Question 1
a) Qualities of a good leader according to Blewett.
i.
Inspirational - Inspirational leaders get their managers to direct the staff under
them to achieve goals through desire and not purely instruction.
ii.
Leaders leave bad moods and family issues at home. You have to be confident
and believe in your business. The minute staff members lose confidence in their
leader then the business is in serious trouble.
iii. Creativity - Creativity is what allows leaders to solve problems in innovative
ways.
iv.
Loyalty and dedication, two attributes that leaders traditionally bring out in
their staff, are concepts that have changed over the years.
b) Evaluate the differences and similarities of a leader and those of a manager
Leadership characteristics.
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Innovates
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Motivates
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Inspires
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Empowers
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Focuses on people
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Creates a vision for the future
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Sets the tone for a great group culture
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Long-range vision
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Embraces change
Management characteristics.
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Administers
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Sets specific goals
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Provides structure for the team
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Plans
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Organizes
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Delegates
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Implements strategies
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Solves problems
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Detail-oriented
Shared characteristics.
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Open communication
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Honesty
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Integrity
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Decisiveness
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Respect
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Empathy
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Creativity
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Confidence
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Optimism
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Commitment
c) Analyse some of the barriers to leadership creativity
 What stifles leadership creativity is getting into a standard organizational way
of thinking.
 Exercising the mind like a muscle is critical to keeping the creative part of the
brain alive.
 Loyalty and dedication, two attributes that leaders traditionally bring out in
their staff, are concepts that have changed over the years.
 Old habits, beliefs, and assumptions cloud openness to new ideas and overpower
creative and innovative initiatives. The status quo remains in place and nothing
changes.
 Employees who have ideas are reluctant to share because they worry that no one
will like the idea. They are afraid of ridicule or the implications of possible
failure.
d) How does a good leader get employees to be dedicated to their jobs?
 But you will get dedicated and loyal people when you create a working
environment where people feel they can think freely and express themselves
 Leadership is allowing your employees the space to move and not being over
critical of their decisions
 People's dedication to jobs comes when they are allowed to bring their own
flair to their positions. This breeds passion and enjoyment, which results in
staff members being dedicated.
Question 5
Explain the following
a) Delegation
Delegation is commonly defined as the shifting of authority and responsibility for particular
functions, tasks or decisions from one person (usually a leader or manager) to another. While
that is probably the most common understanding of the term, there are those who define the
term more narrowly.
But before we talk about what others say delegation is, let’s be clear on what it isn’t.
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Delegation is not dumping or abdicating personal responsibility. Rather, it is about
spreading it out in way that best advances the organization’s short- and/or long-term
cause. “Delegating work works, provided the one delegating works too.” Robert Half
Delegation does not involve telling people what to do. Rather, it involves explaining the
outcomes and results they are expected to achieve. They are then expected to work out
the 'how' and the steps involved.
Delegation is not the distribution of tasks, as if simply passing along things from a
leader’s personal to-do list (also called leadership abdication). Most delegated tasks take
some time, planning and effort to complete properly.
Delegation does not look the same in every situation. Many factors go into determining
what to delegate, when to do so, to whom and how the leader-subordinate relationship
will look over the lifetime of the project.
Delegation is not about punting away your weaknesses. As a leader, you aren’t going to
be able to do every little bit of every project, even when it speaks to your strengths and
passion. Of course, there are going to be things that you don’t do as well or enjoy as
much as others (just make sure that it’s not a fixed mindset speaking!) But, for the most
part, delegation should be viewed as a way of building upon existing strengths and
getting things done more quickly and completely.
Delegation does not mean you can’t do it all yourself. Instead, it means you’re a strong
enough leader that you can identify projects that would be good for others on your team.
b) Job enlargement
The definition of job enlargement is adding additional activities within the same level
to an existing role. This means that a person will do more, different activities in their
current job. For example, an employee who will now also manage her own planning
where this was formerly done by her manager.
Job enlargement is a key technique in job redesign, along with job enrichment, job
rotation, and job simplification.
Job enlargement is often confused with job enrichment. However, there is a distinct
difference. Job enlargement aims at broadening one’s job in order to make the job more
motivating. Job enrichment is the process of adding motivators to existing jobs. This
means that job enlargement is a way to do job enrichment but not all job enrichment
activities are also considered job enlargement. We will explain this in more depth later.
One of the key characteristics of enlargement is that it broadens the scope of the job
horizontally. It is for that reason also referred to as horizontal expansion and is the opposite
of specialization. In specialization, a division of labor is created where individuals execute
specialized tasks. The thinking here is that the individual will be highly effective in executing
these tasks. Job enlargement does the opposite. This brings us to the benefits and drawbacks
of job enlargement.
Job enlargement advantages
Job enlargement was popularized in the ’60s and ’70s. During that time there was an increase
in attention on factors that made a job motivational as people realized that the traditional
mass production assembly lines were boring and deeply dissatisfying to work at.
Enlarging highly specialized jobs leads to a number of advantages.
1. Creating a wider range of activities. In essence, job enlargement is about adding
responsibilities to existing roles. This makes the job more varied, creating a wider
range of activities.
2. Reduces monotony. As a result of the wider range of activities, monotony decreases.
People don’t do the same, highly specialized task 30 times an hour for 9 hours
straight. Instead, they are more involved from end-to-end, taking a single product
through multiple production phases, or even managing an automated assembly belt.
3. Teaches a variety of skills and helping career growth. Additional job
responsibilities require training and help in building additional experience. This
teaches employees additional skills and is helpful in terms of career growth.
4. Earn a higher wage. Adding responsibilities to a role often results in better
compensation. Higher wages are a specific benefit for the employee.
5. Gives more autonomy, accountability, and responsibility. The additional
responsibilities lead to a number of motivational factors. Because the person is now
responsible for multiple related activities, the person has more freedom over how they
do their work leading to more autonomy. In addition, they are more accountable for
mistakes and product quality as they experience more ownership and responsibility as
they have more interaction with a single product or service (compared to when they
were specialized).
c) Job enrichment
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Job enrichment is a motivational technique which emphasizes the need for
challenging and interesting work. It suggests that jobs be redesigned so that intrinsic
satisfaction is derived from doing the job. In its best applications, it leads to a
vertically enhanced job by adding functions from other organizational levels, making
it contain more variety and challenge and offer autonomy and pride to the employee.”
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Job enrichment is thus, an important practice in meeting “whole man” needs. It
represents a new and popular nonmonetary motivational technique. It applies to
improvement of job in such a way that it has more motivators than before and at the
same time maintaining the degree of maintenance factors.
Direct Feed Back: There should be a direct feed back of the employees performance.
Employees should be able to get immediate knowledge of the results they are achieving. The
job evaluation can be inbuilt in the job or provided by a supervisor.
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2. Client Relationships: - When an employee serves a client or customer directly, he
has an enriched job. The client can be outside the organization or inside.
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3. New Learning: - An enriched job allows the employee to learn more. He should feel
that he is growing mentally. An employee, who is doing some intellectual work, is
having an enriched job.
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4. Scheduling Own Work: - Freedom to schedule one’s own work contributes to
enrichment. Deciding when to tackle which assignment is an example of self
scheduling. Employees who perform Creative work have more opportunity to
schedule their assignments as compared to employees performing routine jobs.
5. Unique Experience: An enriched job has some unique qualities or features as compared to
the other jobs.
6. Control Over Resources:
One approach to job enrichment is that each employee should have control over his own
resources and expenses.
7. Direct Communication Authority:
An employee holding the enriched job will be allowed to communicate directly with people
who use his output.
8. Personal Accountability:
An enriched job holds the incumbent responsible for the results. He receives praise for good
work and blame for poor work.
Questions 4
Analyse the importance of organizational goals in the management of organizations
Importance of Organizational Goals[3]
Organizational goals are essential to regulate and control the functioning of individuals and
groups inter se and also individuals and group in relation to organization. Importance of these
goals has been described under the following heads:
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1. Focus Attention of Individuals and Groups to Specific Activities and Efforts of
Organisations: When organisation’s goals are known to individuals and group, it will
help them in channelizing their activities towards attaining organisation’s goals. In other
words the goals prescribe the course of action to individuals and groups which will be
helpful and complementary to the achievement of organisation’s goals.
2. Provide a Source of Legitimacy to Action by Members: Once this course of action has
been decided for the individuals and the groups within the framework of organisational
goal, it will promote legitimacy and justification to individual’s or group’s actions and
decisions.
3. Serve as a Standard of Performance: Goals provide a measure of individual’s or
group’s performance. They may help the organisation members to evaluate the level of
their performance in the perspective of organisation’s goals.
4. Affect the Structure of Organisation: Goals and structure are intimately related to each
other. The relationship among people in the form of authority and responsibility or the
positions to be created at different levels has to be decided on the basis of organisational
goals. In other words, what the organisation proposes to do will be determined by the
organisational setup it will structure. Similarly, it will be the structure also which will
influence the goals.
5. Provide Clues about the Nature and Character of Organisation: The nature and
character of an organisation may be known by its goals. For instance, the goal of
maintaining the quality of product without much regard to return on investment may
help the outsider to hold the organisation and its members in very high esteem.
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Goals help define a company's purpose, assist its business growth and achieve its
financial objectives. Setting specific organizational goals can also help a company
measure their organization's progress and determine the tasks that must be improved
to meet those business goals.
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Goals need to be specific, measurable, achievable and timely. By setting clear,
realistic goals, organizations have a clearer path to achieve success and realize its
vision. Goal setting, and attaining them, can also help an organization achieve
increased efficiency, productivity and profitability.
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Organizations should clearly communicate organizational goals to engage
employees in their work and achieve the organization's desired ends. Having a clear
idea of organizational goals helps employees determine their course of action to help
the business achieve those goals. Employees should also be equipped with the proper
tools and resources needed as they do their work to help meet the overall
organizational goals.
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Setting goals can also help companies evaluate employee performance -- for example,
creating individual employee goals that support overall organizational goals and
measuring individual performance against those individual goals. While an
organization can communicate its organizational goals through formal channels, the
most effective and direct way to do so is through employees' direct supervisors. This
enables managers to work with their staff to develop SMART (specific, measurable,
achievable, realistic and time-bound) goals that align with the organization's goals.
Setting organizational goals also helps build workplace harmony because it makes
employees work toward attaining similar goals.
Question 2
10 Reasons Why Corporate Responsibility Is Important
Corporate responsibility, also known as corporate social responsibility (CSR), has become a
buzzword in recent years. What is it exactly? When a business contributes to goals associated
with social activism, it is embracing corporate responsibility. This includes paying attention
to how business practices impact marginalized groups, the environment, and society as a
whole. Incentivizing volunteer work for employees, setting up charitable funds, and revising
ethical guidelines to go above and beyond also play a part in CSR. Why is corporate
responsibility important? Here are 10 reasons why:
#1. It encourages customer loyalty
People are giving to charitable organizations in high numbers. Millennials are especially
active. To attract customers and keep their loyalty, corporations need to pay attention to what
customers care about. If a customer feels like they are living out their values by supporting a
certain business, they are more likely to stick with the brand. They’ll feel a sense of pride
when buying from the business and are more likely to recommend it. Loyal customers are the
best marketing a company can get.
#2. It gives businesses a competitive edge
Customers care about a business’s part in social issues and they will be loyal to corporations
they believe align with their values. That means corporations that cater to these customers
have a competitive edge over companies that don’t. They might offer the same products and
services, but the fact that they are making corporate responsibility a priority makes them
more appealing. Drawing that distinction is essential for marketing purposes.
#3. Corporate responsibility makes employees happier and more fulfilled
Research shows that employees of businesses that prioritize CSR are happier and more
fulfilled. 80% of employees report feeling more purpose when they believe their work makes
a difference in the world. That sense of purpose is essential to employee loyalty and
dedication. When personally fulfilled, people are less vulnerable to fatigue and stress.
They’re also more likely to stay with the company.
#4. It makes a business more sustainable
When a corporation decides to make corporate responsibility a focus, it needs to be more
innovative and creative. It can’t be “business as usual.” Nurturing innovation
and creativity forces a company to stay relevant and adjust according to what customers
want. These days and for the foreseeable future, customers want social responsibility. The
ability to adapt is important for longevity and sustainability.
#5. Customers are willing to pay more
Corporate responsibility is great for business in a few ways. One of them is that companies
can charge more for their products and services. A Nielsen Global Survey of Corporate
Social Responsibility revealed that more than half of the surveyed customers are willing to
pay more if the company is committed to corporate responsibility.
#6. It attracts more investors
Investors care about a business’s sustainability, customer loyalty, and competitiveness. There
are also many eager to support companies that work to make the world better. Corporations
that commit to social change and are willing to adapt are very attractive to investors.
Incorporating CSR is an effective way to attract socially-minded investors as well as those
thinking about long-term financial success.
#7. Corporate responsibility attracts more employees
The generations that really care about social justice and social change will make up the
majority of the workforce. 66% of people surveyed in the Nielsen Global Survey of
Corporate Social Responsibility prefer to work for companies that prioritize corporate
responsibility. By embracing that, a corporation can attract the best employees and keep
them, making the business stronger.
#8. Corporate responsibility can reduce costs
Making money has been the primary goal of “business as usual,” but corporate responsibility
doesn’t mean a company sacrifices profits. In fact, it can reduce costs. Since General Mills
installed an energy monitoring system, they’ve saved millions of dollars each year. While
equipment can cost a company initially, it saves money in the long-term. When reduced costs
and higher-priced products are combined, companies can make a very good profit by being
socially responsible.
#9. Corporate responsibility opens up new opportunities/markets
There are a lot of markets that haven’t been tapped into because traditional business thinking
doesn’t see them as “profitable.” With social activism on the brain, corporations can open
new doors into neglected areas and causes. In considering social impact as well as profit,
corporations can find a balance and set themselves apart from the crowd. Consumers will
appreciate that a corporation is thinking about where it can help and not only about profits.
#10. Corporate responsibility makes the world a better place
Businesses, especially big corporations, can change society in significant ways. They have a
lot of influence, so they can not only raise awareness of issues, they can play an essential role
in progress. Addressing climate change is a prime example of where corporations can take
charge. By taking responsibility for their impact, corporations can help the world become a
healthier, happier place.
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