Leadership, Create a vision for the business, inspire people, and foster innovation, Management, Responsible for implementing plans and organising resources to achieve goals, Leader vs Manager (roles), Role: L: Provide/create long term vision; M: Organise resources day to day., Leader vs Manager (innovation), Innovation: L: Promote innovation, creativity; M: Implement new ideas., Leader vs Manager (risk taking), L: Accept risks, willing to fail; M: Control risks, look to minimize them., Leader vs Manager (people in an organisation), L: Inspire trust, build relationships; M: Organise, co-ordinate staff, Organisational Culture, A set of shared values, beliefs and behaviours that shape how a business operates, Contribution (Organisational Culture), Creates Shared Values and Purpose, Improves Employee Wellbeing and Work-Life Balance, Fosters Collaboration and Innovation, Increases Employee Loyalty and Retention., The importance of innovation for organisations, 1. Helps a business stand out from competitors by making new products/processes. 2. Enables a business to adapt to change by being open and ready to shift models. 3. Drives efficiency and profitability in all processes to lower costs and increase speed. 4. Opens up new markets or customer segments, appeal to new audiences, diversify risk., Autocratic leaders (Leadership Styles), make decisions themselves and give instructions to subordinates without consulting anyone. Useful for rapid decision-making or in a crisis situation, Autocratic leaders: Impact on Culture, Clear direction for staff. Low staff engagement and morale, Autocratic leaders: Impact on Innovation, Limited ideas offered as staff don’t feel trusted / valued, Democratic leaders (Leadership Styles), involve staff in decision-making, trusts their employees, and maintains open communication. Widely used., Democratic leaders: Impact on Culture, Open communication, easier to manage change, better problem-solving., Democratic leaders: Impact on Innovation, Encourages intrapreneurship, staff more likely to offer suggestions, Laissez-Faire leaders (Leadership Styles), adopt a hands-off approach, with minimal employee supervision, Laissez-Faire leaders: Impact on Culture, Encourages independence, but some workers may need more direction, Laissez-Faire leaders: Impact on Innovation, High levels of innovation from highly skilled employees, Reasons for conflict in the workplace, Disputes over pay, working conditions, redundancies, demarcation, trade union recognition, or unfair dismissal or discrimination of a worker., Impact of conflict in the workplace, Lower productivity and collaboration, lower morale/higher absenteeism/turnover, better problem solving, Ways to deal with conflict internally, Meet & Talk, Negotiation/ Bargaining, Meet & Talk (Ways to deal with conflict internally), Parties can meet to clarify the issue through open communication to help resolve it, Negotiation/ Bargaining (Ways to deal with conflict internally), Both parties can compromise to reach a middle ground., External approaches to conflict resolution, Mediation, Conciliation, Mediation, Mediator tries to encourage open communication and have both sides listen to each other so that they can reach a solution. Does not offer recommendations., Conciliation, Encourages open communication so parties can reach a solution themselves. They may suggest a starting point for parties to use to reach an agreement themselves., Arbitration, Hear evidence from both sides and makes a recommendation.

Chapter 13 Key Takeaways

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