People, young and old all are looking for companies that can give them high job satisfaction whether that is with or without the suitable financial compensation package. Managers of today try to incorporate a sense of transformational leadership into their managing styles as through various researches, it has been proven to increase the productivity of the employees and make them more interested in their jobs and giving their best to the company. The need to research However, one must actually investigate as to what kind of relationship exists between the company and the inclusion of transformational leaders. The biggest factors that must be considered here are what the marginal benefits of hiring such leaders would bring to the company. Although research may suggest a positive relationship in all cases, one has to understand that dynamics of every company are very different. Transformational leadership includes developing an attractive vision, together with the employees, and clearly strategy for its achievement. They must realize the vision through small planned steps and above all express confidence, decisiveness and optimism about the company employees achieving those targets and in turn making large profits for the company. These values are required by leaders at all company sizes and hence the positive relationship has some research to back it up. On the other hand, most companies rely on numbers such as Return on Equity, Shareholder wealth etc. to gauge the performance of managers and all the employees, these may not necessarily hold true for a charity organization where the maximum weight may be given to overall welfare created by the company. However, the most important aspect that one must consider when considering an independent educational charity, is how the organization can have a competitive edge over the other charitable institutions and the biggest one can come from have the best people. Affective leaders can always attract donations because they portray an image of professionalism and are able to affectively use the donations to gain the maximum out of the money. Transformational leaders must however have certain traits present in them that can actually benefit the organization and this must be tested at the time of recruitment so that their visions can be effectively transformed into success for the company. What Does a Transformational Leader look like? Before moving into the discussion on how to effectively recruit and retain transformational leaders, the need is required to determine what transformational leaders are all about? Bernard M. Bass, a distinguished professor of management and director of the Center for Leadership Studies, at the State University of New York at Binghamton, has carried out various studies to understand the concept of transformational leadership. In his article he defines the concept as “Superior leadership performance — transformational leadership — occurs when leaders broaden and elevate the interests of their employees, when they generate awareness and acceptance of the purposes and mission of the group, and when they stir their employees to look beyond their own self-interest for the good of the group. Charismatic leaders inspire and excite their employees with the idea that they may be able to accomplish
'The Recruitment and Retention of Transformational Leaders: A Case Study of an Independent Charity' Introduction With the first decade over and moving on into the 21st century, the dynamics of running a successful business have greatly changed. As our companies increase the amount of diversification, we understand that in today’s organization managers must have an extra spark in order to motivate their employees…
The client that I have chosen for this study is a medium-sized, private company based in Riyadh, Saudi Arabia, named Excellent Solutions Trading Co. Ltd (or ES for brevity) established in 2004. This company is a manpower outsourcing and training company, which, to date, has trained over 2000 employees.
The primary objective of this research is identifying, analysing and comparing the role of e-marketing in the customer retention process of British organisations and that of in case of Saudi Arabian organisations. The paper tries to find out how the organisations in these two countries have been using e-marketing to retain their customers
To ensure that both languages are not discriminated basing a specific weakness, various properties are analyzed before a conclusion is drawn. The various factors that influence the performance of the two languages and the outcome will show the exclusive strength of the two languages in terms of the performance.
Through the strict implementation of e-recruitment, each bank can speed up and improve the overall quality of the banks’ recruitment services. Banks like Lloyds TSB in UK and ICICI in India spent a lot of money on its e-recruitment platform. Among the common reasons why these two banks invested on e-recruitment is to get hold of the most highly competitive individuals to join the team, speed up, and further improve its existing recruitment services.
Increase in the usage of the internet has transformed the manner by which the people communicate and interact with each other, notwithstanding the differences as to their locations. The increase in the usage of the internet has resulted to the popularity of social networking sites wherein the users thereof interact with each other, finding new friends and staying in touch with their old friends.
The United Kingdom labour market is volatile, with sharp boom-bust cycles. Changes are a hallmark of the United Kingdom labour market at present. Currently, there is more flexible labour market characterized by high levels of part-time workforce into temporary jobs, making entry into the labour market an easy thing.
Positions 45 Main Reasons for Difficulties in Recruitment and Selection 46 Programs to Address the Hardships Encountered in Recruitment and Selection Process 47 Recruitment and Selection Methodologies for Filling Vacancies 49 Methodologies for Candidate Selection 51 Average Length of Time for Filling Up Vacancies 52 Computing for the Estimated Cost of Recruitment and Turnover per Employee 53 Interview Results 53 Summary of Findings 60 Evaluation of the Various Recruitment Phases 60 Evaluation of Recruitment Strategies 61 Conclusions and Recommendations 63 Reflective Summary Reflective Summary 68 Personal Post Project Review 68 Client Post Project Review 69 MUBS Enterprise Post Project Review
This, however, does not make it any less urgent to find a solution. The proposed reasons for the high attrition rates were explored in this chapter. Studies have found many different factors influencing teacher retention, including the social climate of the school, the attitudes of colleagues, and the amount of assistance from administration.
The study was literature review based. It applied a secondary approach of research, in which vital information researched previously for different avenues, and availed online was explored. The study focus of the study was on the Post-Acquisition Staff Retention at Kraft after taking over the Cadbury Company.
40 pages (10000 words)Dissertation
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