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1 Running head: Leadership Practice Paper Leadership Practice Paper Leadership Practice Paper Becoming a good leader is difficult. Good leaders influence a company’s performance, culture and profit. So how to be an outstanding leader is this paper’s primary objective. A good leader not only can inspire action which encourage employees achieve their goals, also needs good communication skill. Let me start with the five practices of exemplary leadership, which are model the way, inspire a shared vision, challenge the process, enable others to act and encourage the heart. (Kouzes & Posner, 2012). These five methods suit for anyone who wants to be a leader. Model The Way Before a leader lead other, he needs to identify the core values. What you can bring to your team or corporation? How you share you values and goals to your workers? When clarify this question, you can start you work then. For example, if leaders realize their core value is earnest attitude and focus on details to the work, share the goals to workers. When they work in daily life, the employees would know their leader’s attitude and goals in work, then they will use the same attitude to learning and try to achieving their goals. Before become a credible leader, we need to clarify our values, the first step to clarify values is find your voice. You can explore yourself, what you really are, what’s your really care about. Your values effect your life, let your values guide you (Kouzes & Posner, 2012). Say it in your own words, when you express you though with others, you need use your own voice which can convince others and make them listen you carefully. Build organizational commitment can make employees feel more feelings of belonging. The higher of clarify of personal values, the higher of organizational values (Kouzes & Posner, 2012). Live the shared values and teach others to model the values are two aspects of set example. Leaders could express their values and standards to workers. The co-workers watch their leader’s each action, each choice they make, every word they said, all influence employee’s thoughts, action, behavior and attitude. Let’s focus on details, the primary thing is knowing how to spend time and attention wisely, leaders always know what to do most of time, what kind of things we need to put more attention. Also when we talk to employees, try not use display your status and position’s words. Such as employee, boss etc. that would make you became part of your organization, no distance between leaders and workers. For example, I know a leader who is really nice person. She respects every employee whose work for her, they look like a team, leader set a goal for organization, they put effort together and success. Ask purposeful questions can make employee know what’s leaders concern, what leaders really want. Seek feedback is a method make leaders know what they did is g ...

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Comment about this post. Some of the best motivators for employees are providing employee with rewards for their performance, employee recognition, company being inclusive, and great working environment Some benefits that attract, motivate, and retain employees are health benefits, pay rate, flexible schedule, the ability to work from home, tuition reimbursement, paid time off and vacation days. I believe that the list above would motivate, attract, and retain employees to work in any job despite the job that being their career path. The qualities that a good leader has from an employees perspective are their trust worthy, they have open communication with their employees, leaders ensure their employees are growing in their profession by providing professional development courses, they set an example for their employees to follow, leaders give constructive feedback to their employees based on their performance, leaders are open to receive constructive feedback from their employees, their open to change, and they set achievable goals for themselves and their employees. Some qualities of a bad leader are theyre not open to receive constructive feedback, their do not have a vision or ambition for their employees, theyre not great at communicating, and they micromanage their employees. The kind of qualities that a good manager has from an employee perspective is their able to show empathy to their employee, they set goals and expectation that everyone is able to understand, they have great communication skills, they keep up to date with the change in society, they provide inspiration to their employees, and they align organizational purpose with team goals. The qualities of a bad manager are they micromanager, they prevent their employees from growing by not allowing their employees to tackle difficult situation, they do not make their goal clear to their employees, they depend on their ego to lead them, and they show favoritism within the workplace. The qualities of a good manager will always outweigh the quality of bad manager. Employees prefer a good manager over a bad manager because it provides employees the ability to work in a peaceful environment..

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ASSIGNMENT-2 1 ASSIGNMENT-2 6 Conestoga College LEADERSHIP AT BATNA CASE STUDY Name Institution Affiliation Course Professor’s Name Date of submission 6/15 LEADERSHIP AT BATNA CASE STUDY “Everyone has his or her limitations and skills”, Branson the CEO of Batna quotes. Batna is a web based company and invites customers and other companies to bring in ideas for new products. . The company was initially started to make iPod accessories but Branson being a man of weird charisma and vision does not want to be limited in his production line. At Batna product development cycle involves a lot of people unlike other companies where only a bunch of marketing professionals design new products. These made a lot of people praise him for being smart but he convinces himself that he is not a leader and demotes himself from being a leader. This is when he realizes that the company needs good management in order to venture more capital and to make sales. The paper seeks to explain the differences between leadership and management based on the behavioral theories. It will also explain the leadership strengths and weakness Branson have as well as the leadership style Branson is using. 1. 1/3 Leadership and management are both necessary for success. This is why you need to be familiar with the differences between the two. Successful organizations make the two distinctions clear in order to develop more opportunities in the business venture as well as guide those with leadership skills. Branson points out that, managers promote stability while leaders press for changes when he says he closely supervises people in the company but at least tries to make sure that every employee in his company is happy. This clearly shows he was a leader and a manager at the same time until when he demotes himself from being a leader. The aspect of being a leader is shown when he points it out that he tries to make every of his employee is happy or at least sort of happy while being a leader is clearly shown when he says that he closely supervises people in the company. Leaders provide directions, align people as well as motivation while managers plan, organize and makes coordination’s. More detail required in your answer in terms of answering the question “What is the difference between leadership and management?” On that note, we can conclude that Branson was both a leader and a manager. Branson is a leader 2. 2/5 Branson has several leadership styles as based on leadership theories. Leadership theories are classified based on the specific behaviors of a leader. For instance, there is the Great man theory Great Man is not a behaviorial theory. This is a behavioral theory that was formulated after studying those men who were born in leadership. There is also the trait theory, which focuses on those men who were born with inherited leadership traits. However, these leadership theories can be clearly identified by the leadership styles one e.

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response1 A. Leadership paradox can be termed to as the alternative view of leadership which offers a model for realizing differentiated leadership (Tomkins, 2020). Leadership paradox may exists especially in groups because there are new systems which are out of the normal way of doing things. Such systems of relationships may possess atmospheres of anxiety and fear (Foldy & Buckley, 2016). Others might promote conditions of self-determination, freedom and openness. A leadership paradox, therefore, to an extent gives the ideology that leadership is a critical lever that can change /transform systems of fear into a system/systems of freedom. B. Participative management is a scenario whereby the employees are included in the decision making process which improves the overall value of a company. There are various ways that participative management can be encouraged in a work environment .For one, information has to be provided to the employees (Swearingen, 2017). This ensures that employees have enough information to invoke the right contemplation and work around to the problem in question. This can be implemented by establishment of the right and effective communication channels. Secondly, participative management will be encouraged by hiring employees with leadership skills (Bolle De Bal, 1992). This can be accomplished during the recruitment stage whereby only those that demonstrate critical thinking and leadership traits are retained. Third, training can be done to encourage participative management. In training, the employees are subjected to program with follow ups to a certain what the employees have learned. C. Within a group, conflicts will always occur. A serious bias in resolving this type of conflicts is the biased perception whereby there is the feeling of ‘we’ vs ‘they’ mentality. This leads to diversity and blaming the other group for the conflict (Swearingen, 2017). This bias tends to make the teams blame each other and this will only affect the work produced negatively. Further, the teams cannot work together because they feel the other team wants to sabotage them. ========================================================= response 2 A: A leadership paradox is that a leader first assumes responsibility for a recently shaped team and gets ready to construct their own approval yet couldn't get trusted by the majority of the team individuals. It is extremely disputable whether another leader ought to be too severe when managing the teammates for their supreme leadership. Truth be told, what most new leaders don't know is that most team individuals need more regard than the leader. So as to pick up individuals' trust and readiness to cooperate, an investment management style could be included. The managers of the undertaking ought to accept that workers' grumblings about the organization can't be viewed as thistles in the eyes and in the meat, however ought to be viewed as a statement of worry for the organization. These g.

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These are simplified slides discussing the regulation of cardiac output and venous return. Learning objectives: 1. Comprehend the determinants of cardiac output and factors affecting cardiac output 2. Comprehend the factors affecting stroke volume and heart rate and total peripheral resistance 3. Identify the factors regulating venous return 4. Discuss the causes of high and low output cardiac failure 5. Enlist the functions of veins and recognise the significance of venous reservoirs Study Resources: 1. Chapter 20, Guyton and Hall Textbook of Medical Physiology, 14th edition 2. Chapter 30 and 32, Ganong’s Review of Medical Physiology, 26th edition 3. Chapter 10, Human Physiology by Lauralee Sherwood, 9th edition 4. Physiology, Cardiac Output - StatPearls https://www.ncbi.nlm.nih.gov/books/NBK470455/

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