Q17. What do you understand by effective communication within a business? Discuss how perception could disrupt even the best communication systems in an organization.

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PRESENTATION BY JAYA CHANDRA PRASAD.PSATHISH KUMAR.SEFFECTIVE LEADERSHIP

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WHO COULD BE A LEADER?

Or You can be!

Leadership StylesLeadership styles offers clear guidance to the manager, using these styles as appropriate as situation requireAll of these styles are useful at different times, but used at the wrong time they can be disastrous e.g. too much listening when immediate action is required, or only providing a vision when a team needs building or rebuilding.The type of leadership styles use will affect performance and results

13According to Daniel Goleman, there are six leadership styles which are associated with the various elements of emotional intelligence in different combinations.

The word leadership can refer to:

The process of leading. Those entities that perform one or more acts of leading. The ability to affect human behavior so as to accomplish a mission designated by the leader

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Leadership Qualities1. HumilityIt is often found in the most effective leaders, including Pope John Paul II and Abraham Lincoln. 2. IntegrityLeaders in different industries and cultures can and do spar over the rules, but integrity is the bedrock characteristic of straight dealing. If you lose your integrity, you lose everything.

Leadership Qualities3. DecisivenessA leader's ability to step up and make decisions, even if it's deciding only when consensus has been reached and it's time to act. 4. Take riskLeaders have the courage to act in situations where results arent assured. Theyre willing to risk failure.

Leadership Qualities5. Emotional resonanceThis is the ability to grasp what motivates others and use it to inspire them into action. 6. Build TeamsLeaders create productive teams that draw the best from people. They effectively coach teams in collaboration, consensus building, and conflict resolution.

Leadership Qualities7. Self-knowledgeThis valuable trait will protect you from overreaching. 8. PassionFortunately, this trait is prized and encouraged in Filipino life. If you are passionate about something, that's where you will lead.

Leadership Qualities

9. ConvictionAll leaders everywhere believe in what they're doing.10. DedicationDedication means spending whatever time and energy on a task is required to get the job done, rather than giving it whatever time you have available.

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Leadership Qualities11. MagnanimityA magnanimous person gives credit where it is due. It also means being gracious in defeat and allowing others who are defeated to retain their dignity.12. OpennessOpenness means being able to listen to ideas that are outside one's current mental models, being able to suspend judgement until after one has heard someone else's ideas.

Outstanding Student Leader QualitiesPerformanceDemonstrates success in carrying out the duties of the leadership position, or the duties necessary to successfully complete the project and/or activity.VisionDemonstrates ability to provide direction for the organization.

Outstanding Student Leader QualitiesInitiativeDemonstrates ability to take the lead in meeting organizational goals.CommitmentDemonstrates reliability and dedication to accomplish the goals and objectives of the organization, or the unique service objectives related to service learning. Dedication and implementation and organization of community service events.

Outstanding Student Leader QualitiesCharacterUse of good judgment reflected in all activities. Performance, vision and initiative above the norm in service activities. Character may also be revealed by an individuals ability to overcome physical and/or environmental handicaps.

Basic Leadership StyleAutocraticLaissez-faireDemocratic

Autocratic Leadership Style The classical approach Manager retains as much power and decision making authority as possible Does not consult staff, nor allowed to give any input Staff expected to obey orders without receiving any explanations Structured set of rewards and punishments

Democratic Leadership Style

Also known as participative style Encourages staff to be a part of the decision making Keeps staff informed about everything that affects their work and shares decision making and problem solving responsibilities

The LeaderA coach who has the final say, but gathers information from staff before making a decision Produce high quality and high quantity work for long periods of time Staff like the trust they receive and respond with cooperation, team spirit, and high morale

The Democratic LeaderDevelops plans to help staff evaluate their own performance Allows staff to establish goals Encourages staff to grow on the job and be promoted Recognizes and encourages achievement

Democratic leadershipshould not be used when

Not enough time to get everyones input Easier and more cost-effective for the manager to make the decision Cant afford mistakes Manager feels threatened by this type of leadership Staff safety is a critical concern

Laissez-Faire Leadership Style

Also known as the hands-off style The manager provides little or no direction and gives staff as much freedom as possible All authority or power given to the staff and they determine goals, make decisions, and resolve problems on their own

An effective style to use

Staff highly skilled, experienced, and educated Staff have pride in their work and the drive to do it successfully on their own Outside experts, such as staff specialists or consultants used Staff trustworthy and experienced

The TransformationalLeadership

Make change happen in: Self, Others, Groups, and Organizations Charisma a special leadership style commonly associated with transformational leadership; extremely powerful, extremely hard to teach

Corrective Leadership

Empowers staff to facilitate collaborative and synergismWorking with and through other people instead of bowing to authoritarianism

Change Leadership

Endorses alteration Beyond thinking about individuals and individual organization, single problems and single solutionsRethinking systems to introduce change on parts of the whole and their relationship to one another

Intelligence Leadership

To navigate the future by embracing ambiguity and reframing problems as opportunitiesA proactive stance in taking their organizations into uncharted territory

Multicultural Leadership

Fosters team and individual effectivenessDrives for innovation by leveraging multicultural differencesTeams work harder in an atmosphere of understanding and mutual respect

Servant Leadership

A practical philosophy focusing on people who choose to serve first and then lead as a way of expanding serviceServant leaders are "servants first" with the object of making sure that other people's highest priority needs are being servedLeaders put the needs of their followers first; these leaders rare in business

To lead you must first be able to follow: for without followers, there can be no leaders.

Organization climateOrganizational climate(sometimes known as Corporate Climate) is the process of quantifying the culture of anorganization; it precedes the notion oforganizational culture. It is a set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior. ] Climateand culture are both important aspects of the overall context, environment or situation..Organizational climate, on the other hand, is often defined as the recurring patterns of behavior, attitudes and feelings that characterize life in the organization,while an organization culture tends to be deep and stable. Although culture and climate are related, climate often proves easier to assess and change. At an individual level of analysis the concept is called individual psychological climate. These individual perceptions are often aggregated or collected for analysis and understanding at the team or group level, or the divisional, functional, or overall organizational level

ApproachesThere are two difficulties in defining organization climate: how to define climate, and how to measure it effectively ondifferent levelsof analysis. Furthermore, there are several approaches to the concept of climate. Two in particular have received substantial patronage: thecognitiveschemaapproach and theshared perceptionapproach.Cognitive schema approachCognitive representations of social objects are referred to as schemas. These schemas are a mental structure that represents some aspect of the world. They are organized in memory in an associative network. In theseassociative networks, similar schemas are clustered togetherShared perception approachSome researchers have pursued the shared perception model of organizational climate. Their model identifies the variables which moderate an organizations ability to mobilize its workforce in order to achieve business goals and maximize performance.[5]

LEADERSHIP & IMPACT ON ORGANISATION CLIMATE

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Different leadership styles on the organizational climate and performancedirects the organization in a way that makes it more cohesive and coherent. Leadership is a process by which a person influences others to accomplish an objective

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6 key factors that influence organization climateFlexibility i.e. how free employees feel to innovate unencumbered by red tape;Level of standards that people set;The sense of accuracy about performance feedback and aptness of rewards;The clarity people have about mission and values;The level of commitment to a common purpose

43According to Daniel Goleman, there are six leadership styles which are associated with the various elements of emotional intelligence in different combinations.

How different leadership styles affects the organizational climate and performanceCoerciveAuthoritativeAffiliativeNEGATIVE ASPECTS top-down decision overrides new ideasStaff unable to act on their own initiative, loss of ownershiphas a damaging effect on rewards systemUndermines motivation to employeesWill not work when working with a team of experts/peers who are more experienced.Can undermine an effective team if authoritative becomes overbearingExclusive focus on praise can allow poor performance to go uncorrectedPerception that mediocrity is toleratedRarely offers constructive advice on how to improve (directionless)POSITIVE ASPECTSappropriate in severe situations and emergency i.e. during a turnaround or when a hostile takeover is loomingAble to break failed business habits and shock people into new ways of workingCan work with problem employees when all else has failedMost effective among the 6 leadership stylesMotivates people and able to lead them to a clear directionMaximizes commitment to the businesss goals and strategy with defined standardsGives employees the freedom to innovate, experiment and take calculated risks.Reap strong loyalty by building strong emotional bonds Drives up flexibility and does not impose unnecessary strictures on how work is doneOffers ample positive feedback for motivationCreates a sense of belonging for employees

44According to Daniel Goleman, there are six leadership styles which are associated with the various elements of emotional intelligence in different combinations.

How different leadership styles affects the organizational climate and performanceDemocraticPacesettingCoachingNEGATIVE ASPECTS employees may not be competent or informed enough to offer sound adviceUnable to reach to a consensus/decisionoverwhelmed by demands of excellence; morale will dropEmployee dont feel trust to work in their own way or to take initiative as ideas will be shot downWork becomes task focused, dependent and routine, with no sense of flexibility and responsibilityIneffective if employees are resistant to learning or changing their waysMay create fear or apathy through ongoing performance feedback

POSITIVE ASPECTSDrives up flexibility and responsibility when letting employees have a say in decisionsEmployees tend to be very realistic about what they can and cannot be accomplishedWorks well when all employees are self-motivated, highly competent and need little direction/coordinationGet work done on time and even ahead of scheduleHelps employees to identify their strengths and weaknesses; establish long-term development goals and helps to attain themEmployees are more responsible when they know what is expected of them and how their work fits in the pic

45According to Daniel Goleman, there are six leadership styles which are associated with the various elements of emotional intelligence in different combinations.

How different leadership styles affects the organizational climate and performanceLeaders who used styles that positively affect the climate had better financial results than those who did not;Studies have shown that leaders who have mastered 4 or more styles (esp. the authoritative, democratic, affiliative and coaching styles) have the very best climate and business performance

46According to Daniel Goleman, there are six leadership styles which are associated with the various elements of emotional intelligence in different combinations.

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