System Leadership
...loyees. Consequences of re-engineering and downsizing has negative effects on both laid-off and survivors, but this can be reduced if companies softens this switching period, provides consultancy or helping them find new jobs. Knowledge workers are the most valuable work-group in this Information Age. Life-long learning philosophy must be used in order to keep demanded by the organization because it’s not you they pay; it’s your skills, knowledge and experience. 2. High Managerial Skill: Right employee should be chosen when hiring. Positivism + Responsibility are the characteristics a manager should look for when hiring a new employee. Talent and Achievability levels of the individual should be taken into consideration when empowering; not everyone has talent on every task and when they have they should spent time by learning to achieve those tasks on their own. When both levels are sufficient we can talk about empowering. Timing is also important, early empowering leads to unsuccessfulness and delays leads to personal loss. Only strategic decisions shouldn’t be delegated since those define the long-term paths of the business. A leader must create partnership within the organization; this might be success as well as the money or share. Higher goals should be followed by sub-goals and the participation of the employees increases their commitment to achieve those goals. Everybody in the organization knows what to do, when there is an aim there is a solution. The system leader should also be human oriented. Knowledge is the most important value of a profitable organization and it can only be achieved by continuous training and learning. Seeing the organization as a whole and interfering whenever needed is another crucial factor. SWOT analysis and PEST (Political, Economic, Socio-cultural and Technological) helps the system leader to see the weakness, strengths, opportunities and threats of an organization and act rapidly. Seeing what’s ahead is another important skill of the system leader. Planning, timing and strategy creating is the steps to seeing ahead. Planning enables us to foresee the problems and reduce the risk to face with un-assumed troubles. Defining strategy is about shaping the future for your business. 3. Effective Human Resource Management: When there are two people there sure is conflict between them. What a system leader can do to decrease conflict can be listed like this: Create teams, indoctrinate organizational membership, direct towards common goals, break old-habits, increase the time group members spent with each other, prevent grapevine, make sure there is no one jobless in the organization, prevent hiding conflict, encourage communication before conflict management. Situational leadership implementation requires the system leader to differentiate two variables when interacting with his/her employee: Supportive, Directive. A new employee (S1) has high motivation so high directive attitude will be appropriate, but a totally skilled and empowered employee (S4) should be minimally supported and directed since he/she is totally in charge of the tasks. The system leader should choose and implement appropriate attitude according to his/her employee. Synergy refers to obtain more energy than the sum of the contribution and motivation increases synergy. Motivating factors according to Herzberg are: Being successful, recognition, improvement, interest and responsibility, and helping factors to motivation are: organization policy, management control, salary, position, safety. The system leader should be talent seeker all the time and a good business must be human oriented. The right person right place right time formula should be achieved. Teams create more synergy then groups and each team must confront to 4 steps to work effectively: forming, defining roles, communicating and working. Flexible compensation of the employees is another important point in system leadership. Performance evaluations should be based on rewarding and not punishing. The organization shou...