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Showing posts with label principle of management. Show all posts
Showing posts with label principle of management. Show all posts

DEFINITION OF LEADERSHIP/FOLLOWERSHIP


DEFINITION OF LEADERSHIP
 
WHAT IS LEADERSHIP
This is a positional head that influence, motivate and mobilize others to work towards achieving the organization goals. In management it is the ability to direct, guide and motivates people towards the attainment of a given set of goals in an organization. A leader is someone that has the ability to influence a group towards the achievement of goals.

 WHAT IS THE DIFFERENCE BETWEEN EFFECTIVE LEADER AND EFFICIENT LEADER
Effective leader lead by examples and accomplishment while Efficient leader motivate subordinate to voluntarily contribute to the organization goals.

THEORY OF LEADERSHIP
Trait Theory: It states that a leader must posses some quality that fit them to lead others. Since it has to do with interpersonal relationship with others leaders must have ambition and intuition.

Situational Theory: This theory state that this type of leaders emerges as a result of need. Such leader will only operate on the situation that leads to his emergence.

TYPE OF LEADERSHIP
Generally, there are three types of leadership: autocratic, laissez fair and democratic leadership. Others are transactional and transformational leadership.

Autocratic leadership:  This is the leadership style in which the leader is seen as one who commands s and expects compliance. He is dogmatic and positive and leads by the ability to withhold or give rewards and punishment. The hallmark of an autocratic leader is that he does not allow subordinates to participate in decision -making process

Democratic Leadership

: Under this form of leadership, the leader consult with subordinates on proposed actions and decisions and encourage participation from them.

Laissez Fair Leadership: This is the type of leadership in which the leader uses his or her power little, if at all. It give subordinate a high degree of independence in their operation. Under this type of leadership the leader depend largely on subordinates to set their own goals and the means of achieving them.

Transactional and Transformational Leadership: This type of leader tends to be inspirational relying on personal charisma, and ongoing trust in the leader’s ability. It also involves empowering team members to act out of self-generated enthusiasm and interest.

Other types of leadership are (1) Toxic Leadership. (2) Behavioral Leadership and (3) Situational Leadership.


NOTE: There is no one best form of leadership, the entrepreneur or management situation will determine the most appropriate form at a point in time.


WHO IS A LEADER
 A leader is an individual who directs, persuades, induces and inspires others to aspire in other to realize the goals of a group or society.

QUALITIES / CHARACTERISTICS OF A GOOD LEADER
1. He should have a respectable physique.

2. He should have an all round knowledge.

3. He should have an acceptable personality.

4. He should be self-confidence, posses aggressiveness and adaptability personality

5. He should be determined.

6. He should be sociable_ display interpersonal skills etc.

7. He should have listening ears.

8. He should be altruistic_ thinking of his followers before himself.

9. He should be focus.

10. He should posses a good communication skill.

11. He should be empathizing, putting himself in the shoes of his followers.

12. A good leader should be supportive.

13. A good leader should be fearless.
  
 FUNCTIONS OF A GOOD LEADER

1. To formulate and carried out objectives.

2. To asses assignment with fairness.

3. To delegate authority to the followers.

4. To motivate the followers to aspire.

5. To demonstrate examples

6. To co-ordinate the activities of the followers

7. To represent the group's interest.

8. To gather and spread information.

LEADERSHIP STYLES

1. Autocratic Style: It is the use of force, threat and authority to enforce discipline and ensure compliance.

2. Democratic Style: It is involvement of the followers individually and collectively in making decision relating to goals plans etc.

3. Laissez Faire Style: It involves the exercise of a minimum influence on the followers and readiness to advise them on request

4. Affiliative Style: It is the involvement of the followers in the policy thrust of a social group.

5. Pace-Setting Style: It sets standards which the followers are expected to follow.

FOLLOWERSHIP
This is a process or an act of taking instructions from an individual (a leader). In this regards, a follower is a person who obeys and takes instructions from a leader.

QUALITIES / FEATURES OF A FOLLOWER
1.     He should have a sense of understanding.      
2.     He should be patient.
3.     He should be humble.
4.     He should be conscientious.
5.     He should be supportive.
6.     He should be attentive.
7.     He should be co – operative.

 FUNCTIONS OF A FOLLOWER
The following are some of the functions of followers

1.      To obey the leader.
2.     To assist the leader to carry out objectives of a social group.
3.     To accept and execute delegated authority.
4.     To work as a team with others in order to realize objectives of a social group.
5.     To keep the secrets of the social group
6.   To assist the leader in gathering and spreading information

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DEFINITION OF HUMAN RESOURCES MANAGEMENT

HUMAN RESOURCES MANAGEMENT

This is the management of an organization's employees, or human resources. This task is out sourced or performed by line managers or other managerial department. Human resources management is the most vital assets of any organization. It is for this reason that every personnel must be educated, trained and adaptable to the changing trends globally to keep pace with new thinking

Human resources management is a well thought out policy aimed at maximizing the potential inherent in the personnel for the optimum achievement of organization objectives.

ROLES OR FUNCTIONS OF HUMAN RESOURCES MANAGEMENT
  1. Workforce planning
  2. Recruitment
  3. Induction, orientation-skills management
  4. Training and development
  5. personnel administration
  6. Remuneration management
  7. Labour relation
as seen above one of the major function of human resources management is STAFFING

STAFFING
Staffing is one of the functions of management that involve filling of vacant positions in the organization and this entails definition of work-force requirement, selection, recruiting and appraising candidates for positions, compensating, training and development to acquire the needed skills and experience to perform  a job efficiently.

STAFFING PROCESS INVOLVE THE FOLLOWING
  • conducting job analysis
  • Planning labour needs and recruiting job candidates
  • selecting job candidates/placement
  • Selecting orienting and training new employees
  • Managing wages and salaries
  • Providing incentives and benefits
  • Appraising performance
  • Training and performance
  • Training and development
  • Building employee commitment
  • another major function of human resource management is recruiting

RECRUITMENT
This is an open invitation to anybody that consider himself/herself competent and possessing the require skills of handling the stated job. Therefore recruitment is the process of searching for hand pooling together all the prospective employees for a job in an organization.

SOURCES OF RECRUITMENT
1. Internal
2. External

INTERNAL SOURCE OF RECRUITMENT: This is the process of filling job vacancy within the organization

ADVANTAGES
1. It increases the general moral level of the employees
2. It provide more information about candidate
3. It make hiring and firing easy for control co-ordination
4. It provide most qualify candidate

DISADVANTAGES
1. It is restrictive in nature
2. It is reliable to subjectivity and manipulation
3. It hardly produce high quality candidate
.
EXTERNAL SOURCE OF RECRUITMENT: This is the process of filing a vacancy from outside of the organization. This includes
1. Advertisement
2. Employment agencies
3. Schools
4. Recommendation
5. Verbal communication

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WHO IS A LEADER AND WHAT ARE THE QUALITIES OF A GOOD LEADER / FOLLOWERS

WHO IS A LEADER
 A leader is an individual who directs, persuades, induces and inspires others to aspire in other to realize the goals of a group or society.

QUALITIES / CHARACTERISTICS OF A GOOD LEADER
1. He should have a respectable physique.

2. He should have an all round knowledge.

3. He should have an acceptable personality.

4. He should be self-confidence, posses aggressiveness and adaptability personality

5. He should be determined.

6. He should be sociable_ display interpersonal skills etc.

7. He should have listening ears.

8. He should be altruistic_ thinking of his followers before himself.

9. He should be focus.

10. He should posses a good communication skill.

11. He should be empathize_putting himself in the shoes of his followers.

12. A good leader should be supportive.

13. A good leader should be fearless.

LEADERSHIP STYLES

1. Autocratic Style: It is the use of force, threat and authority to enforce discipline and ensure compliance.

2. Democratic Style: It is involvement of the followers individually and collectively in making decision relating to goals plans etc.

3. Laissez Faire Style: It involve the exercise of a minimum influence on the followers and readiness to advise them on request

4. Affiliative Style: It is the involvement of the followers in the policy thrust of a social group.

5. Pace-Setting Style: It sets standards which the followers are expected to follow.

FUNCTION OF A GOOD LEADER

1. To formulate and carry out objectives.

2. To asses assignment with fairness.

3. To delegate authority to the followers.

4. To motivate the followers to aspire.

5. To demonstrate examples

6. To coordinate the activities of the followers

7. To represent the group's interest.

8. To gather and spread information.



 








FOLLOWERSHIP
This is a process or an act of taking instructions from an individual (a leader). In this regards. A follower is a person who obey and take instructions from a leader.

QUALITIES / FEATURES OF A FOLLOWER
1.     He should have a sense of understanding.
2.     He should be patient.
3.     He should be humble.
4.     He should be conscientious.
5.     He should be supportive.
6.     He should be attentive.
7.     He should be co – operative.

 FUNCTIONS OF A FOLLOWERS
1.      To obey the leader.
2.     To assist the leader to carry out objectives of a social group.
3.     To accept and execute delegated authority.
4.     To work as a team with others in order to realize objectives of a social group.
5.     To keep the secrets of the social group
To assist the leader in gathering and spreading information


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WHAT IS THE DEFINITION OF MOTIVATION AND THE THEORIES


DEFINITION OF MOTIVATION
Motivation refers to the factors that stimulate, drive, aspire, and arose the desire of human being  towards achieving organization goal. It is what causes us to behave the way we do.

FEATURES OF MOTIVATION
1. Energy Arousal: This is inner urge that prompt us to mobilize resources and achieve our goals.

2. Direct of Effort: This enable us to have a focus towards the attainment of a particular goal.

3. Sensitivity to Relevant Stimuli: This will help us to pay attention to only those things that are relevant to the attainment of our goal, While ignoring the irrelevant ones.

4. Organization: The response unit is organize in sequence.

5. Persistence of Activities: Our effort is enduring until the motivation condition change

THEORIES OF MOTIVATION
1. ABRAHAM  MASLOW'S HIERARCHY OF NEEDS­­- This theory was propose by Abram Maslow; A famous American psychologist. His theory state that human motives develop in sequence according to five level of needs in order of importance.

NAMES OF NEED ACCORDINGLY
  • Physiological need- These are the basic need for sustaining our lives. e.g. Food, Water, Clothing, Air, Shelter
  • Safety Needs- This are protection against danger, fear, lost of jobs and properties etc.
  • Social Needs- This refers to the need to associate and be accepted by others.
  • Esteem Needs- An individual desire to develop self respect and self confident to have personal prestige.
  • Self Actualization Needs- To realize one's potential for continual self development.

















2. TWO-FACTOR THEORY- This is otherwise know as hygiene theory. It was propose by Fredrick Hertz berg. He believes that factors which create  satisfaction are those that come from the inner (i.e intrinsic) content of the job. These are satisfiers or motivators, they include achievement, recognition, the work itself e.t.c. This satisfy higher needs.
   However, factors which create dissatisfaction are from the outer (i.e extrinsic) job context. These are dis-satisfier or hygiene factors. Examples are salary, job security, status, working condition. this satisfy lower need.

3. X AND Y THEORY- It was propose by Douglas McGregor.
Theory X has a number of negative absorption against man. X theory believe the following
1. Man is naturally lazy in nature
2. Man lacks ambitions, it dislike responsibility and prefer to be lead
3. Man is self center and indifferent to goals of organization
4. Man is by nature resistance to changes

Theory Y view man positively with this absorptions
1. Man is not by nature lazy.
2. Man values work.
3. Man is ambitious delightful, responsible and has initiative.
4. Man is considerate and ready to direct his behavior towards organization goals.
5. Man by nature is not resistance to changes and organization goal.






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WHAT IS TRAINING AND DEVELOPMENT

WHAT IS TRAINING AND DEVELOPMENT

Training is the development of individual skills for ultimate success charges in the environment imply that knowledge has to be expanded to cope with changes. Development on the other hand is on the job training. Improvement of skills is necessary for the growth and development of the organization.

EDUCATION AND DEVELOPMENT
This offers a comprehensive exposure to general knowledge. Education informs us of the events in the world in which we live. It broadens our mind and improves our attitudes and perception. Development is a collection of theoretical and practical experiences aimed at improving job functions.

DIFFERENCES BETWEEN THREE CONCEPTS
Education leads on to form a total being. It takes place before entry into organization.
Training on the other hand is on the job to improve skills for better performance.
Development prepare individual for career growth.
.
OBJECTIVE OF TRAINING
The following are some of the objectives of training.
1. Organization level: It aimed at meeting organization / corporate goals
2. Individual level: Every organization recruits the best who are themselves trainer in their right. Given the leadership quality they are able to delegate to subordinate.
3. Employee level: Training improves the drive, initiative and quality of work of the employees. It improves workers productivity.

PROBLEMS OF TRAINING AND DEVELOPMENT
1. Training needs, objective and content must be identified
2. Lack of requisite professional hands to train workers
3. Cost of training new employees

METHODS OF TRAINING AND DEVELOPMENT
1. On the job training/ coaching
2. Introduction/ Orientation
3. Apprenticeship
4. Demonstration
5. Formal training.

METHODS OF DEVELOPMENT
1. Under-study superior officer to create a structure of succession planning in place
2. Job rotation
3. Self development / Self assessment

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