Electrical Contractors and Leadership INTRODUCTION A research study is propo

The business environment of the mid-1990s in the United States, together with the business environment that will emerge as the North American Free Trade Agreement (NAFTA) begins to be implemented, places American business firms under tremendous competitive pressures. To survive in this dynamic era, the level of performance must be improved by all American firms whether or not an international component is a part of a firm's operations. This imperative is particularly relevant in the Anchorage, Alaska area where high wage levels demand improved productivity (Ramsay and Lehto, 1994, pp. 38-41).

High rates of personnel turnover lead to sub-standard organizational performance. A high personnel turnover rate is one of the most costly problems that afflict organizations. The costs of personnel turnover are not limited to those incurred directly in relation to those employees leaving the organization, such as the loss of productive workers, lost training costs, the necessity to train replacements, and so forth. Personnel turnover also exacts organizational costs through the effects it has on those em

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s. Again, by contrast, Heider (1988, p. 47) contends that the leader who tries too hard tends to produce unsatisfactory results. Gardner (1990, p. 50) emphasizes the importance of task competence on the part of an organization's leader. Heider (1988, p. 27) supports the importance of a leader knowing the business of the group. Gardner (1990, p. 51) emphasizes that an effective leader must have a need to achieve. By contrast, Heider (1988, pp. 25, 91) states that a leader who seeks praise will create endless anxiety for herself or himself, and that the group must not become a battlefield of egos. Gardner (1990, p. 51) holds that an effective leader must be skillful in dealing with the other members of the group. Heider (1988, pp. 9, 19) supports this contention, stating that a leader must provide equal treatment and unbiased leadership. Gardner (1990, p. 51) contends further that a leader must possess courage and resolution. While Heider (1988, p. 155) agrees that a leader must have a strong side, he contends a yielding characteristic is equally as necessary. Gardner (1990, p. 53) also states that a leader must seek ascendance and dominance, and must be assertive. By contrast, Heider (1988, pp. 51, 151, 155) states that
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Some common words found in the essay are:
According Heider, Chrunden Sherman, Delegation Power, Szilagy Wallace, Douglas McGregor, Anchorage Alaska, Lawrence Lorsch, Theory Theory, SMWTs Barton, Hickson Wilson, gardner 1990, heider 1988, electrical contractors, 1994 pp, human resource, resource management, human resource management, 1988 pp, heider 1988 pp, organizational conflict, leadership human, leadership style, leadership human resource, resource management concepts, 1994 pp 39-44,
Approximate Word count = 9674
Approximate Pages = 39 (250 words per page)