Lecture Art of Leadership and Motivation - Lecture 26

Upon completion of this lesson, the successful participant will be able to: Transformational leadership (TL) perspective, a model of transformational leadership transformational leadership factors, full range of leadership model, the additive effects of Tl, other transformational leadership perspectives, how does the transformational approach work?

Prof Dr Mohammad Majid Mahmood

Art of Leadership & Motivation

HRM – 760 Lecture ­ 26

Leader`s Key Responsibility:

Human Resource Retention

Ethical Issue

There are numerous negative organizational consequences

to firing employees, including the discomfort of the

supervisor who delivers the termination information,

conflict or sabotage from the departing employee, and

the potential for a lawsuit

In response, many supervisors provide problem employees unpleasant work tasks, reduced working hours, or

otherwise negatively modify their jobs in hopes that the problem employees will simply quit

What are the ethical issues raised by this strategy?3

OUR ASSEST WALK OUT OF THE DOOR  EACH EVENING. WE HAVE TO MAKE  SURE THAT THEY COME BACK THE 

NEXT MORNING 

HR Critical Findings

One Out of Every Three People 

Plan on Leaving in the Next Two 

Years Hay Group, USA

It Costs Much More to 

Replace Employees Than to 

Keep Them

Diversity

Loyalty

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Employee retention is a process in which  the employees are encouraged to remain  with the organization for the maximum 

period of time or until the completion of the  project. 

Employee retention is beneficial for the 

organization as well as for the employee. 

“ The extent to which an employee is committed to their work and their organization, and the extent 

to which this commitment impacts their 

performance and intent to stay with the 

organization.”

“ A positive attitude held by the employee towards the organisation and its value. An engaged 

employee is aware of business contexts and 

works with colleagues to improve performance within the job.”

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Based on these definitions, HR retention is  the total of the behaviour employees 

Rational Commitment:

 Employees believe they will personally benefit ­ 

financially, developmentally, or professionally from the  team or organization. 

 It makes sense for them to stay with the organization.

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Emotional Commitment: 

 Believing in, valuing, or enjoying their day­to­day work,  teams, managers or organizations. 

 Because they can make a link between their role and 

organizational objectives and value system, and they 

enjoy or find fulfillment in the work

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There are five work related roles that an employee can assume and these are:

 Job Holder Role: employees come to work and do the job that is

listed in their job description.

 Team member role: employees go “above and beyond” to help

members of their team work toward common goals

 Entrepreneur role: employees come up with new ideas and processes and try to get those ideas implemented.

 Career role: employees do things to enhance their career in the

organisation; they learn, they adapt new skills, and more.

 Organisation member role: employees do things that promote and

help the company even if it’s not part of their jobs or their team’s duties

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Have you ever hired  the wrong person?

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 Failure to detect Failure to detect motivational fit with job

 Applicants "exaggerate" Applicants "exaggerate" to get a job

 Most hiring decisions made by intuitionMost hiring decisions made by intuition 

during the first 

during the first few  few minutes of the interview 

 Two out of three hires prove to be a bad fit Two out of three hires prove to be a bad fit 

within the first year

 Most interviewers not properly trainedMost interviewers not properly trained

 Excellent employees placed in the wrong Excellent employees placed in the wrong 

their strengths

Employee  needs  pride  in  where  they  work 

Compensation Environment Growth

Relationship

Support

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FACILITATOR