Fundamentals On Database Management Systems - 2381 Words

Research on Database Fundamentals Fundamentals on Database Management Systems Data and Information Data are raw facts of the block of information. To be reminded that all the data will not useful information. Useful information is fulfilled from processed data. Specially, data is to be explained in order to gain information. Database A database is a well-ordered collection of data that are linked in a meaningful way, which can be contacted in diï ¬â‚¬erent logical orders. A collection of related data with †¢ logically coherent structure †¢ inherent meaning †¢ purpose, for intended users and applications †¢ varying size †¢ scope, content of varying breadth †¢ physical organization of varying complexity †¢ various applications with†¦show more content†¦DBMS: a collection of general objective, application individual programs determining services to †¢ Deï ¬ ne the structure of a database: data types and restraint that the data have to satisfy. †¢ Manage the storage of data, safely for long limits of time †¢ Manipulate a database, with effective user interfaces to query the database to regain speciï ¬ c data, update the database to reproduce changes in the world, and generate reports from the data. †¢ Manage database usage: users with their access rights, performance optimization, sharing of data among several users, security from accidents or unauthorized use. †¢ Monitor and analyze database usage. Using above Database, can highlight Important Functions on a Database †¢ Structure deï ¬ nition: declare 5 ï ¬ les or relations + data types, e.g. Student (StudName, StudentNo, Class, Dept) †¢ Population: input data about speciï ¬ c students, courses, prerequisites, Querying o Which are the prerequisites of the Database course? o List students who got grade 14 or 16 for the Database course in 1993 †¢ Reporting: prepare diplomas, with standard text, interspersed with name of student, courses taken, name of degree, grades, etc. †¢ Modiï ¬ cation, update of population o Create a new session for the Database course o Enter a grade 16 for Smith in the Database Session †¢ Modiï ¬ cation of structure, of schema o Create

Effect of Leadership Styles in Organization †MyAssignmenthelp.com

Question: Discuss about the Effect of Leadership Styles in Organization. Answer: Introduction: The study mainly focuses on the effect of employees under different leadership styles with the main focus being the employee. This segment the background of the study is focused on historical, conception and theoretical perspective. In the recent years, the approach used to manage the employee and organization at large ha changed. Human resource management has substituted the traditional notion of personnel administration (Northouse, 2015). This has led to the new strategic addition of new styles in leadership into active management of employee and to increase employees performance. Different leadership styles that fit the employees concerning decision making, empowerment and amount of direction have been put in place. An administrative occurrence reflects the possibility of leadership, performance criteria, and condition measures have been left on their own, and this has affected the performance of employee due to inexistence of aligned direction and implementation of strategic styles in performing daily chores. In this study, a different type of leadership has been discussed as independent variables while employees are treated as the dependent variable. A conception model is established on the terms of their link with the analysis of which leadership style is effective in improving the performance of the company. Therefore, performance was operationally viewed as defined duties, team input, meeting deadline and achieving set goals. It should lead to specialization, the good relation in an organization, and effective feedback (Wang, et al, 2014). Leadership is defined as the capacity to employ administrative abilities to organized performance process through inspiration, ignition, and motivation of a team to meet set goals of an organization. Leadership should be improved to cause efficiency. The theory of Fiedler leadership states that the perfect match between the leadership and employees determines the performance. The capability to lead contiguous upon the situation factors that include the ideal style, capability, and behavior of the leader plus the competency of the employee. The theory suggests that leaders should adopt the style which is highly accepted by the employee and will enable them to work with passion (Herman and Chiu, 2014) Explanation and persuasion are highly involved in leadership as well as the ability to affirm, identify and to renew the value of group represented by the leader. A leader who will be serving public service needs more than social skill, managerial expertise, and cultural literacy. A better leader can guide its employee by telling them relevant issues and maintaining quality and team spirit.it is a great responsibility to become a team member of an organization, therefore, leader should promote the core value and maturity on their responsibility and role. The study was conducted so as to realize the effect of different leadership skills on workers performance. The styles include autocratic, democratic, and participative. The research in analyzing the importance and efficiency of leadership is accompanied by objectives. It is worthless to perform a research without objective hence the objectives of this study include To identify the leadership styles that that is effective to worker performance. To identify and to explain the link between employee performance and leadership skills. To identify which leadership model is relevant for employees and how it will affect their performance. To know the importance of leadership styles in the performance employee. Research Questions What is the result of effective leadership to the employee? Which leadership skills should be used to employees and at what stage? What is the link between the performance of an employee and democratic leadership skills? The type of relationship that exists between the performance of employee and participative leadership style. To what extent does the performance of employee affected by authoritative style? Significance of the Study By satisfying aims which were specified in the objective division, this study will be used by investigators who are concentrating on understanding the effect of leadership at workstation. The finding in this will be used by researchers to create a huge impact on society (Liden, et al., 2014). The findings can also be used as a source for other results that might demonstrate to be useful in bringing changes in an organization. The study will also be relevant to leaders since they will learn on how to work with their employees and how to take care of their needs. An organization will also choose the best style of leadership to choose. The main focus of the study is on finding how authoritative leadership, participative leadership, and democratic leadership styles enhance employees performance which entails meeting of deadlines, execution of well-defined duties, and accomplishing organizational goals. To begin with, hats leadership? What are the available styles of leadership? In the theoretical framework of the study, three leadership styles have been discussed vividly, as well as their individual effects on employee performance. They include participative, autocratic and democratic mode of leadership. This is the process whereby the top management can give guidance, directives and influence workers behaviors aimed at meeting specified objectives.it can as well be the capability of the executive heads to influence junior staff to work efficiently and effectively.in addition its the ability to effect a groups consciousness of set objectives. Leaders need to formulate future vision in a bid to motivate the members of an organization to achieve the set goals as well as working on their performance. Leadership is human, as such its centered towards uniting and improving the output of employees eyeing a specific objective. Leadership is meant to deal with and handle changes, concentrating on the future. Leadership styles can be grouped ranging from autocratic, democratic to participative, all indicating the extent and role of decision making and power in an organization. Democratic leadership approach usually is directed by the I Share principle. Each team has equal opportunities as far as resolution making is concerned. Democratic leadership in an organization can be applied in times of creating and forecasting an organizations budget (Carter et al., 2013). Participative leadership model encompasses all members of a production unit pinpointing critical objectives and come up with the modest processes and measures to achieve the set objectives. This method of leadership mandates the unit heads to not only issue directives and instructions but also to be the source of critical views as far as seeking solutions to problems is concerned. Its widely applicable in volunteering organizations, home set up or as well business set up. Among the main advantages of participative leadership, model is that there is ample time for improvement of the chosen heads to serve the organizational the future. This mode as well promotes creativity and gives room for talent demonstration since it articulates for group participation in common goal achievement (Ahmed, et al, 2014). This, in the long run, can be used as a tool towards improving performance and productivity of a group as well as proving the potential group members who can come up with positive ideologies to improve skills and ability as well as organizations management in the future. As much as everyone is at will to choose their preferred style of leadership, a competent leader will adopt a method bearing in mind the issue at hand. Some of the critical considerations they have to consider include: a) Criticality of the issue at hand. Are the decisions to be made immediately? What are the possible effects of the chosen mode to the efficient running of the organization? b) Availability of enough resources, skills and time to make decisions based on the appropriate method selected. c) Traditions of the organization, i.e., was the selected method preferred in the past? Theoretical framework. According to Fred Fielders contingency theory, an employees efficiency and effectiveness to produce lies upon the appropriate set between leaders capability to match the employees' behavior, attitudes, competencies as well as appropriate choice of leadership style. According to this theory, leaders should select the best method, considering the situation at hand and one which will empower immediate performance of an employee. A competent leader should possess the ability to guide and educate his or her employees to improve their productivity as well as providing them with key skills to make them offer world-class quality output. They should as well bear the accountability of the leadership role among their junior employees. Outlining of step by step principles of leadership, have played an important role in promoting essential norms as well as the development of the leaders and their subordinates on their duty of accountability. Since the different scenarios affect the roles of leaders in a firm, they would as well affect the manner in which tasks are to be carried out in the organization, as such three broad leadership styles to be adopted of which each of the selected styles has significant effects on employee performance (Iqbal, et al, 2015). Autocratic/Authoritarian: this refers to those type of leaders who give orders that are not liable to any argumentations from their subordinates. Policies and Plans are made in separation from the group. Such leaders give orders without giving enough reasons for the choice of such orders. The autocratic leaders only direct orders, they are not part of the team executing the given orders Traits of autocratic style: they possess all the mandate in decision making, they have improbable demands, are disciplinarians, do not allow their stands to be questionable by anyone, they rarely give gratitude for well-executed duties, always have differing ideologies, are easily offended as well as use others for their benefit. Democratic/Passive: these are the best type of leaders, they do not make orders but involve others in decision making. They only execute the agreed upon decisions Participative: in this mode employees play key role in decision-making process. Their ideologies are employed by their leaders in making decisions. In this mode, employees are regularly informed about the future and are given a chance to air their views about the decisions arrives at (Hermosillo, et al., 2016). Effect of different styles on employee performance Participative mode of leadership plays a significant role in promoting employees output since the employees have trust in the leadership and as such are motivated to work efficiently as far as productivity and decision making are concerned. In the autocratic mode, employees feel belittled, and this has a negative influence on their efficiency. In a democratic mode, employees have a say in decision making, and they are better off as opposed to autocratic mode. Research Methodology The problems in this study will be explored in an investigation and interpretative view, with the help of descriptive approach which uses focus collection, interviews. Gathering of information about the present conditions are entailed in Descriptive research. The reason for using this method is to illustrate the nature of the condition, at the time the study was being conducted and to determine the effects of certain sensations on the presentation of the workers of the firm and the performance of the organization (Silverman, 2016). Data collection secondary source: integrated sources will be used for secondary data. The reason is to provide enough sources for readers to help them comprehend more about the matter and various variables that are intricate in it. On the other hand, previous reports, journals, magazines, and newspaper will be used as sources in secondary research. Existing findings and present knowledge in books will be used as secondary research. The explanation accounted will be directed as qualitative (Bello, 2015). The data used for this project will be obtained through interview and getting views of employees on what they think about leadership. The secondary data will be collected through journals and research done by other researchers. Our data analysis method will be based on expert sampling. This is a method where by opinion obtained from different employees during interview will be analysed. This is the most crucial part of research methodology where all the obtained data to be analysed to come up with the data which explains the research theme in an finest manner. Data will be presented in form of graphs and percentages showing the preferred leadership style by the employee. The analysis of the variance using bivariate and univariate will be presented to show the effect of different types of leadership on employee. Finally systematic approach in understanding evidence rationality in workplace using grounded theory approach will be process of major finding. Since the research was conducted through interview, the information about those who participated on the interview will be kept secret. Its not ethical for a researcher to dispose the names of participants, the confidential information they communicated. According to Zikmund (2015) research information that is collected is kept in a confident way and the information given is not given in a biased way Conclusions As illustrated Aby Myron Rush and Cole, employees feel authority and self-confidence in doing their job and making the different decision when the participative method of leadership is used. The style got a great positive impact on employee since they feel involved in running the business. This is opposed to an authoritative style where all decision are made by the leader. In this circumstance, the employee feels inferior in doing the job and making a decision. Democratic approach is better than autocratic style. In democratic style, employees have discretionary power to do work. The majority group always take the day, so sometimes the style is biased and oppress the minority (Wong Laschinger, 2013). The authoritative style is appropriate when the employee is new and do not understand the flow or when they misuse their authority. The consultative style is appropriate when there is the need for creative problem solving and when there is meeting by the organization to plan on department improvement finally, participative style is appropriate when rewarding top performers in the organization and when the team has talented and competent workers (Carter, 2008). References Ahmad, N., Tariq, M. S., Hussain, A. (2014). Linkage between Leadership Styles and Employee Performance. International Journal of Accounting Research, 2(1), 21-29. Bello, B. A. (2015). RELEVANCE OF FIEDLERS CONTINGENCY LAEDERSHIP THEORY TO THE MANAGEMENT OF SCHOOL ORGANIZATION. ATBU Journal of Science, Technology and Education, 3(2), 182-189. Caillier, J. G. (2014). Toward a better understanding of the relationship between transformational leadership, public service motivation, mission valence, and employee performance: A preliminary study. Public Personnel Management, 43(2), 218-239. Carter, M. (2008). Overview of leadership in organization. Human Relations in Administration. Carter, M. Z., Armenakis, A. A., Feild, H. S., Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), 942-958. Herman, H. M., Chiu, W. C. (2014). Transformational leadership and job performance: A social identity perspective. Journal of Business Research, 67(1), 2827-2835. Hermosillo, D., Amutio, A., Da Costa, S., Pez, D. (2016). Transformational leadership in organizations58; Mediating variables and long-term consequences. Revista de Psicologa del Trabajo y de las Organizaciones, 32(3), 135-143. Iqbal, N., Anwar, S., Haider, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review, 5(5). Liden, R. C., Wayne, S. J., Liao, C., Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434-1452. Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications. Quinlan, C., Babin, B., Carr, J., Griffin, M. Zikmund, W. (2015). Business research methods. South Melbourne, Vic: Cengage Silverman, D. (Ed.). (2016). Qualitative research. Sage. Wang, H., Sui, Y., Luthans, F., Wang, D., Wu, Y. (2014). Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), 5-21. Wong, C. A., Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959.