Leading - Understand Groups and Teams Essay Example | Topics and Well Written Essays - 1000 words

Leading - Understand Groups and Teams - Essay Example This implies that organization leaders need to be concerned with people working within the organization as much as they are concerned with results and expectations. Crises are usual occurrences in an organization. A crisis can have disastrous results on an organization that lacks concrete management or leadership. Leading an organization in the first few months after a disaster is of particular interest since it requires balancing the needs and expectations of the organizations as well as those of other stakeholders (Kalb, 1993). This essay will discuss the expectations of an organizational leader in the few months after a disaster. The essay will discuss the group model of leadership as opposed to team model. Leading an organization for the first few months after a disaster has occurred is challenging to both the leader and the employees. This is because there is need to find a solution to the immediate problems as well as ensure employee satisfaction. Being successful in organizati onal leadership requires organizational leaders to organize their employees in order to achieve the objectives of the organization as well as employee satisfaction. In this case, an organizational leader will employ either a team model or a group model. A group leadership model will be the most appropriate in steering the organization through the crisis. The group leadership model has groups as its basic structure. In this case, a group is composed of people with similar work objectives. As opposed to team models, group models are easy to develop since they are based on visible qualities of employees, it will also be easy for an organization leaders to steer an organization from a crisis through group leadership. Unlike teams, groups are made of people who are united by a common goal or problem. In this case, the common problem will be the disaster that has occurred within the organization. A group will also be based on the availability of a common solution for the immediate problem . This factor makes group leadership models to be more preferable than team models. Unlike groups, team are concerned with success in a particular area of strategic management. Leading an organization through a crisis requires facing or accepting reality. This will involve establishing the root cause of the problem before coming up with possible solution. If the cause of a crisis is a natural disaster, then the organization leader will be concerned with finding both short term and long-term measures to fix the problem. A crisis resulting from natural disasters may make things worse for the organization and therefore, organizational leaders should be prepared to tackle any aftermath or occurrence. Before trying to fix the problem, a leader needs to address the available groups of employees. This will involve creation of positive behaviours that will enable the employees to survive through the resultant problems that were caused by the natural disaster. Understanding group behaviours will be the basis of group development. The organization leader will be concerned with developing positive behaviour for each member of the group and each group. In this case, positive behaviours are behaviours that will enable the organization to achieve both short-term and long-term interventions for the immediate problems (Lawrence, Weber, Post, 2005). In the group behaviour model, knowledge, skills, and ability are significant element of organizational le

The Relationship between Generation Y Work Value with Job Satisfaction Research Paper

The Relationship between Generation Y Work Value with Job Satisfaction and Work Stress at Hong Kong - Research Paper Example The main purpose of conducting this research project is to study the relationship between generation y‘s work value with job satisfaction and work stress at Hong Kong. There are some work values in this report have covered to study with and examine those work value will influence job satisfaction level and work stress level of generation Y or not. Some variables moderators like age, marital status and number of kids might moderate the relationship between the factors. The proposed mechanism based on previous empirical researchers and six hypotheses had been set up. Those hypotheses will be tested by Pearson Correlation in a convenient sample of generation Y who is taking a full-time job in Hong Kong at the moment. (N = 72, Male = 50, Female = 22). The result showed that good salary, job interest, prestige and variety diversion of work had the strongest relationship with the work value of generation Y. The job satisfaction can rise significantly and work stress can reduce when t he work value match with generation Y’s expectation. Furthermore, the study finds out there is the negative relationship between work stress and job performance. Heavier work stress will bring a negative effect to generation Y and bring down their job performance. From the test conducted, found that age is a greatest moderating effect on the relationship job satisfaction level and work stress level of generation Y. Also, marital status and number of kids give different moderating effect to generation Y on the job value, job satisfaction, and work stress. For further study of a similar topic on generation Y in Hong Kong, it is suggested that personality, work overtime, a part-time study can be the focus on and the result or findings should be taken into account of. Generation Y is a dynamic workforce that holds specific expectations with regards to work factors, to understand generation Y’swork value is important to the employer when they make recruitment to the new com er to their company. Around 14% of total workforce in Hong Kong are generation Y and increasing rapidly. To determine what are the main value or factors to encourage them to work hard, which reason, why they need to work, is important for management level to setup up policy in their company.