SBLE 1043 ENGLISH FOR COMMUNICATION II

JOURNAL 1 – LEADERSHIP IN ORGANIZATION

Introduction of Leadership Theories

At first glance, the world of leadership theories looks very confusing and complicated. There are new theories being added almost every year to the large number of theories that have been proposed, creating a difficult picture to understand. However, the reality is that all leadership theories can be classified into two major groups or categories, not exclusive but complementary. Leadership theories can be classified into theories oriented to the leader as individual and theories oriented to the relations between leader and followers.

THEORIES ORIENTED TO THE LEADER

Theories oriented to the leader are characterized by the focus on the leader, assuming that leadership is mainly a personal quality. They include the following:

Ø  Trait Theories

Ø  Behavior Approaches

Ø  Contingency Theories

Ø  Leader’s Virtues

Ø  Women Leadership Theories

THEORIES ORIENTED TO THE RELATIONSHIP BETWEEN LEADER AND FOLLOWERS

While recognizing the importance of theories oriented to the leader as an individual, theories oriented to the relationship between leader and followers prevail today. Theories oriented to the relationship between leader and followers include:

Ø  Transformational Leadership

Ø  Power-Influence Approach

Ø  Servant Leadership

Ø  Shared Leadership

Ø  Diversity and Multicultural Leadership

Ø  Team Leadership

PROBLEM TO MANAGE MY SUBORDINATES

Regarding my experience as goverment servant as a assistant auditor at School Audit Department, Kelantan branch, i also have problem in managing my staff under my management. I have one boss which he is a Auditor Chief grade W41 and me as his assiatant auditor grade W27. We all have 50 staffs in our duty. Our duty is auditing financial statement for all schools in Kelantan. Usually our works always oustattion. When i have 50 staffs under my responsibility, i must show a good leadership to manage my subordinates. As a superior i have many challenges to manage my subordinates because everybody have their different behaviour.

For example we have problem dissatisfactions between our staffs in dividing jobs. In auditing, we have been plan in one years how much schools we will go to auditing. We manage the schedule audit and who staffs are including for auditing but still have some of them not sattisfied because they want to choose which school they want to audit. We also having problem where our subordiates always coming office late and not hearing our instructions. This is because me and boss still young from them. All of my staffs are 50 years old above. They are experinced but lack of respect towards us because differential of ages so big.

SOLUTIONS /  LEADERSHIP QUALITIES TO MANAGE

So as boss, we mut have show a good and high quality leadership style to manage our organization and our staffs. Firstly, we tackled issues of dissatisfactions among our staffs about their duty. We make schedule of audit jobs via transparent and rotation of schools they must audit. All our staffs get job rotations and jobs divide same total of each.

Secondly we make a good relationship among the staff and superiors. We trying making a good communication and solving barriers in our communications. All jobs must be remind to finished in our target time and team working are required among us. We have been organized a family day to enhance our relationship and giving motivation to work successfully. We are friendly with our staff but still shows that we are their superiors so they must always respect us.

Thirdly to manage the undisicpline workers who are always late and we not judge the books by its cover. Ussually we not make penalties directly but we are heaering their problem first why always late. We slow talk and advise them first and investigate that cases before making final penalties.

CONCLUSION

The disparities between the different leadership theories or approaches that have been proposed in the last eight decades are only superficial. In reality, those theories are oriented to different aspects of the same phenomena, and integration is not only necessary but feasible. A simple model has been suggested in this article to elaborate a unified or integrated leadership theory, just by putting together the pieces of the puzzle. The proposed leadership theory is based on the fact that leadership is a process that involves a leader, the relation between the leader and his or her followers, and the context. All of these three perspectives have been added to conform a better picture. The resulting conceptual model could be used to help people know, understand, or simulate the complex subject of leadership.

JOURNAL 2 – IMPACT OF WORK ENVIRONMENT ON JOB SATISFACTION

Introduction of impact of work environment on job satisfaction

The productivity of employees is determined by aninordinatelevel, on the environment in which they work. Work environment involves all the aspects which act and react on the body and mind of an employee. Under organisational psychology, the physical, mental and social environment where employees are working together and there work to be analyzed for better effectiveness and increase productivity. The majorpurpose is to generate an environment which ensures the ultimate ease of effort and eliminates all the causes of frustration, anxiety and worry. If the environment is congenial, fatigue, monotony and boredom are minimized and work performance can be maximised.

The work environment can be described as the environment in which people are working. Such as, it is very wide category that incorporates the physical scenery (e.g. noise, equipment, heat), fundamentals of the job itself (e.g. workload, task, complexity) extensive business features (e.g. culture, history) and even extra business background (e.g. industry setting, workers relation). However all the aspects of work environmentare correspondinglysignificant or indeed appropriate when considered job satisfaction and also affects the welfare of employees.

PROBLEM IN MY WORKING PLACE

I have some problem in my work environment. Example lift always broken. My office at level 10, when lift damage it give difficult time for us because we must using stairs everyday. Our movements in office and to go outside from office also are limited.

Besides that we also facing limited equipment such as car to go to audit outstation. Although staff have their own car but not all of them have that and want to usingb their own car because not suitable for auditing at urban area such schools in Gua Musang. The road condition are challenging and sedan car are not suitable.

Lastly we have parking problem for all staff. Everyday we takes more time to find parking because it is limited and also some of other blocked our cars. This problem make us late everyday for punch card and also some of staf arguing with another staff deparment because of parking.

SOLUTIONS

Firstly to solve lift problem. We always make a report to building management but their actions to fix the lift always late. So we set up a direct appointment asking their top managemnt about this problem. If they not solved quickly we will me move to the new office building which new and services more fast.

Secondly, we will forwatd to headquarters about ourm plan to have several official car suach as multipurpose vehicle(MPV) and 4WD because its more suitable to outstation at far distance in urban such as Gua Musang.

Lastly to solve parking problem we remind security to watch closely who are blocking cars. Reminder or clamp must be exercise to control this unethical users. Also we want building management to provide more parking to rent a land beside our building because we all able to pay for it.

CONCLUSION

For me the environment factor in job giving job dissatisfaction to us. This can be proved by the result of the study indicates that workload, stress, overtime, fatigue, boredom are some factors to increase job dissatisfaction. On the other hand good working condition, refreshment & recreation facility, health & safety facility, fun at workplace increase the degree of job satisfaction. Effectual human resource management and preserving progressive work environmentwould consequencesthe job satisfaction and performance of organisation as well as entire economy. Hence, for the success of organisation it is vital to accomplish HRM successfully and find whether the work environment is satisfied for employees or not.