Saturday, December 28, 2019

The World War II, And A Man - 859 Words

It was World War II, and a man by the name John Muller was fighting in Poland for the United States Military against the German Military. John was in a unit that contained about fifty men. John has not seen his family in a year and a half. John had three comrades that he grew up with that were in his unit; Dan Macintosh, Eugene Soap, and Jim Franklin, also known as ghost from disappearing during battle and flanking the enemy during a battle earlier in the year. They all had a great friendship with each other, and they also had each other’s backs. One day while John and Soap were patrolling the camp during the night that their unit had set up along with other units, they heard helicopters in the distance, and they saw lights in the†¦show more content†¦The crates were located on the side closest to the enemy on the field. They saw a large military truck that was close to where they were standing. Dan came up with the idea of using the truck to get to the crates quickly and throw them in the back of the truck and get to the back of the battlefield so that they could be protected while getting out the weapons to take out the helicopters. They hopped in the truck and took off toward the crates. Dan was driving since he came up with the idea. Ghost was in the passenger seat next to him shooting out of the window. John and Soap were in the back wear it was open. Bullets were flying everywhere, and some of them were hitting the side of the truck. They got to the crates. Dan pulled passed the crates so they could load them into the back of the truck quickly. Dan and Ghost laid down in the floor in the front of the truck so the German troops could not shoot them. John and Soap loaded about three four crates; two large machine guns and two rocket launchers. When they got it loaded there was a problem one of the two helicopters noticed the truck and started firing at the truck. Soap started shooting at the helicopter where the pilot was. He told John that he would wish to see him one day in heaven and took off running as a distraction so that the truck could drive to safety. It worked the helicopter started firing and he was gone. As the truck got half- way there it was shot in the

Friday, December 20, 2019

Steve Jobs Leadership Style and Analysis - 1645 Words

Whether you loved Steve Jobs or hated him, whether you are a Mac or a PC user, whether you are an iPhone or an Android owner, there is one thing that there’s little doubt about: Steve Jobs was an amazing leader who expected and got the most out of those who worked for him. With his recent passing and the release of his biography, other leaders have gotten a chance to take a closer look at how Steve Jobs lived, thought, and ran his company. It’s an interesting opportunity to look at the inner workings of one of the tech world’s most private men. So what lessons can leaders glean from Steve Jobs? There are too many to choose but here are five of the critical lessons one can learn from Steve Jobs’ life and success. 1. Have strong opinions,†¦show more content†¦That, in turn, is the best succession plan of all. In the end, Jobs was a man driven by his own mortality, long before he was ill. He reminded himself of his mortality so he could focus his energy doing the things that mattered, instead of worrying about failure or the expectations of others. He was driven and dedicated almost to the point of insanity, and that, combined with his attention to detail and obsession with perfection, enabled him to drive Apple not only to become the powerhouse it is, but also to make some of the best-loved products on the market. Love him or hate him, Steve Jobs is proof that one person can make a huge difference and impact the entire world in a very big way. Who do you feel has had a similarly large impact on the leaders around the world? Let us know in the comments. This guest post is written by Lior Levin, a marketing consultant for a company that offers the best psd to xhtml service, and who also works for a neon sign store that provides custom made neon and LED signs. NSPIRATIONAL APPROACHES TO LEADERSHIP In this article, we present two contemporary leadership theories with a common theme. They view leaders as individuals who inspire followers through their words, ideas, and behaviors. These theories are charismatic leadership and transformational leadership Charismatic Leadership: John F Kennedy, Martin Luther King Jr, Bill Clinton, Indira Gandhi, AtalShow MoreRelatedSteve Jobs Leadership Style and Analysis1631 Words   |  7 PagesWhether you loved Steve Jobs or hated him, whether you are a Mac or a PC user, whether you are an iPhone or an Android owner, there is one thing that there’s little doubt about: Steve Jobs was an amazing leader who expected and got the most out of those who worked for him. With his recent passing and the release of his biography, other leaders have gotten a chance to take a closer look at how Steve Jobs lived, thought, and ran his company. It’s an interesting opportunity to look at the inner workingsRead MoreSteve Jobs as a Visionary and Transformational Leader1165 Words   |  5 Pagesï » ¿Introduction Steve Jobs unique approach to leadership and visionary approach to creating, producing and selling innovative products, combined with his innate ability to orchestrate increasingly complex companies have earned him many accolades. Fortune Magazine named him the best leader of the Decade and countless other publications, colleges and universities have given him many accolades and honorary degrees. All these external measures of success reflect who Steve Jobs is on a daily basis,Read MoreSteve Jobs1617 Words   |  7 PagesIntroduction The leadership plays a vital role in the success of any organization. In the telecom industry, leadership plays a vital role for transformation and trust among the customers and the company (Dowling, S. 2010). The main role is the leadership styles of various leaders in the mobile industry. This paper discusses and analyses the leadership style of Steve Jobs at Apple Incl. Apple is known for high innovation and employee satisfaction. The company is main contributor to the design aspectRead MoreAutocratic Leadership2056 Words   |  6 Pagesï » ¿ Leadership and Steve Jobs Wuleymatu Brimah Haohui Guan Woongki Hong Jin Nelsy Sanchez Management 3120 December 1st, 2014 Autocratic Leadership Leadership is the process of inspiring others to work hard and accomplish important goals, (Schermerhorn, 258). When we refer to a leader, we do not only look at the aspects in which he inspires others. We also focus on the capacity of the leader to have a vision. This concept is better known as visionary leadership. Visionary leadership is whatRead MoreCase Study: Steve Jobs Apples1584 Words   |  7 PagesCase Study: Steve Jobs amp; Apple Sharell Byrd HSC_6304 July 8, 2012 Dr. Samantha Murray Abstract Steve Jobs success story began in 1976 when he and a friend built the first personal computer. He founded Apple in 1970s; he was the Chairman and CEO of Apple Computers Incorporations until he was fired by the board of directors. He did not let this obstacle stop him. He went and started other businesses and developments in 1984, he developedRead MoreCollective Perceptions Of Followers And Superiors1185 Words   |  5 Pagesof followers and superiors also help us to understand the dynamics of leadership in a comprehensive manner (Dabke, 2016). Analysis During Jobs two tenures at Apple he has served to motivate his followers inside and outside the company including customers, stakeholders, shareholders and the media with a strong vision for putting the prerequisites of the end-user first, to be different, an innovator and trend- setter. Steve Jobs has led in a bold way that served to motivate his followers through theRead MoreEffective Leadership Skills Showed By Steve Jobs1293 Words   |  6 Pagesreport will be focused on the effective leadership skills showed by Steve Jobs over a supported timeframe and the turnaround that Apple had experienced under his vision and orders. Steve Jobs played a very important role in leadership that led Apple from a company, which was founded in a car-garage to a great Macintosh Pcs, iPod, iPhone and iPad. The report will additionally break down and look at the key administrative and initiative abilities that Steve Jobs aced that prompted to the grand developmentRead MoreThe Organizational Strateg y Of Apple1383 Words   |  6 Pagesthe company can articulate its mission and vision, and strategies on the innovations it needs to undertake at different times. Thereafter meticulous organization, leadership and control are used to implement the strategy, leading to long product development cycles. Indeed, this approach is synonymous to the style and approach of Steve Jobs, whose legacy lives on in the company, whereby focus was laid more in the internal strengths of the company and the opportunities in the market, with little or noRead MoreSteve Jobs Essay - 4 Is Study1513 Words   |  7 PagesNathan Girard 9/27/2011 Is Steve Jobs a Leader or a Manager? John Sculley former CEO of both PepsiCo amp; Apple states that the differences between leadership and management is; â€Å"Leadership is often confused with other things, specifically management. Management requires an entirely different set of skills. As Sculley sees it, leadership revolves around vision, ideas, direction, and has more to with inspiring people as to direction and goals than with day-to-day implementation†¦One can’t leadRead MoreSteve Jobs And His Leadership Style2256 Words   |  10 Pages The report is about Steve Jobs and his leadership style in the contemporary world. He is the founder of Apple and later again rejoined the company in 1997 and led to the massive turnaround of Apple to become the technology giant. During his tenure, he made the company into the most profitable technology company of the world. Organisations which began their operations before Apple were left behind. This happened due to the charismatic and transformational leadership of Jobs which made the company

Thursday, December 12, 2019

Personality and Job Performance Volatile and Agile Nature

Question: Describe about the Personality and Job Performance for Volatile and Agile Nature. Answer: Introduction: Human mind has remained one of the most interesting areas of research in behavioral science. It is because of its volatile and agile nature. An individual is influenced by any simple, short-time incident positively or negatively. Our mind is linked with the mood and mood enables logical decision-making process. Such decisions are taken after deep thinking taking long-term impact into account. In other words, mind is the fountain of thoughts. Thoughts influence the actions. The actions define the personality type of an individual. The willingness of an individual affect on the job performance at workplace in terms of comfort, satisfaction, dedication, formation of attitude followed by behaviour. Organization is made of people and run for the people. The collective behavior of various teams reflects in overall picture of an organization by and large. It means the stakeholders are human beings i.e. employees, employers, customers etc. Their perceptions, attitude, approach, thinking patt ern, involvement, and level of satisfaction will define the success ratio of business for the organization (Patra, 2013). Therefore, relationship between personality and job performance is always on high priority for the corporate firms and taken care of. Nobody can afford to turn a deaf ear to this concern. Discussion: Personality can be considered as a bucket of various skills, values, habits, beliefs which makes an individual a unique character. Repetitive actions compel the individuals to behave in certain way, style. The repetitive behavior observed, experiences by others are part of the nature of a personality. Nature determined the level of motivation, reinforcement. After all, motivation is the driving factor of job performance. Sometimes, it is internal or external motivation. However, it can establish relationship between personality and performance. There are various best practices followed by the firms. Five-Factor Model i.e. Conscientiousness, Extraversion, Agreeableness, Neuroticism EAS (Emotionality, activity, and sociality) Model are some of the notable practices to mention few. Organizational behavior plays pivotal role in change management. (Example, Merger and Acquisition). Major changes are expected during the process of merger and acquisition or takeover between two companies or enterprises. The organization goes through critical and complex phase of change management. In such delicate situation, some of the employees are waiting to take undue advantage in terms of spreading rumours like wildfire which may cause huge loss in terms of brand management. The leader has great scope to apply the various models of personality and identify the trouble-makers and control the situation (Schein, 2004). In addition, policy framework and revision, review is possible from a third person point of view. Integrity could prove like a litmus test in this context (Katzenbach, 2014). The relationship between personality and performance is more visible in dealing with diverse workforce. These days, many firms have extended their geographical boundaries and become multi-national companies (MNCs). They have ready and ambitious to ride on the wave of glocalization i.e. being global and maintaining local simultaneously. It makes them unique and they stood away from rest of the world. However, managing multi-national, multi-linguistic, multi-cultural employees and achieving common organizational goals is possible only when communal harmony takes place in the team. Healthy relationship with each other certainly create good rapport and has positive impact on job performance in terms of achieving target and completing assigned tasks effectively with confidence. Organizational behavior empowers to identify the team members based on their personality traits and trigger the behavioral issues, if any. Here, preventive action is recommended than corrective one. The various research studies have revealed that self-knowledge, self-control and self-respect have contributed a lot while developing work-related attitude which is crucial and highly important for any organization. First of all, self-knowledge indicates willingness to learn new things and keeping updated, up-graded all the time to tackle new challenges. Secondly, self-control is to deal with internal and external conflicts. Here, internal conflicts means dilemma (to be or not to be!). It is essential to test our decisions on win-win situation side in spite of win-lose or lose-lose sides. Maturity and independent working with less or no supervision certainly leads to great performance. Naturally, you have inner satisfaction and you can feel it rather than think it. Self-respect empowers the employees to remove inferiority complex and boost their confidence. It increases the risk appetite. The team would be of fire-fighters! It is equally important to give and take respect without hur ting anybody. One can find some controversial facts as to measure the job performance at workplace. Performance is measured both in subjective and objective manners. It cannot be denied that performance measurement by immediate supervisors is a part of subjective while statistics of sales could be treated as objective measurement of a job performance. Fair and impartial measurement of performance reinforces the employees to contribute more while judging the staff based on prejudice, premature evaluation will prevent them from doing so. Here, standardization or benchmarking is very much essential factor which will ensure transparency in everything we do. Another important aspect which affects the relationship between personality and performance is self-discipline. It should be noted that it is not merely discipline. Discipline can be maintained through various rules and regulations. Again, it is an external factor. Hence, it cannot guarantee 100% and effective execution in terms of adherence. Employees fail to comply when it comes to integrity. They think What is in it for me? However, self-discipline is opposite to aforementioned. It is voluntary act which is not forced but accepted based on willingness. Hence, there are greater chances of involvement, acceptance. An individual haunted by self-discipline is not bothered about the fruits of his work or contribution. An employee keeps working and also sure that it will pay long-term benefits. It enables to maintain consistency, regularity. The principle of Each one counts is religiously followed in this context. Self-discipline leads to dedication, meeting deadlines and determination to achieve the goals. Hence, it has great value to job performance. Many times, behavioral issues, concerns cause damage to the team performance. It becomes complex and critical due to its hidden nature. Cold war between two groups of a team will lead nowhere in terms achieving team goals. Both the groups will waste their energy, time to play blame game in spite of real contribution. They will not be able to focus on the work. In this situation, a leader should notice the behavioral changes and fix the problem. Otherwise, it would be high time and may be all have to pay the price for the same (Armstrong, 2014). Flexibility could be another way to bridge the widening gap between personality and performance. It is expected by both the employers and the employees. Sometimes, employers expect it in terms of work rotation, extra-work, dealing with natural or man-made challenges etc. Employees too demand flexibility which consists of working hours, leaves etc. However, it has certain limits. Both of them should understand mutually. Negotiation skills will find out the golden mean to address the issues if any. In addition, trust factor can be developed. In this way, it will strengthen the employee-employer relationship and improve performance on regular basis. Employee Engagement has great significant contribution when it comes to performance. It is observed that 40-50% members in a team are looking for challenging job roles and responsibilities. Cognitive engagement proves to be a sort of value-addition to the job performance (Ongore, 2013). Especially, those who have worked for 3 to 5 years and have been doing same tasks find routine work monotonous. They tend to be casual and influence likewise to their colleagues. It is a job of a leader to explore their potential and appeal them to come up with initiative. It creates a new platform for them to exhibit their talent, skills for the team and company too. It is said that empty mind is devils workshop. Hence, to keep the team engaged all the time is essential and gives good results. It prevents blame game, dirty politics at workplace also. The various traits of personalities determine the scope of innovation and creativity. Every organization is striving for continuous improvement. It could be for various reasons. Some of them could be cost effectiveness, waste management, and quality standards. This can be an internal or within the company whereas increasing marketing strategy, business expansion, competition management, brand management, launching new products / services are considered as external reasons. The company is interested to work on both types of reasons. This is because only sharp minds can generate new ideas and develop third person point of views which is crucially important for the top management. Hence, it is the need of time to foster the culture of creativity and innovation at workplace so that people are actively involved in research and development activities for sustainable business growth. Youll be surprised to notice that human resource department is exclusively working on getting the right talent for right job in timely manner. It is interesting to study their policies of recruitment and selection procedures. This is observed mainly in multi-national companies. Now-a-days a lot of focus is given on hiring young professionals with 2-3 years relevant working experience. It is because these employees have become familiar with the corporate world but still have fire in the belly to prove and stand away from the crowd. They have developed lateral thinking approach and ready to face the challenges. In addition, they have limited liabilities and family concerns. Hence, they can work concentrate and maintain zeal, enthusiasm for long time. They can go for an extra mile to work extensively without any reason. As a result, the management can see their efforts turning into realities with good churning numbers in terms of targets. Hence, around 10-20% newly settled young horses are a must in a team. Their young proportion will give cutting-edge advantage to your team. Personality can be associated with the problem-solving skills. Generally, one can observe that people look at problems as dangers. They are bogged down and confused enough. Sometimes, there is a series of problems one after another. Naturally, the team tends to deviate from the organizational goals. Social, extrovert, dynamic, sporty and determined personalities are problem-solvers than problem-creators to the organization. They have great sense of belongingness. They are never afraid to take initiative and dont wait for somebody to give suggestions, orders or recommendations. In addition, those people who face the problems can give better and practical solutions. It is simply because they have understood the ground realities of the situation. Passion-driven team members enjoy working on problems. Tenacity is in their blood. They can analyse the problems critically, allocate the responsibilities amongst themselves and work in groups. Certainly, winning spirit and persistence is devel oped which take them to the top level. Leadership development is the one of the key aspects that could lay the foundation of employee-employer relationship. The search of excellence ends up with an effective and able leadership. Actually, leadership is an action. It generates the series of actions. A leader should be able to read the faces and minds. It empowers the team to act than to keep thinking. It provides mental support. He follows the principle of caring and sharing. He/she is approachable to all. His role is like a coach or a mentor. Democratic leadership nurtures assertiveness to the optimum level at workplace. People acceptance is possible in this context. In short, a leader can influence the team positively and boost their confidence to create wonders which they dont perceive probably. Steve jobs could be given as the best example. Rewards Recognition system plays important role in job performance. Most of the employees are keenly interested for appreciation. It is not always in the form of money. Small changes make a big difference. It is recommended that one should recognize and give certain credit to the concerned employee. It promotes winning spirit and expects repetitive actions on this ground. Others start following him/her. It is treated as best practice. Employees are sure that they will be rewarded and do more for the organization day-by-day. They create such paths which last for long time. It is beyond average performance and has large impact on the company. Allocation of tasks is sometimes challenging. However, if the tasks are allocated, assigned based on the core interest, skill-sets and potential of the team members, greater response is guaranteed with minimum supervision. It is natural that person can put his mind, heart and soul to complete the task in stipulated time. Here, the team leader has to have regular interactions with the team to know their nature, likes and dislikes, areas of interest etc. It would be easy for allocation. Conclusion (Recommendations): The above discussion shows that no business is left uncovered from the challenges, issues or concerns. However, it is possible to overcome them if one could succeed to establish the relationship between personality and performance. The company can start applying psychometric test during recruitments of new employees. SWOT (Strengths, Weakness, Opportunities and Threats) Analysis is another practical and working solution during one-to-one interactions on monthly basis. It is essential to set standard benchmarks to measure performances mostly through objective means. Open Door Policy should be adopted at workplace. Employee welfare activities like Family Day / Birthday celebrations, team outings, and get-together motivate them to perform better and increase their level of satisfaction. Synergy is reflected through team-work. Cross-training programs could be another way. In short, personality and performance works hand-in-hand and they are two different sides of the same coin. There exi sts a strong relationship between the two and balance of them is win-win situation for all. References: Annie, S. and Anitha, K. (2014). Work-Life Balance of Women Academicians- An Empirical Study. International Journal of Multidisciplinary and Current Research (Volume 2), Pg 2-3. Armstrong M., Stephens T. (2005). A Handbook of Management and Leadership: A Guide to Managing for Results. Kogan Page Limited, London p. 174-175. Baird, M. (2011). 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Understanding Organizations. Penguin UK. Kumar, V. Reinartz, W. (2012). Customer Relationship Management: Concept, Strategy and Tools. Springer, London p. 55-60 Mazerolle S. (2013). Fulfillment of WorkLife Balance from the Organizational Perspective: A Case Study. Journal of Athletic Training, 48(5); 668677. Menezes L, S Wood and G Gelade (2010). The integration of human resource and operation management practices and its link with performance: A longitudinal latent class study. Journal of Operations Management 28(6), 455471. Mullins, L. J. (2010). Behaviour, Management Organisational (9th ed.). Pearson Education Limited. McNalll L. A., Masuda A. D., Nicklin J. M. (2010). Flexible Work Arrangements, Job Satisfaction, and Turnover Intentions: The Mediating Role of Work-to-Family Enrichment. The Journal of Psychology. 144(1), 6181. Olena, S. (2012). Work-Life Balance in Organizational Subcultures: The Case of MUTUA. Pg. 34, 41, 45. Reis, M. (2010). Change that works. In M. Reis, A Manager's Guide to Human Behavior. Skinner, N, Chapman, J. (2013). Work-life balance and family friendly policies. Evidence Base. Solomon M. (2012).Hi-Tech, Hi-Touch Customer Service: Inspire Timeless Loyalty in the Demanding New World of Social Commerce. American Management Association, New York. p. 86-90 Tschohl J. (2007). Achieving Excellence through Customer Service. Best Sellers Publication Minnesota p. 285-285