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LEADERSHIP EFFECTIVENESS SURVEY-2009

LEADERSHIP EFFECTIVENESS SURVEY-2009. Objective of the study. To measure the perception about the leadership effectiveness in BHEL- Trichy . Leadership Effectiveness of BHEL as organisation. the immediate manager and other managers with whom the executives work.

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LEADERSHIP EFFECTIVENESS SURVEY-2009

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  1. LEADERSHIP EFFECTIVENESS SURVEY-2009

  2. Objective of the study To measure the perception about the leadership effectiveness in BHEL-Trichy. Leadership Effectiveness of BHEL as organisation. the immediate manager and other managers with whom the executives work. The Survey covered executives of Trichy from E1 to E8 level.

  3. Rationale behind the questionnaire Questionnaire designed to analyse the following characteristics: Ability to direct influence motivate do things effectively foster team work coach and develop Champions leadership

  4. Overall Analysis of the Survey Fig within bracket :2007 results

  5. Overall Ratings based on Factors Fig within bracket :2007 results

  6. Perception on Immediate Manager and other Managers Fig within bracket :2007 results

  7. Factors with Low Scores Fig within bracket :2007 results

  8. Area wise Analysis

  9. Age wise Analysis

  10. Analysis by Years of Service

  11. Findings First three major areas of leadership skills identified as essential to Managerial Success in Trichy unit are: 1. Coaches & Develops 2. Motivates others 3. Champions Change

  12. Findings(Continued) Finance, Engineering/FB, P&D are the least satisfied with the present situation in the area wise analysis The employees who are in age group of 35 – 45 and seem to be least satisfied. Employees in the ‘less than 35 years of age’ group are also less favorable to the prevailing situation.

  13. Findings (continued) People with number of years of experience between 6 to 10 yearsare more unfavorable The11-20 years experience group are also not favourable to the current situation. The youngest group (1-5 years) is favourable to the leadership of the immediate manager and not so with the organization's leadership. The real reasons could be ascertained through focused group discussion.

  14. Action Plan – LES 2009 • Communication of Results • Communicated to DROs & Published in Home Page of HR • Communication to all Executives • On Low scoring Parameters • Half a day workshop for DROs & AGMs by External Faculty • On Low scoring Groups • Half a day workshop for select employees / departments / age group • Actionable points from the above three workshops will be shared with DROs

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