Organizations cannot survive and flourish for a very long time without some basic goals. Goals give an organization a purpose and direction to move towards the entire year. Show
Three Levels of Organizational Priorities Purpose—a broad, general statement that tells why your organization exists; it usually doesn't change from year to year and is often the first statement in your constitution. Goals—statements describing what your organization wishes to accomplish, stemming from your purpose. Goals are the ends toward which your efforts will be directed and often change from term to term or year to year, depending on the nature of the group. Objectives—descriptions of exactly what is to be done, derived from the goals. They are clear, specific statements of measurable tasks that will be accomplished as steps toward reaching your goals. They are short term and have deadlines. Steps for Setting Goals
Here's a tip that might help: Make your goals VISIBLE!!
Source: Organizational Advising Handbook, Western Illinois University Ten Guidelines to Good Communication
Advisors can provide a group with invaluable information and assistance. How does this occur? It begins with the advisor and student leader of that organization sharing an open, honest relationship and having the opportunity to share ideas, receive feedback, and build trust. If these two people take the time to build this type of relationship, they will be able to provide consistent, effective leadership to the organization. Guidelines for Effective Advising General Functions
Teambuilding
Goal Setting
Meetings
Source: Organizational Advising Handbook, Western Illinois University Building an Effective Team An energetic group of people who are committed to achieving common objectives, who work well together and enjoy doing so, and who produce high quality work. Team Building The process of forming diverse individuals into a group who share common goals, objectives, and expectations, as well as a commitment to one another. Ingredients for successful team building:
Team Building is appropriate:
Team Building Activities Step 1: Getting acquainted Interviews—Group members pair up and interview one another for five minutes each. Partners introduce each other to the group, including everything he/she can remember about the partner. Step 2: Sharing expectations "I Expect" Exercise—Leader passes out 3 x 5 cards where members list expectations of leader, officers, group members, and advisor. Cards are passed in an expectations are listed on the chalkboard, discussed, and accepted or rejected as realistic. Step 3: Clarifying goals Group Goal Setting—Members participate in reviewing previous goals and setting the group's goals and objectives for the coming year. Step 4: Developing Working Relationships Rap Session—Discuss questions like: "How will decisions be made?" "What will be our working style?" "How will we assure everyone the chance to speak?" "How will we resolve differences?" "How will we insure completion of our work?" Sources: Leader Bits brochure / University of Kansas and SODC handout / University Motivation The ability to motivate others has long been an accepted hallmark of the successful leader. This is true of student leaders on college campuses, as well as CEOs of Fortune 500 companies. In an organization where people are motivated, there is maximum productivity, efficiency, and enjoyment. Motivating others is a leadership skill you can learn, says Harvard University. Professor Roland Barth, if you're willing to consistently apply the seven t's of motivation . The t's are seven practical techniques for motivating others. Technique #1: Delegate effectively. By wisely assigning responsibility, you'll get the majority of the membership involved. It will ease both your mind and your workload. Often, leaders inappropriately delegate time consuming tasks to people who don't have the time to do them. Learn to spread the work around. It reduces the stress and gets more members involved. Technique #2: Assign incremental tasks. Get everyone in your organization involved, even if its in small ways at first. When you delegate even simple tasks, you draw members into action on behalf of the organization. The more they become involved, the more meaningful their commitment and the more successful the organization. Technique #3: Treat members equally. Everyone enjoys being "in the know". People want to have influence and feel as if they share power within the organization. Show that you value every person in your organization. It'll translate into a more motivated membership. Technique #4: Use praise and criticism. Inevitably, as a student leader, there will be times when you'll have to praise and/or criticize. Learning to do so effectively maximizes your potential as a motivator. If possible, employ praise and criticism separately. Too often, when members or officers must be criticized, student leaders attempt to "soften" the blow by adding praise. It's known as the "sandwich approach"—a thick hunk of criticism with a thin slice of praise before and after. Generally it doesn't work. It lessens the impact of both the criticism and the praise and ends up leaving everyone dissatisfied. Technique #5: Generate enthusiasm. There's no substitute for genuine enthusiasm. Real enthusiasm generates real energy, which can become an irresistible force if you focus it properly. Interact with your members in a positive, energetic manner. Don't complain about personal or organizational issues. Believe in your organization and show some zest. Have confidence in your members. Be enthusiastic. It's contagious! Technique #6: Promote integrity. An essential part of your college development is forming your own set of principles. Practice what you believe is important. It will make your personal convictions stronger and promote similar convictions in your members. People model what you do. They don't necessarily do what you say. Technique #7: Maintain your humor. Take your work seriously, but yourself less so. You'll lead more effectively, be less stressed, and be more fun to work with if you learn to roll with your role. Organizations, by the very diversity of their members, produce amusing situations. Step back once in a while and laugh at the absurdities. You'll keep your sanity—and your friends—when you maintain your sense of humor. Source: Student Leader, February 1992 Join Now >> What is motivating members of the organization to work in the best interests of the organization is known as?Directing motivates members of the organization to work in the best interests of the organization. Directing is said to be a process in which the managers instruct, guide, and oversee the performance of the workers to achieve predetermined goals. Directing is said to be the heart of the management process.
What are the 5 management process?At the most fundamental level, management is a discipline that consists of a set of five general functions: planning, organizing, staffing, leading and controlling. These five functions are part of a body of practices and theories on how to be a successful manager.
What are the types of managers associated with specific areas within the organization select all that apply?Most organizations, however, still have four basic levels of management: top, middle, first line, and team leaders.. Top-Level Managers. As you would expect, top-level managers (or top managers) are the “bosses” of the organization. ... . Middle Managers. ... . First-Line Managers. ... . Team Leaders.. What skills are necessary to accomplish or understand the specific kind of work done in an organization?(T/F) The skills necessary to accomplish or understand the specific kind of work done in an organization are called technical skills.
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