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The purpose of this exercise is to introduce the relationship of selecting, evaluating, building and hiring the right employees and leaders as one of the factors to establish to pull through a team strategy, increase company performance and develop organi

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Table of Contents I. Executive Summary 2 II. Leaders in the Organization 2 III. Group Report 11 IV. Women in the Construction Industry 20 V. Behavioural Strategy 25 VI. Performance Appraisal 34 VII. Performance Quality 39 VIII. Performance Appraisal Report to B.I. Tala 40 IX. Reference 46 I. Executive Summary The purpose of this exercise is to introduce the relationship of selecting, evaluating, building and hiring the right employees and leaders as one of the factors to establish to pull through a team strategy, increase company performance and develop organizational effectiveness. I will try to explain each of the key roles that will affect a business success in its industry. One of which is selecting the right leader and what is the best fit 'type' of leader. It will also include how some companies empower their employees better in their tasks. The document will also help how strategic performance management can take place at top management, middle management, or strategic operations levels, and their impact on business profitability, company competitiveness and organizational stability and growth. II. Leaders in the Organization A. Theories and Styles of Leadership 1. Leadership theories Many theories about leadership tend to focus on the question 'What is it that makes one leader more effective than another?' The hope is that by observing carefully enough how successful leaders operate, it will be possible to arrive at a theory which will either enable others to be more effective leaders, or at least enable organizations' to select better leaders. These theories of leadership fall into three broad categories: trait theories, style theories and contingency theories. I'll examine each of these in turn. a) Trait theories Trait theories are based on the assumption that the determining factor in an effective leader is a set of personal characteristics. It is also assumed that the way to discover these characteristics is to study successful leaders and determine which characteristics they have in common. ...read more.


Its members were busy fielding questions and accepting applications throughout the night. "These jobs are here for you," Hayes told the audience. "You have to figure out how to make it work for you and your family, so that you can achieve economic self sufficiency, and that--for women--equals equality." D. Analysis and Conclusion The women who exclude themselves from construction lack political will inside and outside the industry that creates obstacles in addition to the more general gender stereotyping that underpins existing gender identities. More optimistically, they suggest that once more women are involved in the industry, the environment will become more female-friendly. Quite how this is to be realized remains less clear. V. Behavioural Strategy A. Delegation Techniques Key Messages: * Make sure you are delegating rather than dumping * The most successful delegators have regular milestones meetings * Ensure people have the resources and authority they need to successfully accomplish the task Successful Delegation is one of the most powerful leadership and coaching tools of the high performance leader. It is far more than a way of getting people to do the things you don't like or don't have the time to get to. For Successful Delegation Follow these Six Steps: Step One: Select The Task When determining the tasks and activities that could be handed across to others, you can choose to delegate either one-off tasks/projects or recurring tasks/projects. Some ideas are, tasks that - * You used to do before you assumed your new role (comfort zone) * People in your team have more experience with * Aren't in your core competency * Provide valuable experience and will develop bench-strength in your team * Will engage and energize your team members * You dislike and that someone else in your team loves Step Two: Select The Person When delegating work it must be something that challenges the team member by providing added responsibility and higher proficiency. ...read more.


Review of women's studies, VIII (1). Quezon City, Philippines: University Center for Women's Studies. Tapales, P. D. (2004). Review of women's studies, XIV (1). Quezon City, Philippines: University Center for Women's Studies. The journal of reproductive health, rights and ethics, I (2). (1995). Quezon City, Philippines: Reproductive health, Rights and Ethics Center for Studies and Training (ReproCen). Primers/modules Alvarez-Castillo, F. (2001). Gender and health: An overview. Manila, Philippines, Philippine Health Social Science Association. Illo, J. I. & Ofreneo, R. P. (2005). Beijing + 10. Celebrating gains, facing new challenges: A report of Philippines NGOS. Quezon City, Philippines: UP Center for Women's Studies. Karapatang pantao, karapatan ng kakabaihan at ang batas. (2003). Quezon City, Philippines: Women's Legal Bureau, Inc. Kintanar, T. B. (1998). Gender fair language: A primer. Quezon City, Philippines: University Center for Women's Studies. Kintanar, T. B. (2005). Sexuality education: A primer for teachers and guidance counselors. Quezon City, Philippines: UP Center for Women's Studies. Sobritchea, C. I., Kintanar, T. B., Ujano-Batangar, T. D. & Gestardo-Conaco M. C. (2005). Training modules for sexuality education and reproductive health. Quezon City, Philippines: UP Center for Women's Studies. Ujano-Batangan, T. D. (2006). Pagdadalaga at pagbibinata. Developmental contexts of adolescent sexuality. Quezon City, Philippines: UP Center for Women's Studies. Tan. M. L. (2005). Sex and sexuality. Quezon City, Philippines: UP Center for Women's Studies. Government documents Guidelines for developing and implementing gender-responsive projects and programs. (2000). Manila, Philippines: National Commission on the Role of Filipino Women. Plan framework of the Philippine plan for gender-responsive development. 1995-2025. Philippine national demographic and health survey 1998: Summary report. (1999). Manila, Philippines: National Statistics Office. Republic Act 7192: Women in the development and nation building act implementing rules and regulations. (2000). Manila, Philippines: National Commission on the Role of Filipino Women. Websites [1] http://openlearn.open.ac.uk/mod/resource/view.php?id=209237 [2] http://en.wikipedia.org/wiki/Management_by_objectives [3] http://managementhelp.org/plan_dec/mbo/mbo.htm [4] http://www.1000ventures.com/business_guide/mgmt_mbo_main.html [5] http://www.ewin.com/articles/obexre.htm [6] http://www.thefreelibrary.com/Change+management-s138625 [7] http://www.women-core.org/web/labein.php [8] http://cgws.upm.edu.ph/resources.html [9] http://www.inquirer.net/globalnation/sec_prf/2003/sep/10-02.htm [10] http://www.cooperator.com/articles/866/1/Professional-Women-in-Construction/Page1.html [11] http://www.cooperator.com/articles/866/1/Professional-Women-in-Construction/Page1.html [12]http://thephoenix.com/Providence/Arts/76416-Interview-Artist-construction-worker-Susan-Eisen/ [13] http://www.businessballs.com/performanceappraisals.htm [14] http://www.businessballs.com/employeemotivation.htm [15] http://www.work911.com/performance/particles/kobmot.htm [16] http://sourcesofinsight.com/2009/01/12/13-motivation-techniques/ [17] http://managementhelp.org/emp_perf/perf_rvw/basics.htm [18] http://www.leadership-and-motivation-training.com/successful-delegation.html [19]http://www.biztools.com/ [20] http://www.goer.state.ny.us/train/onlinelearning/FTMS/400s4.html ?? ?? ?? ?? Unit 14 - Working With & Leading Peoples Assignment 14 - 02 Page 1 of 51 ...read more.

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