According to Psychgios and Garev (2012) the past decade has seen analysts admonishing organizations to innovate their work practices, products and services, in order to endure and prosper in today’s global marketplace and yet, many organizations adopt innovations; for example, total quality management, statistical process control do so with disappointing results. The victory of a project relied more on human factors, such as project leadership, top management support, and project team, rather than on technical factors. They also found that the human factors increased in importance, as projects increased in complexity, risk, and innovation.

The researchers found that the critical role of the project manager’s leadership ability had a direct correlation to project outcomes. Despite the massive study, project managers persist to face many misgivings and problems concerning leadership; for example, leadership style, stress, uncertainty, motivation, learning, and teamwork. Unfortunately, research on innovation implementation is very limited. Thus, relatively little is known about the leadership characteristics and practices that may explain why some institutions thrive, and others fail in implementing the innovations they adopt. This research is intended to find out which are the attributes or traits of team leaders that have led to the triumph of some projects which might be missing in other leaders whose projects have failed or didn’t perform as expected. Are they the only traits or are their other issues or practices that lead to successful implementation of projects and how actually do they contribute i.e. to identify the roles played by each of these variables in execution environment.

Innovation adoption refers to organization’s decision to install a change inside the organization. Adoption is a decision point, a plan, or purchase. Implementation follows passage and is “the transition period during which targeted organizational members ideally become increasingly skillful, consistent, and committed to their use of an innovation”. One important thing about a good leader is to be an excellent role model for vision. Futurist leaders know how to develop and extend the capabilities at the heart of innovative, self-improving they increase their feelings of self-worth. Be creative and focused and able to lead by example i.e. walk the talk. Always carry yourself, as though everyone is watching, even when no one is. A good leader is an excellent role model because he/she is completely reliable. People can take them at their word and trust that they will do what they say. A trusted role model makes promises carefully and always keeps their word.

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Leadership affects corporate culture, project culture, project strategy, and project team commitment. It also affects business process reengineering, systems design and development, software selection, implementation, and maintenance. Without appropriate leadership, the risk of project failure increases. Although researchers in project management have identified leadership as critical to the success factor of projects, the topic of leadership in relation to project success has not been adequately studied, thus there is a research gap.

Literature Review on the Role of Team Leader in building Effective Work Relationships in an Organization

According to Michie and Zumitzavan (2012), organizations are not just searching for managers who will have the capacity to assume control and take care of business, they are searching for leaders who are organized, able to acquire and manage resources, and keep all the operations running smoothly. Cultivating effective relationships needs the input of human and time resources. The most effective relationships take numerous forms and are productive, valuable, and fulfilling. This only happens when the people involved nurture high trust levels in their relations promoting inter-dependence. Many researchers have studied the strategies of building productive workplace relationship, but little research has been completed on the role of the team leader in promoting effective work relationships. This essay looks at the role of a team leader in building effective relationships, ways of building effective relationships with the workforce and the role of a manager in promoting participatory management methods.

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Successful job connections create the basis for success and accomplishment in a job. A leader can submerge their profession and work associations by the actions and the character they display at workplace. Regardless of the education achievements or the experience levels, a leader who does not relate well to the others cannot achieve his/her goals. Without effective relationships, there are little or no job promotions, pay hikes, goal accomplishment, and job satisfaction. To build effective work relationships, a leader must bring all items on the table for discussion, avoid blame games, keep commitments, share credit, avoid sidelining a coworker or boss, and help other co-workers when they need it. Leadership requires the best effort from the team by equipping those we are serving with knowledge and skills required for sustainable growth. Recent studies indicate that good leadership thrives in a joint bond of individuals. People are social beings, linked together by mutual interests or values. In an organization, the mission, and strategic goal bring people under a common goal, which is a good recipe for success. Leadership is effective when there are clear channels of communication and each feels appreciated and a part of a team. The people should feel free to air out their views without the fear of retribution.

Communication is most important key to healthy relationship building; it is not about being a good speaker but being able to convey information to people in the right way, time, and place; it is about ensuring that the message is passed across or being able to sell ideas in a convincing way possible and pull people closer. It makes the team members want to hear from you always. An essential mark of integrity in human relations is consistency, both internal and external. The best leaders are consistent from one day to the next, from one situation to the next. Because of this internal consistency, these leaders are trusted. People know what to expect. There are no surprises.

Knowledge in leadership is only useful when it is incorporated into action. The knowledge imparted need to be applied to improve productivity and outcome. Effective leadership comes from a deeper understanding of the team you are leading. This experience results in mutual respect, confidentiality, and optimism. Everybody, thus creating relationships with others, seeks out a leader that engages the team in a discussion. A leader should share credit where due to the members of staff. It is worth to acknowledge that it takes the effort of a team to get a job well done by recognizing the efforts of the team and reward accordingly.

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