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If you use bad fuel the train never reaches its full potential. Interpersonal skills are one of the core elements of a good leader as well as a good employee. Due to good interpersonal skills only, a leader becomes a leader as it helps him or her to win confidence and faith of the team members. “Morale” can be referred to as the spirit of an individual or group as shown in the willingness to perform assigned tasks. Morale can also be described as a state of mind, mood or mental condition. Employee Morale has a direct impact on productivity of an organization.
The best way to develop employee morale is by implementing leadership techniques, as a good leader with interpersonal skills has impact on team member’s way of thinking. In order to understand how leadership techniques can develop employees’ morale and its relation with interpersonal skills, I interviewed two leaders, both of which have several managers and employees working under their direction. Chose the leaders based on diversity, the leaders are of different cultures, age groups, regions, and fields. The leadership styles are very similar and both leaders are very successful in their careers.
The first interview was with a 60 year old male, he is the Southern Regional Manager of Information Technology Division for the x Headquarters. He has 5 managers and over 70 employees working under him. He has been working for the US Government for over 40 years, with his first job being with the US Navy Administration. The next person I interviewed is a 37 year old, working as a director in a family owned multimedia logistics company in India, taking care of their activities and offices in East & West Indian Zone. He has over 20 locations throughout India, each location with its own manager, and a total staff of over 200 employees.
He has a degree in business commerce. Interview is the head over the IT Depart for the Southern Region of the x. X told me that his employees would describe his leadership style as striking a balance between employees needs while ensuring the needs of the organization and job requirements were meet. An example he provided me when asked was, an employee’s needs are taken into consideration, when making decisions in times of conflict between job demands and employees request for time off. To ensure job requirements are meet, he provides workshops and on-the-job training and makes himself readily available.
He has been recognized by the highest levels of management in these for the quality of his work and consistency of his ethics in regards to job conduct. He is highly knowledgeable in his field, and frequently takes refresher courses in management. He is always honest and sincere in his actions. During the interview, I asked Mr.. X about his interpersonal skills and how he builds morale. His response was, he leads by example and would never ask an employee to do anything he wouldn’t do himself. He understands that each of his employees is different, thus makes their needs are different, and being sensitive to those needs is critical.
He mentioned that he would never ask an employee to do anything he wouldn’t do himself. He acknowledges group members accomplishment during meetings and then again during reviews. There is no second guessing on where an employee stands, he lets his employees know when they have done something good and makes them aware of their weaknesses (in private) so that they know what areas need improving. Mr.. X revealed to me that during he talked about an employee for which he had received several nationwide complaints, stating that the employee keeps asking for help in areas that he should be knowledgeable.
After the meeting the employee became embarrassed by the attention he received after the revelation in the meeting. Mr.. X stated that it most likely damaged the employee’s morale. Xx states that his employees would say his leadership style is the best they have ever experienced. He states standing by all his deserving colleagues and staff members. He is a firm believer in honesty is the best policy and that remaining honest with employees, vendors and customers is essential. Any achievements in the organization are as a group and not on an individual basis.
He filters his employees on “willing” and “capable” and believes all employees would be provided opportunities and support for their growth. Knowing how to and whom to delegate assignments is important for Mr.. X and he tries to convey this to his managers. By delegating assignments properly he is able to reduce some of his workload. In addition to delegating, he provides his team with the authority to make certain decisions which helps to free some of his time as well. He provides the employees with goals and tells how by reaching these goals the organization and employees will have a bright future.
When I asked Mr.. X about his interpersonal skills and how he builds morale, h tastes being perceptive to group members is crucial. Providing staff with the knowledge and know how to get a job done contributes to both morale and interpersonal skills. When an employee is confident in their knowledge then h has self-esteem. Teamwork is important to any organization, as one individual cannot run a company alone. Giving employees opportunities to make decision shows trust and in return the leader gains trust building morale. He states give monetary incentives on a yearly basis based on performance also builds moor Mr.. Xx told me that once he took a risk with a big project that negatively impacted his organization and the result of the failure disturbed company morale. The project resulted in raises not being given due to extreme loss of money. He said that his team members did a great job and it was due to his b decisions that the project wasn’t successful. After not being able to give raises that year he told corporate to terminate the project and took sole accountability for the projects failure. From the interviews, I was able to established strong leadership skills in both Xx and Xx .
Each leader knew the importance of employee morale and h a firm grasp to achieve it. Leading by example, proper delegation, recognition rewards, and motivation are benchmarks for leadership and building morale. When you have a leader that walks the walk it’s easy to follow in their footstep A true leader will provide employees with what they need to be successful an not try to hinder their staff. A leader knows that a weak employee can control to the leader’s failure as well as the organizations, due to this insight they ma sure employees are properly trained and motivated.
Delegating projects to et members and ensuring they know how to complete assignments by providing he proper training builds confidence and drive in employees. Productivity of any organization is dependent on their employees’ motivation and morale, leadership plays an important role in maintaining good productivity of an organization by keeping employees motivated, developing morale and sustain them. When management provides employees feedback on their performance it give the employee knowledge on what they need to do in order to obtain success. Duckling them in front of other group members and addressing the situation in private is crucial to the employee’s self-confidence and esteem. When an employee is criticized openly it front of other employees it tarnished their true you and their abilities. This will lead to poor performance and morale. Analysis of what I learned Having trust in one’s leader is linked to desirable performance outcomes such satisfaction, retention, commitment, and organizational citizenship behavior Thus, good leadership techniques and interpersonal skills are essential to any organization.
Being aware of the outside influences of your team members understanding their individual differences shows emotional intelligence by displaying compassion and and being sensitive to the needs of your team. While axes stated the risk he took had a negative impact on his organize I see a lot of good leadership style in his actions. First and foremost, he killed the project admitting defeat before losing complete control of the organization stability which would have resulted in employees losing their jobs.
He took accountability for the failure and didn’t try to blame outside forces or other employees. In addition, he shows courage by taking the risk in the beginning Yes, due to not receiving the expected raises the morale of employees falter a little but overall xix demonstrated strong leadership abilities. I was a to gain a lot of valuable insight from both Xx an taxation I will be able t use in the future. If I were able to choose and apply just one thing from each these gentlemen then I be more successful.
The most important thing I Lear from Mr.. Malory is by given authority to team members I can become MO productive while lessening my work load. This also helps me build rapport team members, while boosting their confidence and loyalty. From Mr.. Dude think to be more aware of what I ask of employees and make sure that I do ask them to do anything I wouldn’t do myself. Recommendations I would recommend Xx to give some more attention to motivate and acknowledge work of his team members as I did not see anywhere he mentioned about it. Loud also recommend both XX and extort condo regular survey on Morale of their team members and be open for any kind requirement of their team members. Regular survey activities will prevent t for getting blamed by staff members about their low morale, as most Poe who experience low morale in the work environment blame management o their immediate supervisor for their leadership related competencies such as communicating vision, emerging staff, demonstrating trust and loyalty, anyhow about staff mindset and developing teams.
Reflection After working on this topic I realize more the importance of leadership skills in developing employee morale, although had an idea about it earlier also but after working on this topic I came to know that in today’s world it is one the most important part of an organizations success as without good moral of employees an organization is eventually going to end in losses due to baa and low productivity or not being able to meet requirements of customers. I the end, a company’s success begins and ends with consumer. If employees aren’t happy, then it’s hard to make the customer happy.