Leadership Styles as Applied to JLB Enterprises

The Church Of Scientology claims to offer a path of self-betterment and spiritual enlightenment through a precise protocol that heals the body and spirit. In reality, Scientology is an opportunistic organization that methodically targets, recruits, and exploits people, particularly highly vulnerable individuals. The Church of Scientology reaches out to these potential members through a robust collection of programs designed to help the general population. Though these programs have been defended as social programs that have little to no religious content, they are “front” programs for things such as drug abuse, self-help programs, psychiatry and mental health initiatives, and educational outreach. These front programs are touted as “salves for people’s emotional wounds,” but these same persons are recruited for the churches financial gain (Spohrer pg. 108). WikiLeaks has reported dozens of front companies attached to Scientology with topics ranging anywhere from office management to homeschool training programs. Three of the more well-known organizations are Narconon, Citizens Commission on Human Rights, and Practice Manage Consulting. Each one of these has its own way of preying on weakness and gaining both money and membership.

It has been shown that employees who have a high satisfaction rate on the job or with the company that they work for, are less likely to leave the company that they work for compared to those who have a less satisfaction rate (Hellawell, 2012). As mentioned earlier, this would result not only in cost savings, but it would improve the overall relationship between the employee and the company. Employees that are committed and satisfied are not only not going to leave, they would also be able to contribute more and be more effective and efficient.

• Using a participative style with a team who know their job. The leader knows the problem, but does not have all the information. The employees know their jobs and want to actively be part of the team.

An exciting thriller has always been a popular category of literary works, whether it be in the form of a film or novel. Trying to adapt a thriller from a short story to a movie can prove to create some challenges that can only be overcome by altering the storyline or details in order to make an attempt to keep the idea of the works the same. That is why similarities and differences are most often created between literary works when being transcribed over into other forms of entertainment. This is seen in The Most Dangerous Game, which is a short story changed into a movie of the same title, where in order to tell the full spiel some subjects must remain constant; however, there is more than one case of oblivious changes throughout the entirety

Researchers in the past have made valuable discovery about employee relations what is the cause of dissatisfaction and satisfaction at work. Companies that want to

For example, highly satisfied workers tend to be characterized by a behavior of high-level commitment towards their corporate obligations. This aspect in turn aid in fostering customer satisfaction since committed workforce tend to prioritize the needs of the company’s clients such as the provision of high-quality products and services. Low job turnover is another behavior associated with high employee satisfaction. This aspect entails the ability of an organization to facilitate workers retention through ensuring their satisfaction. This behavior of low turnover rate of the employees' aid in promoting customer satisfaction as it provides the continuity of business operations hence facilitating a steady supply of goods and services to the clients.

The two real examples will demonstrate the significance of leaders how to support their employees and establish the trust and morale between of them to build people skill in companies to make higher profits. According to Bauza (2016), “Out of 100 executives surveyed at the Society for Human Resource Management in Washington, D.C., in June, 73% of them blamed low employee morale on poor leadership”. John Challenger who works in Challenger, Gray & Christmas Inc. He shows that morale is essential for the leaders to enhance the employees in the workplace to more efficiency. This exemplifies that successful leaders can increase the morale in the workplaces to enhance the employees’ unity in the leadership to build the good connection with people

Collective leadership encourages by-in from all employees, by requiring input coordination and execution of solutions or ideas to solve a problem. O’Connor and Quinn (as cited by Avolio, Walumbwa, and Weber, 2009. p. 432) describe the success within a collective leadership constraint as

Effective leaders need to continually support, motivate and communicate purpose to followers. When employees take pride in their work and enjoy the camaraderie

Currently our leadership is not effectively reaching and motivating our team. We have been noticing decreased productivity and we believe that this is a direct result of leadership falling short in

JLB Enterprises has issues with falling productivity. After investigating the productivity decrease it was discovered that the only factors that changed over the period of reduced productivity were employee morale, motivation, and satisfaction. Transformational Leadership Theory proposes that employee attitude directly impacts employee productivity. Applying tenets of Transformational Leadership Theory may be the key to raising JLB's production.

Employee satisfaction should be the first aim of the organization by providing them what the need and want in terms of incentives, bonuses, good working conditions, grievance handling etc. Employee satisfaction leads to the achievement of the ultimate goal of the organization, i.e. profit maximization. If the workforce is motivated enough to work to their full potential, the outcomes are desirable and in favor of the organization. This benefits both the employees and the organization leading to complete

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance