Production workers Essay Example

by subordinates. This manager, in other words, sees employees as human resources that can be accessed to enhance the functioning of the organization and satisfy the needs of the individuals (Gilley and Maycunich, 2000).In the present day, leaders are going considerably further by having employees gain full control of their work.

Self-managed teams, in which workers operate largely without bosses, have become the rage of the 1990s. Leaders’ new labels nowadays are coaches, advisers, sponsors, or facilitators. In many organizations, employees have become associates or teammates. And there’s a blurring between the roles of leaders and workers.

Decision-making is being pushed down to the operating level, where workers are being given the freedom to make choices about schedules, procedures, and solving work-related problems (Rue, et al., 2004).As evidenced by Daft in Chapter 7, the principles of followership and democratic leadership are certainly intuitively appealing. And as correlated to the concepts in Chapter 8, Daft believes that by assuming good things about employees, by treating them well with enriched and challenging jobs, and by fulfilling their needs for esteem and self-actualization, managers could generate a climate in which worker satisfaction and productivity will flourish.

When the attitudes, assumptions, and subtle behaviors are perceived by some members of the organization as threatening and potentially punishing, especially to an individual member’s sense of self-respect, then the climate will be defensive (Gruenberg, 2000). Thus, leaders should be advised to replace authoritarian management with a participatory leadership style. Management that pushes its power over labor will not improve productivity. As a leader’s word, considerable job security for workers will be guaranteed.

Morale is expected to improve when group participation in the decision

is affirmed. Occasionally, a decision would disrupt morale if it were forced on the labor force without consulting them. In these situations, the team leader may create and use a committee to bring the labor force into the decision-making process (Daft, 2002). Consideration refers to behavior indicative of friendship, mutual trust, respect, and warmth in the relationship between the leaders and their staff members.Initiating structure is task-oriented and relates more to the needs of the organization.

Consideration is people-oriented and relates more to the needs of the individuals within the organization (Goleman, 2001). However, says Daft, it should be the leader’s failure when the outcomes of his actions prove detrimental not only to the group but to the public as a whole. Leadership qualities subsume moral values as well. Passing on some actions to the servant leaders shall not aim merely at boosting the group’s morale, but the morality of their decisions as well (Daft, 2002).