Assignment:
Going over my results they were kind of contradictory to each other. My leadership style says that I am an idealist, but the second quiz says that I am authoritarian. The first result as an idealist is geared more towards the liberal leaning companies. The idealist will work better with millennials due to the flexibility and understanding for employees. The authoritarian will work better with the baby boomers due to the high demand and strict leadership from the top. Employee commitment in my words is basically how serious an employee takes his/her job and organizational effectiveness is how well a group of people work under the conditions they are given. Leadership style has a direct correlation to both employee commitment and organization effectiveness. Blanken (2013) states that someone who is leading well will possess more than one leadership style. Employees will work better and be more committed to a boss if he/she fits well with their personality. For example, some people like myself hate getting micromanaged and the more I am, the less output they get out of me. . With a lack of work from one employee comes about, comes a less effective organization. An effective organization will be a well oiled machine that comes from a style that fits within that organization. An effective organization will delivery results (Kramer, n.d.) A factory would be more likely to need an authoritarian style leader due to the nature of the work and the expected output of product in a timely manner. An office setting such as where I work needs to have more of an idealist because my work is always changing and sometimes we need flexibility to alter documentation and go about writing different styles depending on the task. The leadership style that is present will determine how well the organization performs. Morale and goals will be achieved through strong leadership that fits the business environment.
Employee commitment is considered to be psychological immersion of an individual with his institute through sense of belonging, ownership of organizational goals and being ready to accept challenges. Creating commitment among employees is important because without this it will become difficult for an organization to achieve strategic goals. Organizational commitment mean the involvement of an employee to perform his work with zeal and excitement. Performance of an organization is directly related to commitment level of employees. Committed employees will be able to perform their jobs more than management expectations. High level commitment is indispensable for increasing output and obtaining sustainable competitive advantages.
Organizational effectiveness is a well thought out developmental plan which is based on improving employees' well-being and organizational growth. It states that effeteness and growth of organization can be used interchangeably because growth cannot be achieved without effectiveness. Effectiveness has a direct link with growth. Some argued that organizational effectiveness can be measured through its capacity to survive, adapt and maintain itself as a growing organization. For effectiveness and growth, organization needs to have a long term plan to improve its capacity through the effective use of its workforce.
Human resource management theory is established on the assumption that employees and organization coexist mutually through exchange relationship. They are reliant on each other. None of them can function effectively lacking the sustenance of the other party. Both parties mutually coexist by supporting each other for their efficient functioning. This type of relationship is due to two factors, first is the inducement by the organization and the second is the employee contribution. The employee's contributions to the organization is based on the employee's commitment, his performance and participation in all important decisions relating to the work of the organization.