (2000) characterises competence as those that recount the behavior of excellence in performance in the exact context of work. Competencies can be recounted as a set of behaviors that the worker should display in alignment to competently present the jobs and purposes allotted role. David McClelland proposed initial use of competencies. He first utilised the competencies as an alternate to restore the intelligence checks with the benchmark quotation checking (McClelland, 1973). He contended that intelligence checks are not legitimate predictors of intelligence, and, thus, irrelevant to the work force. McClelland (1973) composes that jurisdiction is usually founded on the investigation by consulting and discerning the professional performer. During the investigation, the rudimentary behavioral signs are very resolute to effectively convey out the work, these behavioral signs that is affiliated with competence.    Leadership competencies for the First National Bank    Key competencies of leadership in business managers can function at a high comparable level. In this part, the study advised that the competence and behavior affiliated with the First National Bank in attachment with his diverse leadership roles. In alignment to amass a register of leadership competencies most often utilised in the First National Bank, the investigator analyzed the performance of agreements and competency structure function and places held by individuals who may be recognised as leaders of others The investigation displayed that from mid-level (coordinator / team leader) at the provincial grade leadership, FNB devotes mostly generic competencies in diverse management and leadership. Further investigation of the structure of the NWF competence displayed that the most often utilised competencies are the following:    African Leadership competencies    Most ideas of leadership have been evolved over the last 100 years, and begin from the western world. The major constituents cited in the manual of the theory of managers, followers and the position or context. Both managers and followers activity answers contemplate the behaviors that are advised legitimate and befitting inside their specific society (Shaheen and Wright, 2004). Business in Africa, and especially in South Africa, created of some businesses with distinct culture customs and their managers need an exclusive and varied know-how, in alignment to simultaneously contend globally and to rendezvous the desires of their followers. As cited in the introduction to this paper, Khoza (2000) interprets that the business in South Africa should take into account the customs and culture African traders and commerce, i.e., the community concept. This notion has a powerful philosophical groundwork in the notion of Ubuntu, which stands for standards for example support, collaboration and solidarity. Van der Colff (2003) farther sharp out that African leadership is constructed on participation, blame and religious administration Mgidi (2004) summarizes the key standards of African leadership as follows:    esteem for the dignity of other ones, and solidarity groups: damage an wound to all Teamwork: no one of us more all of us, assisting other ones in a essence of harmony, interdependence Persuasions    Above characteristics or centre standards of African governance have some characteristics to the competence of management, for example teamwork, support and collaboration and the influence and influence. Competence that does not appear to get passionate vigilance from African managers for performance management and accountability. Nkomo and prepare nourishment Luis (2006) contend that Ubuntu supporters contend that while this set about emphasizes teamwork and vigilance to the connection, he furthermore inquired the empathy between leader and followers. Overemphasis on this understanding can stand in the way of productive performance management.    Organization is actually undergoing a enduring change initiated by affray, economics, business discovery and the realization that remainder of stagnation can signify organizational death. As the business environment rises in complexity and altering very quickly, First National Bank and the management, thus, is experiencing a foremost transformation to contend with these changes. At the micro grade (enterprise level), those alterations will encompass the transformation of the interior business culture, as well as improvements in human asset management in answer to expanded job kind and the increasing desires of the workforce. Thus, the likelihood of change is a significant part of the business environment of the First National Bank, while the proficiency to assist them acclimatize to alterations in the identically significant task for business leadership. When First National Bank is established at the crossroads of change, he is under crisis. DuBrin (1989) characterised the crisis as a rotating issue for better or poorer, or a position that has come to a critical stage. Emotional intelligence at First National Bank When First national Bank is in crisis, it needs a resolute and bold leadership to recognise, isolate and deal with the crisis (Topping, 2002). Leadership now needs very distinct behavior from the leadership custom we are used to. It needs managers who can talk to the collective fantasy of their persons, co-opt them to become involved a business trip. It furthermore needs assuring motivators that origin persons to make the additional effort full commitment. Its all about human behavior and comprehending how persons and the First National Bank proceed, conceiving connections, construction firm promise, adaptation of behavior to convey in a creative and inspiring way (Kets DeVries, 2001).       In latest years, the transformation that researchers accept as factual lead to achievement in the learning process. Organizational behavior has altered aim and buys more vigilance to how persons believe and seem in the First National Bank. Something called emotional intelligence is the major theme of concern at present as the sole significance of good intelligence IQ is not as broadly recognized. Emotional Intelligence easily a set of competencies that permit us to see, realise and regulate strong sentiments in us and in others. The concept of emotional intelligence, or occasionally mentioned to as EI is absolutely crucial in todays society, where the interaction inside the workplace are progressively important. All the items that pursue address the key matters of relevance EI in the First National Bank. According to numerous literatures, for example in the Prati, Douglas, Ferris, Ammeter, and Buckley (2003), is an emotional facet, which is a key benefactor to the thriving management and execution at the first National Bank. In this item, along with other ones, as Svyantek (2002), acquiesced that intelligence should encompass more than just reasonable natural forces and that EI is absolutely a significant characteristic has a thriving First National Bank. Article Macaleer and Shannon (2002) furthermore carries this by saying that IQ can not be advised the lone most significant component in the First National Banks management and operation. This item really states that roughly 80 per hundred of achievement an individual affiliated with EI and only 20 per hundred of IQ. This statistic assists to strengthen that they are in truth the connection between higher grades of EI and affirmative behaviors and mind-set in the First National Bank Svyantek (2002). All three of these items propose that the occurrence of social traits efficiency Prati et al (2003) is vital for thriving Managers, and the cornerstone of these characteristics is enclosed by the delineation of emotional intelligence. As occupations are now taking the team to complete the methods of difficulties, broadcast competently and sustain a cohesive and supportive air, emotional intelligence is that much more important. These items support the detail that perception of EI, producing the workplace more effective in periods of these structures. Two of the three items, the general gaze at the characteristics of thriving leadership reliant on EI. Prati et al (2003) and Macaleer and Shannon (2002), and accept as factual that Managers with high emotional intelligence will surpass those underneath EI. They both depend on information from the publications of emotional intelligence Goleman, in his articles. In agreement with these items, those managers who have high emotional intelligence can identify and control their individual strong sentiments and behavior. This devotes them self-awareness and self-leadership, which they can then swap to other persons and assemblies inside the First National Bank. Both items address the proclamation Goleman that there is no repaired equation for large leadership Nevertheless, we find that productive managers are inclined to illustrate power in not less than one jurisdiction of one of the four major localities of emotional intelligence [self-awareness, self-management, social awareness,] Strategic management Prati ET. Al (2003) proceeds farther than any other item in their investigation of emotional intelligence, and his occurrence in good leaders. These analysts have recognised how managers have traits Goleman, in supplement to other facets of the consideration, George, as in the Prati et al (2003) are more probable to make an emotionally smart team. By this they signify that managers are better equipped for the formation of powerful emotional connections inside the team, and thus they have more possibilities to illustrate performance. If an emotionally smart team leader can instill the features of the constituents of his team, as a outcome of constituents of these assemblies will furthermore be better equipped to advance the value of the team for the collective good of the group. Although there are many of information that carries the outlook Prati et al (2003) and other items, then, of course, the disagreement effectiveness and relevance of EI in the learning process. Latest item on Antonakis (2003) does not specifically acquiesce with Prati ET. Al (2003) Antonakis (2003) did not acquiesce on some basic matters that Prati ET. Al (2003) and other items do. Its most significant rebuttal Prati et al is that not sufficient empirical facts and numbers to assign EI from general intelligence and personality. In answer to Antonakis (2003) and Prati et al. Al released an answer to the item Antonakiss. In so managing, they identify that there is somewhat little empirical facts and numbers on the EI account, it is a somewhat new area, although, they contend that whereas study may be constrained still stands and assists as an significant cornerstone for their claims. Antonakis (2003) focuses firmly on one facet of the study undertook by Prati et al, although, Prati et al had a very broad viewpoint EI when they composed their article. They encompass numerous distinct characteristics of emotional intelligence and items Antonakis, though he does again it in distinct phrases, still appear to concern to the delineation and building of certain EI Prati et al. Further investigations will assist to clarify both edges of this argument; although, at this instant of emotional intelligence is absolutely an undertaking device, which can be utilised in the management of organizational settings. Emotional intelligence can be a key device for advancing much organizational behavior. Prati et al talks about the numerous facets that can be advanced with the use or implementation of emotional intelligence. From his item, one can resolve that AI may leverage the least significant connection in the First National Bank until the whole chain. All of the First National Bank of the one-by-one worker to the task team, or even the First National Bank as an entire can be a affirmative leverage of emotional intelligence. By lifting emotional intelligence in the front of the National Bank could well proceed to accomplish better organizational performance by reinforcing the institutional collaboration of constituents, assistance and organizational well-being of members. All these buildings are more probable to be accomplished with Emotional Intelligence, the brain in the future. Although not an swamping allowance of study to the effectiveness of emotional intelligence in the First National Bank, these items recognise undertaking future in encouraging the management to become more creative and efficient. From these undertaking outcomes it would be advisable for the First National Bank to take part in some kind of training EI. First National Bank can assist employees in evolving emotional intelligence by supplying befitting training as its constituents advance their comprehending of the strong sentiments, both their own and others. Guidelines that will assist endow persons in the First National Bank to augment with the altering times. A progressively international economy, it will be even more essential for persons and the First National Bank as a entire, to better contend with these pressures. We should realise the pointers of other ones and be adept to effectively reply to these signals. In a try to manage this, first National Bank and persons should trial t o evolve their emotional intelligence abilities through training, perform and many of feedback.       Section 2    Organisational challenges Managers and bosses of the First National Bank, until now, have wise to use a mechanistic thinking to face organizational challenges, recognise new tendencies, set up to proceed a competitor face to the customers obligations or to acclimatize to the aspirations of their employees. Unfortunately, they use the incorrect device, they believe it should be finished in a certain alignment that it should be finished on a methodical cornerstone, they should cover all facets of the script, though they may depart some facets of the work to complete product. From this viewpoint we can glimpse that the solid business to endure and has a methodical character-oriented output and in an orderly and controlled the situation.    The complexity of the dynamics of this interaction has directed more than leadership undertakings (e.g., transformational leadership). Complexity presents juvenile associations, undertaking social systems, or convoluted adaptive schemes comprising of diverse adaptation agencies that recursively combine and mutually leveraged each other, and thereby develop new behavior of the scheme as a entire (Marion, 1999, Regina, and Levin, 2000). Complexity viewpoint fundamentally change the way we have to address leadership. Unlike customary top-down leadership controlled the prospects of organizational methods, complexity theory outlooks the association as a bottom-up dynamic that is conceived by interactive connections between interdependent, the require to find persons, each of which are localized (limited) evaluation of social and institutional arrangements on First National Bank. This is an interactive dynamic can be recounted as a recursive, significance it has interdependent, multi-way s tring of connections of causality, nonlinear behavior, and many, often inconsistent, response loops.    Managers in the functionalist paradigm of the First National Bank in the pattern of complexity and the transformation will conceive and evolve a dialect for order and control organizations. Functionalist theory is usually considered as the First National Bank awkward occurrence, and not glimpsed difficulties of the association as synonymous with the difficulty of efficiency and most lately in efficiency. Taylorism, human relatives, the theory of X, Y, Z, the notion of structure, technology, environment, etc. all share this widespread practice. They are seeking to conceive and coordinate the dialect of organizational life, which assists to structure the organizational truth in a way that makes the controlled performance possible. First National Bank, and control theory is the dialect of governance that has developed in nature and sophistication to contend with the altering desires of institutional control.    Functional association theory presents its purchasers with a reflector through which he can glimpse and assess us by the First National Bank. Functionalist theorists have scrounged very powerfully from living institutional dialect as an entails of structuring and comprehending of organizational reality.    Functionalist theory of the association endeavours to conceive a synthesis of information that can be advised as legitimate and reliable. Drawing inspiration from the achievements in the area of natural sciences, functionalist study hunts for to recognise patterns and connections that distinuish the world association, therefore producing them subject to proposition and control. Pragmatic information therefore developed presents a set of generalized ideologies that can be utilised with some self-assurance for the management and control of First National Bank.       Interpretive Paradigm at First National Bank    Interpretive Paradigm outlooks of the social world as an appearing social method that conceives individuals. Social truth is not anything more than assumptions and the mesh between personal empathy. In the Interpretive Paradigm for the First National Bank investigators examined one of the next part for discussion.       Managers from Mechanistic thinking at First National Bank    In the understanding of Managers paradigm to interpret the steadiness of perform from their own issue of view. The managers of the First National Bank understood only one way that works to get finished in a methodical kind, without getting negotiable or not departing a lone step. Managers in mechanistic considering that would be poor communication between purposeful localities and it is tough to work out who is to blame for the malfunction of achievement (for demonstration, poor merchandise sales).       Managers of organizational complexity and transformation at First National Bank    Where, as Manager of First National Bank, which functions in the complexity and transformation, it will be so straightforward for them to formulate a reduced complexity and formalization, decentralized decision-making (including the adaptation obligations, flexible mind-set, and level and up communication). Managers on the complexity and transformational association can pay for the specialization difficulty and the know-how to evolve and not have the redundancy of purposes between the assemblies, what occurs in the partition design    In the understanding paradigm, where the managers at the First National Bank in the pattern of organizational complexity and the understanding of transformational set about proposes that associations require to realise the self-assurance and yearn for certainty in the socially assembled occurrence and that association theorists and practitioners should battle this and other myths and ideologies, to double-check their practice. This paradigm in organizational complexity and the transformation entails that we heal our notion of organizational truth as a helpful fiction which we use to direct our comprehending of the undertakings and happenings in this environment. The outlook proposes that associations require to glimpse and realise each individual as an association of individual property.    Organizational perform is appreciated as a relentless method of application into force. The concept that constituents of the association to accept their own truth (Weick, 1979) warrants exceptional mention as one of the clearest and most significant deduction from the understanding of the term. Interpretive theory points to an unwitting conspiracy that, under the wires that the realism of the organizational structure, directions, and nearly all the characteristics of organizational life.    The fundamental humanist paradigm at First National Bank This set about has much in widespread with the interpretive paradigm, although, his border of quotation tends to outlook society which tensions the significance of a cast or to overwhelm limitations of living social relations.   Ãƒâ€šÃ‚   Manager for First National Bank, which functions in the complexity and transformation, they will have a viewpoint that discloses the ethical dimension of embedded schemes in significant action. Popular theorist John Van Maanen remarks in brain that the way the fundamental humanist considered can enrich the understanding of the theory that the sense in the end, functional and substantive responses to the inquiries of reality (Van Maanen, 1981).    Managers in the organizational complexity and transformation into fundamental humanists recognise the lifeless significance of the organization. One of the most significant but often neglected facets of the fundamental humanist considered focuses on the function of the lifeless in forming the world. Managers in this kind of association are wealthy in symbolic implication, and numerous organizational happenings and undertakings should be appreciated as a manifestation of deeper psychological methods that are at best badly understood. (Pondy et al, 1983, White and McSwain, 1983)       Radical Paradigm Structuralism at First National Bank    This set about has numerous supporters of the functionalist paradigm; although, it is directed at fundamentally distinct ends. Radical Structuralism tends to a fundamental change, emancipation, and potentiality, in an investigation that emphasizes functional confrontation, modes of domination, confrontation and deprivation. Radical structuralist focuses on the functional relatives inside a realist social world. First National Bank develops social confrontation between the proprietors of output and work, and is seen as target truth of the demoralised categories (labor). This confrontation has the promise for fundamental change. Truth arises from the basic social confrontations between proprietors of output and work (class struggle). Structural economic and social dissimilarities, for example the class scheme, connected to the capitalist mode of production.    There is vigilance to the modes in which power and domination to maintain this truth, and there is furthermore aim on the inclination of society to conceive confrontation and instability. The promise for fundamental change and there is habitually a mighty force, are prevalent in society.    It would appear that the Interpretive and fundamental humanist paradigm encompass psychological structure, the inquiry of existential and humanistic disciplines. To realise the truth of the phenomenological. There is no target truth lives, but rather, the truth is that the beholder perceives it to be. The reality of a better comprehending of the advantageous place process other than content. On the other hand, functionalism and fundamental structuralist psychological constructs exactly the inquiry of the behavioral theory with an focus on objective reality. Thus, we can resolve that the set about of Burrel Morgan, to realise the rudimentary values of social theory founded on meta assumptions either personal or target reality. Social research theory endeavours to interpret reality via Newtonian facet of building forecasting and control.    Managers with organizational complexity and transformation at First National Bank    Manager, who works at First National Bank, which is in the complexity and transformation, but in the fundamental structuralist paradigm, they will have a viewpoint that will supply the Manager with the theory of association, which tensions the significance of self-organization changes. In most customary interpretations of social change to make in one pattern or another, that random forms that gaze at external components as a entails of comprehending how alterations as the occurrence of shape. Radical structuralist outlook of the First National Bank issue of outlook, on the other hand is founded on the dialectic that is altering as a outcome of the very stress that its very reality creates. For demonstration, all coordinated format to refute that they are not. Another demonstration of this, any proceed of management, which directly groups up a dialectical stress between him and organises the position that has created.    The fundamental structuralist viewpoint encourages comprehending of the organizations function in the general social formation in which they are installed. Organization from this issue of outlook of the empirical facets of the prime way associations and their nature and implication can only be appreciated in periods of function playing in general.       Conclusion    Rapid stride of change in our up to date world, propelled by endowing technologies transistors, has struggled the proficiency of First National Bank to function effectively. One cause is that the vintage thoughtful structure presuming steady, not less than gradually altering economic, social instructions, which are widespread wisdoms-based management, is not directed in very fast transients, for example we now experience. This paper contends that the use of metaphor of research of convoluted schemes in the human world can supply a new thoughtful structure for the management of First National Bank, under which thriving connections, procedures and practices that have developed into the First National Bank inside a couple of decades you can glimpse the meaning. There is a high likelihood that at the correct grade of abstraction, these procedures can be directed to associations in all parts, are opposite fast alterations, encompassing the infantry and international relations. Four paradigms (in the investigation of social theory) in the overhead text is advised in the matrix in which each paradigm portions a widespread set of purposes with its friends in the level and upright axes in one of two proportions, but differentiated as asserted by another dimension. They can be advised as a relentless, but separate. Four paradigms characterise basically distinct points of outlook to investigate social phenomena. Therefore, for Managers in the First National Bank, which has the complexity and the transformation is so straightforward to change, because the complexity of research is new, its practitioners still have no widespread dialect or logical set of concepts.

Notice And Explanatory ( II IIi ) - 1936 Words

1. Notice and Explanatory (ii-iii) The Notice sets the humorous tone of the novel with threats to its readers. At the same time, the diction also makes the tone come off as authoritative and serious by reassuring readers that there is no formal motive or moral to the novel. The Explanatory has a tone that is similar to the Notice. In the Explanatory, the author flaunts his extensive knowledge of Southern dialects and the South in general. He challenges the reader to test his familiarity with the South. All in all, the Notice and Explanatory have readers expect serious writing, but in good humor. This use of tone reminds me of the many times teachers would (try to) calm down a class before a test with some kind of sarcastic joke. It worked for a minute, then the panic would resume. 2. â€Å"By and by, one day, I asked Miss Watson to try for me, but she said I was a fool . . . I says to myself, if a body can get anything they pray for, why don’t Deacon Winn get back the money he lost on pork? Why can’t the widow get back her silver snuffbox that was stole? Why can’t Miss Watson fat up? No, says I to my self, there ain’t nothing in it.† (11) â€Å"He said if I warn’t so ignorant, but had read a book called Don Quixote, I would know without asking . . . Tom Sawyer said I was a numskull.† (13). These two quotes are related to each other because Huck s thoughts in both quotes show the reader his skeptical personality, which is something that Twain emphasizes as part of his earlyShow MoreRelatedComputer Fraud And Abuse Act ( Cfaa ) And Cyberbullying Essay1665 Words   |  7 Pagesthe statute is void for vagueness. First, the statute does not place an ordinary person on notice that their conduct is illegal. Second, the statute does not give minimal objective criteria to assist law enforcement agencies in its application. 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Managing Conflict in a Female Dominated Workplace Free Essays

Today more companies have opened its doors for women workers than in the past twenty years. More women are having full-time jobs and even holding positions of power and influence in the corporate world. This reality might not have totally eliminated the â€Å"glass ceiling† concept, yet this suggests that the gender discrimination issue is slowly eliminated in the world of work. We will write a custom essay sample on Managing Conflict in a Female Dominated Workplace or any similar topic only for you Order Now Women have significantly impacted the corporate world. However, some studies suggest that in women-dominated workplace new challenges can emerge. This is because women interact differently and expect different things from their co-workers than men. Risk of unresolved conflict is also high as women have different approach to dealing with conflict than men. Women’s approach to conflict is usually dictated and influenced by their role in the society, women’s tendency to be judgmental and subjective, and society’s expectations. The groundbreaking book of Phyllis Chesler â€Å"Woman’s Inhumanity to Woman† revealed that women have the tendency to deny that they are competitive, give more importance to relationship and belonging than succeeding, and expect nurture, support, and sympathy from other women. It further revealed women’s subjective perception of criticism and their tendency to judge harshly other women. These behaviors of women are potential source of conflict and can make conflict resolution difficult. Tracy Douglass suggested ways to constructively deal with these behavior of women in the workplace to effectively deal with conflict among them. She said that the ability to recognize exclusionary behavior of women workers and evaluate criticism constructively, make a balance and objective response, making constructive statements that are focused on the problem and not on the person, communication skills, and personal awareness of one’s own behavior are important to be able to effectively manage women workers and also conflict in the workplace. The article of Tracy Douglass presented only a grain of truth about working women  and their behavior that can be a source of challenge and conflict in the workplace. The description sounded more of a social stereotyping than an objective analysis of the causes of conflict in a female dominated workplace and how to manage it. If the analysis presented is true then the percentage of women working will not increase. The â€Å"ever-changing and expanding role of women in the management structure of the modern corporations† (Rue Byars, 2000, p. 13) proves that companies recognize that women can be effective as men. It proves that women have successfully shown that they are capable of objectively dealing with personal and work issues, as well as achieving competence in their work. Women may have inherent weaknesses but these can be eliminated or use constructively in the workplace given proper mentoring, training and other developmental programs. Nowadays an increasing number of people believe in equality of ability and opportunity of men and women, thus â€Å"more companies use mentoring programs to ensure that women gain skills and visibility needed to move into managerial positions† (Noe, Hollenbeck, Gerhart, Wright, 2000, p. 342). The daycare center is not different from other working environment where training, mentoring and other developmental activities are applicable to enhance personal and professional skills of women employees. The daycare center director can turn the described handicap of women workers in dealing with conflict and co-women employees into a blessing because their nurturing, sympathetic and supportive behaviors are what children need from their care providers. It is said that â€Å"hugs like water and food are vital to health and development of infants and children† (Cromie, 1998) and these too give children the sense of belongingness and safety.   The female staffs are generally capable of providing these to the children with warmth, sensitivity and affection so the children will have sound social development. Conflicts among women employees can be avoided if every challenge is taken as an opportunity to develop the employees and the team as a whole. References Cromie, W.J. (1998). Of hugs and hormones. Retrieved January 10, 2007 Noe, R.A., Hollenbeck, J.R., Gerhart, B. Wright, P.M. (2000). Human resource  management: Gaining a competitive advantage (3rd ed.). Singapore: McGraw-Hill Higher Education. Rue, L.W. Byars, L.L. (2000). Management: Skills and application (9th ed.). U.S.A.: McGraw-Hill Companies, Inc.          How to cite Managing Conflict in a Female Dominated Workplace, Essay examples

Leadership - Cultural - and Performance Change at Meatpack

Question: Discuss about theLeadership, Cultural, and Performance Change at Meatpack. Answer: Introduction Organisational culture is considered as the set of rules, which determine the behaviour of the associated members in an organisation. Benn, Dunphy and Griffiths (2014) opined that it is necessary to identify the suitable gestures, interpersonal relationships, and the leadership tactics for strengthened reputation. The maintenance of the preferable behaviour predicts the future implications and fosters the follower to change. Each of the organisations keeps the major focus on maximising productivity by improving the business functionalities (Alvesson and Sveningsson 2015). The changes in the leadership, cultures, and performance functionalities can bring the required progress to the organisational productivity. Organisational culture is one of the most necessary attributes that can lead a company towards success. The identification of the set of beliefs, value, and standards is necessary to define the proper organisational culture. There is the keen linking between the leadership and organisational culture. The efficient leadership determines the establishment of the proper organisational culture. Ulrich, Zenger and Smallwood (2013) explained that when the organisations set the minds of enhancing productivity and strengthening reputation, it is necessary to bring the changes in the internal functionalities. Therefore, the changes in the leadership, culture, and performance management are somewhat necessary for the future progress. The study will be evaluating the cultural, performance, and leadership changes brought to Meatpack, which is a family owned business. The case study of Meatpack initiates the idea that in order to achieve the pre-determined objectives of the organisational progress, it is necessary to bring several changes. Accordingly, it is necessary to identify the existing business process and the required changes that can facilitate the organisational progress. The necessity of leadership changes will also be discussed in this study. Moreover, there will be the clear recognition of the barriers to the cultural changes in this case scenario. Depending on such identifications, the entire study will be structured properly. Findings The case scenario is reflecting the business process of MeatPack, which is a family owned meat business. The business is located in Sydney and driven by Derek Bison, the CEO of the Company. The company has been operating in the Sydney Market since last 27 years and has been selling the meat products, prepared meals, and fresh soups. Focusing on the customers needs and demands, the company has been planning to expand the business in Queensland and New South Wales as well. In fact, it is important to mention that depending on the exclusive food products, the company is even thinking of expanding the business all over Australia and abroad. It is reported that during 2013, the company earned the revenue of around AUD$300 million. In the year of 2002, one of the generations of the family decided to achieve around $1 billion by the year of 2020. In order to achieve such target, the company has focused on changing two major aspects, such as the leadership attributes and the cultural changes . Derek Bison, the CEO of the company defined himself as a leader who is visionary, obsessive, interfering, never satisfied, driven, restless, and competitive. However, he received the sense of feeling that the company requires a developed leadership structure, which can lead the company in a better way. Hence, there is a keen interested developed for changing the leadership behaviour within the company. In order to fulfil such aspect, Bison started working with the executive coaching team to improvise the strategic leadership dealings (Harnish 2002). However, it was found that over past few years, the CEO himself stopped attending the coaching classes whereas senior strategy team kept themselves involved. The involvement of the business colleagues and friends influenced Mr. Bison in a significant way that led him towards introducing Human Synergistic Circumplex. The evaluation of this concept signifies the outline of the different behavioural aspects into three different colours. The first colour is red, which specifies the sign of defensive or aggressiveness. The next colour is green, which stands for the passive or defensive traits Quinn et al. 2014). The final colour is blue, which determines the constructive and influential traits. As per the case scenario, it is notified that Meatpack has been following the red culture whereas there is the keen requirement of switching to blue culture. In addition to this, it is also necessary to change the organisational structure from hierarchal to horizontal (Hrebiniak 2013). It is also noted that the front line workers have the greater responsibilities to perform due to which the horizontal structure is necessary. However, in order to bring t he developmental leadership attributes, it is essential to reset the human resource management. Mr. Bison feels that the effective human resource management would ensure the establishment of the efficient leadership programme (Ellis 2014). Even though he identifies the positive outcomes with such initiatives, he himself started struggling with such transition process. He generated the sense of feeling that the decisions are not being made in a relevant way. Hence, the mental dilemma has been working much significantly. It is noted that the association of the senior leaders is made up with the involvement of CFO, CEO, sales-head, people-head, COO, and head of business development department. The group discussion is initiating the idea of establishing the two way communication process. Mr. Bison seek for the communication transparency among the members that will provide the in-depth idea about the business functionalities. He thinks that the senior leadership team should be divided into several classifications. He implied that there will be the separate leadership team consists of the strategy team members. However, the conflicting situations are also foreseen due to the individualism of the CEO. The leadership procedures undertaken by Bison are opposed by the other strategy team members. The conflict arises when they need to report to Bison directly. The mismatch between their personalities creates the uncertain scenario, which is quite harmful for the internal environment of the company (Burke 2013 ). When the new CEO of meat arrived, the necessity of adopting the new structural scenario became much essential. The CFO of the company is seen to be much concerned about the benefits of the company. It has been observed that the decentralised functions of Meatpack would be beneficial for the finance and IT departments. Another subjected change is found in the business functionalities. The company has undertaken the ERP initiative, which is signified as the Enterprise Resource Planning. This planning process seeks integrating several divisions like investments, finance, production, and management (Wherry 2014.). The major motif of structuring such plan is to hit the line and exceed the fixed targets. It is even encouraging the managers for improvising the communication process. It was noticed previously that the leaders used to be much aggressive and dominating while communicating with the other staffs. The executive training process created the strong influence on Bison and led him towards acquiring new organisational structure (Genetzky-Haugen 2010). This new structure indicates the greater accountability and responsibility maintained by the associated managers and the other staffs. The strengthened supervisory process is thus taken into account to manage the entire organisational functionalities. It is found that the staff loyalty is much prominent and the turnover rate is low. However, the repetitive workflows can bring the problems with the employee retention process. In an interview, it was notified that the factory floor is quite noisy and cold. It is not possible for every member to work in such an environment, which is not comfortable for the people (Albrecht 2012). It is even noticed that the staffs are appointed for the production line works, which are much frequent and physically demanding. The diversified cultural background is also one of the major concerns while working with the other staffs in the same factory. The cross cultural clashes are found much prominently. The terms of loyalty is found if the work tenure is analysed. However, the repeated changes of attitudes and work pressure, the situations have become much challenging (Stayer 2009). The trustworthiness and the potentiality of the business are much commendable. It mainly focuses on the best intentions of the company that can strengthen the reputation for the future purposes. Another most problematic scenario is found in the recruitment process. It is seen that the recruitment policy maintained by this company is mostly via word of mouth. Therefore, most of the employees are coming from the same family. In such cases, it is observed that the competitors have been criticizing the company to be much disorganised. On the other hand, it is noted that Mr. Bison invested much amount for the training purposes of the staffs. The major vision was to improvise the work efficiency and work ethics of the associated employees in the company (Hechanova and Cementina-Olpoc 2013). However, there are still some improvisation required for both the ordinary staffs and the senior development teams. In considering such requirements, the development courses are offered on behalf of the authority. Another remarkable approach ensured by the company is the frequent delivery of the performance feedbacks. Bison is much aware of the organisational policies and accordingly tried to manage the structure. The CEO tried to develop the skills by providing the sequential life cycle to the leaders. The efficient leadership attributes of the leaders is thus necessarily being concentrated. However, the shift timing set for the organisational functionalities is not preferable for all the staffs associated with the company (By and Burnes 2013). In considering the necessity of changes, the further analysis part will be discussed in this study. Analysis The case scenario has been reflecting the internal functionalities that are to be maintained by the associates of the company. The business competencies have been increasing since the technologies in this globalised world are increasing much significantly (Beck and Cowan 2014). Accordingly, each of the business company requires improvising the procedures to strengthen the position in a competitive scenario. Meatpack is also concentrating on bringing changes in the leadership and the cultural aspects in order to consider the future progress. If concentrated on such changing atmosphere, several issues and risks are also found in the internal scenario of the management. The company initially set their aim to reach to a certain amount of revenue by the year of 2020. However, it was recognised that the leadership structure as well as the organisational structure are not so much efficient that the company can strengthen their competitive position (Spangenberg and Theron 2013). Therefore, t he analysis of the findings is essential to recognise the exact issue. At the initial stage, it was noticed that the company used to maintain the autocratic leadership style. It was reflected through the communicating behaviour of the leaders with the staffs. The leaders were much dominating and aggressive towards the staffs, which was not quite motivating for enhancing the performance parameter (Adger et al. 2013). Mr. Bison, the CEO of the company recognised the requirement of changing the leadership style, which will be gathering the staffs together. The proper behaviour and the leadership attributes can bring changes to the organisational functionalities. Recognising such aspects, the CEO started investing the capital in the training and development process of the senior associates. However, the conflict arose when there were the clashes found between the personalities between the CEO and the senior members. The senior managers were to report all the necessary decisions to the CEO and the mismatches between their perspective values created the confl ictive situations. Therefore, it became important to improvise the leadership process and structure the organisational scenario (Alvesson and Sveningsson 2015). The major aim of the company was to reach to the pre-determined target, which signified the increasing rate of the revenue collection. In order to fulfil such aspects, the CEO of the company tried to bring changes to the divisional process. The group of the leaders were classified into several divisions. While dividing the group of the leaders, the set of responsibilities was also clarified. Hence, while different groups will be maintaining the diversified responsibilities, it will be beneficial in structuring the organisational performance (Fernndez 2013). In such cases, the different departments will be dealing with the sequential performance management process. The leaders must acquire the transparent communicative attributes to make the process much clear to the associated employees. Hence, Mr. Bison has been looking forward to establish the one-and-one communication process. It helps him in deriving knowledge regarding the business development and requirements (Hjarvard and Pete rsen 2013). The CEO thinks that arrangements of the meeting will be helpful enough in receiving feedbacks from the associated employees. Concentrating on the employee loyalty, it is seen that the employees are loyal enough towards the company, but the repetitive work pressure is affecting the employees morale. The repeated change in the management functionalities is quite affecting the employees. The works associated with factory process is quite physically demanding and difficult. When the employees are engaged with such activities, it strains their mental and physical conditions. The improper shift timing is somewhat responsible for such condition (Naas et al. 2013). The company is thus facing difficulties to retain the employees and lowering the turnover rate. There is another most significant problem found in the recruitment process. It is observed that the company used to recruit people though spreading the word of mouth. The family members of the existing workers joined the company and spreading the word of mouth to their relatives and friends. There is not structured procedure of recruiting people. In such cases, the efficient human resource management is necessary. Moreover, the set of responsibilities maintained by the human resource management will be improvising the entire organisational management practices. It is one of the most significant areas that are needed to be taken into account. The Enterprise Resource Planning (ERP) system is also needed to be improved. While structuring the business functionalities, it is required to keep the focus on the resource allocation process. It was found that Mr. Bison invested much amount on the training and development purposes. Both the tangible and intangible resources are needed to be allocated properly. The office premise is one of the major factors for motivating the associated workers. If the workers are not satisfied with the ambience of the factory, it would be difficult for them to deal with the unhygienic environment. Moreover, it is also necessary to keep the focus on the structured resource planning, which will be providing the comfortable atmosphere to the workers. Another most significant organisational change is focusing on the shift timing of the workers. The first shift timing is from 5:30 am to 2:30 pm whereas the second shift timing is from 2:30 pm to midnight. Therefore, it has been seen that the shift timing is much longer in compare to the break time available for the workers. It becomes quite difficult if the shift time stretched for long. The lack of flexible working schedule and repeated changes in the functionalities are quite troublesome for the associated staffs. Hence, it is necessary to keep the focus on such aspects in order to retain the employees. Concentrating on such required changes, the preferable recommendations are needed to be presented. Conclusion The study is highlighting the case scenario of Meatpack, which is a family owned food processing business in Sydney Market. Being the CEO of the company, Derek Bison found that there are several changes required in the management functionalities in order to achieve the pre-determined goals. More specifically, it is noted that each of the companies seeks enhancements of the productivity to strengthen the organisational reputation. Similarly, some of the changes within the organisational scenario can facilitate such target set by the owner of the company. The findings derived from the case study are ensuring that the company faced several situational crises due to the ineffective leadership system and cultural diversity. Concentrating on such difficulties, the further section of the study will be providing the suitable recommendation for the future growth of the company. Recommendation The above findings and analysis have been describing the existing management functionalities and suggesting the required changes for the business progress. Keeping concentration on such necessary requirements, the further suggestions can be recommended. Transformational Leadership If concentrated on the leadership style followed previously by the managers and leaders, it can be seen that leaders were much dominant and aggressive towards the associated staffs. The authoritarian leadership style was quite prominent in this case. However, it is necessary for the leaders to maintain flexibility while communicating with the workers or allocating works. The aggressiveness may lead towards the dissatisfaction of the works, which is harmful for the company. In such cases, if the leaders can adopt the transformation leadership style, it will be beneficial to motivate the existing employees. The transformational leadership style is helpful enough in developing the professional and personal attributes of the employees. In this leadership style, the leaders motivate the employees to share their ideas and visions that are beneficial for the organisational growth. The employees work together and maintain their responsibilities to meet the pre-determined goals. It is even he lpful enough in identifying the required changes and creating the vision accordingly. The employees receive the opportunity to grow their careers as well. Therefore, it is one of the most fruitful leadership styles that can be adopted for achieving organisational excellence. Structuring the Human Resource Management It is important to note that the human resource management plays the vital role in managing the organisational performance. Hence, it is necessary to improve the activities of human resource management. In case of undertaking the change performance management system, the human resource department will be involved to structure the functionalities. Moreover, the efficient human resource management will be ensuring the employee retention process. The human resource department arranges the beneficial training process which will be provided to the employees. It works as the motivational factor, which is necessary to retain the employees. Moreover, it is noted that the company deals with the diversified cultured employees. The human resource management requires dealing with such diversified cultural traits. The human resource management need to maintain the unity between the people from diverse cultures. On the other hand, it is even important for the human resource management to collect t he feedback from the employees and present those to the upper management. In addition to this, the efficient human resource management is needed to recruit the people from different sources. Therefore, it can be recommended that the company requires paying attention towards the effective human resource management for the progressive purposes. Implication The above recommendation is determining the improvised business functionalities. However, in order to undertake such changes, it is necessary to improve the resource planning process. It is noted that adopting the transformational leadership style is beneficial to engage the employees within the management functionalities. This leadership style would develop the personal and professional skills of the employees and would provide the opportunity to share the vision and ideas. Moreover, the improvement of the human resource management is necessary for the organisation. The set of responsibilities maintained by the human resource management will improve the internal organisation functionalities. The human resource management will be involved to motivate the employees by arranging the efficient training process, receiving the concerns of the employees, and managing the cultural diversity. 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