The management of Human ResourcesPAD 500

09/04/2012 Prof. Robert L. Kight, Ed.D.

At some point and time, business owners will eventually turn their business over to another person. This is a very important time, for the soon-to-be business owner. Because the new owner can then decide how he or she wants to manage their prospective business. Choosing the right leadership style during this process is very important because of the factors that were involved during the changeover. As a result, the leader must be able to adjust while at the same time motivating their employee’s morale. Leadership is all about power, and these leaders decide to use their authority determines their leadership style (Jenkins, 2009).

Four key attributes In the matter of Dr. Lawrence T. Frymire even though he may have faults,

does not make him a perfect leader. But however, he does exhibit some good leadership qualities. Because of his bad qualities, it will make it hard for him to get along with his employees. It is these bad qualities that would show that he is a toxic leader. Toxic leaders are those types of leaders that will attempt to bring down the value and the enthusiasm of a team. This type of leadership can be detrimental to their employees.

Four key attributes The first of these characteristic attributes is arrogance. They consider themselves to always be right about

everything and those employees who think otherwise are wrong. They like to hang around a person, who feels that they can control, without any question. They like keep any information they may have to themselves, and will disclose this information to a few select people on his team.

The second characteristic attribute is they are self-centered. The toxic leader is self-centered and self-promoting. They generally think about no one but themselves and the success of their own ideas and their career. They will sacrifice the team and individual team members, in order to get ahead. They will start feeling sorry for themselves and they will feel like they are among incompetent employees, and he feels since he is the only contributing to the organization.

The third characteristic attribute is shifting blame, when things do not go as they planned; they are quick to point the finger at his team members. They will also ruin the reputation of others in order to cover up for their mistakes. The toxic leader likes to reap the rewards for anything that goes right.

The fourth and final characteristic attribute is greed for power and recognition. Toxic leaders like to be the center of attention (Heard, 2008).

Four major influences In comparing both the roles, of Fymire and that of the newly appointed governor this where each of these roles are alike, they both share the same roles. They plan, organize, they How the leader contributes to the group effectiveness, the most important part is meetings.

Deals with organizational adaptability and transformation Interrelationships among the Levels of Analysis

Group and organizational performance are based on individual performance–If individual performance is low, then group and organizational performance will be low as well.

Organizational performance is also based on group performance–If groups are not effective, organizational performance will be low

Both group and organizational performance also affect the performance of the individual–If both the group members and the group are highly motivated and productive, chances are the individual will be productive.

Responses to the budget issues He stated that the best way to support the employees, is to have an open

line of communication this is very important because it will keep employees informed about these changes and how it will affect them.

Try to avoid if all possible talking to the media, because they tend to take a problem and twist it and will attempt to make it worse than it already is.

Try to avoid being a victim, think of change as being a way of reorganizing a business.

Due to budget cuts, eliminate any trips, job promotions or anything that cost money (Cameron, n.d.).

References Cameron, J. S. (n.d.). Managing in an Unsettled Environment. Retrieved May

27, 2012 from: http://www.nasa.gov/offices/oce/appel/ask/issues/42/42i_managing_unsettled_environment.html

Heard, S. C. (n.d.) Finding the Right Leader for the Team. Retrieved May 26, 2012 from: http://www.dtic.mil/cgi-bin/GetTRDoc?AD=ADA478992

Jenkins, L. (2009). Effective Leadership and Organizational Change Successful Change May Depend on Leadership Style Retrieved on May 26, 2012 from: http://suite101.com/article/effective-leadership-through-organizational-chan-a150369