Evaluation of leadership and Organizational Performance in TSTT

Evaluation of leadership and Organizational Performance in TSTT

Introduction

Research Title

“A critical Evaluation of leadership and Organizational Performance in TSTT”.

Background

Evaluation of leadership and Organizational performance in an organization is an important aspect. There have been conducted various studies in the past that takes into account information about the Telecommunication Industry. The telecommunication industry has a competitive advantage as it is considered to be one of the most emerging industries in the world. The industry of the Telecommunication has competitive environment. The telecommunication industry is in constant competition as the rate of new emerging products, service bundles and new entrants is very fast. The companies have to be innovative so that they can remain competitive in every way within the industry. The theory of leadership and organizational performace is the central focus of this study. Therefore, it is important (Saks, 2006).

In the past, organizations could do the same things every year and still be successful, companies today face an increasingly dynamic environment, affected by rapid and intense changes: global changes in politics, economics, technological development and values, alter the business environment.

Under present conditions it is being carried out by the process of forming a new economic model, efficiency and effectiveness assume leading roles, and this implies the need for economic organizations characterized by competitiveness and flexibility. These requirements in turn require the business improvement and transformation of the necessary changes. The possibility of achieving competence in this framework is largely conditioned by the approach which conceives the training.

The human factor prominently today in many specific conditions means the most valuable asset, conditioner future comparative advantage, both in its intensive, as in his humanity.

Thus, the most objective way to determine whether a person is competent, is to have the evidence that was able to perform the job safely and efficiently, ie to achieve the desired result. A person is considered competent to do something when he demonstrates that he can do so, and performance criteria defining the quality of work.

Undoubtedly, there are many thoughts that have come from the idea of "leadership." Defining a leader for his personal attributes or qualities has been one of the initial positions to address subject. It was believed that a leader was an innate condition of the individual, the leader was being born leader, and that no, had to resign. There have been many criticisms of this perspective. The current trends do not only take into account personality characteristics, but prioritize the behaviour and the context in which develops leadership. Thus research shows that most people can exercise effective leadership provided to adjust their attitudes and behaviours in early effective leadership and the contexts in which they operate. Now, what is to be an effective leader? Consists of the leader's ability to generate on their subordinates not only changes in their attitudes and behaviours from what the leader transmits, but that subordinates feel satisfaction and happiness by following the guidelines that the leader sets. In other words, it is to get it ...