Running Head: DISCUSSION 2 DISCUSSION 2 Discussion Name Institution Date Discussion The following are four character traits that people worth trusting must have in my opinion. Firstly, they must be authentic in the sense that they must be having real character anytime they are close to others. They should ensure that they are not struggling to remain over others at any given time, thus they should remain humble and likeable. Secondly they must have integrity. They must be in apposition to stand for what is right at any given time in life even in times when none is watching them. Thirdly they must be resourceful. Trusted people are normally relied upon to make a number of decisions meant for growth. Therefore, they should be in a position to understand that there is always room for improvement and should be ready to inspire and support those trusting them. Lastly, they must be kind particularly when looking for other individuals. They should always be there fore them and not only times when everything is okay. The concept of transparent leadership does not exist any more in the contemporary world. Therefore, leaders are not always transparent as they claim to be. In any organization, if employees are not aware of any truth about leadership transparency, it is the matter time before they come to realize the truth. This is regardless of the extent to which leaders might try to run away or hide from reality. The concept of first leading yourself helps enable others because of the following reasons. The concept helps one build and strengthen personal leadership skills which are necessary in administering different issues. After self-development and advancement has been completed, then he/she extends toe skills to help others (Jensen, 2017). References Jensen, J. R. (2017). Self-action leadership: Leading yourself to solve personal and professional problems. SAGE Publications: SAGE Business Cases Originals. Retrieved from http://sk.sagepub.com/cases/self-action-leadership-leading-yourself-to-solve-problems Running Head: LEADERSHIP DISCUSSION 1 LEADERSHIP DISCUSSION 4 Student’s name: Professor’s name: Topic: Institution: Date: Leadership Discussion I was once part of a team working on an innovative project. Our team leader greatly inspired me because he was a revolutionary leader. There is one particular team member who was competent, but the only problem was that he was quite slow in his work. This team member had great expertise in design since this was his specialty. His design skills stood out from the rest of us. He at one time landed our team in trouble with a client as he failed to complete a critical assignment on time. Our leader was very disappointed with the team member, and was tempted to write him off. Before making this grand ...

1. Running Head: DISCUSSION 2
DISCUSSION 2
Discussion
Name
Institution
Date
Discussion
The following are four character traits that people worth
trusting must have in my opinion. Firstly, they must be
authentic in the sense that they must be having real character
anytime they are close to others. They should ensure that they
are not struggling to remain over others at any given time, thus
they should remain humble and likeable. Secondly they must
have integrity. They must be in apposition to stand for what is
right at any given time in life even in times when none is
watching them. Thirdly they must be resourceful. Trusted
people are normally relied upon to make a number of decisions
meant for growth. Therefore, they should be in a position to
understand that there is always room for improvement and
should be ready to inspire and support those trusting them.
Lastly, they must be kind particularly when looking for other
individuals. They should always be there fore them and not only
times when everything is okay.
The concept of transparent leadership does not exist any more
in the contemporary world. Therefore, leaders are not always
transparent as they claim to be. In any organization, if

2. employees are not aware of any truth about leadership
transparency, it is the matter time before they come to realize
the truth. This is regardless of the extent to which leaders might
try to run away or hide from reality.
The concept of first leading yourself helps enable others
because of the following reasons. The concept helps one build
and strengthen personal leadership skills which are necessary in
administering different issues. After self-development and
advancement has been completed, then he/she extends toe skills
to help others (Jensen, 2017).
References
Jensen, J. R. (2017). Self-action leadership: Leading yourself to
solve personal and professional problems. SAGE Publications:
SAGE Business Cases Originals. Retrieved from
http://sk.sagepub.com/cases/self-action-leadership-leading-
yourself-to-solve-problems
Running Head: LEADERSHIP DISCUSSION
1
LEADERSHIP DISCUSSION
4
Student’s name:
Professor’s name:
Topic:
Institution:

3. Date:
Leadership Discussion
I was once part of a team working on an innovative project. Our
team leader greatly inspired me because he was a revolutionary
leader. There is one particular team member who was
competent, but the only problem was that he was quite slow in
his work. This team member had great expertise in design since
this was his specialty. His design skills stood out from the rest
of us. He at one time landed our team in trouble with a client as
he failed to complete a critical assignment on time. Our leader
was very disappointed with the team member, and was tempted
to write him off. Before making this grand decision, he
thoroughly looked into the performance track record of this
team member to unearth his past shortcomings in team projects,
and to understand whether the decision to retain him would be a
smart one. Our team leader also weighed the positive outcomes
versus the negative outcomes of writing off this member. He
also referred to the checkpoints and goals attained by this
member throughout his involvement with our team.
After gaining a deeper insight into these calculated risks and as
difficult as it seemed, our team leader decided to give the team
member a second chance. He offered advice to this team
member and constantly supervised him with the aim of
monitoring his performance. Our team leader's actions reflect
the transformational leadership theory which suggests that
leaders are thoughtful thinkers who instead of rushing into
decisions, take their time to think things through (Kendra,
2019). The other theory that complements our team leader's
actions is the transactional leadership theory which emphasizes
supervision as a way of ensuring that expectations are met
(Kendra,2019). Our team leader took the risk of retaining this

4. team member despite the reputation damage he brought to our
team. Our leader believed that leaders ought to give those that
they lead the opportunity to learn from mistakes and do things
differently.Effective leadership involves looking past the
shortcomings of a follower if at all their excellence is evident in
other areas of their scope of work (Megan,2017). Our leader
said 'yes' to this calculated risk because the consequences of
retaining this member outweighed the consequences of letting
him go.
References
Kendra Cherry (2019). How a Transactional Leadership Style
Works. Retrieved from https://www.verywellmind.com/what-is-
transactional-leadership-2795317
Kendra Cherry (2019).Transformational Leadership. Retrieved
from https://www.verywellmind.com/what-is-transformational-
leadership-2795313
Megan Tull (2017). How Taking Risks Evokes Leadership
Success. Retrieved from https://www.huffpost.com/entry/how-
taking-risks-evokes-l_b_10843744
Running head: LEADERSHIP

5. 1
LEADERSHIP
3
Leadership
Student Name
Institutional Affiliation
Leadership
Discussion
Leadership requires several attributes that contribute to a
smooth running of operation within an organization. A leader
needs to learn to praise the work of each team member to create
an objective oriented environment. Encouragement and
recognition are important aspects that ensure a team of
employees feel that they are part of a development plan
(Havock, 2016). Leaders should learn to appreciate team
members who are a fundamental human need and is expressed
and achieved through recognition. Encouragement involves
giving moral support to the team members, especially when
handling complex assignments to build their competence and
self-esteem (Evans and Kersh, 2014). When employees or team
members in an organization are valued creates a sense of
belonging in the organization and work diligently to see the
prosperity, which increases productivity. Encouragement and
recognition are necessary in an outstanding workplace since the
nature of any individual require be respecting and valuing for
their contribution by others (Spear, 2015).
The best approach employers/ leaders can use to ensure team

6. members are motivated through understanding their personality
traits and meet their needs to optimize their potential. A leader
should schedule more one on one discussion with team members
to make clear goals and expectations (Christy, 2019). The
increase of time spends by a leader, and team members facilitate
the development of good relationships that trigger suggestions,
ideas and issues concerning the workplace. The interaction
gives the leader a clue on what motivates the team members.
The leader also might take bold action by asking the team
members about the issues that drive them (Vokić, Klindžić and
Đaković, 2018). It is essential to know their aspirations, goals
and interest and address and also ask them on what the
organization can do to support their aspirations.
References
Christy, J. (2019). Importance of Employee Motivation in the
Workplace. International Journal of Psychotherapy, Counselling
and Psychiatry: Theory Research & Clinical Practice, 4..
Evans, K. and Kersh, N. (2014). Recognition of tacit skills and
knowledge. Journal of Workplace Learning, 16(1/2), pp.63-74..
Havock (2016). Impact of Motivation on
Employees. International Journal of Science and Research
(IJSR), 5(2), pp.1836-1839..
Spear, M. (2015). Leadership and Emotional
Intelligence. Plastic Surgical Nursing, 35(2), pp.55-57..
Vokić, N., Klindžić, M. and Đaković, M. (2008). Work
Motivation of Highly-Educated Croatian Employees - What
Should Managers and HR Experts Know?. South-East European
Journal of Economics and Business, 3(1).
Responses
Response to Daniel Lupo’s Post
I agree with Daniel's post about the arguments about recognition
and motivation in leadership. The post is comprehensively

7. describing the concepts of successful leadership. Appreciation
is what most team members expect from their leaders and also
colleagues when they perform a fantastic job. The
Encouragement and recognition is what matters in the
workplace. A leader should develop ways to ensure the team
members are being acknowledged for their contribution to the
success of an assignment (Spear, 2015). Encouragement and
recognition ensure that team members strive to do their best and
even more than the previous achievements.
A good leader is expected to have good communication skills
and also a good relationship with employees to ask them about
the things that motivate them. It is vital when the employees
open up and express what drives their day-to-day activities in
the workplace. Leaders use the method also to seek to know the
demands of employees/team member to motivate them
(Chandran, Unnikrishnan and AGV, 2019). The different
techniques used to identify what motivates team members
include observation and also trial and error technique.
References
Chandran, B., Unnikrishnan, R. and AGV, N. (2019). A Study
on the Impact of Organizational Communication on the
Motivation of Employees in KSEB Ltd. Journal of Advanced
Research in Dynamical and Control Systems, 11(0009-SPECIAL
ISSUE), pp.1073-1080..
Spear, M. (2015). Leadership and Emotional
Intelligence. Plastic Surgical Nursing, 35(2), pp.55-57..
Running Head: LEADERSHIP
1

8. LEADERSHIP
3
Leadership
Student’s Name:
Institution Affiliation:
Leadership
I can describe leadership as a process of encouraging people to
work towards attaining a specific objective. For example, I led
my team in my company’s project and delegated some duties to
the team members to ensure timely project completion. It can
consist of giving directions for example, to employees to attain
the needs of the organization. Leadership involves the ability to
inspire a group of individuals and, for it to be effective, it needs
to have ideas which are communicated to other individuals.
Leadership skills enable others to follow the directions of the
leader.
Effective leadership should be based on values, which
include personal examination and reflection, objectivity,
humility, and self-confidence. For instance, several employees
demanded promotions but the company could only afford to
promote two of them. As the human resource manager, I

9. practiced objectivity by the comparing the work performance of
all those employees and promoted the two with the best
performances. It should be based on ethics whereby ethical
behaviours enhance the credibility of leaders. Some of the
ethical values are trust, respect as well as fairness. I
demonstrate ethical leadership by protecting private and
confidential information of the company
Response
Leaders should oversee all the activities both within and outside
their organizations. They should make decisions without
biasness and ensure that the operations are conducted as they
should be. Also, they need to be flexible to interact with
different kinds of people and support those under their
leadership. Additionally, they should respect those above them
and consider the opinions of their supervisors. They are
accountable for their actions and should provide constant
feedback to the concerned parties about progress. These are
some of the leadership skills according to this peer.
Running head: VISION AND LEADERSHIP 2
VISION AND LEADERSHIP 2
VISION AND LEADERSHIP
David Goldman
SNHU
November 14, 2019

10. Vision and leadership traits
The company I intend to work with is Mainfood
restaurants;
The vision of the company is: Become world first stop for
health food for all people.
Leadership traits
Situational leader
This leadership theory states that a leader should be able to
adjust to the needs of the organization and behaviors that arise
in the course of accomplishing organizational goals. This type
of leaders should be able to change fast enough to adopt to the
changes in external environment as performance is measured
through actions of the leaders (Situational Leadership, 2019).
When a leader realizes a problem in the organization, he should
be ready and able to influence his followers to change to resolve
the problem.
Contingency leader
Leadership cannot depend on only a single style of
leadership. A good leader should be flexible enough to mix all
styles of leadership and be able to align the theory with the
scenario at hand. Though one leadership style may work best at
one point, it may fail to work in another situation. Fiedler
believed that a leader should apply all the leadership styles but
use each one of them whenever a situation occurs (Martin,
2019). However, the efficiency of a leader’s style in a given
scenario is dependent on the type of job being done, authority
of the leader and his relationship with employees (Martin,
2019).
Path-goal leader
This theory was developed by Evans in the early 1970’s.

11. Evans argued that the behavior of a leader determines how his
followers behave and work towards attaining their
organizational goals. Evans acknowledged direction, support,
achievement-orientation besides participation and stated that the
behavior of a leader would align with the type of task at hand
(Martin, 2019).
From the above discussed leadership theories, all the three
align with the vision. The vision is to become a worlds firstfood
center. This requires a leader who change with changing times
in the food industry. The second of the vision to provision of
healthy food for people. Health preference and concerns are
ever changing and thus the leader should collaborate, adopt and
make decisions depending on the current times of the food
industry (Martin, 2019).
Inspiring a shared vision
Communication is significant to every organization’s
success. In any leadership style being used in an organization,
the leaders should be able to communicate effectively, and in an
open way to enable understanding of the vision, targets and
mission of the organization (Nayab, 2018,). In ranking,
participative leader is leading where inputs of all teams is
considered in communicating the vision. A visionary leader
motivates employees towards a common vision. A
transformational leader creates a common vision, communicates
it and suggest ways of attaining the vision. A contingency
leader promotes a shared vision through allowing contributions
from teams, aligning behaviors to work towards a common goal
(Nayab, 2018). Path-goal and situational leaders communicate
the vision of the organization, align the needs of the individuals
and leaders to create a common goal and strategies of attaining
the vision.
A vision can be developed through aligning the mission of
the organization with the desires of the leaders and employees
to promote the greater good for the organization and the society.
References
Nayab. (2018, November 18). Explaining: How Does Leadership

12. Style Affect Group Communication. Retrieved November 14,
2019, from https://www.brighthubpm.com/resource-
management/92791-how-does-leadership-affect- group-
communication/.
Martin. (2019, September 25). Leadership and The Contingency
Theory. Retrieved November 14, 2019, from
https://www.cleverism.com/leadership-and-the-contingency-
theory/.
SITUATIONAL LEADERSHIP®. (2019). Retrieved November
14, 2019, from https://www.situational.com/the-cls-
difference/situational-leadership-what-we-do/.
1
OL 328 Discussion Reflection Guidelines and Rubric
Overview
In this course, you will have weekly discussions, but they will
not be graded by the instructor. Instead, you will be taking on a
leadership role by independently
contributing to the weekly discussions and then evaluating your
own performance. That is, you will be taking on that leadership
role by demonstrating the
critical elements below. Although the discussions themselves
are not graded activities, you will be graded on a reflection due
in Module Eight. In your reflection,
you will assess your participation in the course discussions by
citing examples of leadership, peer learning, and advancing the
module topics. Your instructor will
provide you with one final grade on your reflection, which will

13. indirectly assess your overall participation in the course
discussions.
Prompt
Your submission should be highly reflective and should
emphasize your personal areas of participation. By referring
back to your own participation, you will
highlight how you contributed to the discussions. This will help
your instructor grade not only your reflection but also your
overall participation in the course
discussions.
Address the following critical elements:
-depth knowledge of
module content.
o Was there a module that addressed content you know so well
that you could demonstrate an in-depth knowledge in the
discussion? If so,
emphasize this in your reflection. If not, identify a module topic
you now have a deeper knowledge of as a result of peer support
in the
discussion.
the conversation.
o Advancing the conversation could include asking thought-
provoking questions, answering a peer’s question, or tying in a
new idea that
supports the module’s topics. Be sure to provide a specific

14. example to support your response.
peers.
o Provide an example of one of the following:
certain topic?
engagement.
o Throughout the course, did you participate in the discussions
early enough to allow time for your peers to respond? Were
there some weeks
you did not participate? If so, reflect on the reasons you did not
participate.
2
Rubric
Guidelines for Submission: Submit your reflection as a Word
document with double spacing, 12-point Times New Roman
font, and one-inch margins. It should
be about 1 to 3 pages in length.
Critical Elements Proficient (100%) Needs Improvement (75%)

15. Not Evident (0%) Value
In-Depth
Knowledge
Reflects on demonstrating in-depth
knowledge of module content and
provides strong examples supporting
the reflection
Reflects on demonstrating in-depth
knowledge on module content but does
not provide strong examples
Does not reflect on demonstrating in-
depth knowledge of module content
25
Advancing the
Conversation
Reflects on discussion threads where
individual contribution advanced the
conversation, and provides strong
examples supporting the reflection
Reflects on discussion threads where
individual contribution advanced the
conversation, but does not provide
strong examples
Does not reflect on discussion threads
where individual contribution advanced
the conversation

16. 25
Interacting With
Peers
Reflects on overall experience
interacting with peers and provides
example for the level of engagement
Reflects on overall experience
interacting with peers but does not
provide example of the level of
engagement
Does not reflect on overall experience
interacting with peers
25
Timeliness and
Participation
Has participated in weekly discussions in
a timely manner to ensure peer
engagement, and reflects on weeks with
particularly high or low participation
Has participated in weekly discussions in
a mostly timely manner or does not
reflect on weeks with particularly high
or low participation
Does not reflect on participation in
weekly discussions
25

17. Total 100%