Take charge people who are usually more assertive

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“take charge” people, who are usually more assertive than introverts” (60) . Isabelle also makes it clear that motivation is key to a successful leader. “Successful leadership is about motivating people beyond the form al requirement of their job. It is not enough in today’s global economy to simply ensure that employees are completing their tasks.” With that, according to organizational behaviour theory, “If employees are engaged in decisions that increase their autonomy and control over their work lives, they will become more motivated, more committed to the organization, more productive, and more satisfied with their jobs. These benefits don’t stop with individuals— when teams are given more control over their work, mor ale and performance increase as well” (104) . Isabella then goes on to explain that as a successful leader of the company, she must share a long-term vision with those around her, “By sharing this vision with my employees, we will all be able to pursue the same goals.””. This statements very much corresponds with organizational behaviour theory on a leadership level, Trust is the foundation of leadership; it allows a team to accept and commit to the leader’s goals and decisions. Members of effective teams exhibit trust in their leaders” (69 ) . We believe these are the three sources of criteria identified that have aided us on completing our recommendation. Criteria Used
Alex In this case study we see two considerably different employees being considered for a promotion. While we see two different candidates, we only see the opinion or thought process of one individual in determining the decision, Paul. This surprised me the most because, the problem with having only one person determine the outcome is that his individual biases may influence his choice. He may have one set idea of what the ideal candidate is, but he may not be considering other viable options that a second set of eyes on the situation may see. For example both employees have common weaknesses that could be corrected with proper training. Paul may not see it this way, and might write off a very suitable candidate. Someone else may see this as an opportunity to correct and mold an even better candidate than anticipated. We were also missing the amount of years experience the candidates have, as well as any education they may have received which may be relevant to the promotion. The availability bias may have influenced my decision the most. I tend to look at information and facts presented to me. I would have been more drawn to look at a candidate's resume as opposed to previous attitudes. Allyson In this case study, one of the issues that surprised me the most was how dauntingly different the two candidates were. It was genuinely like comparing apples and oranges at some points.

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