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论文作者:英语论文网论文属性:学期论文 termpaper登出时间:2015-07-27编辑:wangjinjin点击率:13006
论文字数:3062论文编号:org201507261109362450语种:英语 English地区:加拿大价格:免费论文
关键词:
摘要:本文主要是对企业中个人行为的专门研究,在企业中有不同的管理层次以及水平。不同的管理模式对个人有所影响。会造成不同层次之间存在悬殊。
Contract:
A contract is a written agreement between an employee and employer. The content is mutually created and specifies the behavioral expectations of the employee and employer as well as time lines, rewards, and consequences for failure to meet the commitments. Contracts take time to create but are very helpful because all parties are clear about expectations and conditions. Begin with short time periods and realistic goals. Reward progress with praise.
Reprimand:
A reprimand is a scolding for an inappropriate behavior that is potentially injurious to self, others, or property. Establish eye contact. Deliver your expressions firmly immediately, privately, clearly, specifically, calmly, and swiftly. Be sure to include the expected behavior and consequences of continuing the unsuitable behavior.
Interest Boosting:
This technique is used when an employer notices that an employee stops work on a task due to boredom or loss of interest. An employer may offer help, praise work accomplished so far, and/or encourage the employee to complete the task.
Pay:
Pay itself is a major factor which influences the behaviour of an employee. If the pay is good then the behaviour of the employeer will also be good.
Task 2
2.1: Three different Leadership styles for three different business organisations.
Authoritarian:
This is an imposed style of leadership. It is effective when the organisation is small, newly formed and during the period of economic hardship.This style is used when leaders inform their employees what they want done and how they want it accomplished, without receiving the advice of their followers. Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading by threats and abusing their power. [3]
Participative:
The participative style of leadership is effective when organisation is large, well estabilished and during the periods of economic affluence. This style involves the leader including one or more employees in the decision making process. However, the leader maintains the final decision making authority. Using this style is not a sign of flaws, rather it is a sign of strength that your employees will respect. [3]
Delegative:
The delegative style of leadership is effective when the organisation is stable and the environment is less complex. In this style, the leader allows the employees to make the decisions. However, the leader is still accountable for the decisions that are made. This is used when employees are able to examine the situation and decide what needs to be done and how to do it. This is not a style to use so that you can blame others when things go wrong, rather this is a style to be used when you fully trust and assurance in the people below you. [3]
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