Communicating the Organisation's Objectives, Standards and Values - Assignment Example

PROVIDING LEADERSHIP ACROSS ORGANIZATIONS Name: Course Instructor’s name Institution Date Communicating the organisation's objectives, standards and values I ensured that every new member of staff got the Organisation's handbook; it contains the organisation's goals, values and norms. After that, as the staff team-leader I took the members through the handbook and answered any questions they had regarding the topics. It ensured an instant bonding between the team and the organisation. Also, it helped them understand their duties to achieve the organisation's objectives. Linking the members' responsibilities with the organisation's standards and objectives As a leader, I understood that I had to be flexible so as to apply the organisation's mission and cultures in situations where policies became unclear. My team was motivated to view the organisation as their own. In case they identified something not working, they did what they could to solve it. If they were unable to fix it, they reported so that someone with skills in that area was assigned. Clearly state the requirements of the team in a motivational manner. So as to attain the set goal and mission, each member had to have the same end in mind. So as to achieve this, all the steps toward achieving the goals documented and timeframes allocated to each task. Also, each member was given a job description document. In the document, the role of the member was clearly stated and explicit directions shown. I found it very helpful to detail the aims of projects and to assign every member with a responsibility to an activity of the project. Communicating the objectives and goals was also done through forums, group training and one on one meetings. Address the expectations of the organisation. During inductions, all members were shown the expectations of the organisation that they followed and also through on-going training. So as to develop policies, all members and groups are involved. It is helpful in an emergency, like fire evacuation practices; this ensures safety to the members and parties involved. Members of the staff trained on the importance of environment conservation by avoiding wrong disposal of waste products. It protects the safety of those around the organisation. So as to maintain good values and ethics, members had to respect their colleagues regardless of their cultural or ethnic diversity. Every member has a right to participation in the organisation's activities and decision making. The staff members were to ensure that they always dressed appropriately and hygienic so as to ensure product safety to the consumer. It was also ensured by providing the customer with the necessary information regarding the products use and its threats. So as to ensure that the organisation offered the best service to its customer, the staff were advised trained on customer handling. Answered questions 1. Role in influencing groups and individuals in the organisation. Include all aspects that you feel are essential to building positive role modelling and efficient communication and consultation processes. The following key elements, trust, respect, confidence, confident role modelling, communicating effectively and discussion are all required to influence the group and members ethically. I learnt how to earn trust and not to demand it. For one to gain employees confidence, it's enough to be willing to do the job they do too. I became a role model for teaching ethics by showing the best practices to my team members, regarding the views of the members even though I couldn't agree with them. 2. Describe your involvement with workplace culture improvement. I developed an eloquent vision and mission, obliged as a leader to understand the organisation's view clearly. The vision included the organisation's essential standards, client treatment approach, and ways to improve efficiency for excellence. Improving communication To ensure trust in the organisation, I was required to be honest with the information I shared with the employees. The staff members were also required to be honest in return. So as to enhance performance and efficiency in the workplace, it was essential that I communicate the organisation's objective and goals. It was done by ensuring that all members knew what the team expected from them and that they were given the information so that they could attain those goals. It assisted in building more loyalty and dedication by providing a sense of ownership to the staff. Helping them feel that way was done through regular meetings where they were free to ask questions without the fear of adverse outcomes. Inviting new ideas and accepting mistakes. Invited staff to contribute new ideas and methods and also encouraged them to try new things. It helped bring broad thinking and to understand that mistakes are opportunities to learn. It also made the staff feel involved in the development of the organisation. Addressing employee concerns and problems. Sometimes the employees would want to discuss with management the serious problems that arose and that could be destructive to the organisation. To achieve this, as a leader, I promptly addressed these concerns and kept the employees updated on the progress towards a solution. Hiring the right persons. Having the qualified employees in the organisation brought a vibrant and highly performing culture. So as to attain this, it was best to target on the candidates who showed the reflection of the company's beliefs and objectives. Modified the recruitment process to test a new staffs' urge to work on the organisation and fitness with the job. Rewarding excellence and celebrate milestones. It was mostly through celebrating anniversaries of those employees who had been in the organisation for long. It motivated the other employees to work even harder so as to maintain they contracts. Acknowledged everyone's contributions in the company and rewarding those who work hard towards achieving the organisation's objectives and goals. 3. How I demonstrated comprehension of the global environment and advanced technologies in the organisation. All employees want their careers to advance. They introduce new skills in their work and some of them are never recognised. Advancing resourcefulness helped with the acknowledgement of the abilities my group members had that they might not have shown previously. Technology and innovations are essential to the organisation as all businesses are making upgrades regularly. Therefore maintaining a competitive advantage requires innovation and new knowledge in the Organisation. It is always important to search for enhancements and I discovered that those resources most ordinarily ready to distinguish upgrades is the individuals attending to the job. Being a leader, I had to guarantee that I effectively paid attention to my group as it was the group that completed my procedures and were undoubtedly ready to distinguish sections of improvement. 4. Situations where I had a leadership role in consultations and decision-making process in your company. Include details regarding the considerations you embrace, their effect on risk management, time-frames involved and issues involved. Everyone concerned with the results of a decision participated in the decision-making process, undertaken in the organisation through staff forums, team meetings, one on one and confidential surveys. A SWOT analysis was done and this gave the opportunity to identify the Organisation's Weaknesses, Opportunities ant Threats. After identifying the risks using SWOT, I was able to apply risk management in monitoring statistics. Time-frames decided upon before the implementation. 5. Describe how you ensured your conduct and performance built trustworthiness and support from both workmates and those above. I became a role model by participating in activities assigned to the group. Showed the team members how to do the activities they are assigned. It ensured that every member clearly knew how to attend to the assigned activities. I interacted with my colleagues in an ethical manner, respecting their views and decisions. 6. Detail two examples where you assigned accountabilities and responsibilities to your team. Prepared a job description for every team member to show them what they are supposed to do including instructions to practisce and procedures that identified more precise activities in the job description. I assigned Key Performance Indicators and targets to job roles based on the Key Result Areas. It was to monitor the progress of projects and employee's performances. 7. Describe how you empowered your team, created and maintained a conducive working environment, and encouraged innovative approaches to their work. By promoting members instead of hiring externally, motivates them and shows that their efforts are recognised and their careers are growing. Creating and maintaining a positive work environment. By maintaining flexibility, clarity and precise goals alongside an amicable and dynamic culture and often having social days that consist of a unique theme or special guest. And involving the staff with the preparations and in the planning these events. Involving the staff makes them feel a part of the bigger picture. Encouraging innovative approaches to work Consulted and involved staff in significant changes and initiatives empowered the organisation. It brought in new ideas and skills and also made the employees feel involved. It made them give even more ideas from their past experiences. A measure of personal performance against competency standards Modelling ethical conducts in every section of the organisation and cheer others to be ethical in business. I treated our customers with fairness and deliberation and the clients with respect and integrity. I also assured attention to all stakeholders in the decisions making process. Every idea counts in the final decision. I also advised the team members to enhance their growth and the growth of the organisation and assisted the team members in attaining the goals. Adopt rightful relational and management styles to meet appropriate situations and circumstances. Helped when there were issues arising, this is leading by example and taught the employees problem-solving techniques so that next time they would solve it by themselves. Set and accomplish individual goals and work programme results. Setting goals and maintaining time management was a must, this was ensured by keeping a documentation of task lists for a group of works to complete in a given period. Also, Identification of the advantages and disadvantages of finishing and not finishing tasks was done. Once identified, these things were used to gain urge to start the initiative regardless of the current task. It was essential that the goals and objectives were in agreement with the organisation's objectives and its strategic direction. I ensured that self-performance and professional expertise regularly enhanced through involvement in a length of professional development tasks. Ensured I further my education to gather more knowledge about effective leadership. The world is changing so fast and it was important to keep up to date with the changes. I evaluated myself and the team performance using KPIs and KRAs to ensure improved results from the previous performances. Attended internal and external training to further my education and also improve the team. Involved frequently in industrial/professional groups and networks. I associated with other successful industry leaders so as to build strong networks that are essential in obtaining a strategic and competitive advantage. References Topping, P. 2002. Managerial leadership, McGraw-Hill. New York. Rabey, G. 1997. Workplace leadership, Dunmore Press, Palmerston North, N.Z. Goldsmith, M., Baldoni, J. and McArthur, S. 2010. The AMA handbook of leadership, American Management Association, New York. Read More