Posted at 11.22.2018
In todays powerful and competitive environment, it is becoming compulsory for the organisations to ensure that they have a reliable pool of resources that provides them support in handling all problems in a powerful way. All together, it is similarly important to possess leaders in the company who can stimulate other people to carry on the key tasks and these are the experts who ensure that problems are eradicated when they are in their preliminary phases (Nyabadza, 2010). Matching to Martin, Currie and Finn (2009), control is defined as the process where an individual has affect over others to motivate them in achieving the goals that will assist the organization to go in a right direction.
I buy into the notion that better control is too often proposed as a panacea of organisational problems which have other roots as individuals who have good and effective command skills can solve all problems in highly efficient manner. In every organisation, there are several problems and all of them can be solved when their main causes are recognized and remedial steps are taken up to eradicate the foundation of the issues as it will ensure that organisational productivity is improved (Hays, 2008).
In my estimation, better command is the answer for various organizational issues such as job dissatisfaction as there may be a gap between the job requirements and the jobholder's personal qualities; with the help of an influencing head, the jobholder can be encouraged to execute with high performance level. However, it can be argued that a person's job should be redesigned so that he is eager to make effective contribution in the organisation's increased performance.
According to Bass and Bass (2008), although leaders can inspire the employees to increase their efforts but if there is a conflict between the job requirements and employee's level of skill then the root cause should be eradicated. The writer argues that command can temporarily handle the problem but in the long-term it can hamper the performance of employees which can create ineffectiveness in company. In my opinion, the better command can definitely impact the employees to enhance their efficiency which can enhance their contribution level for organisation's better performance.
It can be rightly explained that better management provides more chances for resolving the organisational issues that have other origins but it is evenly important that more in-depth examination is done to improve the productivity degree of the employees. In order to have better management influence, it is important that the company culture is supportive for the increased performance of the company. It's been argued by Hays (2008) that management along with supportive working culture and all the factors are in place that will provide support for improving the performance of the organisation.
The work culture is established by implementation of various important elements such as making of policies that will provide liberty to employees to make important decisions, giving them the energy of undertaking important projects, bettering their skills basic by equipping them with latest knowledge and boosting their satisfaction level with the job. All of these factors can be produced evident only when the leaders show these aspects by their behaviour; therefore, the better leadership will be an excellent option for fixing any issues related to the work culture (Martin, Currie & Finn, 2009).
Likewise, for instance, in case a subordinate needs help in a certain job that must be completed by the individual by himself, then providing help with some critical aspects gives a confident impact that the first choice is co-operative and facilitates his/her subordinate in completing the project promptly. The leaders have to ensure that the task environment is conducive and favourable for the employees in order that they feel peaceful and relaxed and enjoy undertaking their work. Similarly, there should be a satisfying system for those employees who attain their goals so that they can be shown that their efficiency is liked (Nyabadza, 2010).
In my opinion, better management is usually the best solution for just about any dissatisfaction with the work as a innovator can provide information and impact the subordinates to get determined to make valuable contribution in the organization. However, it is an acknowledged fact that employees will be encouraged to make valuable contribution in the organisation only when they'll see they are regarded as a valuable property by the organisation and their mangers give importance to their opinions. The managers often do not show their understanding for the employees' suggestions and it gives a negative sign to them about their contribution in the company.
Although it is looked at that an effective leadership is vital for the improved upon performance of the organisation but there must be supportive mechanisms in place so that we now have no issues about the leadership perception in the organisation. In order to stimulate the employees, market leaders of an company have to ensure that appropriate mechanisms are in location to improve the employee's sense of belongingness.
For occasion, the subordinates of a department should be involved in key decision making processes in order that they feel respected and their recommendations should be integrated if they seem to be practical options. It'll tend to improve the job satisfaction of employees that will bring about improved upon performance of the organisation (Bass & Bass, 2008). Also, when subordinates receive the discretion of earning some decisions on their own such as arranging their every month goals, deciding about their project schedule, developing clubs for the task and etc. , they are prepared to make more successful contribution that can raise the positioning of the company in its respective industry (Nayabadza, 2010).
In most of the organization, command and management are used interchangeably; however, there's a huge difference between your two terminologies. The management function will involve planning, staffing, managing, directing and managing the company's resources so that each subordinate is well-aware of the goals that he/she must achieve and all of these functions are performed with a manager. On the other hand, leadership element deals with the power of influence which attribute can be found in any staff; a manager might not necessarily be a powerful dealer (Bass & Bass, 2008).
Although the control is very important to effective performance of the company but the work culture should support proper implementation of control aspects so that the enhanced performance can be made apparent in the financial results. On the contrary, the studies of the studies of Hays (2008), Martin, Currie and Finn (2009) and Nayabadza (2010) state that better leadership needs to be associated with other critical indicators that can boost the productivity of an company as there are many conditions that can be resolved by using other approaches such as counselling lessons, open discussion community forums and resolving issues on the consensus basis.
According to Hays (2008), the conflict theory recommended by Marx can be applied to resolve any sort of concern that is resulting in negative productivity of employees. Since there a wide range of factors that can cause problems in the organisations, it is important that issues are tackled beforehand in order that they don't create any severe problem within its business businesses.
Everyone within the company has to ensure that there surely is clarity about the organisational objectives plus a culture of trust and integrity so that an improved control style can resolve the organisational problem but in-depth examination is vital for complete eradication of the condition. It could be argued that the very best management must ensure that this has well-trained leaders who can stimulate the workforce but the people at top level have to also show their support and follow the guidelines established by them so that a positive transmission is given to the employees. A highly effective command culture can be created when the top management can affect the individuals and motivate these to make valuable contribution in the company (Martin, Currie & Finn, 2009).
In order to ensure that everything within the company is well-synchronized and organizational problems are effectively addressed, it's important for the market leaders to demonstrate the leadership style that is compatible with the working environment. I buy into the notion that better command is too often a panacea for organisational issues that have other origins because it can effectively motivate the employees to undertake those actions that will be beneficial for the organisation in the long-run. However, it could be argued that along with management, other factors will have to be executed such as friendly and supportive top management, liberty to make decisions, calm and comforting work culture and discretion to solve low level issues at the employee's level.
In order to show good leadership behavior, the leaders must ensure that they develop their own non-verbal communication skills. Similarly, it's important to allow them to do their self-analysis so that they know about their id, talents and weaknesses. Since the followers have a tendency to study from the techniques that are followed by the leaders, it is important for the market leaders to ensure that they show moral behaviour, develop a charismatic personality in order to have positive effect on the subordinates and ensure that they reward exceptional performance so that the employees' satisfaction and motivation level gets enhances. Whenever there are better leadership styles demonstrated by the managers, there will be more chances that the organisational problems are resolved in their primary level and the performance of organisation gets more improved in its particular market.