Data Bases • Custom Term Papers • Free Term Papers • Free Research Papers • Free Essays • Free Book Reports • Plagiarism? Links • Top 100 Term Paper Sites • Top 25 Essay Sites • Top 50 Essay Sites • Search 97,000 Papers @ DirectEssays.com • Search 101,000 Papers @ ExampleEssays.com • Search 90,000 Papers @ MegaEssays.com Free Essays • Term Paper Sites • Chuck III's Free Essays • Free College Essays • TermPaperSites.com • My Term Papers • Get Free Essays • Essay World • Planet Papers	Search Lots of Essays Back to Subjects - Business Leadership Towards Success Leadership Towards Success Regardless of how we tend to view leadership, research shows that leaders do not necessarily possess any more of these positive traits than anyone else. Effective leaders do, however, develop and practice certain behavioral skills that contribute to their success. Rather than relying on personality traits, leaders should work to develop their relationships with followers, peers and other leaders. Effective leaders show intelligence, good judgment, honesty and integrity, responsibility, stability, initiative, persistence, accountability, insight, maturity, dependability, optimism, enthusiasm, ambition, confidence, flexibility, vision, empathy, sincerity, charisma, and trustworthiness. Make sure you don't bring your fears to work. While you don't have to be the life of the party, you have to reassure your employees that, in the larger scheme of things, current events are a bump in the road--painful to be sure, but ones that will be overcome as surely as night follows day. Keep your door open to your employees. Be liberal with time off. Let them know you are there to talk with them anytime--give them a way to reach you at night and on weekends. Encourage them, in a positive manner, not to "work hard," but to do the best work they can. You are counting on them, as are their fellow employees, their families and your customers--indeed, the entire country is counting on one another. To the extent that you can afford it, make counseling available. If you are not able to provide one-on-one therapy, perhaps you can sponsor a group. Remind them frequently that you love them like family and are there for them. Therefore, you must take the first step. Understand that others can perform some of your duties as well or better than you can. Loosening the strings doesn't diminish your importance; it increases it. And continue to remind yourself that, with only so many hours in a day or week, you are limited by those hours. Start to practice hands-off management. Every day, give your employees more tasks and responsibilities. It's perfectly OK to tell them how you handle each such task and, of course, tell them why you do some things a certain way. Then, reassure them that you want them to experiment, to find better ways of producing the product, delivering the service, billing the client, and generating new sales. Let them know several important things. You expect and respect failure. That you learned from your mistakes and they will learn from theirs. Remind them of the great confidence you have in them. And pledge to them that you are there to help if they run into trouble. Let them know that although business has been good up to this point, it can't get better without even more help from them When we talk about hiring the best person, we don't necessarily mean the candidate with the greatest paper resume or the one who's attended the finest university. What we're suggesting is that you have your antennae up for the person who most impresses you with his or her understanding of your vision and what the journey ahead looks like. On the other hand, does this candidate have the personal confidence to challenge some of your own current methods? While you're not looking for someone to disrupt a successful business, you will need someone who is able to help you take your business to the next level. That's rarely easy. Many companies build to a sales level of a few million dollars and hit a wall they're never able to clear. This is an area in which your new CEO may have the greatest impact. By offering even minor changes to your successful operation, he or she will have you asking, "Why didn't I think of that?" My experiences with business leadership have been very limited because I have not yet taken to a management position. Other people ask me how come I can’t keep a job and I say it’s because I have not created the chance for myself to compete with the entire work force of thinkers. It’s the thinkers that really succeed in the business world nowadays. Plato said that philosophers should be the ones to lead countries and not politicians because they are to eager to please. I agree with this statement because it is not only a politicians job to please but to please others as well which is why philosophers should rule. I think society as a whole and not just in the business world would be better if philosophers ruled because we would be greatly subjected to enlightenment. But that’s not what I’m supposed to be talking about now is it. The thing is that every business should have a creative leader and that it is foolish to think otherwise. People want certain things in life and the things that they cannot attain by themselves they need businesses to creat products to be attained for them. It is the social psychologists job to think of what they want and advertise it in a way where they cannot live without it. So go ahead and take the plunge. Either hire new talent, or promote from within. Just always be there to lend support, the wisdom of your experience and, yes, constructive criticism when it's warranted. Your business will never be the same—but with proper planning and little fear of change, you'll be delighted with the results. Let's clear up one thing right away: Your new partners will not be "outside partners." You're contemplating an arrangement as serious as marriage. As such, it's an arrangement that can provide as much fulfillment as it does anguish. Your business partners will be a part of your life, morning, noon and night. Decisions you make now could well become sources of endless conversation, debate and, finally, resolution. And if you select the right partners, the extra time you spend making those decisions can pay off in terms of better customer service, higher employee morale and greater profits—to name just a few benefits. Some decisions will even be deferred indefinitely, often for the better. But make no mistake: If you're used to running your business as many sole proprietors do like a personal piggy bank those days will be fond memories. Your new partners will be putting their money, time, expertise and dreams on the line. They'll be looking for a return and say. Of course, you're looking for a return, too. You want to expand your business. You didn't indicate whether you wanted to expand by moving into new locations, offering new services or merely taking on additional business. Others may disagree, but we believe you should thoroughly evaluate all other options before bringing partners into your business. Our lives are generally organized around long-term relationships a favorite dry cleaner, hair stylist and family doctor come to mind. It's easier to stay with the companies and products we're used to, and as consumers, we respond well to communications programs that build loyalty and earn our trust. So a successful marketing strategy should include an integrated marketing campaign that builds trust with prospects through the selling process and maintains customer service relationships with them long after the initial sale. That’s where transactions come in, it’s the relationship guidelines with your clients that create a good and effective transaction. It’s the good targeting of a client that can subdue an effective transaction. Now the new questions arise who do I pick as my client? And how do I get their attention? Hot prospects are the ones you've successfully moved through the first two stages of your sales cycle. When your marketing program has brought them to this point, personal selling will be needed to supply the "heat" to close sales. Instead of holding ordinary meetings with your top prospects, arrange to bring sample box lunches. Breaking bread together will help you showcase your abilities, forge positive relationships and close key sales. As transaction takes part in roles that I can not even begin to describe but I will anyway because I’m that type of character. Some strategies that help promote transactions include offering enticing compensation packages, equitable pay, flexible benefits and known incentives an organization allows itself the luxury of identifying and selecting those which meet the needs of the organization. This selection process should provide as much reliable and valid information as possible about applicants so that their qualifications can be clearly matched with job specifications. The information gathered from applications and interviews must be reliable and valid, clearly job-related or predictive of success on the job and free from potential discrimination. The interview is an important source of information about the job applicant. It can be unstructured, wherein the interviewer is free to pursue whatever approach and sequence of topics that might seem appropriate or structured where each applicant receives the same set of questions, which have preestablished answers. Regardless of the technique chosen, those who conduct interviews should receive specialized training with interviewing methods. This gives the Human Resource manager the most relevant information for making a knowledgeable decision about which applicant will fulfill the needs of the organization. In filling job openings above the entry level an employer usually finds it advantageous to use transferring and internal promotions. By recruiting from within, an organization rewards employees for past performances and sends a signal to other employees that their future efforts will payoff, while capitalizing on previous investments made in recruiting, selecting, developing, and training its current employees My experiences with transactions is the more effort you put into your end of the transaction the more you can benefit from that part of the transaction. Take my old job at pasta and company for example, if a customer had a complaint made I of course would attend to their complain because I, as an individual and who I am care about each and everyone that comes into that store that was my job. Performance measures should be quantifiable, easily understood, and bear a demonstrated relationship to organizational performance. Performance appraisal programs serve many purposes, but in general those purposes can be clustered into two categories: administrative and developmental. The administrative purposes include decisions about who will be promoted, transferred, or laid-off. They can also include compensation decisions and the like. Developmental decisions include those related to improving and enhancing an individual's capabilities. These include identifying a person's strength and weaknesses, eliminating external performance obstacles, and establishing training needs. Within many organizations, performance appraisals are seen as a necessary evil. Managers frequently avoid conducting appraisals because they dislike playing the role of judge. As a result appraisals are conduct annually, for good or evil, and forgot about. Largely the success of an organization depends on the performance of its human resources. To determine the contributions of each individual, it is necessary to have a formal appraisal program with clearly stated objectives. Carefully designed performance standards that are reliable, strategically relevant, and free from either criterion deficiencies or contamination are essential foundations for evaluation. The use of multiple raters is frequently a good idea because different individuals see different facets of an employee's performance. The supervisor, for example, has legitimate authority over an employee and is in a good position to discern whether he or she is contributing to the goals of the organization. Peers and team members, on the other hand, often have an unfiltered view of an employee's work activity, particularly related to cooperation and dependability Everyone cares about their job, its only natural to hold and treasure your job as if it were your baby, I’m not knocking anyone that sick and tired of their job but the ideal worker of course holds their job indeed very dear to them as they should. And while were on the topic of family I think that if a person’s effort in his or her job is quite evident then he or she should not be fired, of course this is the optimal work environment. But of course what’s most valuable is the transaction between worker and manager, if that relationship is secure then the appropriate relationship between customer and worker can be established. With today's workforce becoming increasingly diverse and organizations doing more to maximize the benefits of the differences in employees, Human Resource managers are evolving from the "old school" sideline player to the front-line fighters. Organizations are relying on managers to get the people who get the job done, and of course, make the company money. People have always been central to organizations, but their strategic importance is growing in today's knowledge-based business world like never before. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees, particularly as they help establish a set of core competencies which distinguish one organization from its competitors. When discussing ethical situations in the workplace, it is important to pay notice to not only the differentiation that subsidizes into a moral immoral situation or a ethical unethical situation. As for the opposition to the delegating of moral responsibility, mitigating factors and excusing factors, they would argue that the entity of the corporation as a whole should be held responsible. The executives within a corporation should not be forced to bring out all of the employees responsible into a public forum. A company should be reprimanded and be left alone to carry out its own internal investigation and repercussions. From a business law perspective this is the ideal case since a corporation is defined as being a separate legal entity. Furthermore, the opposition would argue that this resolution would benefit both the company and the government since it would not inconvenience either party. The original resolution in the National Semiconductor case was along these lines. The government permanently removed National from its approved contractors list and then National set out to untangle the web of culpability within its own confines. This allowed a relatively quick resolution as well as the ideal scenario for National Semiconductor. When delegation is necessary it is therefor as I stated above to act as the ethical superconductor of all-important responsibilities. In response, one could argue that the entity of a corporation has no morals or even a concept of the word, it is only as moral and ethical as the employees that work in that entity. All of the employees, including top ranking executives are working towards advancing the entity known as their corporation. All employees, including the sub-contractors and assembly line workers, are in some part morally responsible because they should have been clear on their employment duties and they all should have been aware of which parts were intended for government use. Ambiguity is not an excusing factor of moral responsibility for the workers. Also, the fact that some employees failed to act in an ethical manner gives even more moral responsibility to that employee. While some are definitely more morally responsible than others, every employee has some burden of weight in this case. In fact, when the government reached a final resolution, they decided to further impose repercussions and certain employees of National Semiconductor were banned from future work in any government office. Looking at the case from the standpoint of National Semiconductor, the outcome was favorable considering the alternate steps that the government could taken. As explained before, it is ideal for a company to be able to conduct its own investigation as well as its own punishments. After all, it would be best for a company to determine what specific departments are responsible rather than having a court of law impose a burden on every employee in its corporation. Yet, since there are ethical issues of dishonesty and secrecy involved, National Semiconductor should have conducted a thorough analysis of their employees as well as their own practices. It is through efforts like these that a corporation can raise the ethical standard of everyone in their organization. Certain obligations must then apply to situation that require ethical situations. Why is it important to deligate fare ethics? The answer is simple, because while striving to succeed in life one must be fair in all respects in relation to human relations in business and with all so respect to any moral decisions made. When talk is afferent to, and about ethical situations in my work I think of justice as is in the purest form. Not so much as justice means to us as a society but to me as a person who disregards all senses and focuses in on the relationship between the object and the soul in the abstract. Then the judge in its purest form will be the soul and the divine feeling that surfaces that is an unbiased just decision. Most ethical situations I’ve been in involve performance issues. Performance measures should be quantifiable, easily understood, and bear a demonstrated relationship to organizational performance. Performance appraisal programs serve many purposes, but in general those purposes can be clustered into two categories: administrative and developmental. The administrative purposes include decisions about who will be promoted, transferred, or laid-off. They can also include compensation decisions and the like. Developmental decisions include those related to improving and enhancing an individual's capabilities. These include identifying a person's strength and weaknesses, eliminating external performance obstacles, and establishing training needs. Within many organizations, performance appraisals are seen as a necessary evil. Managers frequently avoid conducting appraisals because they dislike playing the role of judge. As a result appraisals are conduct annually, for good or evil, and forgot about. Largely the success of an organization depends on the performance of its human resources. To determine the contributions of each individual, it is necessary to have a formal appraisal program with clearly stated objectives. Carefully designed performance standards that are reliable, strategically relevant, and free from either criterion deficiencies or contamination are essential foundations for evaluation. The use of multiple raters is frequently a good idea because different individuals see different facets of an employee's performance. The supervisor, for example, has legitimate authority over an employee and is in a good position to discern whether he or she is contributing to the goals of the organization. Peers and team members, on the other hand, often have an unfiltered view of an employee's work activity, particularly related to cooperation and dependability. As I conclude my paper it is easily evident that ethical differentiating is most important and it should be held with the utmost just distinctions. Bibliography: Word Count: 3066
Copyright © 2005 College Term Papers, INC All Rights Reserved.