Reply to the following using at least 175 words per post. Be constructive and professional in your reply. Be sure to use FULL APA references and in-text citations.
1. In my second to last position as a department chair in a university, a new dean was hired beginning in my third year. He made it quite evident from the get-go that he was not receptive to suggestions and preferred to make up his own mind. But still we held department head meeting every couple of weeks but participation in those meeting was soon seen by most of us as a waste of time. Why bother making suggestions?
Deke Copenhaver, in writing about leaders setting the proper tone for an organizational unit says Setting the tone for your organization can be difficult at times as leadership roles inherently come with stress and a glaring spotlight that can be a bit unforgiving if not handled properly. However, as the leader of your organization your team will always look to and take its cues from you in any given situation.
Copenhaver offers five suggestions for leaders in setting the right cultural tone:
Be a leader who you would want to follow. Set the example of appropriate conduct.
Always be accessible. This promotes an aura of collaboration.
Always maintain your composure. This promotes a calmer atmosphere which enhances communication and sharing with each other.
Stay positive when adversity hits. This tells team members that the situation iso9nly a bump in the road and better days are ahead which focuses on the future.
Make the mission bigger than yourself or the organization. Team members perform better when they understand the long term consequences for the organization.
What are some characteristics of good/bad leaders you have experienced?
2. Metrics are ways to measure performance preferably in a quantitative form. Some of the most important reasons for team member performance tracking (https://blog.azendoo.com/6-metrics-for-measuring-team-member-performance/) include:
– It can help detect detractors. I am sure we all realize that some team members work more than others, while some work less. Identifying (and recognizing appropriately) leads to growth in performance and office morale.
– It can provide a better understanding of who likes to do what. Different employees have different skill sets and some employees like to do different things than others. Knowing that helps shift team members around for enhanced productivity.
– It can increase overall productivity and profitability. Having a good idea of staff productivity helps raise attention in areas that are lacking. Some employees need extra supervision or attention to work to their fullest.
– It can create a transparent working environment. If everyone knows how much everyone else works, the work environment becomes healthy and cooperative. The goal of every manager should be the synergy between different team members and employees, which is what metrics can help achieve.
Do you agree? What are some KPIs for indicating productivity?
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