Table of Contents
First, I will hold a seminar where the new employee. The purpose of the seminar is to welcome the employees into the organization. This seminar will also offer them platform to familiarize with each other. After the introductions, I will proceed and give brief notes explaining; what is leadership? Why is leadership important? What are the distinguishing differences between a leader a leader and a manager?
Who is a leader?
Leaders are individuals who have the ability to organize a group of people in accomplishing a certain goal. Leaders are can either be democratic, dictatorial or free reign. The most preferred type of a leader is a democratic leader. A democratic leader involves his subjects in decision making. This builds the morale of the group and every member participates. Democratically lead group experience minimal resistance and are very productive. A leader who is a dictator makes all the decisions of the group. A dictatorial lead group is not efficient, this happens because some members refuse to follow orders. Finally, a free reign leader has minimal control over the group or the subjects (Stoller, et al, 2014). The subjects make many decisions without the influence of the leader. This type of leadership is prone to collapse, as the subjects may lack a sense of direction. A leader should be democratic; this is the most preferred form of leadership.
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Why is a leader important?
A leader is important as he gives the group a sense of direction. A group that lacks a leader is like a ship without a captain. Leaders organize the resources of the group; they ensure every resource required is present (Skarlicki, et al,2015). A leader is important since he settles disputes that may arise within the group. A leader is neutral among his subject and should be free from bias. A leader prepares work schedules and assigns the subjects tasks, depending on an individual’s ability. A leader also assists the subjects in accomplishing their tasks. Subjects consult form their leader when not sure how to proceed. Finally, a leader gives the group motivation. A leader may decide to reward those who excel in the group.
What are the differences between a leader and a manager?
A leader has the ability to develop new projects while a manager only deals with existing projects. Managers cannot start anything new; they directed on what to maintain by the organization. Leaders focus on organizing people while managers are concerned on the efficiency of organization’s system and structures (Stoller, et al, 2014). A leader’s vision is perceived as long term while a manager’s perspective is viewed as short range. Leaders are people with risk appetite and prefer to try new things; on the other hand, managers are risk neutral. Example, a hedge fund manager will prefer selecting an investment with low risk but a leader will choose the investment that will earn the highest revenues (Sogunro, 2013). Managers delegate duties to employees while leaders take responsibilities. Finally, leaders have follows while managers have employees. Follows are loyal to their leaders while employees are submissive to their managers. This translates that a leader is more productive than a manager is.
This will form the second part of my training program. The activity at this stage will be practical in nature. The employees will be participate into two projects, the first project will be goal oriented. This project will require each employee to achieve the set objective. The employees are to sell company products. The employees will have three hours to sell the company products. The company will award the employee with the highest sales. The purpose of this task is to give the new employees confidence while dealing with new clients. The employees will also sharpen their marketing skills. This test will also help the new employees to prioritize on what they are selling; a smart employee may sell few high valued products and make more revenue compared to an employee who sells many cheap products. This arises from the fact that the company produces different products, which are valued differently.
The second project will require the employees to create an electronics program. The program should be able to improve the organization structure to meet the organization’s objectives. The program can focus on a specific area within the organization structure. Each employee will have three days to accomplish the task. The purpose of this activity is to test on the ability of the new employees to develop new strategies to manage the company. The employees will acquire the skill to invent new ideas. Moreover, the company will be concerned on the presentation of the projects. The program should be realistic in nature; the company can implement it. This task will help reduce the anxiety of new employees; anxiety will reduce the ability of the new employees. After three days, the employees are will present their programs to the board of directors. The employee with the best program will receive an award. The two projects are aimed will increase the competence of employee. Employees will have to compete against each other; this will bring out the best in each employee.
After practical training, there is a brief closing seminar. At this stage, I will review all mistakes noted during the practical training. Employees will be a granted an opportunity to ask questions. Employees will later receive their responsibilities in the organization. The training program is a take a whole week.
- Fleishman, E. A., Harris, E. F., & Burtt, H. E. (2010). Leadership and supervision in industry; an evaluation of a supervisory training program. Ohio State University. Bureau of Educational Research Monograph.
- Skarlicki, D. P., & Latham, G. P. (2015). Leadership training in organizational justice to increase citizenship behavior within a labor union: A replication. Personnel Psychology, 50(3), 617-633.
- Sogunro, O. A. (2013). Impact of training on leadership development: Lessons from a leadership training program. Evaluation Review, 21(6), 713-737.
- Stoller, J. K., Rose, M., Lee, R., Dolgan, C., & Hoogwerf, B. J. (2014). Teambuilding and leadership training in an internal medicine residency training program. Journal of general internal medicine, 19(6), 692-697.