Leadership and Change

Kouzes & Posner took a great deal of time and thought into the study of leadership as it relates to recognition of employees contributions to organizations. Recognition is about acknowledging the good output of employees’ contribution and finding some means of reinforcing these exceptional performances. K & P went further to justify that this kind of performance that recognizes the individual employee’s worth can only be achieved through exemplary leadership. Leading by example is the key to getting employees to follow. Leaders that expect high performances from employees must also exhibit high standards. “People tend to act in ways that are consistent with the expectations they perceive” (K& P 2007) Having high expectations of others can set the basis for high performances. I found this chapter to be one of the most valued topics for discussion as it relates to the work place environment and culture. From personal experience related to my various places of work this would be the most difficult tasks for leadership and managers to perform. Leaders and managers are seen as really lost and unsure of how to recognize exceptional individual performances and contributions. There seem to be this fear of not seeming to favor and employee by valuing his/her contribution due to the high pressure of not seeming too personal. Employees are most times given general “thank you” or “well done” even if the performance went far and beyond regular expectations. If leaders of organizations can come up with innovative means and systems of recognizing employees performances they may get far more exceptional and high valued performances. Monetary recognition should not be the only means of recognition because of the limitations most leaders have according to policies of the organization. Finding different means of incentives and employees appreciation is a topic that can be further developed. I would like to submit that while this is a very good important topic further study and thought can be given to the issue of helping leaders design and create other forms of recognition. While K & P gave good examples of leaders that were able to be very creative in doing this I still think that there is a real need for developing this further where leaders and managers can have a place to exchange and develop ideas in relationship to personalizing employees’ recognition.

Marie