This report reflects the key understanding on the leadership’s intents and how important it is for the organization to establish nexus between its value, organizational culture with the individual settings and goals. Leaders are the role model who performs their tasks with a view to provide best possible services to their followers. In this report, adamantine study has been prepared on the organizational culture, leader’s intent, decision making process and business ethics.
Importance to establish linkage between organizational objectives and values to the responsibilities of individuals when setting goals
Organization has to set objectives and goals for the determined business functioning. It is evaluated that if company could establish proper level of linkage between its employees objectives and company’ welfare then it will increase the efficiency and productivity of organization. For instance, if employees find that if organizational development will have positive impact on their welfare then they will be more motivated towards delivering best result to organization. However, there are several methods such as issue of employee stock options scheme and other reward program. If company fails to do the same then it will destruct the business functions of organizations and failure to meet the set targets and goals and in timely manner (Bell, et al. 2017).
Relationship between media and language used when referring mission and values to stakeholders
Media is the mean which could be used by organization to make publicity of their imperative information with its stakeholders. However, each and every organization should adopt vernacular language while sharing information with stakeholders. There are several media such as social media, use of internet things, newspaper and official gazette to communicate information with the stakeholders. This has shown that company could install enterprises resources planning to easily communicate all the required details to employees for their works (Onorato, 2013).
Stating expectation of organization to employees
It is given that if staffs are stated properly the expectation and required factors from the employees then they would be more tend to provide best possible services to organization. It is considered that employees could do work more efficiently if they know what their employers are expecting from them. This factor motivates employees to perform with integrity and deliver best possible services for the betterment of organization (Ford, 2014).
Need to communicate accident to employees
It is observed that whenever any accidents or events occur in organization then same should be communicate to employees. It is required to communicate the same result to employees so that they could prevent the same result from the future happening. For instance, if any employees have faced serious ill-ness due to the hazardous substance in organization then this result should be communicated to other employees to keep them safe from these factors. They could be forced to evaluate this situation and use safety measure while doing the same work in value chain activities of organization (Bracker and Cohen, 2015).
Discuss the importance of
Leaders- These are the persons who influence their followers to perform accordingly. It is observed that if leaders follow a standard leadership style then it will increase the overall performance of employees.
Workplace culture- With the increasing ramification of economic changes, each and every organization should customize its organizational culture as per the needs and demand of employees. If employees are kept free to perform their functions then they would be tend to deliver more positive result for organization (Herrmann and Felfe, 2014).
Change management in the workplace
Workplace of company should be based on the working experience of employees. If employees are facing any problem in particular activities then management department of company should change their designations and working activities according to their attributes. Therefore, in order to deliver more productivity company should indulge in changing business structure as per the employee’s perception and working needs (Goleman, Boyatzis and McKee, 2013).
Decision making and risk management
Decision making of company is done by the top management department by evaluating all the present and past factors. Risk management is done by several manners such as by outsourcing the risk factors or implementation of risk management process by top management. It is considered that if company could install leadership style and proper evaluation technique then it could mitigate all the risk and uncertain factors which company would face (Fairhurst, and Connaughton, 2014).
Public relation
In order to establish proper public relation, there is need to conduct seminars and public events. However, company could also use online portal and monkey survey to communicate required information and collecting data from the general public. This could be done by company only by undertaking following methods such as TV advertisement, social media and adopting online survey (Laureiro?Martínez, et al. 2015).
Business ethics
It reflects the situation in which all the legal compliance and best possible course of action would be adopted by organization in the best interest of general public. Company needs to identify the business path in which no damage would be rendered to public through its business functioning.
Leadership styles
There are several leadership styles such as autocratic, demographic, strategic, transformation and cross culture and legislative. These styles are adopted by leaders as per their working experience and employees’ culture (Girma, 2016).
Professional development
It is related to adoption of training and development program. It is evaluated that if company is adopting new technologies and machines in its value chain activities then it should follow proper training and development program. This process helps employees to adapt with the new technologies in the value chain activities of organization. Proper level of training and development program will helps employees to more employable and efficient in their working (Strom, Sears, and Kelly, 2014).
Accountability and responsibility for the three management trainers
With the increasing ramified economic changes, each and every trainer is indulged in providing best possible services to employees. Trainers are the key persons who provide best possible training program in the organization for the betterment and efficient business functioning. These three trainers hired in Food Stuff Company are accountable for following parts (Northouse, 2015).
Accountability of three trainers in Food Stuff Company
Responsibility of three trainers in Food Stuff Company
These three trainers in Food Stuff Company are responsible to evaluate whether the adopted plans and providing training program are efficient to improve employs performance. These persons are also responsible to report to top management that whether employees are adapting to the new system or not. In addition to this, if employees fail to adopt new skills or get demotivated with the implemented training program then these three trainers will be responsible for the same.
List of all resources for the implementation of training
It is considered that training program is related to the activities which foster employee’s confidence and make them more employable in organization. Ideally, training and development program is implemented in organization to make efficient and productive business functioning.
There are several resources which will be required before implementing training and development program such as purple file folder in which rules and regulation of training program will be given, arrangement of video tape and flip chart will be installed for effective management of training development program. In addition to this, if trainers wants to extend the time period of training program then the same should be communicate to the top management department of organization for better handing of issues. This will require conducting board meeting for passing the resolution in determined approach. Company needs to arrange finance for the adopting proper level of training and development program. After that setting rules and regulations will help trainer to follow proper level of code of conduct for this proposed training program. In addition to this, company also needs to book calendar for employees who are selected from the process of organization (Ferrell, and Fraedrich, 2015).
Design support system
It is evaluate that if organization wants to encounter possible problems in its value chain activities then it needs to adopt proper level of support system. It is identified that support system of organization will help management department to identify the stakeholders needs a problems through a developed grievance portal. After that adopted enterprises resource planning, will also help in implementation of proper level of support system (Mulki, Caemmerer and Heggde, 2015).
This design support system will accompany with the long process in which all the business activities and problem solving methods will be installed. In this design process system, clients and employees could use online dashboard to put their queries and problems to identify the best possible result from the organization. It is identified that if company could use proper level of design support system to resolve the grievance of stakeholders then it will help company to create core competency in determined approach (Tourish, 2014).
Being a manger how these things could be accomplished
Positive working environment
Being a manger, I have to evaluate all the internal and external factors before implementing any policies and fireworks. It is true to say that humans are rigid to the changes and have problems in adapting with the new changes. In order to make positive working environment, manger needs to evaluate value, belief and perception of employees. If he founds that employees are more efficient in working in employees oriented organizational culture then all the policies and rules set by organization should be flexible as per the needs and demand of employees. However, the main problem arises when employees take wrong advantage of this working environment. Nonetheless, positive working environment is not related to making flexible working environment but also creating environment in which employees could deliver best result and implement efficient business functioning.
It is evaluate that if company wants to be suitable in market then it will have to best possible result to its clients. However, encouraging team and individuals to develop innovative approaches to the performance of work in value chain activities may help management department and key managerial persons to create innovative business plans. Clients in the market are more inclined towards purchasing goods and services from those organizations who adopt innovative and creative business functioning. For instance, if company could adopt cyber computing enterprises resource planning to establish automation in the business functioning then it will increase the efficiency and effectiveness of value chain activities of organization on big level. Management department of organization needs to identify which factors could motivate employees then only it will only the overall efficiency and productivity of organization in determined approach (Pettigrew, 2014).
Conclusion
Leadership’s intents for the organization are very important factors for organization to establish nexus between its value, organizational culture with the individual settings and goals. However, each and every organization should adopt proper level of training and development program for mitigating all the possible problems and increasing efficiency of business. Now in the end, it could be inferred that company needs to adopt the business path in which no damage would be rendered to public through its business functioning.
References
Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A. and Kraiger, K., 2017. 100 years of training and development research: What we know and where we should go.
Bracker, J.S. and Cohen, D.J., 2015. The Impact of Training and Development Activities on Small Technology Oriented Entrepreneurial Firm Performance. Journal of Small Business Strategy, 3(2), pp.1-14.
Fairhurst, G.T. and Connaughton, S.L., 2014. Leadership: A communicative perspective. Leadership, 10(1), pp.7-35.
Ferrell, O.C. and Fraedrich, J., 2015. Business ethics: Ethical decision making & cases. Nelson Education.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Girma, S., 2016. The relationship between leadership style, job satisfaction and culture of the organization. IJAR, 2(4), pp.35-45.
Goleman, D., Boyatzis, R.E. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
Herrmann, D. and Felfe, J., 2014. Effects of leadership style, creativity technique and personal initiative on employee creativity. British Journal of Management, 25(2), pp.209-227.
Laureiro?Martínez, D., Brusoni, S., Canessa, N. and Zollo, M., 2015. Understanding the exploration–exploitation dilemma: An fMRI study of attention control and decision?making performance. Strategic Management Journal, 36(3), pp.319-338.
Mulki, J.P., Caemmerer, B. and Heggde, G.S., 2015. Leadership style, salesperson’s work effort and job performance: the influence of power distance. Journal of Personal Selling & Sales Management, 35(1), pp.3-22.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications
Onorato, M., 2013. Transformational leadership style in the educational sector: An empirical study of corporate managers and educational leaders. Academy of Educational Leadership Journal, 17(1), p.33.
Pettigrew, A.M., 2014. The politics of organizational decision-making. Routledge.
Strom, D.L., Sears, K.L. and Kelly, K.M., 2014. Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees. Journal of Leadership & Organizational Studies, 21(1), pp.71-82.
Tourish, D., 2014. Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), pp.79-98.
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