Factors Influencing Leadership Effectiveness and Intention to Stay Among Generation Y Employees in Malaysian ICT Sector PDF Download

Author: Diana Awing Adil
Publisher:
ISBN:
Category :
Languages : en
Pages :

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Author: Syahrulniza Anak Lembang
Publisher:
ISBN:
Category : Labor turnover
Languages : en
Pages : 90

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Author: Pervaiz K. Ahmed
Publisher: Routledge
ISBN: 1136394583
Category : Business & Economics
Languages : en
Pages : 320

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A clear-sighted introduction to a complex subject, 'Internal Marketing' provides the reader with a succinct overview of the most recent thinking and practice. The text begins by defining what internal marketing is and how it can work, and from this foundation: * Outlines state-of-the-art thinking and practice * Demonstrates how internal marketing can be used to facilitate such diverse strategies as TQM, New Product Development and Change Management * Highlights the techniques managers need to understand to use IM effectively within their organizations * Contains a range of international and up to the minute examples and cases of best practice from companies around the world Throughout the book the emphasis is on understanding the principles that have made internal marketing such a potent force within leading corporations. This is combined with a pragmatic assessment of the many challenges involved in making it a reality within an organization.

Author: Susanne Fabjan
Publisher:
ISBN:
Category :
Languages : en
Pages : 0

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Even though leadership has now blossomed into one of the most heavily researched topics in today's business literature, existing studies mainly focus on Western countries whose research results cannot be fully applied to the Asian context. Indeed, the importance of leadership and the behaviours of leaders vary considerably across countries and cultures. Looking at Malaysia, the relevance of transformational leadership has already been confirmed by several scholars, but authors disagree about the predominant leadership behaviours. By addressing this gap, the dissertation analyses leadership behaviours at the level of small and medium sized enterprises (SMEs) operating in the information and communication technology (ICT) sector of Kuala Lumpur, Malaysia. In a second step, the study evaluates the influence of leadership behaviours on organizational innovation in its unaltered form, which has as yet been only rarely empirically studied. In this study, the author accounts for the essential role of innovation as an integrated part of today's organizational life. As leadership-innovation relationships always occur within specific contexts, a conceptual research model is established which illustrates the analysis of selected contextual conditions and their impact on the effectiveness of leadership in terms of enhanced organizational innovation. Besides its relevance for academic research, the study offers important implication for Malaysian ICT SMEs. Through a multiple triangulation research design, the author analysed the responses of 42 SME leaders, 52 of their direct subordinates and 3 representatives of local institutions. Quantitative and qualitative research results of this sample reveal that leadership behaviours are more often transformational, than transactional. Compared with other leadership styles and behaviours, transformational leadership has the greatest positive impact on procedural, structural and.

Author: SOO JIAN HAO (TP039844)
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 88

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Author: KHAMZIN ZHASSULAN (TP023113)
Publisher:
ISBN:
Category :
Languages : en
Pages : 72

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Author:
Publisher:
ISBN:
Category : Generation Y.
Languages : en
Pages : 192

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Author: Aun Zhie Leow
Publisher:
ISBN:
Category : Employee retention
Languages : en
Pages : 298

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Book Description

Author: Zydèlia Kleinhans
Publisher:
ISBN:
Category : Generation Y.
Languages : en
Pages : 372

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Book Description
Every few decades, a new generation enters the workplace and organisational leaders are facing challenges with finding the best ways to lead and maximise their contributions within the multi-generational workforce. The generational cohort, Generation Y (millennials), born between 1979 to 1997, is the newest entrants in the workplace. Similar to previous generations who entered the workplace, Generation Y also brings unique characteristics and strengths to organisations, such as tech-savviness and willingness to make a meaningful contribution, which makes it impractical to have a one-size fits-all leadership approach in leading the multi-generational workforce. If the potential of Generation Y employees is unlocked through the right leadership styles and leadership communication approaches, they could turn out to be an organisation’s biggest assets. Approached from a post-modern world view, the aim of this study was to determine the preferred leadership style and leadership communication for Generation Y employees. This was done by conducting 20 face-to-face semistructured interviews with Generation Y employees across a few industries. With the consent of interviewees, the researcher took voice recordings and manually transcribed the interviews. The researcher made use of both manually and automated coding using the software programme Leximancer. The purpose of this study was to propose guidelines and develop a conceptual framework to organisational leaders based on the preferences of Generation Y employees in terms of leadership styles and leadership communication. From the findings, there is no one leadership style that would be ideal in managing Generation Y employees, instead a combination of leadership styles is preferred depending on the circumstances. The circumstances may require characteristics of the autocratic, participative, transformational, laissez-faire, servant and/or the communicative leadership style. With regards to leadership communication, important to Generation Y employees is that there is clear, open and frequent communication at all times. Organisational leaders should ensure that the preferred topics are included in the communication activities to these employees, namely: growth opportunities; personal performance; financial performance; expectations, roles and responsibilities; and any updates that may impact them. The preferred organisational leader would engage in face-to-face communication to speak to employees, and would share an email afterwards with the main points discussed to ensure that there is a paper trail. Although guidelines and a conceptual framework are proposed by this study, it remains the responsibility of organisational leaders to assess the various circumstances and determine what the ideal leadership style and leadership communication approaches would be for the different scenarios.

Author: Amy L. Kristof-Brown
Publisher: John Wiley & Sons
ISBN: 1118320905
Category : Psychology
Languages : en
Pages : 377

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Book Description
An ambitious survey of the field, by an international group of scholars, that looks toward the future of person-organization fit. Explores how people form their impressions of fit and the impact these have on their behavior, and how companies can maximize fit Includes multiple perspectives on the topic of how people fit into organizations, discussing issues across the field and incorporating insights from related disciplines Actively encourages scholars to take part in organizational fit research, drawing on workshops and symposia held specially for this book to explore some of the creative directions that the field is taking into the future