Application of leadership

p LEADERSHIP A COMMUNICATION PERSPECTIVE

2007

Leadership communication objectives are set for the organization or the unit as well as for specific individuals . Therefore two kinds of plans are needed : plans for the team and individuals ' plans . Wherever objectives are specified for a group of people working together towards a common goal , a team goal is required . Within the team individuals are assigned specific objectives for achieving and these individuals need individual or personal plans

Regular performance review is one of the main features . In the absence of a review

system the system cannot function . The focus of the goal setting is on Performance Improvement Future corrective action Frequency of reviews Self-Appraisal

It is on the basis of these five elements that the planning of the is going to work .The purpose of evaluating is to provide corrective feedback to the concerned person . In such a system , the appraisal may be done for the purpose of assessing the individual 's potential and his compensations for career planning and identification of training and development needs and also includes appraisal of personality traits and not merely performance

Top Management Support

Goal setting to be successfully implemented it is important that it has the full backing and support of the top management . In the process of implementation , there may be some redefining of objectives which in turn may lead to jobs being redefined . restructured or even in some cases . This is bound to lead to conflicts and friction and top management intervention may often be required to soothe disturbed emotions and find practical solutions . Top management needs to exhibit great patience , understanding and perseverance to see goal setting through its teething age

Staff Motivational Methods

Reward management is about the development , implementation , maintenance communication and evaluation of reward processes . A substantial knowledge does exist that focuses on the relationship between reward systems and the degree to which participative management is practiced If an organization wishes to operate in a participative manner , it needs to change all its systems , including its motivational system . For effective participative management a different approach to pay for performance is required . It is to suggest that the correct approach is to pay bonuses based on group or plant-wide performance

For success of participative management team performance needs to be rewarded . Of late , reward system practices are changing in consistent with participative management . Gain sharing has become increasingly popular in the last decade , and skill-based pay plans have replaced job-based plans in many manufacturing locations practicing participative management

Reward systems influence attraction and retention of employees . Overall those organizations that give the most rewards tend to attract and retain the most people . This seems to occur because high reward levels lead to high satisfaction , which in turn leads to lower turnover and more job applicants

The best performers represent a particularly interesting retention pr6blem . To retain them , a reward system has to work on a par with those received by individuals performing similar jobs at a similar level in other organizations...