Leadership Best Practices and Employee Performance - Thompson, Karl
21,99 €
inkl. MwSt.

Versandfertig in 1-2 Wochen
payback
11 °P sammeln
  • Broschiertes Buch

This phenomenological study explored leadership best practices among senior managers in the telecommunications industry to determine the perceived effects that such routines had on actual employee performance. The study took place in Southern Georgia in the United States from January 16 to February 18, 2014 and involved interviews with ten selected managers who held the role of customer service manager for a minimum of 2 years and were identified as top performers based on the ranking and rating reports from industry data. Participants identified employee-oriented perspectives on leadership,…mehr

Andere Kunden interessierten sich auch für
Produktbeschreibung
This phenomenological study explored leadership best practices among senior managers in the telecommunications industry to determine the perceived effects that such routines had on actual employee performance. The study took place in Southern Georgia in the United States from January 16 to February 18, 2014 and involved interviews with ten selected managers who held the role of customer service manager for a minimum of 2 years and were identified as top performers based on the ranking and rating reports from industry data. Participants identified employee-oriented perspectives on leadership, performance, process, learning, training, and development as key factors in improving follower performance. The research determined perceived best leadership practices that play a role in nurturing a work environment, enabling the organization to become more productive and competitive. It was determined that leaders should create a working environment where there is increased employee engagement and participation; communicate goals, gain employee understanding, and apply communication styles that fit the need of each employee at all levels; identify and plan opportunities for growth for employees through training and development; recognize the importance of personally engaging with their employees; and, understand the importance of having regular meetings to update employees about new products and services. This will result is greater employee decision-making ability and in turn a more productive employee with a higher level of performance.
Autorenporträt
My name is Karl Thompson, and I reside in Buford, Georgia. I completed the BBA degree in 1990 and, after twelve years, decided to advance my education and completed my MBA in 2006 and the DBA in 2015 at the University of Phoenix. I have been working in the telecommunication/service industry for over twenty years at various mid to high level positions such as customer service supervisor, service operations manager, system engineering manager and technical support manager, where I led several projects, which successfully improved processes, developed employees, and improved the customer experience. I spearheaded business development initiatives in a highly regulated industry consistent with the company's overall strategy (telecommunication) that significantly increased system capacity and cost savings of $500k-$1M and business development systems that resulted in savings of $250k/year. I recruited, coached, and developed over one hundred employees with 80 percent retention in five years. I conducted training and development needs and served as a key member of leadership teams to formulate incentive/recognition programs as a motivational tool to drive the organization's strategic direction. I managed cross-functional teams to exceed objectives in KPI's performance metrics and conducted needs analysis to align goals with key business objectives in alignment with budgetary goals and timelines. It has been a blessing to have a strong support system as well as a church family that helped in building the bridge to unity and spiritual bonding.