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Performance management (PM) is the process of ensuring that a set of activities and outputs meets an organization's goals in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, an employee, or the processes in place to manage particular tasks. Performance management standards are generally organized and disseminated by senior leadership at an organization and by task owners, it can include specifying tasks and outcomes of a job, providing timely feedback and coaching, comparing employee's actual performance and behaviors with desired performance and behaviors, instituting rewards, etc. It is necessary to outline the role of each individual in the organization in terms of functions and responsibilities to ensure that performance management is successful.
Team building is a collective term for various types of activities used to enhance social relations and define roles within teams, often involving collaborative tasks. It is distinct from team training, which is designed by a combine of business managers, learning and development/OD and an HR Business Partner to improve the efficiency, rather than interpersonal relations.
Servant leadership is a leadership philosophy in which the goal of the leader is to serve. This is different from traditional leadership where the leader's main focus is the thriving of their company or organization. A servant leader shares power, puts the needs of the employees first and helps people develop and perform as highly as possible. Instead of the people working to serve the leader, the leader exists to serve the people. As stated by its founder, Robert K. Greenleaf, a Servant Leader should be focused on, "Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants?"
Organizational behavior (OB) or organisational behaviour is the: "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself". OB research can be categorized in at least three ways:
Steve Odland is an American businessman. He is the President and CEO of The Conference Board. He also is the former Chairman and CEO of Office Depot, Inc. and AutoZone, Inc., and the former President and CEO of Tops Markets and the Committee for Economic Development.
Onboarding, also known as organizational socialization, is management jargon first created in the 1970s that refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process.
Workplace spirituality or spirituality in the workplace is a movement that began in the early 1920s. It emerged as a grassroots movement with individuals seeking to live their faith and/or spiritual values in the workplace. Spiritual or spirit-centered leadership is a topic of inquiry frequently associated with the workplace spirituality movement.
John Jantsch is an author, speaker, and marketing consultant who specializes in assisting small businesses.
Collaborative leadership is a management practice which is focused on leadership skills across functional and organizational boundaries.
Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. "Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". "Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context". "Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviance,", and how the outside world views the organization.
Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. The authors hypothesize there is an "incivility spiral" in the workplace made worse by "asymmetric global interaction".
Peter Block is an American author, consultant, and speaker in the areas of organization development, community building, and civic engagement.
Workplace communication is the process of exchanging information and ideas, both verbally and non-verbally between one person or group and another person or group within an organization. It includes e-mails, videoconferencing, text messages, notes, calls, etc. Effective communication is critical in getting the job done, as well as building a sense of trust and increasing productivity. Workers may have different cultures and backgrounds, and can be used to different norms. To strengthen employee cooperation and avoid missed deadlines or activity that could affect the company negatively, effective communication is crucial. Ineffective communication leads to communication gaps, which causes confusion, wastes time, and reduces productivity. Managers and lower-level employees must be able to interact clearly and effectively with each other through verbal communication and non-verbal communication to achieve specific business goals. Effective communication with clients also plays a vital role in the development of an organization and the success of any business. When communicating, nonverbal communication must also be taken into consideration. How a person delivers a message has a large impact.
Workplace relationships are unique interpersonal relationships with important implications for the individuals in those relationships, and the organizations in which the relationships exist and develop.
A leadership style is a leader's method of providing direction, implementing plans, and motivating people. Various authors have proposed identifying many different leadership styles as exhibited by leaders in the political, business or other fields. Studies on leadership style are conducted in the military field, expressing an approach that stresses a holistic view of leadership, including how a leader's physical presence determines how others perceive that leader. The factors of physical presence in this context include military bearing, physical fitness, confidence, and resilience. A leader's conceptual abilities apply agility, judgment, innovation, interpersonal tact, and domain knowledge. Leaders are characterized as individuals who have differential influence over the setting of goals, logistics for coordination, monitoring of effort, and rewards and punishment of group members. Domain knowledge encompasses tactical and technical knowledge as well as cultural and geopolitical awareness.
Machiavellianism in the workplace is a concept studied by many organizational psychologists. Conceptualized originally by Richard Christie and Florence Geis, Machiavellianism refers to a psychological trait concept where individuals behave in a cold and duplicitous manner. It has in recent times been adapted and applied to the context of the workplace and organizations by many writers and academics.
Managing Up and Managing Down is a part of management that details how middle managers or supervisors should effectively deal with their managers and subordinates. Promotion to management comes with additional responsibility of managing down. With the additional responsibility for managing their team while remaining accountable to their management teams, managers require additional skills and training to effectively influence up or down. Management levels within large organizations are structured from a hierarchal organization and include senior, middle, and lower management roles.
Judith E. Glaser was an American author, academic, business executive, and organizational anthropologist. She was the founder and chief executive officer of Benchmark Communications, Inc., an executive coaching and management consulting company based in Boston. Glaser was also the co-founder and chairman of the Creating WE Institute. During her career, she worked with clients including Clairol, Citibank, Pfizer, Burberry, American Airlines, and Verizon.
Juana María Bordas is a Nicaraguan–American community activist specializing in leadership development and diversity training. She is a founder of several Denver, Colorado-area organizations promoting Latino and Latina leadership, including the Mi Casa Resource Center for Women, the National Hispana Leadership Institute, and Mestiza Leadership International, where she currently serves as president. She has authored two books and is a motivational speaker and workshop presenter for conferences and businesses. The recipient of numerous awards and honors, she was inducted into the Colorado Women's Hall of Fame in 1997.
Dan Pontefract is a Canadian businessperson and writer.
References
- 1 2 "institute for management studies". ims-online.com. Retrieved 2016-05-27.
- ↑ "Baseline - Author Biography - Dennis S. Reina, Ph.D., and Michelle L. Reina, Ph. - baselinemag.com". www.baselinemag.com. Retrieved 2016-05-27.
- ↑ Rushton, C., et al. (July 2010). "Application of the Reina Trust and Betrayal Model to the Experience of Pediatric Critical Care Clinicians". American Journal of Critical Care .
- ↑ Zimmerman, Eilene (May 8, 2010). "How to Help a Troubled Colleague". The New York Times .
- ↑ Bruzzese, Anita (March 30, 2011). "Once burned, twice shy? You can learn to trust on job again". USA Today .
- ↑ Raines, Laura (February 15, 2011). "Rebuilding trust in the workplace". The Atlanta Journal-Constitution .
- ↑ "Rebuilding Trust in the Workplace". CNBC. September 9, 2010.
- ↑ Video on YouTube
- 1 2 "Let Our Experts Guide Your Learning". CredSpark. Retrieved 2016-05-27.
- ↑ National Speaker's Association
- ↑ US Army Chaplains. Annual Senior Leadership Retreat, 2005. Hilton Head, South Carolina.
- 1 2 Nautilus Book Awards
- 1 2 Jenkins Group Inc
- ↑ Trust Across America
- 1 2 Jenkins Group Inc
