Effort-to-performance expectancy Essay Example

an entire hospital’s organizational culture and personnel management structure and pay system.

Although at first glance, the radical policy change appears to be equitable for all concerned, it caused discontent and complaints among the rank and file employees. The third subject of the case study is Leslie Marks.Like Joseph, she made radical changes in a “traditional mold” company by relaxing the stiff environment of the workplace. She moved from the third floor to the first floor, she comes to work in jeans, and she mingles and discusses important projects and problem areas with the engineers.

She keeps her door open to everybody and this encourages a relaxed and open work environment. Ideas and creativity are encouraged and everybody feels a sense of worthiness and belongingness in the company. IV. ConclusionThe three examples personified the do’s and don’t of relationship development and management vis a vis an effective leadership style. JC Green practically isolated his would be successor, Stanley Wang from the rest of the management staff by publicly favoring him above the rest. Meanwhile Joseph Hadad also isolated himself and revamped a much-preferred “old system” by practically imposing his “fair pay” system.

The approach use was brazen and not “participatory”. Hence, acceptability on the part of the rank and file will be hard to achieve.Leslie, on the other hand, led the others by example. She changed the company culture first by changing the traditional mold of heavy handed management style to that of a relaxed and open leadership style – something that is most often than not – productive and produces a cooperative atmosphere. In conclusion, productivity was enhanced by a more open and relaxed

type of leadership like Leslie demonstrated.

Effective leaders usually influence their followers or in a company setting, their rank and file by showing and performing the traits they want to see in their employees first.Leadership by example always nets productivity and generates an exemplary level of creativity and output when done right. Recommendations Based on the examples analyzed and the conclusions derived, it is recommended that the following influence processes be promoted for a successful project endeavor in any organization: A change in a stringent or stiff company setting can be made to allow free movement and foster creativity from the rank and file; Examples can be manifested by allowing casual but presentable clothing be worn in the office or place of work;Supervisors or managers can be encouraged to undergo company sponsored seminars that will “loosen” the work atmosphere; adherence to the idiom: “build the people and the people will build the business for you” has been employed by top corporations; A fair merit system can be institutionalized or established to encourage greater productivity (Managing Leadership and Influence Processes); Company profit sharing can be started; this will also create and foster productivity (Managing Leadership and Influence Processes);References: Barett, D. , Cialdini, R. , Reykoski, J.

, Wosinska, W. Erlbaum, L. (2001). The Practice of Social Influence in Multiple Cultures. Mahwah, NJ.

p 379. Barsade, S. Chatman, J. , Neale, M. , Polzer, J. (1998).

Being Different Yet Feeling Similar: The Influence of Demographic Composition and Organizational Culture on Work Processes and Outcomes. Administrative Science Quarterly, Vol. 43, Cornell University, Johnson Graduate School. p 749. http://teachers.net/lessons/posts/2533.html