The causes and effects of job satisfaction - 2087 Words

MGN412 Organisational Behaviour Assessment 2 Literature Review Student name: Tongtong ZHU Student No.: n8912386 Word count: 1787 (without reference) Due time: Thursday, 01/05/2014 From the perspective of research and practice, job satisfaction has received significant attention from the fields of management, social psychology, and practical operations in recent years. Formally defined, job satisfaction is a psychological disposition resulting from one’s tasks as well as attitude to the physical and social conditions of the workplace. Meanwhile, it also indicates the degree to which employees’ expectations are fulfilled (Wood, J. M., 2013, p. 60). Today, as business faces tough†¦show more content†¦Contrary to some commonly held practitioner beliefs, the nature of the work itself is the most notable situational effect on job satisfaction, which is often called â€Å"intrinsic job characteristics† (Saari, L. M., Judge, T. A., 2004, p. 397). Previous research founded that the nature of work itself is regarded as the most important job factor in general when employees are asked to evaluate different facets of their job. For instance, a study of Kovach (1995) examined that interesting work was ranked the most important job attribute. Therefore, the nature of the work situation is not only a cause of job satisfaction but also related to outcomes like employee retention. Conversely, Sutherland (2013) noted that some studies identify job characteristics as the determinant factors of job satisfaction may be empirical. According to Sutherland, job satisfaction may differ across employment status groups such as the self-employed and those in waged work. A second major manager or HR practitioner knowledge gap is in the area of understanding the results of job satisfaction. Laxmikant (2013) argued that employee’s behaviour would affect organizational operations according to the employee’s score of job satisfaction or dissatisfaction. In other words, job satisfaction can be expressed through positive behaviour and job dissatisfaction through negative behaviour.Show MoreRelatedPaths Analysis : Path Analysis1232 Words   |  5 Pagesbetween observed measure variables. Path analysis is use to analyze models that are more complex and realistic than multiple regression. The predicting order for variables in multiple regression models are X causes Y but in path analysis the predicting order for variables is X causes Y, Y causes Z (Grimm Yarnold, 2000). Path analysis tests a hypothesized causal model among a set of variables based on findings of previous research. Causal modeling in path analysis refers to an assumption of th e modelRead MoreEmotional Intelligence And Its Effect On The Job Satisfaction Of Employees Essay1645 Words   |  7 Pagestheir emotions, and is shown to have positive outcomes for an organisation. Manager emotional intelligence is thought to have an effect on the job satisfaction of employees, which could be due to behaviour or leadership styles. It is inconclusive which of these reasons, if any, are the cause of the positive correlation due to the lack of overwhelming support for any one cause and the biases of the studies. Emotional intelligence was referred to by Mayer and Salovey (1997) as a set of abilities to doRead MoreEmployee Job Satisfaction Has A Large Impact On Their Organization806 Words   |  4 PagesEmployee job satisfaction has a large impact on their organization. Employees being dissatisfied can lead to high turnover, higher absenteeism, affect their overall job performance, and impact customer satisfaction (Robbins Judge, 2009 pp 87-89). This post will discuss the impact job satisfaction has in regards to organizational citizenship behavior and employee engagement. Causes of Job Satisfaction There are several factors that influence an employee’s satisfaction in theirRead MoreJob Satisfaction And Marginal Rate Of Substitution1307 Words   |  6 Pagesthose who are dependent on us. Income is a stable aspect of job to the workers, organizations and the society in general. Income has huge role to play in determining the behaviors, attitude and perceptions of individuals in an organization and this can be a major driver of organization behavior. Using utility theory, in particular the concepts of marginal utility and marginal rate of substitution the author analyzes how the job satisfaction and wages of family employees differ from those of regularRead MoreBenefits Of Building And Regain Employees Trust1246 Words   |  5 Pagesabout anymore? Employees come to work each day with the fear of being laid off. They don’t feel valued for the skills and knowledge they have, but rather like pawns on a chess board-moved in and out of departments at their manager’s will. Many jobs have moved to other locations or are being outsourced, with employees given an end date months out with no retention packages. End dates are frequently extended based on the company’s will and their needs; yet some end dates are accelerated with theRead MoreThe Importance Of Job Satisfaction And The Factors Affecting Low Retention Numbers Among Nurses1223 Words   |  5 Pages Work related factors can cause many effects within an organization and many times these go unidentified until a problem becomes so evident that it requires a study to find the cause. A study was conducted by Han, K., Trinkoff, A., Gurses, A (2015). Han, et al (2015) state that â€Å"the objective of the study was to examine the relationships of work-related factors (e.g. autonomy, work schedule, supervisory and peer support) to nurses job satisfaction and intent to leave their current position†Read MoreJob Satisfaction Is Essential For Productivity1298 Words   |  6 Pagescontains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the perfo rmance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at whatRead MoreJob Satisfaction and Its Consequences1577 Words   |  7 PagesJOB SATISFACTION AND ITS CONSEQUENCES JOB SATISFACTION AND ABSENTEEISM WHY DOESN’T JOB SATISFACTION HAVE A STRONGER RELATIONSHIP WITH ABSENTEEISM? A person may attend work even when dissatisfied with her job because she cannot afford economically to miss work. A person may be absent from his job when satisfied with his job because of a number of reasons such as personal illness, illness of a child, transportation issues (i.e., car broken down). In such circumstances, he may wantRead MoreEvaluation Of A Research Method1438 Words   |  6 Pageslevels of job satisfaction and dissatisfaction in employees of various sectors of an organization. This report will contain information about the sample and research procedure. In addition, this report will look at the instruments involved, how the data is analyzed and last but not least, the solutions and recommendations at the summary of this report. Several surveys are available about different organization found from the research authors, for example, ‘Impact of Demographic Variables on Job-SatisfactionRead MoreA Review of the Relationship between the Workplace Learning and Development Opportunities with the Employee’s Psychological Well-being.1743 Words   |  7 PagesIntroductio n A pre-approved topic on the relationship of workplace learning and development opportunities with job satisfaction and psychological well-being (lesser burnout) among the employees was presented in a graduate class of the MAIS 645, 2014. An overwhelming response elicited the author to further elaborate and corroborate the topic by conducting a review. Thus, this paper hypothesizes that the availability of the workplace learning and development opportunities influences the psychological

Spell Checker Poem by Mark Eckman and Jerrold H. Zar

At one time or another, youve probably run across some version of whats commonly known as The Spell Checker Poem. Originally composed in 1991, its first official appearance was in The Journal of Irreproducible Results in 1994. Since then, it has made its way around the Internet under various titles, including Spell Checker Blues, Owed to a Spelling Checker, and Spellbound. Almost always the poem is attributed to Anonymous or, more playfully, Sauce unknown. Lets set the record straight. The title of the poem as we know it today is Candidate for a Pullet Surprise, and the expanded version was composed in 1992 by Dr. Jerrold H. Zar, professor emeritus of biology and retired dean of the graduate school at Northern Illinois University. According to Dr. Zar, the title was suggested by Pamela Brown, the opening lines were drafted by Mark Eckman, and 123 of the poems 225 words are faulty, although all are correctly spelled. Update From Mr. Mark Eckman Early in March 2007, Mark Eckman was kind enough to provide us with additional information about his role in creating the spell-checker poem. Back in 1991, when Mr. Eckman was working for ATT, e-mail was becoming a rage, he writes, but it was also changing rapidly: . . . Somehow the software discussion became two camps of thought. On one side was the marketing staff saying we should have a spelling checker in the software since most users of e-mail were not skilled typists. On the polar opposite was the group that believed you should not be writing e-mails if you cant spell. After about two weeks of this give and take, I sent off the first two verses. My intent was to see if people would return to thinking rather than arguing, and after the ditty appeared in ATT Today [a daily e-mail of news updates], the discussion came to a grinding halt. Shortly after this I received an e-mail from someone I had not contacted before with pages and pages of additional verses. . . . In 1994 or 1995 I was doing a presentation on search engines, entered my name and Dr. Zars article came up. I was stunned. Lost in all that has passed was the intent and the original two verses. I like to think the original was more subtle.I have a spelling checkerIt came with my PCIt highlights for my reviewMistakes I cannot sea.I ran this poem thru itIm sure your pleased to noIts letter perfect in its weighMy checker told me sew. I never dreamed what happened after I deleted the file. At least I did not start text messaging shorthand. Our thanks to Mr. Eckman for helping us set the record straight. The Spell-Checker Poem More than an exercise in homophonous humor, Candidate for a Pullet Surprise endures as a cautionary tale for all those who place too much trust in spell checkers. Candidate for a Pullet Surpriseby Mark Eckman and Jerrold H. ZarI have a spelling checker,It came with my PC.It plane lee marks four my revueMiss steaks aye can knot sea.Eye ran this poem threw it,Your sure reel glad two no.Its vary polished in its weigh.My checker tolled me sew.A checker is a bless sing,It freeze yew lodes of thyme.It helps me right awl stiles two reed,And aides me when eye rime.Each frays come posed up on my screenEye trussed too bee a joule.The checker pours oer every wordTo cheque sum spelling rule.Bee fore a veiling checkersHour spelling mite decline,And if were lacks oar have a laps,We wood bee maid too wine.Butt now bee cause my spellingIs checked with such grate flare,Their are know faults with in my cite,Of nun eye am a wear.Now spelling does knot phase me,It does knot bring a tier.My pay purrs awl due glad denWith wrapped words fare as hear.To rite with care is quite a feetOf witch won should bee proud,And wee mussed dew the best wee can,Sew flaws are knot aloud.Sow ewe can sea why aye dew praysSuch soft wear four pea seas,And why eye brake in two averseBuy righting want too pleas.

My Views On Death And Death - 1263 Words

Speaking about death in any aspect is something that my family does not speak in conversation at all. We avoid this conversation because it is a sensitive subject that is not thought about as we focus more on living life instead. Living life, going through experiences, cherishing the moments and memories, are the things we focus on as a family; not wondering how death will come upon us. As much as we live life to the fullest potential, it is important to understand that death will happen one day and is practical with every human being in existence. My belief about death projects that it is a transformation to the kingdom of God and the beginning of a peaceful afterlife. Therefore, it is not a horrific thing to me, but my moral still exists†¦show more content†¦I would always receive spankings from him, but could never process why those things were happening to me on a consistent basis. From what my sister told me, I was mischievous and hard headed which in our family meant d isobedient. My grandfather’s interaction with me was not good at all, so with that being said, sadly I did not have any grief when he died. My mother and older sister were sad and grieving of the situation, but that was because their relationship had been opposite of mines and my sister understood death more than I did. She was aware of what was happening to our grandfather and took it extremely unpleasant. I also consider that those feelings regarding my grandfather’s death are not fully resolved with my mother. I have never heard her speak about him at all towards us or anyone else; that begins to make me think that she is avoiding the discomfort or is trying to forget her grief about him. Seeing my mother crying and in pain as a child had no effect on me, but now that I am older and more vested emotionally, it may hurt me to see her at that point again. It seems best to not ask or speak about my grandfather considering her feelings and avoiding how much I can handl e emotionally with family. I am scared to ask because I do not want to feel any emotional pain in reaction to her emotional pain. It is just an image and sight that I do not want to see for the only mother I have. I only want toShow MoreRelatedMy View On Death Of Death Essay1324 Words   |  6 Pagessorrow. Horribly, I have witnessed the death of two of my family members. I became aware that I fear death. Death brings a feeling of the world is falling under my feet. And the thought of losing my love ones and the idea of the cold when deep buried under the ground terrify me. However, Montaigne philosophy has significantly impacted my perception of death. After reading his belief, I ask myself, why does he recognize death uniquely different? While death is a dreadful obsession to many, he isRead MoreMy View Of Life After Death1232 Words   |  5 Pagesdetermine your life after death. I accepted this as truth for a very long time, as I had no exposure to different views. I would argue with my LDS peers on the meaning of Heaven and Hell and their nonbelief, and I would trust everything I was taught without much question. In college, things changed. I still believe in God, but differently. I have struggled with my own beliefs for a while now, because everything I have known is being, or has been challenged by discussions in my classes. I cannot imagineRead MoreGod Is Red : A Native View Of Religion912 Words   |  4 PagesNative View of Religion Vine Deloria discussed and elaborated on many issues in God Is Red: A Native View of Religion. The Indian movement within America has many difficulties including how the Christian and Native perspectives on many issues, including history, time and land, was informative and enlightening. The issues between the conflicting viewpoints on creation, history and how it effects our present American culture has been an interest to me. I want to focus on the chapter on Death and ReligionRead MoreSocrates : A Man By The Name Of Socrates963 Words   |  4 Pagesthis trial Socrates expressed his view of death by using his question-and-answer method, for which he was famous for and what seemed to have gotten him in trouble. Socrates did not write so we have to depend on on what others wrote, and by doing that we now get to see the diverse ways people read and understand what was written about his speech. My chosen primary source, Socrates View on Death, is important, because it gives one view of Socrates speech while my outside source, Ancient Greece, givesRead MoreDeath Penalty Should Be Punished The Same Way1360 Words   |  6 PagesSeptember 28, 2014 Death Penalty When it comes to the topic of the Death Penalty, most of us will readily agree that people who take someone’s life should be punished the same way. Where this agreement usually ends, however, is on the question of if this is what they really deserve. Whereas some are convinced that this is what needs to happen so these criminals can learn the true value of the crime they have committed, others maintain that these felons should not be given the death penalty, since manyRead MoreEssay about Socrates vs Gilgamesh1173 Words   |  5 PagesSocrates’ view of death in the Phaedo, Crito, and Apology is complex. His argument tries to prove that philosophers, of all people, are in the best state to die or will be in the best state after life because of the life they lead. Socrates’ views are sharply contrasted in The Epic of Gilgamesh. In fact, he would probably say that Gilgamesh had not lived the proper kind of life and his views of life, and death would lead to an uns ettled existence in the afterlife. Socrates’ view of death, from hisRead MoreThe Bible and Death Penalty Essay example812 Words   |  4 Pagesâ€Å"Does a person’s view of the Bible influence what they think about the death penalty for murderers.† I would like to see if a person’s view of the bible influence what they think of the death penalty. This is interesting to me because I am interested in the field of criminal justice and the death penalty is a huge topic to this day. There are many journals that talk about studies that were done on religion and views of the death penalty which have to do with my topic of interest. My hypothesis is thatRead MoreCapital Punishment Should Be Abolished Essay1293 Words   |  6 Pagesa whole. In the opinion stated by my class group, capital punishment should be entirely abolished due to the possibility of mistakes while sentencing. This idea relies on the basis that capital punishment has absolutely no purpose or benefit. Members of my group mistakenly used a utilitarianist point of view to argue their case, even though this view can be stretched to fit almost any argument. This paper will explore the use of capital punishment through the view that it is acceptable only in theRead MoreBureau Of Justice Statistics : The United States Primary Source For Criminal Justice1439 Words   |  6 Pagespolicymakers in combating crime and ensuring that justice is both efficient and evenhanded. The website is relevant to my topic as the site have information such as information on executions, trends, clear definition, and time between imposition of death sentence and execut ion. The site was revised the same date of access, therefore the information is up to date and would be useful. Death Penalty: Pros and Cons ProCon.org. n.p.13 Apr. 2009. Web. 25 Nov. 2014. ProCon.org is a nonprofit public charityRead MoreSocrates: on Life, Death and the Afterlife1419 Words   |  6 PagesBD Socrates’ views of death as represented in â€Å"The Trial and Death of Socrates† are irrevocably tied to his beliefs of what makes life significant. For Socrates, life must be examined through constant questioning and one must hold the goodness of life above all else. Consequently, even in the face of the un-good, or unjust in Socrates’ case as represented in his trial, it would not be correct to do wrong, return wrong or do harm in return for harm done. Therefore, no act should be performed with

Leadership Strategies Business Positively and Negatively

Question: Discuss about the Leadership Strategies for Business Positively and Negatively. Answer: Introduction This paper presents analysis on leadership issues encountered by leaders in modern business world. Globalization impacted the business positively and negatively, it made business across boundaries, enhanced profits but at the same time it also made business unpredictable, highly competitive and continuously changing. Therefore leaders need imbibe these changes in the organizational system. Though at the core, role of leader will never change, it will be of a person who can motivate others but with advancement leaders are expected to turnaround business improvements and find ways to ensure proper employee and organizational management. This paper include different challenges that leaders encounter during employee management, goals achievement in organizations and also strategies to overcome them. Leadership Leadership can be defined as the process of building a promoting relationship between employees of the organization; leader is the person responsible for facilitating this process among various organizational departments. Beside employee management, leaders also need to understand customer requirements, to be update with technology and market changes. There are various types of leadership style practiced by leaders depending on various external and internal factors (Chemers, 2000). Two major style among them include transactional and transformation leadership. Different leadership behavior include being autocratic, participative or entrepreneurial. Importance of leadership in modern business Factors creating challenges for leadership Leaders are face of organization; employees follow their behavior and impact overall performance. Ethical dilemma Leaders behavior impact ethical and governance system within organization, therefore they need to behave morally and ethically during decision making process. Ethics can be defined moral obligations which help in deciding between right and wrong. Every individual have set of value system which guide them through right and wrong decision making, as it is influenced by personal values (Enderle, 2007). Leaders need to integrate the interest of all stakeholders involve in the process so that everyone get benefited from the action taken. The plethora of financial scandals has raised questions on authenticity of leadership. Researches show that leaders intentions towards ethical behavior have strong impact on employee outcomes (Zhu, et.al. 2004). There is difference in opinion causing ethical difference due to various personal factors. For example, a research was conducted in nursing context to evaluate conflicts encountered; a survey conducted by American Organization of Nurse Executives conducted in 2012 shows that nurses encounter wide range of ethical dilemmas during course of their services (Cooper, et.al 2010). Change management Another key issue is the changing dynamic business world that demands quick acceptance of changes to ensure sustainability. However, employees resist to change that might impact organizational growth adversely. It is crucial to change employee avoidance into employee acceptance. Generally employees get accustomed with a particular method of work, they resist change due to fear of disruption in their work performance such behavior causes resistance to change. Strategic change management is a challenge faced by organizations, it require time and support from leaders; it require convincing stakeholders to participate in the change process and also to decrease the time cycle. Sometimes, such changes also cause emotional stress due to employee resistance, anger and fear; which also increase guilt towards low productivity and problems in delegating tasks (Naghibi Baban, 2011). Strong leadership is required to get company out of changing market scenarios, for example Morrison encounter poo r marker scenario, loss in market share, low profitability, lower customer satisfaction, the company was undergoing extremely poor market scenario. In this scenario change leadership was implemented by David Potts, the new CEO of the company who adopted a range of strategic changes such as layoff, change in HR system, dividend payout, and customer relation management process to deal with the situation. (Thesing, 2013) Conflict management Leaders need to visionary and long term planner, however at times they have encounter various type of risks and stress at work. Conflict can be defined as a difference of opinion lies between people due to power, position, resource and thinking. While implementing any type of change, leaders might encounters difference in opinion, conflicts within groups. Conflict is influenced by several factors such as age, gender, education, power, job description, autonomy at work etc.; poor conflict management can cause low productivity, high employee turnover, job dissatisfaction etc. A research was conducted in Turkey, on a health conversion program to evaluate need for leadership administration in hospitals for enhancing service quality and adopt changes. Findings states that hospitals have dynamic open environment, hierarchy system, which causes communication problem, target and role differences, lack of proper performance evaluation system, lack of team work, education and skilled labor. Da ta were collected from 284 hospital staff from Istanbul region using questionnaire. Findings states need for leaders to manage conflicts in accordance to business goals (a Kaban, 2012). It also shows that high conflicts in organization cause deviation from actual organizational objective, risk of sustainability etc. Whereas very low or no conflict leads to a risk of lack of creativity and innovation, therefore there is need to create a balance between health and unhealthy conflict within organization by leaders which is a difficult task to be done(Dellve, 2009). Cross culture management Organizations operate in a globalized environment, in a multicultural and inclusive work setting that aims to attract talent from different parts of the world. This inter cultural environment have people with different culture, social scenarios, ethnicity, values and personality; working in such multi belief system with a common goal is a major challenge to leaders. Though diversity has become inevitable element towards organizational success but it imposes challenges due to several external barriers such as cultural difference, linguistic issues which might cause miscommunication among teams (House, 2004). Difference factors that impose challenges on proper diversity management include employee attitude, ignorance with cultural concepts, and fear of job security or social isolation. A research was conducted by GLOBE on 61 cultures to evaluate the impact of cultural variables on organizational performance and leadership. Analysis shows cultural differences significantly impact the wa y people perceive leaders, norms and privilege granted to leaders (House, et.al. 2012). Power and politics Power to influence decisions and also allocate resources impact working process, there are both positive and negative use of power which leads to different result. Sharing of power with employees leads to empowerment and growth whereas misuse of power leads to conflicts and politics. Analysis states, bureaucratic structures, environmental uncertainty and emotional insecurity lead to organizational politics. Such scenarios cause problems such as divide and rule, backstabbing etc. causing dysfunctional politics. Leaders find it difficult to manage relationships and brand image. A research was conducted on postheroic model of leadership that states leadership is a social phenomenon that is build upon network of influence, concepts and they are not dependent on gender (Fletcher, 2004). This research shows the way leadership theories fails to integrate a relationship between gender and power, the way these two element impact social networks and create challenges in working environment (Co mbs, 2002). For example, big brands like Tesco, Wal-Mart faced legal consequences, employee resistance due to work gender inequality. Models to inform leadership in organization There are various leadership theories that impact leaders behavior and success within organization. Leadership implicit theory According to this theory, every individuals belief, convictions and other behavioral factors which differentiate leaders from majority; these factors also differentiate efficient individuals from inefficient once. This theory indicates that leadership qualities vary between individuals according to their personality and the extent to which these attributes fit with attributor. In simple terms, people have pre-convinced notion regarding their environment and the way they response to it. Therefore, people have expectations and general assumptions about leaders, this theory help in identifying leaders and make proper response to avoid conflict between leaders and followers behavior(Darr, 2004). Value/belief theory of culture Culture have strong impact on individual thinking, it impact the way team members behave within organization; it also impact various factors which individual consider as right or wrong. Hofstede states different factors that impact values of individual from different cultures, it include individualism versus collectivism, masculinity versus femininity, power distance which explore the element of hierarchy and tolerance towards power difference within culture; uncertainty and long term planning. This model is an effective tool that leaders can used for cross cultural communication by analyzing individual perception, reason behind a particular pattern of thinking and provide them solutions which really motivate them. This model can also facilitate leaders in resolving organizational conflicts due to cultural differences. Implicit theory of motivation Motivation aims to increase positive will power among individuals to work towards some goals; it can be tangible as well as intangible factors. Implicit theory deals with non- conscious motives which facilitates in motivating employees, it include achievement, affiliation, and power. Though an implicit theory is built upon various past experience as it direct behavior. It also important to understand whether managers implicit views on motivation are similar on the basis of their demographics. Research states that people with similar ethnicity have common attitude and views on motivation (Dickson Wendorf, 1999). Similarly people from a particular organization have a common view that people from different organization. This theory help in framing right strategies for implementing change within organization, understanding correct factor that motivate employees, it can also help in understanding difference in opinion to resolve conflicts (Offermann, et.al, 1994). Structural contingency theory Every organization has set of objectives and goals to be fulfilled to ensure long term sustainability and profitability; it is also known as organizational contingencies. According to researchers, these contingencies impact organizational form, practice, strategies and its impact. This theory aims to highlight the need for structural integration for proper leadership execution. In include both internal and external influence; internal factors include organizational goals, objectives, job tasks, business processes, organizational size and structure. External factors include environmental elements such as economic, social, cultural factors that impact success of organization within industry and particular region. Modern trait theory Individual trait create leaders personality, few of key leadership traits include intelligence, sociability, thoroughness, adjustment, openness, and self-efficacy. According to this theory leaders have certain qualities which differentiate them from others, it support in easy skill acquisition. Few traits are common among leaders, it include a passion for achieving something, ability to take initiatives, self-motivated with the aim to lead others; they are honest with high degree of integrity, self-confidence, cognitive ability and knowledge regarding business. These traits facilitates in building an environment of emotional support, warmth in the organization that help in encouraging employees to initiate tasks, it impact leadership effectiveness and outcome within organizations (Van Eeden, et.al, 2008). For example, sir Steve Jobs, he was the leader behind immense success of Apple Inc., analysis shows various traits that resemble his effective leadership, it include visionary, he u sed both transactional and transformational leadership style according to requirements; his charismatic personality motivated employees to work harder and he always use to surround himself with like-minded people. (Kramer, 2010) Behavioral theory Behavior has strong impact on outcome, according to this theory leaders can modify their behavior according to condition and desired outcome. Three major styles are illustrated under this method that includes task oriented, relationship oriented and participative leadership. Task oriented leadership style is suitable for lower level management employees, it involve focus on operations and process to achieve set organizational goals, it aims to achieve short term impact. Relationship oriented leadership is suitable for middle and top management employees, it involve skills like encouraging, observing, motivating employees to achieve set goals, it has long term impact on followers. Finally, the real change bringer is the participative style; it aims to involve all team members in the decision making process and developing strategies to achieve organizational goals. This leadership style aims to develop other leaders in the organization, active participation of employees and development of their ability and creativity (Mumford, Charismatic, ideological, and pragmatic leadership: An examination of multi-level influences on emergence and performance, 2009). The behavioral model also shows that depending on stimuli and behavioral traits there are different type of leaders in organizations. It include Impoverished leaders who are neither concerned about neither organizational production nor its people; such leadership style cause low motivation, high employee turnover, poor performance. Second is the accommodating style in which leaders are concerned regarding employees more than production, it leads to highly satisfied employees but might impact productivity poorly. Third is dictatorial type of leadership with high focus on production with no employee concern, it causes poor employee satisfaction and short term organizational performance. Fourth type is team style which is the most effective style of leadership; it leads to high employee satisfaction, motivation, high performance and profitability (DuBrin, 2010). Contingency theory According to this theory, there is no written formula to be used in any situation rather all organization, situations demands for different psychological characteristics to deal with situation. Three factors that impact leader behavior and its outcome include the level of trust and confidence employees have on the leader; the clarity of task given to employees, ambiguity in task leads to conflict and dissatisfaction (Hersey, et.al, 1979). The amount of power leader need to work with the group as higher power helps in better leadership. Strategies to overcome leadership challenges Researcher states different strategies that leaders can implement to overcome leadership challenges. Visionary leadership is an effective tool to manage organizational conflict, analysis states, and a visionary leader foresee its external impact and plan strategies before it effect the environment. Leaders need to implement comprehensive planning model to include diversity and cultural harmony within organization; different steps involved in this model include employee survey to include present perception regarding cultural difference, employee acceptance, resistance analysis, preparing a diversity management plan, set SMART objectives and implement the plan (Stone, 2013). Leaders need to be authentic, driven by organizational mission and result oriented, they need to keep organizational interest above personal goals. Leaders need to develop multi-cultural qualities to communicate effectively with people across different culture; they need to both culturally sensitive and intelligent. To achieve diversity, cross cultural training must be provided in organization, autonomy must be given to managers to achieve strong inter cultural relationship building. Leaders need to develop learning and sharing culture that facilitate creation and acquisition of knowledge. It include creation of knowledge through professional development programs, sharing of knowledge among all employees through intranet, open discussion etc. and finally giving opportunity and autonomy to allow employees to apply learnt knowledge in real world (Aragn-Correa, et.al, 2007). Conclusion Leadership in modern business world is complex processes that involve continuous learning and ongoing efforts to achieve organizational goals. Various studies show immense challenges encountered by leaders in todays market due to globalization, cross cultural work environment, fast changes in external environment. Different types of problem that leaders came across include ethical dilemma in complex business environment, maintain gender balance, diversity in workforce, cultural differences, conflict within employees, knowledge management, talent retention, stress management at work. Analysis shows various leadership models that help in understanding reason behind employee behavior and the way leader can change them through effective planning and strategic action. Leaders need to develop various traits to foster positive leadership outcome within organization. Bibliography A, F. ., Kaban, A. (2012). Conflict Management and Visionary Leadership: An Application in Hospital Organizations. Procedia - Social and Behavioral Sciences, 58(12), 197-206. Agbor, E. (2008). Creativity and Innovation: The Leadership Dynamics. Journal of Strategic Leadership, 39-45. Aragn-Correa, J. A., Garca-Morales, V. J., Cordn-Pozo, E. (2007). Leadership and organizational learning's role on innovation and performance: Lessons from Spain. Industrial Marketing Management, 349359. Chemers, M. (2000). Leadership Research and Theory: A functional Integration. Group Dynamics: Theory Ressearch and Practise, 27-43. Combs, G. M. (2002). Meeting the Leadership Challenge of a Diverse and Pluralistic Workplace: Implications of Self-Efficacy for Diversity Training. Journal of Leadership Organizational Studies, 4-16. Cooper, R., Frank, G., Shogren, C. (2010). Considerations in Dealing with Ethical Conflict Encountered in Healthcare Reform: Perceptions of Nurse Leaders. Journal of medicine and healthcare, 4(10), 695-704. Darr, K. (2004). Introduction to Management and Leadership Concepts, Principles and Practices. US: Jones Barlett Learning. Dellve, L. (2009). Managing complex workplace stress in health care organizations: leaders' perceived legitimacy conflicts. Journal of nursing management, 109. Dickson, M. W., Wendorf, C. A. (1999). Managers' Implicit Theories of Motivation: How Managers Think Motivation "Works". Presented at the 107th Annual Meeting of the APA, (pp. 1-8). Boston. DuBrin, A. J. (2010). Leadership: Research Findings, Practice, and Skills. London: Cengage learning. Enderle, G. (2007). Some perspectives of managerial ethical leadership. Journal of Business Ethics, 6(8), 657663. Fletcher, J. k. (2004). The paradox of postheroic leadership: An essay on gender, power, and transformational change. The leadership quaterly, 15(5), 647-661. Hersey, P., Blanchard, H., Natemeyer, E. (1979). Situational Leadership, Perception and the Impact of Power. SAGE Journals, 418-428. House, R. J. (2004). Culture, leadership, and organizations: the GLOBE study of 62 societies. Sage publication. House, R. J., Hanges, P. J., Ruiz-Quintanilla, S. A., Dorfman, P. W., Javidan, M. (2012). Cultural influences on leadership and organizations: project globe. Retrieved September 2, 2016, from www.vnseameo.org: https://www.vnseameo.org/zakir/process.pdf Kramer, D. K. (2010, February 15). Leadership Behaviors and Attitudes of Steve Jobs. Retrieved July 14, 2012, from Wordpress.com: https://davidkramer.wordpress.com/2010/02/15/leadership-behaviours-and-attitudes-of-steve-jobs/ Mumford, D. (2009). Charismatic, ideological, and pragmatic leadership: An examination of multi-level influences on emergence and performance. Research in Multi Level Issues, 8, 79-116. Mumford, D., Zaccaro, J., Harding, D., Jacobs, O., Fleishman, A. (2000). Leadership Skills for a Changing World: Solving Complex Social Problems. The Leadership Quarterly, 11-35. Naghibi, M. A., Baban, H. (2011). Strategic change management:The challenges faced by organizations. International Conference on Economics and Finance Research (pp. 542-546). Singapore: IACSIT Press. Offermann, L. R., Kennedy, J. K., Wirtz, P. W. (1994). Implicit leadership theories: Content, structure, and generalizability. The Leadership Quarterly, 5(1), 43-58. Stone, R. J. (2013). Managing Human Resources (4th ed.). London: John Wiley Sons Australia,. Thesing, G. (2013, November 7). Morrison Turnaround at Least Another Year Away, CEO Philips Says. Retrieved September 3, 2016, from www.bloomberg.com/: https://www.bloomberg.com/news/articles/2013-11-07/morrison-extends-same-store-sales-decline-as-discounters-gain Van Eeden, R., Cilliers, F., van Deventer, V. (2008). Leadership styles and associated personality traits: Support for the conceptualisation of transactional and transformational leadership. South African Journal of Psychology, 38(2), 253-267. Zhu, W., May, D. R., Avolio, B. J. (2004). The Impact of Ethical Leadership Behavior on Employee Outcomes: The Roles of Psychological Empowerment and Authenticit. Journal of Leadership Organizational Studies Summer, 4(11), 16-26.