Discuss About The Productivity Hong Kong Construction Industry.
“Business ethics” is a concise, but in many ways misleading, label for an interdisciplinary field covering a vast range of normative issues in the world of commerce. The label lends itself most directly to a core set of questions about how individuals in the business world ought to behave, or what principles they might appeal to in order to negotiate moral dilemmas at work.
Trust: When an organization’s leader is reliable, willing to admit mistakes and trustworthy, subordinates tend to have confidence in leadership. Employees believe that leaders will keep promises and therefore are willing to commit to the organization’s goals as well.
Relationships: Ethical leadership creates and maintains a safe work environment for the workforce. All employees get treated with dignity and respect, regardless of their level in the organization. This type of leadership enables fair and equal opportunity for promotion, following local, state and federal regulations prohibiting discrimination for ethnicity, gender or age.
Good leaders display certain personality traits that are common across cultures and history; those of intelligence and imagination to create a compelling vision of the future, and bring those who can deliver it with them.
The defining feature of the ethical leader is that in addition to the foundational qualities mentioned above, they are seen to act from their own well- developed set of ethical principles, setting a consistently good example for others to follow.
Having one’s subordinates call you out, disagree with you, challenge your judgment; all of this calls for great understanding and tolerance. Ethical leaders understand that it is part of a culture of continuous improvement.
A laissez-faire leader lacks direct supervision of employees and fails to provide regular feedback to those under his supervision. Highly experienced and trained employees requiring little supervision fall under the laissez-faire leadership style.
The autocratic leadership style allows managers to make decisions alone without the input of others. Managers possess total authority and impose their will on employees. No one challenges the decisions of autocratic leaders.
Often called the democratic leadership style, participative leadership values the input of team members and peers, but the responsibility of making the final decision rests with the participative leader. Participative leadership boosts employee morale because employees contribute to the decision-making process.
Managers using the transactional leadership style receive certain tasks to perform and provide rewards or punishments to team members based on performance results. Managers and team members set predetermined goals together, and employees agree to follow the direction and leadership of the manager to accomplish those goals.
The transformational leadership style depends on high levels of communication from management to meet goals. Leaders motivate employees and enhance productivity and efficiency through communication and high visibility.
Charismatic leaders are the movers and shakers of the world, daring to challenge the status quo and empower their followers to perform beyond normal expectations. Charismatic leaders transform their followers to make personal sacrifices for the sake of the collective and to become involved in the leader’s vision and mission.
Leaders, no matter what their position in the company, need a steady stream of information about your business, customers and markets to make good decisions. Instead of withholding information from your people, be free and transparent with it.
Don’t just talk employee empowerment–really do employee empowerment. By giving employees at every level of your organization decision-making authority (including such things as determining what products will be designed and sold to customers, creating work schedules, hiring and firing), you will unleash a widespread desire on the part of employees to lead.
Passion gives employees a compelling reason to undertake ambitious responsibilities and to step up to challenges as they occur. Create a strong sense of mission in your organization and ensure it is reflected in your company culture.
The current situation shows that without effective leadership and good governance at all levels in private, public and civil organizations, it is arguably virtually impossible to achieve and to sustain effective administration, to achieve goals, to sustain quality and deliver first-rate services. The increasing complexities and requirements arising from the constant change in our globe, coupled with the constant push for higher levels of productivity, require effective and ethical leadership.
What started small, with a single discount store and the simple idea of selling more for less, has grown over the last 50 years into the largest retailer in the world. Each week, nearly 270 million customers and members visit our more than 11,700 stores under 65 banners in 28 countries and eCommerce websites. With fiscal year 2018 revenue of $500.3 billion, Walmart employs approximately 2.3 million associates worldwide. Walmart continues to be a leader in sustainability, corporate philanthropy and employment opportunity. It’s all part of our unwavering commitment to creating opportunities and bringing value to customers and communities around the world.
One of the strategic objectives of Walmart is to keep operating costs low. As mentioned, the firm minimizes wages and spending in other areas of the business for this objective. Another strategic objective of Walmart is to achieve economies of scale to support the cost-leadership generic strategy.
I want to be a HR manager because human resources can help the organization monitor its progress toward achieving its stated goals and objectives in the strategic plan. Much of the strategic plan is likely to rely on the cooperation and support of employees and individual departments or functions within the organization.
A human resource manager has two basic functions: overseeing department functions and managing employees. That’s why human resources managers must be well-versed in each of the human resources disciplines – compensation and benefits, training and development, employee relations, and recruitment and selection. Core competencies for HR management include solid communication skills, and decision-making capabilities based on analytical skills and critical thought processes.
The premise of strategic HRM is that the company’s policies and procedures related to employees should fit into the organization’s broader strategic plan. Developing these links between HR and strategy has the distinct advantage of helping the organization to evaluate its current HR policies and to replace outdated or inefficient policies with ones that promote a better workplace environment and employee relations.
While the strategic vision of the company can influence the creation and evaluation of HR policies, the reverse can also be true. Human resources can help theA final advantage of the human resource management strategy is in keeping the organization compliant with laws relating to employees, salary, insurance and the like.
Mentioned as one of the first items in the company’s code of ethics, Walmart has three basic principles: “respect for the individual,” “service to the customer” and “striving for excellence.”
Walmart adheres to a number of guiding principles in its code of ethics that include abiding by the law, reporting information about company practices honestly, acting in a manner that exhibits integrity and consulting a manager or the Walmart Global Ethics Office about any issues that arise with the question of ethics.
References
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