The key question to ask is not just what the intent of the leader is but the impact they have on the followers and course correct from there. Self-interest vs. the interest of others is a key distinction between tough and toxic leaders.
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Strength is that of character, of ethics, of purpose -not strength born out of position/power and bullying.
Where a leader is transitioning from toughness to toxicity, adversely impacting employee morale, HR must assume a crucial role in orchestrating interventions to rectify the situation to mitigate the negative impact.
Leaders should keep in mind that while moving towards achieving results they should not damage relationships. They should be respectful, reflective, compassionate, and caring.
Towards Pro-active Institution Building and Leadership Creation: Some Reflections
It is at timescorrosive even, to attempt to moderate the way wardness of the key individuals at certain stages of institutions growth. Never-the-less the task cannot be abandoned.
Now, high time, HR, being a partner in business, to assertively exhibit its competencies in moving towards business goals. It is a project by itself to be owned by HR, and although challenging, is an essential & inevitable one.
Every organisation needs a culture that encourages engagement and a sense of community.
By adopting these HRM practices, FinTech companies can improve their customer retention by creating a positive and productive workforce experience, where employees are engaged, motivated, and satisfied, and deliver value to customers.
As we step into 2024, the trends in Learning and Development reflect a commitment to innovation, personalization, and adaptability.
The proposal to decriminalize offences under Labour Laws is a welcome step because the constant fear of penalties/prosecution deters prospective business growth. The very process of ensuring compliance hinders the ease of doing business. Should the policy of laissez-faire be not adopted for the...