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Department of Management, Wollega University

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Department of Management, Wollega University

This is the official page of Management Department in Wollega University

01/07/2021

Dessertation Proposal Defense Underway @ Department of Management, Wollega University
Mr. Worku Gadisa (PhD Cand.) is presenting his paper.

30/06/2021

Department of Management, Wollega University would like to invite you to attend the Virtual Dissertation proposal defense for PhD in Management which will be held tomorrow morning (1st July, 2021-Thursday) @8:30 AM (2:30 local time). Detail of the meeting room is availalbel on the notice paper attached.
Regards!

13/05/2021

Eid Mubarak!
Happy Eid Ul Fetir to all Muslim fellows!
May this special moment brings love, joy and abundant blessings to you life!

Mubarak!

01/05/2021

Happy EASTER!

Easter is all about , , and Life!

Happy EASTER to all Christians!

13/02/2021

Congratulations to Wollega University graduates of 2021!

Every hardwork has its own payback!
You defied all the challenges and did a great job. Your commitment and persistence made it possible. Our staff members deserve great respect, they showed their usual professionallism in such a challenging time.

Wishing you all the best in your future career, we trust in you that you will serve your community with the knowledge and skill you grasped during your stay with us.
Congratulations once again !

02/02/2021

So far, we have been sharing some information on A-Z of leadership and we trust you’ve got some insight from the lessons. We appreciate your engagement in our platform. Please , and our page to get important lessons on Leadership and other Management Thoughts.

Now, we would like to continue on some important lessons in leadership and this week we focus on Credibility. Research shows that only small percent of employees trust their senior management, and only small percent believe CEOs are a credible source of information. Trust goes hand in hand with credibility. Credibility is something that all leaders and potential leaders must aspire to obtain. Establishing credibility as a leader isn't something that happens instantly. It's a process that involves time, effort, and patience, but it's totally worth investing in for successful leadership. Credibility positions leaders as a highly dependable source of expertise, information, and decision making. A credible leader focuses on creating win-win situations for all.

Credible leaders walk the talk and make their actions speak louder than their words--they deliver what they promise. Leaders with established credibility are respected and trusted. In the following days, we will share important points in regard to credibility.

Credibility Is the Foundation of Leadership- Kozes and Posner, 2011

is credibility for you?

29/01/2021

-Z of Leadership

Zen is a ‘way of life’: a life of humility, a life of labour, a life of service, a life of hope and gratitude, and a life of meditation (Suzuki).

Leadership in the Zen tradition is about service; as a steward of resources, and as a servant of others. Leadership is also a way of life which requires energy and renewal. You will be a better leader when you take care of yourself physically, mentally, and emotionally. Take time to eat and sleep, to exercise, to learn and to spend time doing the things that are important to you like spending time with family and friends, practising your trust and enjoying the natural world.

leaders are rare and be one of them!

28/01/2021

-Z of Leadership continued..

THE LEADER

Think about the legacy you will leave as a leader. What do you want to be remembered for? Providing people with challenging assignments? Encouraging people to achieve high standards? Creating an environment where people can use their skills and abilities? Great results? Being an honest and trustworthy leader? Coaching people and developing their talents? Inspiring people to achieve a purpose that is meaningful and moral? Supporting new ideas? Being determined? Contributing to a sustainable future?

do you want to be remembered for?

27/01/2021

-Z of Leadership continued

-Y THEORY.
Douglas McGregor proposed his X-Y theory in his book ‘The Human Side of Enterprise’. McGregor maintained that there are two fundamental approaches to leading people depending on whether you believe that people dislike work and need to be coerced to perform (Theory X) or you believe that people are self directed and perform best when invited to be collaborative and take responsibility. (Theory Y).

Various studies suggest that managers with a Theory X approach generally get poor results. People frequently leave jobs because they do not like the way they are managed and led. Managers who apply Theory Y produce better performance and results, and people grow and develop in their teams – they are more likely to be viewed as leaders rather than managers.
Do you believe in Theory X or Theory Y? If you think the average person prefers to be directed, to avoid responsibility, and is relatively un-ambitious, you probably believe in Theory X.

Try telling yourself that most people have the capacity to use a high degree of imagination, ingenuity and creativity to solve organisational problems. Delegate a task today that you would have done yourself. You may be surprised to find that people outperform your expectations!

26/01/2021

-Z of Leadership continued

PROBLEMS

Wicked problems are ones that we have never met before, and we do not know how to solve them. Keith Grint (2005) describes problems as three types, Critical, Tame and Wicked, each needing a different approach.

problems: need immediate decisive action, using a command style.
problems: where the situation has occurred before, can be solved using proven management strategies.
problems: require a leadership approach, using a collaborative style, because there is uncertainty about how to resolve the issue.
This is where Grint sees leadership as playing a key role. He suggests that leaders need to be prepared to ask questions and facilitate discussions when faced with wicked problems: the solution to a wicked problem will require agreement and support from those involved.
Leaders need to use ‘soft’ power - the risk of using hard power here is that if the leader goes into command mode, the solution chosen may not be either the best rational option or the option that is most acceptable to the majority of those involved.

25/01/2021

-Z of Leadership Continued

TEAM
You will probably find yourself managing a virtual team at some point in your career. Avirtual team (aka “virtual workgroup”) is a group of people who participate in common projects by making collaborative efforts to achieve shared goals and objectives. These people perform tasks and jobs in a virtual work environment created and maintained through IT and software technologies. A virtual team is one separated by distance, time, culture and may comprise people from different functions, who do not know each other.

The challenge of managing people from a distance is that they feel isolated, uninvolved, and they often feel passed over for promotions or new assignments. They say that they get too little communication and that their manager is either involved too little or too much, often around the wrong things.

Leadership of virtual teams works well when you invest time in getting together to set up the team and develop a . You need to demonstrate - this is easier if you have a shared understanding about the outcome required. You need to develop the right method of communication: e-mail, phone, video conference or face to face. Think about how you can develop more empathetic relationships. Be aware of unspoken messages; check out your understanding of what is going on. Imagine what it might be like on the ground for your team members. Try telephone coaching using a non-directive approach.

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