1 Running Head: LITERATURE REWIEW 2 LITERATURE REVIEW Assignment 2: RA 1 Literature Review Karen Crump Argosy University Introduction Vision, ethics, modeling, coaching, and shared values are an essential aspect of professional leadership development. Such perimeters ensure that leadership composure is well defined and outlined for developing skills and providing unity and integral growth. Reflecting on these aspects helps the individual in utilizing their power and influence in the building of alliances, creation of passion at work as well as empowering their employees and subordinate workers in achieving the set goals and objectives of the organization. They help the individual gain personal insights and deepen their self, social and relationship awareness which results in higher performance in their respective teams. Numerous leadership approaches help govern and thrive in professional leadership development. Such methods include taking leadership as a position, taking command as a result and taking direction as a process. Essentially, there is a need to evaluate the various articles that described the professional leadership development through the use of the leadership mentioned above approaches. Belinda Johnson (2017), A Leadership & Professional Development Teaching and Learning Model for Undergraduate Management Programs, Journal of Higher Education Theory and Practice, Vol. 17(4), pp. 55-57 This article describes a holistic leadership and professional development teaching and learning model for undergraduate students with universal application across all disciplines and functional areas of organizations due to its emphasis on the non-technical skill requirements of leadership. The model highlights the development of intrapersonal, interpersonal and professional skills or KSAs (knowledge, skills, and abilities) and uses the mnemonics FOCUS and ACTION to structure the large number of traits, behaviors, and KSAs. The archetype is advantageous as it helps management competencies in the early stage of career development. The upcoming leaders show their potentiality in leading others through this archetype. This signals for individuals developing aggressive attention towards professional leadership especially the learning students. Darryl C. Hill & Richard Olawoyin (2018), Safety Leadership & Professional Development, Professional Safety, pp. 145-149. The article facilitates a raid map of the safety profession and promotes leadership and professional development. Darryl and Richard describe professional leadership development to be controlled by crucial factors. These essential factors include ethics, administration as well as management. Besides, the authors suppose that certification and accreditation have ensured the safety profession in leadership as well as an entire professional development. Daryl and Richard believe in the identification of professional leadership development hazards that may retard the growth and .

1. 1
Running Head: LITERATURE REWIEW
2
LITERATURE REVIEW
Assignment 2: RA 1 Literature Review
Karen Crump
Argosy University
Introduction
Vision, ethics, modeling, coaching, and shared values are an
essential aspect of professional leadership development. Such
perimeters ensure that leadership composure is well defined and
outlined for developing skills and providing unity and integral
growth. Reflecting on these aspects helps the individual in
utilizing their power and influence in the building of alliances,
creation of passion at work as well as empowering their
employees and subordinate workers in achieving the set goals
and objectives of the organization.
They help the individual gain personal insights and deepen their
self, social and relationship awareness which results in higher
performance in their respective teams. Numerous leadership
approaches help govern and thrive in professional leadership

2. development. Such methods include taking leadership as a
position, taking command as a result and taking direction as a
process. Essentially, there is a need to evaluate the various
articles that described the professional leadership development
through the use of the leadership mentioned above approaches.
Belinda Johnson (2017), A Leadership & Professional
Development Teaching and Learning Model for Undergraduate
Management Programs, Journal of Higher Education Theory and
Practice, Vol. 17(4), pp. 55-57
This article describes a holistic leadership and professional
development teaching and learning model for undergraduate
students with universal application across all disciplines and
functional areas of organizations due to its emphasis on the
non-technical skill requirements of leadership. The model
highlights the development of intrapersonal, interpersonal and
professional skills or KSAs (knowledge, skills, and abilities)
and uses the mnemonics FOCUS and ACTION to structure the
large number of traits, behaviors, and KSAs.
The archetype is advantageous as it helps management
competencies in the early stage of career development. The
upcoming leaders show their potentiality in leading others
through this archetype. This signals for individuals developing
aggressive attention towards professional leadership especially
the learning students.
Darryl C. Hill & Richard Olawoyin (2018), Safety Leadership &
Professional Development, Professional Safety, pp. 145-149.
The article facilitates a raid map of the safety profession
and promotes leadership and professional development. Darryl
and Richard describe professional leadership development to be
controlled by crucial factors. These essential factors include
ethics, administration as well as management. Besides, the
authors suppose that certification and accreditation have
ensured the safety profession in leadership as well as an entire
professional development.
Daryl and Richard believe in the identification of professional
leadership development hazards that may retard the growth and

3. development of professional leadership. The license will ensure
that the leaders effectively assess the risk and the culture of the
organizational environment (Darryl & Richard, 2018). The
article addresses a series of fatalities that can be caused by poor
leadership such as employee turnover and poor business
performance. It also provides a risk assessment that the leader
should utilize in ensuring that the risks and adverse effects of
poor leadership are assessed and mitigated.
Hilda Borko (2017), The Role of Video-Based Discussion in
Model for Preparing Professional Development Leaders, pp. 34-
36.
The article discusses the problem-solving cycle model of
professional development. Also, it examines the Mathematics
Leadership Preparation model of PD leader preparation. The
article attempts to conduct research on the models that are
adapted to support the main objectives for the implementation
of the new Common Core State Standards. It also makes efforts
for the individual to comprehend the reasons for the adaptations
(Hilda, 2017).
The examination of the numerous information sources unveiled
that the two all-encompassing classes of variations which they
were made in refining the models to help ensure that
achievement of the objectives of the schools in the district is
attained. The overall need for the article was to address the
teacher's leadership while at school. The report indicates the
necessity for the researchers to be receptive to the setting of
their school partners on the anticipation of their work to be
excellent and evocative. This would help the district application
of a new curriculum which imposes shifts in teacher's exercises
(Hilda, 2017). They were also useful to determine the manners
in which the video-based discussions were made which were
productive activities at school leadership.
David B. Wilkins & Scott A. Westfahl (2017), The Leadership
Imperative, A Collaborative Approach to Professional
Development in the Global Age of More for Less, Stanford Law
Review, Vol. 69, pp. 100-101.

4. The article talks of fierce debates which have been
apparent since 2008 on the predictive fate of big law
organizations and the market for the corporate legal services.
David and Scott argue that the accelerating need of technology
has seen to it the practice of corporate law to remaining for the
predictable imminent. Therefore, the law incorporations need to
progressively conduct their attraction, development, and
retinene of the talented lawyers (David & Scott, 2017). The
traditional approach tends to divide the responsibility for
professional development among law schools that are required
to educate the learners in thinking like a lawyer.
The lawyer's job lies in footing the bill which is no longer
associated with the present authenticities of the market (David
& Scott, 2017). The article also documents the cause for such
misalignment and proposal of a new model of professional
development in which law schools, law firms, and corporate
clients will work together in training the lawyers to be eternal
learners in the variety of technical, professional and network-
building skills. The lawyers need to flourish in their careers. In
this article, an active leadership parameter of training is seen
(David & Scott, 2017). The report aims to train the lawyers to
be lasting learners rather than being short-period learners.
Melike Esentas, Pinar Guzel & Selhan Ozbey (2017), Self-
Awareness & Leadership Skills of Female Students in Outdoor
Camp, Journal of Education and Training Studies, Vol. 5, Issue.
10, pp. 197.
The article speculates the responsibilities of youth camp
exercises which are executed by the ministry of youth and
sports. This is mainly with an objective of developing self-
awareness as well as leadership skills for the feminine gender
who will participate in the respective youth camps. The
thematic concerns reflected in the article (Melike, Pinar &
Selhan, 2017).
The article explains the need of the leaders overseeing the youth
camps to ensure effective prejudicialness and communication is
upheld. Effectiveness communication will ensure that a

5. harmonious environment is maintained in the respective fields.
Besides, the leaders should create a good rapport between them,
and the youths present to irrigate a useful friendship. A
meaningful friendship will ensure that the teenagers mutually
benefit from each other hence motivating the exercises to be
done. The leaders should as well volunteer in several activities.
This will set an exemplary role model that tends to inspire many
followers in doing the same thing.
The article also expresses leadership skills as a direction,
guidance, enlightenment, management as well as capability to
facilitate impact (Melike, Pinar & Selhan, 2017). They are the
essential resources which support and act as a guideline to
keeping and upholding effective performance together in
conjunctions with the human resource power at all categories in
the organization (Melike, Pinar & Selhan, 2017). The authors
insist that leadership development begins with self-awareness.
A good leader should be aware of their won positive as well as
negative characteristics. They should be able to accept their
negative characteristics and formulate strategies that will help
them control and curb themselves from being overwhelmed by
the negative characteristics. This self-awareness will expose the
emotions, thoughts, desires in a realistic manner as well as the
process of realizing the strengths and weaknesses concerning
their own characteristic features (Melike, Pinar & Selhan,
2017).
Cameron B. Dougall & Peter H. Langford (2015), Measure
Leader Behavior, Evidence for a Big Five Model of Leadership,
pp. 102.
The article facilitates justifying indication for leadership
big five which is a model of leadership behavior that integrates
the prevailing theories of leadership as well as theoretically
associated with the utmost recognized archetype of personality.
Generally, this model facilitates researchers and practitioners
with a common language in the leadership behavior description
within the field adorned with the plethora of leadership models
(Cameron & Peter, 2015). Such a model and its connection to its

6. dimensions may accelerate the effectiveness of behavioral
change interventions. From the conducted study, it is evident
that leadership may be outlined as a structurally similar way to
human personality.
As per the model, leadership behavior is portrayed by the
organizational outcomes that may be attributed to their own
leadership behavior. According to Cameron and Peter,
leadership change is useful when employee engagement sets in.
The combinations of leadership behavior change, and employee
engagement provides the organizational outcomes of the
respective organization (Cameron & Peter, 2015). This explains
the need for the leadership behavior change that would build
trust and friendship with the employee engagement hence a
fertile organizational outcome.
Here, a model of leadership as an outcome is seen. The authors
insist that the leaders should cooperate with the employees in
ensuring a useful organizational issue; failure to which the
organization may perform poorly due to limited or no employee
engagement. The article is relevant for the progress of
leadership enhancement and broadening the quality of
leadership provided in an organization. Cameron and Peter
insist that employee engagement should be executed in seeing to
it that the style of leadership is valid and meets the
organizational goals and objectives (Cameron & Peter, 2015).
The big five model of leadership provides an opportunity to
deeply research on the comprehension of leadership from a new
broader perspective in comparison with the old-fashioned
models of leadership behavior. It gives the opportunity to
analyze and discuss direction using a common language.
Brig Gen Sandra A. Gregory (2018), Professional Development
for All Seasons, Executive Coaching Accelerates Your
Leadership, pp. 96-97.
The article strategically defines coaching in professional
leadership development. Brig defines coaching as an act to help
other people without telling them what to do. According to
Brig, coaching is literally empowering other people and teams

7. to own their stories and actions insolvent the located
challenges. Coaching instigates creative thinking and addresses
the people's behavior as well as attitudes which surround the
trial (Brig, 2018). Certified coaches are always trained to elicit
the greatness as well as empowerment of the leader's team to
enable the player to produce a top-notch outcome for the overall
goal and objective of the organization they work with. This
article reflects the need for coaching in molding and sufficing
professional leadership development.
Coaching profits a talent tune-up. It will increase
productivity as well as effectiveness, reduce blind spots,
enhance communication and interpersonal skills and improve
the relationship the employers have with the employees and
their subordinates. Coaching in leadership also strengthen
teamwork and decrease stress (Brig, 2018). This, therefore,
calls for coaches to refrain from offering advice, assuming the
employee will find the answer, keeping their focus on the
employee as well as remaining curious and sojourning their
judgments.
Besides, coaches should focus on the person rather than the
issue, stay positive and take their time to celebrate their
prosperity (Brig, 2018). Coaching is best acknowledged when
an employee approaches the leader with a question or even a
disturbing problem. This is when the leader decides to offer
their advice to the employee and thus coaching sets in.
Coaching in professional leadership development is a paramount
concern which should be ensured by each leader who craves to
succeed in their leadership.
References
Belinda Johnson (2017), A Leadership & Professional
Development Teaching and Learning Model for Undergraduate

8. Management Programs, Journal of Higher Education Theory and
Practice, Vol. 17(4), pp. 55-57.
Brig Gen Sandra A. Gregory (2018), Professional Development
for All Seasons, Executive Coaching Accelerates Your
Leadership, pp. 96-97.
Cameron B. Dougall & Peter H. Langford (2015), Measure
Leader Behavior, Evidence for a Big Five Model of Leadership,
pp. 102.
David B. Wilkins & Scott A. Westfahl (2017), The Leadership
Imperative, A Collaborative Approach to Professional
Development in the Global Age of More for Less, Stanford Law
Review, Vol. 69, pp. 100-101.
Darryl C. Hill & Richard Olawoyin (2018), Safety Leadership &
Professional Development, Professional Safety, pp. 145-149.
Hilda Borko (2017), The Role of Video-Based Discussion in
Model for Preparing Professional Development Leaders, pp. 34-
36.
Melike Esentas, Pinar Guzel & Selhan Ozbey (2017), Self-
Awareness & Leadership Skills of Female Students in Outdoor
Camp, Journal of Education and Training Studies, Vol. 5, Issue.
10, pp. 197.
Patterson & Tracy (2017), Evaluating the Impact of Leadership
Development, Vol.12, Issue. 9, pp. 123.
Running Head: SYSTEMS THINKING 1
Introduction
How to reduce suicide rates amongst children, this could
be refined as a systems approach to reduce bullying in school.
Bullying consists of being physical such as hitting and verbal
abuse which includes name calling, threatening or even
spreading rumors. Many children suffering from bullying this
condition can lead to serious injuries and problems with their
self-image or self-esteem. Those that engage in bully like
behaviors tend to use their popularity, power or strength to
manipulate others. Bullies tend to target those smaller in size,
or even those that does not have the ability to defend

9. themselves. I chose this topic because I also have been a victim
of bullying. This topic speaks so many levels for myself
because I have been in many abusive situations at the age of
twelve that have affected me. I felt as though my experiences
and what have helped me through life could have the child
realize to not let others manipulate them and make them feel
less of a person. System approaches include:
1. Providing role-playing techniques to build confidence in the
victim
2. Support group method
3. Exercising
Providing role-playing techniques to build confidence in the
victim, the board of Guilford County Schools should provide
role-playing techniques, so the victims are able to have the
opportunity to discuss how being picked made the victim feel
and gives them the chance to speak on what their thinking in
various roles. The goal of the schools is to let victims draw out
what they’ve learned from the role play experience and make
connections with their own lives.
Support group method is a method that helps people that have
offended someone attend a meeting together, at which the bully
is required to listen to what harm he/she has done to others
which can give the ability to see the remorse from the offended
party. This method also gives the person that has been bullied a
way of sharing their feelings at the meeting with the bullies,
together with people that has had similar experiences that could
give their support.
Exercising is an activity that requires you to use your abilities
to strengthen your mental, physical and emotional health. The
child could spend about 30 mins to 1 hour 3 days a week to use
this technique just, so they are fully getting over the bullying
they’ve endured. This will make the child feel like they are in
control and have more confidence within themselves. This
hobby a way to help the child to feel less likely sad or have
suicidal thoughts, it is stated the more you exercise the better a
person’s mental health could be.

10. References
Esther Entin, M.D. (2015). Exercise Helps Kids Cope with
Bullies.
Rigby, K. (2010). Bullying interventions in schools: Six
basic methods (See Chapter 8: ‘The Support Group Method.’):
Camberwell, ACER. Republished (2012): Boston/Wiley
(American edition).
Bradshaw, C.T. Waasdorp, L. O’Brennan, and M.
Gulemetova. (2011). Findings from the National Education
Association’s, Nationwide Study of Bullying: Teachers’ and
Education Support Professionals’ Perspectives. Washington,
DC: National Education Association.
Donohoe, Peadar & Dummigan, David (2015): The
Bullying Circle – Revised. Adapted from Dan Olweus’ Bullying
Circle with permission. Cork: Cyclone Publications.

11. [Type here]
Assignment 2: RA 2—Professional Development and Mentoring
Plan
In this assignment, on the basis of your research, readings, and
understanding of leadership and coaching/mentoring theories,
approaches, and models encountered thus far in the program,
you will create a professional development plan for yourself as
a leader and a coaching/mentoring plan for your
employees/followers.
Tasks:
In a 10- to 12-page paper, formulate a plan and strategy that
will guide and enhance your professional development efforts.
Build on the literature review that you have already completed
in Module 4 (ATTACHED) and craft a development plan that
will improve your own professional and coaching/mentoring
skills as well as develop the skills of your subordinates/team.
Include the following in your plan and support/justify your
responses with appropriate citations, references, examples, and
experiences:
· Introduction and background: Identify your current
position(BANK MANAGER) in a work unit and your team (or a
previous position or team). Assess your preferred leadership
orientation/style, your strengths and weaknesses, and your
team's strengths and weaknesses. Evaluate how your and your
team's personality characteristics, attitudes, and values might
influence your and your team's professional development and
growth.
· Theories and concepts: Consider the various leadership
theories, concepts, and approaches and the coaching/mentoring
theories and models:
· Identify what you consider to be the core principles and
characteristics of effective leadership. Discuss how you might
enhance your professional leadership skills.
· Assess your own stage of moral/professional development and

12. discuss which of these theories, concepts, and/or approaches
would be most relevant and effective to adopt in your own
development strategy.
· Identify what you consider to be effective key concepts to
coach/mentor and develop others.
· Assess your subordinates' readiness or need for growth and
development. Then, discuss which of the theories, concepts,
and/or approaches would be most relevant and effective to adopt
in your strategy to coach/mentor their development.
· Opportunities and networking: Leaders are often pioneers and
creators. Identify opportunities, within and outside of your
organization, that you can seize to professionally grow yourself
and your team (employees, followers, etc.). How might you
"model the way"? How might you inspire a shared vision and
build a learning community or organization? How might you
seek and utilize innovative ideas, technology, and social
networking in your and your team's professional growth?
· Empowerment and recognition: Analyze the long-term value of
providing recognition to motivate and enhance employee skills
and analyze how to develop and empower others and foster trust
and collaboration.
· Development and mentoring: On the basis of your analysis and
discussion of the above four areas, create a development plan
for yourself and your followers. Conclude this paper with an
outlined development and mentoring plan in the form of a
bulleted list, including brief step-by-step activities and
explanations.
Your final product will be a Microsoft Word document, 10–12
pages in length (not counting title and reference pages), and
will utilize at least 10 scholarly sources from scholarly and
professional research journals (in addition to using your
textbook).