Essays on Assignment On Administrive Management (Report) Assignment

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Executive Summary: It has always been argued that a supervisor/leader of administrative staffs can create or destroy the working condition for them. A transformational leader who is flexible to changes can take decisions for the betterment of the organization and its staff, while an adamant and egoistic leader can halt the inclusive growth of the organization as well as the career development of the staff working under him/her. Comparing these perquisites of a good supervisor or leader with the one at Better Business Solutions, who is responsible for recruitment and appraisal of all administrative staff, we can see that he has certain fundamental weaknesses in terms of leading the team and providing the quality staff for the organization.

Adaptation of wrong policies has made the situation worse for the staff members. The climate within the corporate administrative division has become extremely problematic with high levels of stress, conflict, and absenteeism accompanied by an obvious lack of commitment and motivation typified by a number of recent resignations from administrative staff. To address these problems the CEO of Better Business Solutions must work on the problem form the root level.

An administrative reform should be brought to provide the adequate working culture for the employees. This reform must be brought gradually in phases but in order to address the immediate problems of the staff a new supervisor should be appointed and proper channels of communication should be developed to understand the needs of staff. Finally, the supervisor should work with the CEO and staff for the long term sustainable development of a new administrative environment. Table of Contents: Introduction: It has always been argued that a supervisor/leader of administrative staffs can create or destroy the working condition for them.

A transformational leader who is flexible to changes can take decisions for the betterment of the organization and its staff, while an adamant and egoistic leader can halt the inclusive growth of the organization as well as the career development of the staff working under him/her. Staff members feel de-motivated and do not show any interest in working for the growth of organization under such leaders. This results in higher stress level among employees and other staff members, higher turnover of employees, high level of conflicts and absenteeism and declining standards of administrative work. A study done by Professor Armin Falk, research director at the Institute for the Study of labor concludes that Employee motivation decreases significantly if workers sense distrust from their supervisors.

It says if there has to be supervision; it should be done properly (Falk, 2005). Ironically, a good leader or supervisor understands the needs of its staff, motivates them, help them in achieving their desired career progression, brings them out of stress if any they feel, instills the group dynamics and team cohesiveness and brings ethics in the working culture (Kinicki & Vecchio, 1994). Two major behavioral dimensions have emerged from leadership research are those which sociologists have termed instrumental and social-emotional, or expressive, leadership behavior.

Psychologists who have studied leadership have independently discovered these dimensions (House, 1971).

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