So lack of appropriate leadership was the main issue for the company facing so many crises. Following are the related four sub issues. One of the four sub issues was lack of motivation amongst employees. It is very important to keep the working environment challenging for the employees so that they are kept motivated. But again how challenging it should be so that it does not harm the productivity is again the leader’s responsibility. By the implication of the expectancy theory, the employees of the company could have been motivated. The theory relates to the determinants of the attitudes and behaviors at the workplace. There are three things that this theory explains that are valence, instrumentality and expectancy (Judge and Robbins, 2010). Valence is the measure of the attraction and the satisfaction associated with the predefined outcome for an individual. Instrumentality is the belief of the person regarding the relationship amongst performing the action and experiencing the outcome. Expectancy is the belief related to the link amongst the effort making and the good performance in true terms. So if the CEO at that time could have been able to use this theory then the results might not have got worse like in the decade of his leadership. Maslow’s Hierarchy of Needs Theory is one other theory that applies in this case. The reason is that the new CEO failed to fulfill the two higher level needs of the employees of the company that are the esteem and self actualization, Esteem incorporates internal factors like self-respect, achievement and autonomy external factors like recognition. Self-actualization relates to things like achieving your potential, growth and self-fulfillment. The new CEO could not safeguard the higher order needs of the Maslow’s Hierarchy Need Theory. Another sub issue was lack of trust in the company amongst the CEO and all levels of employees. It is known that trust is an expectation that is positive that another does not and will not by words, decisions and actions act opportunistically. Trust is based on two things mainly that are familiarity and risk. Trust has a lot of dimensions mainly like integrity, competence, consistency, loyalty and openness etc. Integrity relates to things like truthfulness and honesty, competence means the interpersonal and technical knowledge and skills, consistency relates to predictability, good judgment and reliability under various situations, loyalty means the willingness to safeguard and protect face for any other person and openness relates to the reliance on someone else to provide you the truth in full. Basically there are three types of trusts that employees in any company can experience. One is deterrence or fear of punishment based trust, the other is identification or trust based on mutual understanding, appreciation for other people’s desires and wants, and the knowledge based or behavioral predictability based trust that roots back to the interaction history. At J.J. Meyers Company the basic issue was that the trust was deterrence based. It means that the employees feared punishment and were forced to trust the CEO whereas they dint not like his leadership style at all. One other issue was that the expectations of the employees were not being fulfilled as they were being in the previous times of success of the company. The culture, the leadership style, the communication, group dynamics are the things on which the perception of the worker is based and these are the things that direct the
The main issue with J.J. Meyers Company was that it lacked an appropriate leadership. In the decade when the company was facing problems and crisis the main problem was that it lost a good relationship and a factor of trust between the employees, labor and the top management…
As firms work through these changes, business leaders are beginning to acknowledge that organizational culture plays an integral part in the change towards sustainability. In spite of numerous corporate sustainability reports that set out how corporations do business, most organizational leaders lack a clear comprehension of how to transition their business to becoming sustainable business.
Other researchers such as Baiman et al. (1995); Nagar (2002) researching on organizational design have focus on survey based perceptual measures of decentralization and strength of incentives (Baiman et al. 1995; Nagar 2002; Abernethy et al. 2004; Moers 2006; Widener et al.
It also states the salient features of the "patient focused care" approach adopted by healthcare institutes in order to increase the levels of patient satisfaction.
Organisational Design is defined as the grouping together of resources (personnel and equipment) in the interest of the economy for the purpose of coordination and to achieve the goals and objectives efficiently (Kovner and Neuhauser, 2001).
g a system of co-ordinated activities in which individuals and groups of people work co-operatively under leadership toward commonly understood and accepted goal” (Watson, Gallagher and Armstrong, 2005. p.151).
The aim and objective of the united people who create an
Having a definitive framework means having a well-dedicated structure such as the SWOT tools and other technique. The first benefit of definite arrangements is that it forms a guideline that everybody in the organization follows or aligns on daily assignments executions, thus making everybody aware of their mandate.
Having a definitive framework means having a well dedicated structures such as the SWOT tools and other technique. The first benefit of definite arrangements is that, it forms a guideline that everybody in the organisation follows or aligns on daily
At times, the uncertainty being faced by the company would result in effective opportunities while on the other hand; it can bring a lot of competition and threats. Therefore, it is significant that business enterprises effectively manage uncertainty. The aim of
By nature, some organizations are more centralised and function better when the control is confined within a few departments (if not a single department). On the contrary, the modern business models are mostly based on
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