Leadership and Team Building Essay Example | Topics and Well Written Essays - 500 words

Leadership and Team Building - Essay Example Different circumstance thus results in different leaders as such relative situations. According to this, an effective leader must offer the best solutions for the prevailing situation. Situational theorists, on the other hand, dictate that the best leader must develop a team that provides the best course of action based upon the relative situational variables (Coggins, 2009). This follows the understanding that every situation is different from the other and therefore requires a unique set of actions. Behavioral theorists dispel the notion that leaders are born. They believe that leaders are made and the process depends on the behavior of the leader. People see their leaders as role models and would, therefore, like to see admirable qualities in the leaders. This way, they develop teams consisting of obedient members who therefore achieve the success required of the projects. Participative theorists explain that leaders should consider the input of others in their group thereby appreciate the contribution of their followers. Such motivate creativity thereby developing the right mental states in the team members. The management theory of leadership bases its importance on the supervision, performance, and organization of a group. An effective leader must, therefore, be capable of organizing his or her group thereby achieves the successes required of such teams. Relationship theory of leadership lay more importance on the interaction between leaders and their followers (Hitt, Ireland & Hoskisson, 2011).

Procurement process_3 Essay Example | Topics and Well Written Essays - 500 words

Procurement process_3 - Essay Example professionals require constantly monitoring the employees with the aim of ensuring employees’ safety, developing immigration laws and employment tax based regulations. In addition, the professionals are also required to be equipped with broader decision making capabilities so that they can make effective decisions in order to mitigate the risks attached with employee deployment (Krell, 2012). In the present changing business scenario, business professionals are required to identify risks that are associated with management and deployment of human resources (HR) in terms of monitoring the operations of the employees relating to their temporary along with permanent assignments. In this respect, the mobility professionals recognise HR risks by constantly monitoring the activities of the employees for the purpose of mitigating unfavourable impacts in relation to security as well as logistics, family dynamics and effects of cost cutting. In order to address the HR risks, the mobility professionals should possess adequate knowledge along with expertise on different grounds that include financial acumen, immigration law, importance of preserving effective employee relation and knowledge of taxation among others. The two key criteria in accordance with which professionals should evaluate family issues posed by personnel include decision making and business needs (Cascio, 2010). In relation to determine the effect of poor project screening methods, the provided article signified that this particular method unfavourably affected the operations along with the performances of business organisations. This might be owing to the reason that ineffective screening methods lead towards inappropriate management of employees, which eventually results in higher employee turnover. This could be regarded as one of the imperative aspects, which demonstrated by the provided article concerning the effect of poor project screening methods on a firm’s ability to manage employees