Organisational Behaviour for Health Business Elite- myassignmenthelp

Question: Discuss about theOrganisational Behaviour for Health Business Elite. Answer: Advantages Selection of Leader Selecting of the leader is imperative as the leadership skills of an individual are dependent on the past experience as is apparent from the example of certain organisations contributing a higher share to the leaders of the Fortune 500 companies. It has been found that leadership ability can be enhanced through relevant experience. This relevant experience typically involves problem solving and people management which is quite common in the business consulting space which provides opportunity for understanding the key aspects of business and provides experience in tackling complex problems. The advantages of selection of leader for various entities in short term and long term are as follows (Burns, 2012). Individual The selection of an able leader can lead to improved morale and performance of the individual as an able leader is able to motivate the followers in achieving common goals. It also promotes retention as the employees tend to judge the future of the company from the leader and the odds of finding an apt CEO are improved through apt selection (Beer, Finnstrom, Schrader, 2016). Team As a team, presence of an able leader leads to better productivity owing to higher commitment of team members which is reflected in the form of a better team performance. Organisation- Selection of leader tends to improve the organisation performance and learning ability. Besides, leader selection can also provide an able direction to the company which can enable it to steer and transform itself in the wake of varying challenges arising on account of dynamic business environment (Fiedler, 1996). Training of Leader The basic premise for training of leaders stems from the fact that available literature suggests that the leadership skills can be improved through relevant training and skills being imparted. This implies that the most obvious advantage of training is that the performance of the leader could potentially improve which would have significant impact for the organisation and the employees. Through training the decision making ability of the leader can potentially improve especially when the same relates to a particular computation tool (Richman, 1995). The training may allow the leader to use available techniques and computer aided tools in a better manner to reach the desired results. Further, training also highlights the commitment of the organisation to the leader considering the will to participate in the development of the leader. The advantages of training of leader for the various entities are outlined below (Grint, 2010). Individual It tends to improve the performance of the individual based on better management decisions from a trained leader. Group A trained leader is able to allocate work in the group in accordance with their respective skill sets and also able to iron out the various issues between the team members through restorative talent. Organisation A trained leader potentially improves the organisation performance by improving performance of the group and the individual. Also, a well-trained leader can transform the company and hence provide able leadership in crisis time thus leading to competitive advantage over peers. Besides, there is improvement in organisational skills and resource management (Handse, 2008). References Beer, M. Finnstrom, M. Schrader, D. 2016, Why leadership training fails and what to do about it;, Harvard Business Review, vol,10, no. 1. P.1, viewed 18 April 2018, https://login.ezproxy.uws.edu.au/login?url=https://search.proquest.com/docview/*******237?accountid=36155 Burns,J.M. 2012, Leadership, 4th ed., London: Open Road Media. Fiedler,FE 1996, Research on leadership selection and training: One view of the future, Administrative Science Quarterly, vol. 41, no, pp. 241-250 viewed 18 April 2018, Health Business Elite EBSCOhost database. Grint, K. 2010, Leadership: A Very Short Introduction, London: OUP Oxford. Handse, F 2008, Building better leaders fasters Workforce Management, vol. 87, no. 10, p 25-28 pp. 25-8; viewed 18 April 2018, https://sites.jmu.edu/wp-content/blogs.dir/705/files/2016/03/Building-better-leaders-...-faster.pdf. Khurana, R 2002, The curse of the superstar CEO Harvard Business Review, vol. 73, no. 6, p.15, viewed 18 April 2018, https://search-proquest-com.ezproxy.uws.edu.au/docview/*******22?accountid=36155. Richman, T. 1995, Identifying future leaders, Harvard Business Review, vol. 73, no.6, p.15, viewed 18 April 2018, https://login.ezproxy.uws.edu.au/login?url=https://search.proquest.com/docview/*******20?accountid=36155.