(Lok and Crawford 2001) Conclusion It is desirable that the area of Human Resources Organization to consider when selects and place the person in office, that is right for it, taking into consideration what the design of the post and demand structure, and what their superiors and subordinates expect from it. (Deal, and Kennedy 1999) Consider what subordinates expect their leaders is not something that the areas of Human Resources are now discoursing to select who will occupy levels supervision, despite the success of areas will depend on the momentum generated between them
In other words, what makes a person a leader is the willingness of people to follow? Also, people tend to follow those who will provide the means for the satisfaction of their wants and needs. Leadership and motivation are closely interrelated. (Dunbar et al
(Pors and Johannsen 2003) An organizational culture means to be developing activities with a common goal with a working group, with goals that unite people embedded in the organization, functioning as an organization is an ordered set of work and the team mentality where develop individual activities carried out jointly approach the company achieve its objectives. (Engel Brecht and Chamberlain 2005) Any firm or company hopes to have a clear and effective organizational culture inserts in your organization
This is a concept incorporating four dimensions: self-awareness (confidence), self-control (emotional coolness, initiative, adaptability, openness, and optimism), social awareness (empathy, organizational awareness, orientation service) and social skills (influence, a catalyst for change, communication, conflict management, teamwork and collaboration). (Block 2003) Leadership styles and organizational culture According to David McClelland, a professor of organizational psychology at Harvard, the leaders who have at least six skills of emotional intelligence are far more effective than those who have less
(Riketta 2002) Discussion In this paper we see that a good corporate culture is of great benefit to any organization productive and beneficial to achieve this culture is closely linked to good performance that has the leader of this organization. (Cameron et al
While some have naturally predisposed to leadership, it is also true that leadership develops over time. What is the key to a productive leadership? How to improve weaknesses to achieve positive results? How to mobilize and energize your team towards a common goal? (Chen and Francesco 2000) According to Daniel Goleman, a Harvard professor, psychologist, author of the internationally recognized best seller "Emotional Intelligence," there are six leadership styles and each style is adapted to specific conditions
One institution moves toward organizational stability Christianizing the powers of the effectiveness through such things as personal, interpersonal, managerial and organizational. (Cray and Mallory 1999) This means that leaders must possess a level of maturity and learning that allows each person identified as a single person, which should be involved in the organization as part of a system essential for the stability of the company
(Politis 2001) Strengthen the administrative leadership in the organization begins to specify the behavior expected by staff in supervision of staff position, continue to inventory the staff competencies for leadership and administration to determine the performance gap leadership and finally, develop those behaviors required for administrative leadership successful, because the development of leadership skills is essential in an existing organization. (Cronk 1999) The development of leadership skills must start providing administrative opportunity for self-exploration of individual motivations and self-assessment of the current state that are their leadership capabilities, allowing people to generate a vision of themselves as leaders and create opportunities to practice leadership and experience the satisfaction of exercising it
(Lok and Crawford 2001) Conclusion It is desirable that the area of Human Resources Organization to consider when selects and place the person in office, that is right for it, taking into consideration what the design of the post and demand structure, and what their superiors and subordinates expect from it. (Deal, and Kennedy 1999) Consider what subordinates expect their leaders is not something that the areas of Human Resources are now discoursing to select who will occupy levels supervision, despite the success of areas will depend on the momentum generated between them
In other words, what makes a person a leader is the willingness of people to follow? Also, people tend to follow those who will provide the means for the satisfaction of their wants and needs. Leadership and motivation are closely interrelated. (Dunbar et al
(Pors and Johannsen 2003) An organizational culture means to be developing activities with a common goal with a working group, with goals that unite people embedded in the organization, functioning as an organization is an ordered set of work and the team mentality where develop individual activities carried out jointly approach the company achieve its objectives. (Engel Brecht and Chamberlain 2005) Any firm or company hopes to have a clear and effective organizational culture inserts in your organization
(Matthews and Ueno 2001) Without clear leadership, modern, spreading, the organization will not be able to achieve an organizational culture that allows you to adjust its organizational behavior in order to meet the needs of the current environment. (Goffee and Jones 2000) Organizations must have leadership that is strong, committed, and innovative and has the vision to anticipate what might happen
The idea of? a company is not to recruit people for a specific result only, is to make people recruited to work as a community, as an organization where the mix of skills and roles of individuals lead to group together to achieve the proposed results. (Koys 2001) The culture of an organization is formed in various ways: Selection of employees: the type of person recruited reflects and reinforces the culture of the organization
That personality is unique and is closely related to that of the owner or manager; this can not, alone, carrying out the strategy. (Krafft et al
There is no organization without a culture that identifies, distinguishes and guides their actions, ruling their perceptions and their public image. (Lawler 2001) In its broadest definition, organizational culture is the priority given by the organization to different things
However, most of the office everyday situations are not really real emergencies. (Lok and Crawford 2001) The leader using this style tends to think: "This emergency is so important that we do not really care what you feel now
(Block 2003) The key to this is the existence of clear roles and a degree of discretion or authority to support the actions of managers. (Maharaj 2005) The essence of leadership is the followers
1999) If you understand the motivation, will be better appreciated what people want and the reason for their actions. (Martin 2002) Thus there are ways of coping for a leader who is confronted with problems in which there to change people's thinking is adaptive
The work becomes routine and boring. (Matthews and Ueno 2001) Due to the adverse consequences of such management on the corporate culture, the leader must take all necessary precautions before selecting the style "By Example
1999) The new leader should be fit to surround himself with capable people to handle autonomy and discretion and personal touch make decisions, consider the vision and desired positioning with the courage to remove existing structures and to change or create a new culture business within the organization with which to achieve greater performance and usefulness of the organization, making it more stable and to achieve a market position against stronger competition. (Nelson and Quick 1999) In the scenario of an organization can be found that the organizational structure provides the opportunity for each area head to serve as leader