Influence of leadership style on team effectiveness: A study of selected Guaranty Trust Bank (GTB) branches in Lagos (Published)
Business organizations require astute leadership to achieve stated goals through teams whose members collaborate both effectively and efficiently. The banking sector is one in which leadership and team effectiveness are at the core of organizational excellence. However, increasing cases of poor corporate performances and bank distresses require that the link between leadership and team effectiveness be empirically ascertained. Thus, this study sought to determine if leadership style, evaluated from the angles of communication and talent management approaches have significant effects on team effectiveness in some branches of Guaranty Trust Bank in Lagos State. Anchored on transformational leadership theory and ‘Blake and Mouton’s Managerial Grid’, the study employed both qualitative and quantitative methods to conduct its investigation. In the end, the transactional leadership style was found to be the predominant style of leadership in Guaranty Trust Bank, while the assertive communication style was found to have the most positive effect on team effectiveness. Also, the strategic pool approach to talent management, wherein the leader is involved in the professional development of the team members was found to have the most significant effect on team effectiveness. Furthermore, qualitative results indicated that a team leader will have to alternate between several approaches to communication and talent management to get the best out of their teams. It was, therefore, recommended that leadership development programs in banks should be designed to equip team leaders with requisite communication and talent management skills to enhance both team and organizational performances.
A Proposed Model to Measure the Effect of the Quality of Working Life (QWL) on Talent Management in Organizations: an Empirical Study on the Suez Canal Authority (Published)
Nowadays, companies are more complicated with various internal factors affecting the needs of customers and the employees of organizations. To be stronger and more qualified, organizations must focus on the concept of the Quality of Working Life (QWL). One of the major factors that can help organizations to achieve such concept is managing the talents of employees. The primary objective of this study is to ascertain the impact of the Quality of Working life on Talent Management using evidence from the Suez Canal Authority. The population of study consists of 2671 employees of the authority. The data collected from 336 respondents were analyzed using the SPSS software. The results of linear regression analysis revealed that there is a partial positive relationship between QWL and talent management.
Talent Management – An Emerging Strategy To Create a Higher Performing Workforce (Review Completed - Accepted)
This paper describes the concept of talent management as an important pillar of the organizational growth in a holistic way .In this competitive era when each and every firm focuses on their human resource as a valuable asset in order to achieve organization’s objectives. They want to get the best talent from the environment through various means and then managing that talent with complete effectiveness and efficiency. This helps them in maintaining a competitive advantage over others. With this ideology the concept of talent management came into picture. This term came was coined by McKinsey & Company in their publication titled “War on Talent”. Talent management refers to the anticipation of required human capital for an organization and planning to meet those needs. It is the science using Strategic Human Resource Management to improve business value and also to make it possible for companies to reach their goals. Talent management strategies focus on five primary areas: attracting, selecting, engaging, developing and retaining employees. It is very substantial to say that a talent management strategy needs to be linked to the business strategy. Through this paper we want to reflect that the approach of talent management is more evolved and advanced aspect of strategic management