My Experiences After Attending The Practice Of Public...

My Experiences After Attending The Practice Of Public...
Reflective Assignment
This paper discusses my experiences after attending the Practice of Public Health Leadership
(PPHL) subject in 2015, reflecting on important lessons learnt, the relevance to my work and the
support required for my improvement.
When I enrolled in this PPHL, I was not sure that I will get the best out of the subject due to
previous experiences of attending theoretical leadership trainings. However, at the end of the
subject, I was challenged, groomed, humbled and inspired as a leader. The subject has helped more
to bring a lot out of myself, stimulated the urge for personal authenticity and an appreciation of the
power of vulnerability in leadership. Through personal interactions with other students and
presenters as well as the group activities, I have realised that the success of the team depends on
recognising each other's strengths and complementing on the weaknesses. In addition, I have learnt
that effective leadership depends on team work, incorporating people with different skills and
abilities. I have learnt the importance of personal reflection and meditation in leadership.
Furthermore, taking time to know myself or who I am, has been one of the great lessons from this
subject. It has enabled me to focus on the roles of a leader instead of striving to do everything
myself as the case before. In addition, learning the skills of gaining the trust of the people you are
leading as well as inspiring them was a remarkable lesson.
Reflecting on my
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The Leadership Of The Sandwich Company
I. INTRODUCTION The modern leadership theories (hereafter, theories) recognise the importance
of followers in the leadership process. These theories view leadership as an interaction between
leaders and follower. They focus on the relationship between a leader and follower and view this
relationship as the core to the success of any organisation. Kirsty's leadership may be seen as
reflective of all the path–goal theory, leader–member exchange theory (hereafter, LMX theory) and
the transformational leadership theory (hereafter, TLT). In this report a discussion will be provided
of the ways in which Kirsty's leadership may be seen as reflective of all these theories and
approaches to leadership. A critical analysis of the strengths and weaknesses of Kirsty's leadership
for the Sandwich Company's (hereafter, company) will also be provided to highlight how these
factors could interplay in the company's continued success. The success of the company illustrates
that Kirsty effectively uses the guidance provided by each theory to inform her leadership practice.
However, the company's internal and external environment is starting to change. Therefore, the
potential weakness inherent in the theories associated with her leadership style could come to
surface which may delimit the company's continued success. II. DISCUSSION
Path–Goal Theory According to the path–goal theory the leader's role is to motivate followers to
follow a path towards a goal

Servant Leadership Essay
Running head: SERVANT LEADERSHIP EFFECTIVENESS TO ORGANIZATIONAL CHANGE
Servant Leadership Effectiveness to Organizational Change
May 13, 2006 Introduction
Real change leaders are not found among the top executives within an organization. Although, top
executives participation is important to change within an organization, the real change leaders are
middle and frontline managers, and he or she influence how the majority of people perform within
the company. "The most difficult aspect of major change has little to do with getting the right
concept, core process redesign, or even a team at the top. Major change lies in changing the people
system – the skills and behavior of hundreds of employees down the line. Major change relies ...
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A spiritually generative culture occurs when members focus on personal growth for themselves,
others, and the organizational systems that make possible the growth. Studies suggest that while a
spiritual generative culture satisfies organizational members, this culture could cause followers to
become passive to the external environment. The key drivers that servant leaders led with are
valuing people, developing people, building community, displaying authenticity and sharing
leadership. The possible outcomes of using these drivers could be higher skilled people, more
ethical people, better communicators, strong interpersonal relationships, creation of shared visions,
and clear goals. Static Environment is characterized by a lack of movement or change in the totality
of surrounding conditions. More static or fixed environments are better served by the servant
leadership culture. The Servant leadership concept seems to be more successful in a static
environment. "For example, not–for profit, volunteer and religious organizations often operate in a
more fixed environment and attract employees who seek opportunities for personal growth,
nurturing, and healing. In fact, members of servant organizations may argue against thinking of
stakeholders as customers, and resist using the traditional "business model" in their decision–
making" (Kuzmenko, Montagno, and Smith 2004, p87). Servant leadership have a good number of
strong qualities, and in the right

Reflective Essay
ACCG 399 – Accounting in Context
ACCG 399 Reflection Learning Log and Essay
This reflection learning log and essay guide is a helpful learning tool for you to access when you are
completing your learning log and also your reflection essay. It provides you with an introduction to
the purpose for setting a reflective piece of work and the benefits this produces for you. It provides
activities to help you along the way (see separate guide "ACCG 399 Developing a Reflective
Capacity Guidance") and clearly sets out the requirements that are expected of you, including what
you will need to hand in at the end of the semester.
Aims
This unit seeks to enable you to develop essential skills and knowledge to support your future work
either as ... Show more content on Helpwriting.net ...
* Ability to develop your critical thinking and logical reasoning capacity. * Ability to improve your
written communication skills. * Ability to improve your time management skills.
With this in mind – surely, this must put you at an advantage over others when entering the
workplace?
Two frameworks that might help to support integration of knowledge across your studies ....
This unit does not introduce much new material. Instead, we expect you to integrate technical and
theoretical knowledge acquired from study across your degree. We refer to two frameworks that
may support you in carrying out this integration: * a corporate governance framework * an ethical
framework
In practice, these two frameworks are interrelated. These are outlined below and may prove useful
for you to refer to when you are completing your learning log and reflective essay.
A Corporate Governance Framework
Corporate governance is seen as an all–embracing framework for the subjects that you are studying
on this degree.
Corporate governance can be defined as follows:

It is the responsibilities and practices exercised by the board of directors and senior management of
an organization. It aims to achieve: * The provision of strategic direction to ensure that objectives
are achieved * (performance); * The identification and appropriate management of risks; and

How Does Leadership And Management Affect Team Dynamics?
Leadership and Management are two of the most debated topics around (Connell, cross and parry).
Despite this academics and researchers have not reached a common agreement of a true definition
that presents an effective use of both subjects when used in all possible circumstances. (Connell,
cross and parry). The two subjects share a lot of the same characteristics but are viewed as opposites
in many characteristics when it comes to leading an organisation, with many organisations
encouraging leaders to lead rather than manage (Cameron and Green, 2012). Scholars and
academics suggest to be successful in business you need to be both a good leader and manager in
equal measure but the approach chosen needs to complement the team or organisation they are
commanding (Bolden et al, 2003). Lencioni (2010) states that organisations that fail lack teamwork
but it is ever present in the successful ones, suggesting the importance of creating successful teams.
This essay will look at what extent doe the influence of leadership and management affect team
dynamics and the motivation levels of team members within an organisation, to try to understand
and select the most effective approach when needed. The author has used three reflective logs
(found in the appendices) based upon previous experiences to analyse the decisions and the
consequences of leadership and management on team dynamics and motivational levels whilst
employed within the British Army as both a leader, manager and

Reflective Report On Public Service Course
Reflective report
In this reflective report I would like to address the most importance elements about what I have
learned through the first semester on MSc in public service course u. I must say that the
environment surrounding me has affected my reflective knowledge acquisition.
I have been through the first course's modules such as Marketing in an International context,
Management organisational behaviour, and Management environment. However, the most
interesting module for me is the international Management and Leadership across culture.
Two things at the beginning of the first course courses have surprised me. First, the idea of
teamwork, which I have never done it before. We were divided into small groups in order to achieve
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For example, I studied the importance of the PESTLE factors within the idea of setting up new
business beyond the country's boundary. The outcome of being aware about the PESTLE factors can
offer business company a great chance of success in the marketing context. The management
organisational behaviour delivered such a great details on how management's orientation has been
changed for decades ago. It show me the contribution of the management scientists such as Max
Weber's the founder of Bureaucratic management theory as well as Elton Mayo's theory of
Management Behavioural. In addition, the scientists who set theories to be a guideline for managers
to manage an organisations and assist employees to work effectively.
I have learned that leadership is a significant aspect of any organization. So, an organisation can be
led to a great successful as well as managing people effectively by understanding these theories in
order to get their highest and best performances within the organisation.
Another good example here is Greiner's model, which explains the evolution and the revolution in
the organization. Consequently, I learned the phases of an organization growth. I come to understand
that each one of the organization growth's phases(evolution) end up with crisis that is expected .
Therefore, I become aware about these types of expected crises and when they might be happening
as consequences of

What Is The Difference Between Normative And Technical...
Part A: What is the difference between normative and technical rationality?
Moral dimension in leadership is depend on normative rationality. Normative rationality is a
rationality based on what we believe and what we consider to be good. Technical rationality is a
rationality based on what is effective and efficient. Both normative and technical rationality have
value however when they are in conflict, normative rationality should always be used. Normative
rationality is center of the moral dimension. Normative rationality is relying on beliefs and what one
considers to be good. On the other hand, technical rationality is relying on bureaucratic authority
and psychological authority. Normative rationality is relying on beliefs and what one considers to be
good. In the technical rationality, position based on research findings such as data, but there are
reasons for one's position in the normative rationality. Technical rationality focuses accumulation of
knowledge, orderliness, efficiency and effectiveness. In contrast, normative rationality focuses
loyalty, harmony, honor, beauty, and trust. Normative rationality is based upon the purpose and
values the group shares. As a school 's values become more public and persuasive the school 's
culture is strengthened and its rationality become more legitimate. Also, normative rationality has
strong sense of community. Everyone in the school work together and they are members of a
learning community. However, technical rationality

The Management and Control of Quality 8e
http://www.helpyoustudy.info
CHAPTER 1 INTRODUCTION TO QUALITY
TRUE/FALSE QUESTIONS 1. In the early Twentieth century, the artificial separation of production
workers from responsibility for quality assurance led to an increased focus on quality among both
workers and their managers. Answer: F AACSB: Analytic Skills The measure of efficiency defined
as the amount of output achieved per unit of input is referred to as productivity. Answer: T AACSB:
Reflective Thinking Skills Management control refers to any planned and systematic activity
directed toward providing consumers with products of appropriate quality, along with the
confidence that products meet consumers' requirements. Answer: F AACSB: Analytic Skills The
transcendent ... Show more content on Helpwriting.net ...
d. global quality time and motion guidelines standards; workforce orientation and commitment.
Answer: a AACSB: Analytic Skills
2.
Page 3 of 26 http://www.helpyoustudy.info http://www.helpyoustudy.info
3.
A key contribution of Frederick Taylor's scientific management philosophy was to: a. reduce the
reliance on inspectors for quality assurance. b. increase the training and education workers received.
c. separate the planning function from the execution function. d. combine individual work tasks to
promote teamwork. Answer: c AACSB: Analytic Skills
4.
The change in society's attitude from "let the buyer beware" to "let the producer beware" was fuelled
by all the following factors EXCEPT: a. government safety regulations. b. product recalls. c.
popularity of TQM as a quality tool. d. the rapid increase in product–liability judgments. Answer: c
AACSB: Reflective Thinking Skills Which of the following is most appropriate in describing the
quality efforts undertaken with the scientific management philosophy? a. Defect prevention was
emphasized. b. Quality circles were extensively used. c. Use of inspection was wide–spread. d.
Quality was every worker's responsibility. Answer: c AACSB: Analytic Skills The creation of

separate quality departments in the early 1900s caused: a. indifference to quality among workers and
their managers. b. upper management to be more knowledgeable about quality. c. production quality
to

Question and Answer
Chapter 2: History of Management
Total Questions: 149 (36 True/False; 100 Multiple Choice with 2 Scenarios; 9 Short Answer; 4
Essay) TRUE/FALSE 1. Management ideas and practices have actually been used from the earliest
times of recorded history. ANS: T PTS: 1 TOP: AACSB Reflective Thinking DIF: Easy KEY:
Creation of Value
2. For most of humankind's history, people have commuted to work. ANS: F For most of history,
people have worked in or near their homes and have not commuted. PTS: 1 DIF: Easy TOP:
AACSB Reflective Thinking KEY: Creation of Value 3. After the Industrial Revolution, jobs mostly
occurred in large, formal organizations where hundreds of people worked under one roof. ANS: T
PTS: 1 TOP: AACSB Reflective Thinking DIF: Easy ... Show more content on Helpwriting.net ...
ANS: T PTS: 1 TOP: AACSB Reflective Thinking DIF: Moderate KEY: Leadership Principles
15. A strong distaste for favoritism was partly responsible for Henri Fayol's development of
administrative management. ANS: F Max Weber was driven by his distaste of favoritism when he
developed his theories of bureaucracy. PTS: 1 DIF: Moderate TOP: AACSB Reflective Thinking
KEY: Individual Dynamics 16. According to bureaucratic management principles, those higher in
the chain of command do not have the right to give commands, take action, and make decisions
concerning activities occurring anywhere below them in the chain. ANS: F According to
bureaucratic management principles, those higher in the chain of command have the right to give
commands, take action, and make decisions concerning activities occurring anywhere below them in
the chain. PTS: 1 DIF: Moderate TOP: AACSB Reflective Thinking KEY: HRM| Leadership
Principles 17. One of the limitations of bureaucratic management is the resistance of bureaucracies
to change. ANS: T PTS: 1 TOP: AACSB Reflective Thinking DIF: Easy KEY: Environmental
Influence
18. Henri Fayol classified management functions into five categories. ANS: T PTS: 1 TOP: AACSB
Reflective Thinking DIF: Easy KEY: Creation of Value
19. According to Fayol's 14 principles of management, esprit de corps is a source of major
organizational conflict. ANS: F The development of esprit de corps among workers

Reflective Reflection On Reflective Learning
1. Introduction
According to Jasper (2013) reflective learning is "the process of internally examining and exploring
an issue of concern, triggered by an experience, which creates and clarifies meaning in terms of self,
and which results in a changed conceptual perspective". Ibid, summarised reflective practice as
having three core components; Things or experiences that happen to the individual; reflective
processes that enable the person to learn and grow and action looking at the situation from a new
perspective. It is only through self–enquiry, can individual learn to evolve as human beings, and
form a homeostasis with their environment and society (Moon, 2006). The application of the
reflective process, is more than just a tool or device, is about implementing an ontological approach
to self–discovery and change (Rolfe et al. 2011). It occurs through analysis, interpretation and
recombination of the information about the experience and actions are taken (Jasper, 2013).
1.1 Reflective Aim
The purposes of this paper is to analysis and interpret my role in the Select Lincolnshire Project,
which forms part submission of the Logistics and Operational Management module, Masters in
Business Administration, University of Lincoln. This paper segments my reflective journey, in in
such a way as to display my personal perspectives and role in the team dynamics, provides a
reflective means by which I can understand my current strength and weakness and finally how I
have exploited

Essay on Laudon Mis 6ce Ch03
Management Information Systems, Cdn. 6e (Laudon et al.)
Chapter 3 Information Systems, Organizations, and Strategy
1) An adhocracy is a knowledge–based organization where goods and services depend on the
expertise and knowledge of professionals.
Answer: FALSE
Diff: 3 Type: TF Page Ref: 71
AACSB: Reflective thinking skills
CASE: Content
A–level Heading: 3.1 Organizations and Information Systems
2) Information systems and organizations influence one another.
Answer: TRUE
CASE: Content
A–level Heading: 3.1 Organizations and Information Systems
3) From the point of view of economics, information systems technology can be viewed as a factor
of ... Show more content on Helpwriting.net ...
Answer: TRUE
AACSB: Use of information technology
CASE: Content
A–level Heading: 3.3 Using Information Systems to Achieve Competitive Advantage
16) The effect of the Internet has been to raise bargaining power over suppliers.
Answer: TRUE
CASE: Content
17) In the age of the Internet, Porter's traditional competitive forces model is still at work, but
competitive rivalry has become much more intense.

Answer: TRUE
CASE: Content
18) In the value chain model, primary activities are most directly related to the production and
distribution of the firm's products and services that create value for the customer.
Answer: TRUE
CASE: Content
19) The value chain model classifies all company activities as

Personal And Professional Accountability And Opportunities...
Regardless of what career a person holds, there will always be personal/professional accountability
and opportunities for advancement. The nursing profession is a unique field that evolves based on
evidence–based practice as well as advances in medicine and technology. As such, the nursing
profession requires nurses to not only stay up to date about latest practices but also advance
themselves. One way that nurses stay current is by continuing to pursue advance degrees and
certificates through education and taking on higher positions in their profession. Finally, nurses must
be accountable for their actions both personally and personally in order to protect their patient's
privacy and health. For example, if a nurse makes a medication error and reports it there is an
increased chance of preventing harm and/or death of a patient. In the following essay the writer will
reflect on her personal and professional accountability as well as what her career goals are for the
future.
Personal and professional accountability is very important in nursing because it ensures that nurses
are providing safe and efficient patient care. Some personal strengths that this writer possess are
caring attitude and having work–life balance. A few professional accountabilities that this writer
possess is good time management, not being prejudice towards co–workers and/or patients and
being conscious of financial cost of wasted resources. For example, not taking unnecessary material
and/or linens

The Function Of A Reflective Commentary On Human Resource...
Introduction The reflective commentary first summaries some topics covered in the class that were
most interesting to me. These topics include Theory X/Theory Y, ethical ideology, strategic
planning, and decision–making styles. Then, the commentary explores some lesson learned such as
the importance of different management concepts like HR management, four management functions,
and the importance of corporate social responsibility. The lessons learned section also identifies the
results of my self–assessment where improvement can be made. Lastly, the reflective commentary
ends with a personal action plan. A board overview of the action plan includes taking a public
speaking course at Mason, taking a leadership course on Lynda.com and getting an internship at
Fannie Mae.
Overview
After working on the reflective blogs, I noticed that many management concepts related to each
other. One of the key concepts I felt was important came from the human relations movement and
was proposed by Douglas McGregor. According to Kinicki and Williams (2017), McGregor came
up with Theory X and Theory Y to describe how manager's attitude can play an essential role in
employee's performance and job satisfaction (p. 51). This theory can help explain how managers'
expectations for employees can be partly responsible for high employee turnover rate since "job
satisfaction is moderately associated with performance and strongly related to turnover" (Kinicki &
Williams, 2017, p. 365) Ethical

Gibbs Reflective Cycle Gibb's Reflective Model
Introduction
This essay is based on using tools and techniques in order to critique over management and
leadership skills which is necessary for growing as a healthcare practitioner. Within this entire
process as a nurse practitioner I am able to identify my leadership traits along with my overall
developmental needs and requirements. By using feedback and self–assessing it leads to develop a
better personality. I have reflected over my style and vision of management and additionally
recognised areas which can further enhances for developing an effective leadership traits.
From exercising professional approach of leading the subject, the approach of reflection is taken as a
multi–factorial approach which involves various areas and aspects. ... Show more content on
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It was suggested by my mentor that we need to speak about this with the doctor because it will turn
out to be dangerous for the patient in future. My mentor then asked the doctor to come aside, and
then he asked the doctor whether or not he washed his hand before attending Mr X. the doctor was
quite shocked. In response to this, the doctor said that he was busy and unintentionally he forgot to
do it. Then my supervisor delivered the importance of hygiene and the doctor guaranteed that next
time he will be more careful in future, before attending the

Test Bank
Project Management: Achieving Competitive Advantage, 3e (Pinto)
Chapter 1 Introduction: Why Project Management?
1.1 True/False Questions
1) Projects, rather than repetitive tasks, are now the basis for most value–added in business.
Answer: TRUE
Diff: 1
Section: 1.0 Introduction
Skill: Factual
AACSB Tag: Reflective
2) Projects are typically ongoing, day–to–day activities that have goods and services as outputs.
Answer: FALSE
Diff: 2
Section: 1.1 What Is a Project?
Skill: Definition
3) A typical project stays within functional and organizational boundaries.
Answer: FALSE
Diff: 2
Section: 1.1 What Is a Project?
Skill: Definition
4) The special nature ... Show more content on Helpwriting.net ...
Answer: planning
Diff: 1
Section: 1.3 Project Life Cycles
Skill: Definition
9) Creativity is at its zenith during the ________ stage of the project life cycle.
Answer: execution

Diff: 2
Skill: Factual
10) The degree of risk associated with the project is at its highest during the ________ stage.
Answer: conceptualization
Diff: 2
Skill: Factual
11) The triple constraint of project success is ________.
Answer: time, cost, performance
Diff: 2
Section: 1.4 Determinants of Project Success
Skill: Definition
12) A project may be on–time, under–budget, and perform according to specifications, but if it lacks
________, it would not be considered successful under the quadruple constraint paradigm.
Answer: client acceptance
Diff: 2
Section: 1.4 Determinants of Project Success
Skill: Definition
13) A project may satisfy immediate needs by being efficient, impacting the customer positively, and
achieving business success. If the project helps open new markets, product lines or helps develop
new technology, it would also meet the ________ criterion.
Answer: preparing for the future

The Role Of Managerial Roles With Paperwork
A conversation with practitioner two, that was recorded in the field notes revealed staff not wanting
to be thought of as a manager, preconceived ideas of management made the role something, they did
not want to aspire to. 'Authoritative ' was a word used. Practitioners stressed on their dislike for the
term 'managing ',
'I don 't like the idea of managing, I don 't think I manage ' (Practitioner two).
Furthermore, Lindon and Lindon (2012) suggest a reason for practitioners disliking management
aspects of their job is that it does not involve interactions with children. As early years practitioners,
the most important aspect of the job is working with the children.
'Many complain of too much paperwork taking practitioners away ... Show more content on
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The staff stressed the feeling of being uncomfortable with ordering the students about. This would
suggest it is something they are not used to (Field notes, 4th June, 2014).
'Because many staff within this setting have worked with children for many years. There is still a
deep seated reluctance to manage people, it does not come naturally. Managing children is what they
are used to. However, the learning and development that staff has engaged in has benefited their
understanding and confidence, which was made reference to in most interviews. (Reflective journal,
3rd June 2014).
It may be that as practitioners shy away from the word 'teaching ' to describe their role because it is
seen as too formal, so the word 'managing ' also implies a way of working that is too formal (DCSF,
2011).
Elements of effective distributed leadership.
When practitioners were asked about their views on the distributed leadership within the setting
there were a number of elements that they believe attributed to the distributed leadership.
All spoke of the wealth of experience and knowledge. Practitioner two noted the flexibility of
practitioner 's 'learning and development '. She stated that each member of staff has varying
strengths and interests which give practitioners the opportunity to learn from each other. Many have
emphasised on the

Essay On Reflective Reflection
I was nominated for this course of study by the Criminology and Criminal Justice department at
Glyndwr University. Once receiving notification I was both pleasantly surprised and excited. This is
in–part due to my previous credentials which include professional experience in leadership roles in
the hospitality industry, beauty industry and welfare–to–work sector. Based on my working history,
the course is everything I expected it to be as I have always had a keen interest for gaining a better
understanding of myself and others. My only criticism, is that I personally feel I would have gained
more from the course by discussing the topics in more depth, therefore perhaps a course of longer
duration may have been more beneficial for me.
I have had the pleasure of meeting some really fascinating guest speakers, all of whom enthused an
infectious enthusiasm and passion for personal and business development through their insightful
and inspiring accounts. However, this essay will focus exclusively on providing a reflective
statement by making reference to the team working conducted via the group assignment and will
discuss the concepts most relevant to collaborative working and reflective practice. In addition, this
essay will seek to reflect upon individual preconceptions and supply recommendations for applying
theory to practice within my personal and professional life. This process involves utilising 'The
Model of Structured Reflection' (Driscoll, 2007) on which the very

How The Research Was Analysed
How the research was analysed.
It was important at first to read through the data to digest the information. Then time was spent in
thinking through the information gathered before reading through it again carefully. Through
reading and rereading, 'implied meanings ' were gathered and links were found in the field notes and
journals. The data was cross searched for patterns and dividing the data by type. Data was
strengthened when it was repeated in more that one case and in more than one method (Soy, 2006).
Analysis and findings. Past and present leadership styles.
During conversations noted down through field notes, I began to reflect on my own past
employment: 'My first job in early years 15 years ago was the complete opposite to the setting I
work at now. There was no leading, staff were completely managed and so were the children.
Practitioners were not expected to involve themselves in any day– to– day running of the playgroup
nor use any initiative. There was no 'key people ' and interests of children were not followed.
Planning was set for each week of the year and did not change or deviate from the pre–planned
week ' (Reflective journal, 11th May 2014).
My past employment has given me an understanding of management and leadership from first hand
experiences, this then lead to reflection on the research setting:
'The playgroup was originally run by two partners, Diane and Wendy. Their style of leadership was
very different almost to the point of

Ilm M3.18
ILM LEVEL 3 DIPLOMA IN LEADERSHIP AND MANAGEMENT
ILM/L3DipLM/0308
Introducing the qualification The ILM Level 3 Diploma in Leadership and Management has been
specially designed for first line managers looking to develop a wide range of management and
leadership skills suitable for their role. The qualification also develops both understanding and
application of leadership skills through the use of action learning. The Diploma consists of six
mandatory units 'Understanding change', 'Planning change', 'Time management', 'An introduction to
leadership', 'Effective team leading' and 'Developing leadership capability'. Participants then
complete the qualification with a range of optional units that combine to minimum credit of 18.
From ... Show more content on Helpwriting.net ...
Choose from 'Teams that Work' and 'Vision for Change'. Both videos feature real case studies, not
actors, and are supplied with full support materials Unit assessments. A range of ready–touse
assessments, complete with mark sheets, covering units and clusters of units
D
ILM membership
All learners gain free studying membership of ILM for one year. Designed to help candidates get the
most from their course and advance their management career, studying membership gives access to
a wide range of specialist support and development materials and services. Once registered,
candidates can activate their ILM studying membership online at www.i–l–m.com/activate. At any
time candidates can upgrade to become a full ILM professional member – giving an additional range
of membership services and the use of post nominal letters (e.g. AInstLM). D D
* Credit value Candidates must complete the

The Differences Between Leadership And Management
In his book A Force for a Change, John Kotter (1990) proposed that management differs from
leadership, because "leadership is a process that focuses of making organisational changes, while
management is primarily concerned with control and results". The terms leader and manager are too
often used interchangeably, leaders are not always managers, and managers are not always effective
leaders. However to support quality patient outcomes, nurses can demonstrate leadership and
management skills at any level of experience and in any stage of their careers. This paper will
outline the differences between leadership and management, how leadership and management relate
to nursing, how skills can be developed and how graduate nurses can struggle to display these skills,
but can learn how to become an effective leader with time and education.
Rosabeth Moss Kanter stated that, "leaders must wake people out of inertia; they must get people
excited about something they've never seen before, something that does not exist" (O'Connor, 2015).
The definition of leadership may vary based on the context and setting to which it is applied, but in a
general sense, leadership is a process to guide, structure, and facilitate activities and relationships in
a group or organisation, by exerting intentional influence over other people (Cox, 2016). Effective
leaders should have clear visions, be adaptable and have the ability to inspire others toward a
common goal (Cox, 2016). Anytime a person leads

The Values Of The Christian Tradition
21
CONCEPTUAL
FRAMEWORK
School of Education
Bethel University
MCKENZIE, TENNESSEE
Our Vision
Guided by the values of the Christian tradition, the education faculty encourages students to seek
fulfillment in their personal, social, and religious lives. We provide the tools for developing
integrity, leadership skills, and the desire to search for truth and knowledge throughout life. We
promote critical thinking, effective communication, appreciation of cultural diversity, and we
encourage the rejection of bigotry and intolerance.
At Bethel, we seek to promote in all members of the university community a constructive
participation in social change and a commitment to service of others at the university, in the local
area, throughout the church and in the wider world. In addition, we encourage all our members to
understand and respect our social order, the natural world, our Creator, and ourselves. This caring
community reflects the trust, love, patience and forgiveness consistent with the spirit of Jesus Christ
as it builds relationships among our students, faculty, and staff.
Our Mission
The mission of Bethel University is to create opportunities for members of the learning community
to develop to their highest potential as whole persons–intellectually, spiritually, socially, and
physically in a Christian environment.
Definitions

By the words, create opportunities, the University offers the means for persons to have choices and
options

Level 5 Unit 1
ASSIGNMENT CRITERIA TEMPLATE
CACHE Level 5 Diploma in Leadership for Health and Social Care and Children and Young
People's Services (England)
Unit SHC 52: Promote professional development
Candidate's Name:
Registration number:
The purpose of this unit is to assess the learner's knowledge, understanding and skills required to
promote the professional duty to maintain the currency of knowledge and skills and the need to
continually reflect on and improve practice.
The learning outcomes below are to be covered to enable you to achieve the unit.
1. Understand principles of professional development.
2. Be able to prioritise goals and targets for own professional development. ... Show more content on
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Language barriers could play a big part in a staff member understanding what they are hearing or
reading. A manager should encourage this member of staff to get extra help from themselves or an
early year's advisor.
Individuals' personal beliefs and attitudes impact significantly on the way they behave, overcoming
these barriers is essential and here are a few ideas of how things can be resolved.
Talking to the key individual, this gives an insight into particular problems or situations.
Advantages include:
Ideas can be explored
Information can be obtained
Gets any problems fixed quickly
Disadvantages:
It relies heavily on the key individual
The responses may be biased
It may be difficult to find the right person to talk to

Observation is an effective way of assessing people's behaviour in their working environment, this
gives detail and analysis of current behaviours.
A disadvantage of this is that some people's behaviour alters if they know they are being observed.
A good questionnaire can help give me a clear picture of current practice, I can then get a rapid
collection of large amounts of data from lots of people it also highlights any need for change
through communication from result.
Some disadvantages from this is that time is needed to develop good

The Role Of Nurse Leader With Advocacy
Combining Nurse Leader With Advocacy
Introduction
The focus of this paper is to expatiate on the role of nurse leader in advocacy and their
responsibilities in the transformation of the health care in today's industry. The role of nurse
managers has a far–reaching effect on the overall shaping of the health care industry for the future
American health system and most especially in fulfilling the expertise needed in the complex and
dynamic health care safety environment. This can only be achieved with the help of the nurse leader
willing to effect the change.
Personal and Professional Accountability Education is power, which can take an individual to
places. According to the Institute of Medicine (IOM) report, more education will be needed in
today's nursing practice in order to meet the challenges of today and future health care. (IOM,
2010). My goal is to proceed to the Master's level post baccauleratte (BSN) with yearly CCU as a
form of continuous education and also the hospital's compelled in–services. Major focus at the
present time will be on the management and advocacy in relation to staffing, and burnout by nurses.
Something needs to be done pertaining to this area, though some approaches has been used in the
past that took me by surprise. In this area in general, I see myself with a competent experience.
Concerning ethical behavior and practice, in this area, I possess an expert practice in the sense that I
practice within the acceptable standard set for

Management and Mid-term Test
Department of Management, Marketing, and Entrepreneurship
MGMT 100 Fundamentals of Management Course Outline – Semester One 2013;
Course Co–ordinator; Herb de Vries
Weekly schedule of lectures and tutorials
There will be 12 weeks of 3 x 1 hour lectures per week, and 9 x 1 hour tutorials at scheduled times
during the semester. The first tutorial starts on the week of 25 Feb.
Teaching staff
Lecturers: Tutors: Dr H.P. de Vries – weeks 1–3 & 10–12; Dr S. Malinen – weeks 4–9 To be advised
in class.
Prerequisites and relationship to other courses
MGMT 100 is an introductory course and forms a part of the core of the Bachelor of Commerce
degree. This course complements the other core courses in Accounting, Economics, Information ...
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The Department of Management assumes that students have read the relevant sections concerning
course regulations and aegrotat applications in the UC Calendar: "General Course and Examination
Regulations". No late assignments will be accepted, no extensions will be granted, no make–up
work will be offered for assessment items not completed, and no extra credit will be awarded. The
Department of Management may standardise the marks for this course. As marks may be scaled at
the end of the semester, there is no set pass mark for each individual item of assessment. A passing
mark will depend on your overall performance on all items of assessment compared with other
members of the class. A summary of Departmental academic policies on course grading, aegrotat
considerations, etc. is available under:
http://www.mang.canterbury.ac.nz/docs/acad_writing/acadpolicies.doc The Department assumes
that you have read this document. You should also read the General Course and Examination
Regulations at the following link:
http://www.canterbury.ac.nz/regulations/general/general_regs_enrolment_courses.shtml
Page 2 of 6
Assessment
MID–TERM TEST Wednesday March 27, 2013 (30%) 6.30pm to 8.00pm
The term test will consist of 70 multi–choice questions and one short written essay question. It will

examine lecture material, text and course readings covered in weeks 1, 2, 3 & 4. Please Note: The
test will be undertaken in examination conditions. That is, only 2B

Effetiveness of Leadership and Management Development Is...
Introduction
The aim of this report is to use key elements of the management development cycle to evaluate
critically the claim that the effectiveness of leadership and management development is dependent
on the organisational strategy. In this case, the report provides a clear discourse on the reasons the
effectiveness of leadership and management development must be aligned to organisational strategy.
Therefore, the primary objective of this report is to argue that for leadership and management
development to be effective, they must be aligned with an organisational strategy. The report is
divided into three sections. The first section is about introduction. The second section is the body of
the report containing subsections. In this case, the subsections include definitions, objective and
purpose of the leadership and management development, effectiveness of leadership and
management development and its link to performance, leadership as a strategic process, talent
management and its link to management development cycle, performance measurement and
assessment, and training and development activities as parts of leadership and management
development. The last section includes a summary and conclusion of the report. It gives a recap of
what is discussed in the report; it supports the argument that to be effective, leadership and
management development must be aligned with organisational strategy.
Definition, Objective and Purpose of Leadership and Management Development

Strategic Management and Value Chain Analysis Essay
Chapter 01 Management Information Systems: Business Driven MIS True / False Questions 1.
Companies today are successful when they combine the power of the information age with
traditional business methods. True False 2. Competitive intelligence is information collected from
multiple sources such as suppliers, customers, competitors, partners, and industries that analyzes
patterns, trends, and relationships for strategic decision making. True False 3. The information age is
the present time, during which infinite quantities of facts are widely available to anyone who can
use a computer. True False 4. Technology provides countless business opportunities, but can also
lead to pitfalls and ... Show more content on Helpwriting.net ...
Tiffany & Company is following a broad market and cost leadership strategy. True False 26. Porter
has identified three generic business strategies including focused, broad cost leadership, and
switching strategy. True False 27. According to Porter's three generic strategies, Walmart is
following a business strategy that focuses on 'broad market and low cost'. True False 28. Value chain
analysis views a firm as a series of business processes that each adds value to the product or service.
True False 29. A standardized set of activities that accomplish a specific task is called a supply chain
component. True False 30. The value chain will group a company's activities into two categories:
primary value activities and support value activities. True False Multiple Choice Questions 31.
Which of the following is not considered a core driver of the information age? A. Information. B.
Business Intelligence. C. Competitive Intelligence. D. Data. 32. Which of the following is not
included as one of Friedman's 10 forces that flattened the world? A. Systems Thinking. B.
Outsourcing. C. Informing. D. Supply Chaining. 33. Why do students need to study information
technology? A. Information technology is everywhere in business B. Information technology is
rarely discussed in business C. Information technology is rarely used in organizations D.

Reflective Review-Organisational Change
Code: HRM3120 Title: Organizational Change Assignment 1: Reflective Review Prepared by:
Joshua Mathias Word count: 1500 words ORGANIZATIONAL CHANGES AND MODELS USED
FOR CHANGES Table of contents Introduction
––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––
3 Description of the Situation–––––––––––––––––––––––––––––
–––––––––––––––––––––––––––––– 3 The Leadership of change
–––––––––––––––––––––––––––––––––––––––––––––––––––––– 3 Hard Systems model of
change ––––––––––––––––––––––––––––––––––––––––––––––– 4 Soft Systems model of
change––––––––––––––––––––––––––––––––––––––––––––––––– 5 Evaluation ... Show more
content on Helpwriting.net ...
Would the change pose a threat to a familiar or established situation where routine, predictability
and comfort rule the day? But then on reflection, changes could have a positive effect, perhaps a
change could open up an opportunity to learn new technologies and thereby an advancement in
personal and professional development. In order to move forward and keep ahead, I believe an
organization need change leaders who have capabilities to have their workforce go from change
avoidance to change acceptance. "One of the most significant strengths of an effective leader is the
ability to create a positive work climate where people are energized to do their best work, free of
unnecessary distractions" (Cronkite, n.d.). During this part of the change process I feel the change
leader would have better success if he would be tactful and harness the skills of others by working in
a collaborative rather than hierarchical way. Leadership in an organization involves instilling
motivation and enthusiasm in the employees. An effective leader knows how to manage and tackle
difficult situations and people. Many reasons can cause a force of change in organizations but I feel
it's up to change leaders to manage these planned and unexpected changes. (Word count: 548) Hard
Systems Models of Change Due to the constantly changing environmental forces that affect

Analysis of Strengths and Weaknesses
Reflection Essay Introduction With the long–term goal of becoming a transformational leader, it is
often useful to consider one's strengths and weak nesses across four dimensions. These include
personal and professional accountability, career planning, personal journey disciplines and reflect
practice reference behaviors and tenets. The intent of this analysis is to evaluate my strengths and
weaknesses in each of these four areas. In addition, a discussion will be completed on how current
leadership skill sets will be used for advocating change in my workplace. The conclusion of the
paper will concentrate on one personal goal for leadership growth, including an implementation plan
leading to its fulfillment. Analysis of Strengths and Weaknesses In the four areas of personal and
professional accountability, career planning, personal journey disciplines, and reflective practice
reference behaviors/tenets, my strengths and weaknesses align to the progression from transactional
to transformational leadership. As transformational leadership concentrates on creating a culture of
trust and transparency (Fitzgerald, Schutte, 2010) my strength in personal and professional
accountability is to strive to be trust–worthy. One of my strengths in this area is the willingness to
keep other informed as to my progress over time on projects and if I am going to be on time for an
appointment or not. My strength in the personal and professional accountability area has to do with
my

Cognitive Coaching
The Effects of Cognitive Coaching on Education and in Supporting Teacher Leadership
"Creating a profession of teaching in which teachers have the opportunity for continual learning is
the likeliest way to inspire greater achievement for children, especially those for whom education is
the only pathway to survival and success" (Sumner, 2011, p. 10). Educators today are required to
have a different set of skills to effectively prepare students to be global competitors in the
workplace. Educators cannot make these alterations in teaching methodology and instructional
delivery without support. Coaches support and encourage teachers, improve teacher strategies,
promote teacher reflection, and focus on desired outcomes (Sumner, 2011). A key ... Show more
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Cognitive Coaching Supporting Teacher Leadership
Cognitive coaching allows teachers to take ownership of their professional development by
encouraging them to be accountable of their cognitive learning process. The self–reflection that is
involved in cognitive coaching coupled with professional vision enables teachers to become a
catalyst of change both in the classroom and beyond.
Patti & Holzer (2012) stated:
The coaching relationship provides a safe haven for mindful attention to self–change in the areas of
self–awareness, self–management, social awareness, and relationship management. It is through this
individual process that the teacher and administrative leader positively impact the culture and
climate of the classroom and school (p. 270).
Every teacher has the capabilities to improve their knowledge and skill and cognitive coaching
affords the opportunity of exploration into one's self, challenging old beliefs and habits, emerging a
better, stronger leader. Leadership is not mobilizing others to solve problems we already know how
to solve, but to help them confront problems that have never yet been successfully addressed
(Fullan, 2007). The reflection learned through cognitive coaching helps develop problem–solving
skills as teachers examine their experience, generate alternatives, and evaluate actions. Educators
need to model risk

Definitions Of Leadership And Management
Definitions of leadership and management.
Although the interviews conducted were unstructured all three practitioners were asked for their
definition of leadership and management. It was thought that questions about leadership and
management could be interpreted in so many ways, whereas having their interpretation helped to
better understand where they were coming from. It was important to understand each individual
perception.
In the interviews conducted management was believed to generate responsibilities such as planning,
paperwork, day– to– day running and that health and safety is in place. Where as leadership was
believed to be more involved with what the children do, helping others perform their role, inspiring
others. A conversation with practitioner two, that was recorded in the field notes revealed staff not
wanting to be thought of as a manager, preconceived ideas of management made the role something
they did not want to aspire to. 'Authoritative ' was a word used. Practitioners stressed on their dislike
for the term 'managing ',
'I don 't like the idea of managing, I don 't think I manage ' (Practitioner two).
As early years practitioners, the most important aspect of the job is working with the children.
'Many complain of too much paper work that takes practitioners away from working with the
children, which most enjoy and a reason for their career choice in the first place. If practitioners link
managerial roles with paperwork, which most

Elements Of Effective Distributed Leadership
stressed the feeling of being uncomfortable with ordering the students about. This would suggest it
is something they are not used to (Field notes, 4th June, 2014).
'Because many staff within this setting has worked with children for many years. There is still a
deep seated reluctance to manage people, it does not come naturally. Managing children is what they
are used to. However, the learning and development that staff has engaged in has benefited their
understanding and confidence, which was made reference to in most interviews. (Reflective journal,
3rd June 2014).
Elements of effective distributed leadership.
When practitioners were asked about their views on the distributed leadership within the setting
there were a number of elements that they believe attributed to the distributed leadership.
All spoke of the wealth of experience and knowledge. Practitioner two noted the flexibility of
practitioner 's 'learning and development '. She stated that each member of staff has varying
strengths and interests which give practitioners the opportunity to learn from each other. Many have
emphasised on the connection between highly qualified practitioners and the quality of the
provision. As mentioned previously staff within the research setting are highly qualified although,
leadership was not expected to come from the highest qualified staff, all staff have the opportunity
to lead and are listened to when their ideas are voiced. Nutbrown (2012) stressed all

Emotional Intelligence And The Nurse Essay
Nurses are said to do the unthinkable and touch the untouchable (Canfield, Hansen, Mitchell–Autio,
& Thieman, 2001). Why nurses can seem to do this remains a mystery yet investigated in peer
reviewed literature. Professional nurses hold values to a high standard while performing their tasks.
This is done by individuals who are astute in the language that may not always be expressed with
words, the language of emotion. It is the nurse holding the hand of the troubled and simply listening
to their need that places them in field that is spiritually unique (O 'Brien, 2014). The nurse offers the
capacity to identify another's emotions and encouraging the person, all the while continuing to
manage the feeling and interactions with another (Beauvais, 2012). This ability is known as
emotional intelligence and offers the nurse a capacity to assume successful leadership positions.
Emotionally intelligent skill building for leadership is now a required competency and encompasses
spiritually rich aspects of both nursing and leadership. This paper will discuss useful aspects of
emotional intelligence in spiritually rich nursing leadership.
Emotional Intelligence There are many definitions of emotional intelligence. Daniel Goleman
discussed this theory in his 1995 book titled, Emotional Intelligence. From the ideas of Mr.
Goleman, nurses may find a more useful definition for this profession than from the previous
notions of Salovey & Mayer (1990) who simplified emotional

Strengths And Weaknesses Of Leadership
Good leadership skills are vital to any business, organisation or government as they mould the
various way in which people work, play, live and function (Business Dictionary, 2017).
Consequently, effective leadership is an important factor that can contribute to the overall success of
an organisation, and thus has the ability to transform individual and group potential into a lasting
reality (Hargis et al. 2011). According to Bass (1985) and Barth–Farkas et al. (2014) leadership
styles can be influenced by the demands of an organisations or be altered by either an unpredictable
environment or by changing circumstances. Therefore, this paper will seek to discuss two opposing
key concepts of leadership utilised within two distinct organisations operating within the welfare–
to–work sector. This paper will critically evaluate the leadership approaches adopted by discussing
the identified strengths and weaknesses of both, and in addition will make reference to the impact
each governance structure has on business operations and collaborative working. This assignment is
therefore based upon the author's personal and professional experience of working within these
organisations. In the interest of protecting subject anonymity and maintaining privacy and
confidentiality, this paper will refer to each organisation as either organisation A or organisation B.
Organisation A is a major welfare–to–work provider that delivers services throughout the United
Kingdom. The organisation

Essay on Team Leadership
MGT 8037
TEAM LEADERSHIP
ASSIGNMENTS 1–4
Prepared by: Anthony Gunther
Student Number: 5014570
Prepared For: Bernadette Lynch
Date Submitted: 04/10/11
Extension Granted: Yes TABLE OF CONTENTS
Annotated Bibliography 5
Reflective Paper 1 8
1. Annotated Bibliography
Source 1:
Hoyt, C.L & Blascovich, J 2003, Transformational and transactional leadership in virtual and
physical environments, University of Richmond
This source highlights the differences between transformational and transactional leadership styles.
A laboratory experiment was undertaken to show the differences in three different environments;
face–to–face, virtual ... Show more content on Helpwriting.net ...
Source 5:
Purvanova, R.K & Bono, J.E 2009, Transformational leadership in context: Face–to–face and virtual
teams, Department of Psychology, University of Minnesota, United States
An experiment based resource which examines transformational leadership using face–to–face
communication and virtual teams. Analyses indicated that the most effective leaders were those who
increased their transformational leadership in virtual teams. Team–member ratings suggest that
transformational leadership has a stronger effect in teams that use only computer–based
communication, and leaders who increase their transformational leadership achieve higher levels of
team performance. This source was of particular use as I had limited information on
transformational leadership and it applied the theory to both virtual and face–to–face teams. The

information provided gave me an understanding as to why transformational leadership is vital when
interaction between group members is limited and high levels of trust in team members is required.
1. Reflective Paper 1:
The Incident
Bonnie Rock Transport (BRT) are a company who provide logistics services to multiple offshore oil
and gas facilities in the Pilbara region of Western Australia. Due to the exponential growth in the oil
and gas industry BRT require a new distribution yard to fulfil and maintain their clients'
requirements and strong business relationship.
With minimal experience in the

Nursing Competency Report
It has been a full week of the project being implemented. The issue that I have notice was the wrong
timing of the competency. It was issued together with many other hospital MCstrategies that made
the nurses overwhelmed. As the Jersey City Medical Center is now part of Barnabas Health a lot of
changes and updates are happening including educating all the staff with the new policies and
procedures, introducing new strategies to improve patient safety and satisfaction, and refreshing
staff's knowledge about skills. I spoke to the participants regarding the status of their competency,
one nurse told me that "I will finish it by the set date; I am up to date with my MCstrategies".
Another nurse told me that she was doing the competency according to the due date and so far there
are five more before the Leadership Lessons. Three of the day shift new nurses informed me that
they are doing their re–issued MCstrategies first because they already know the answers. Among six
nurses only one night nurse started the lesson as per our last conversation. Checklist wise, it is going
as I expected most of the nurses are currently halfway. ... Show more content on Helpwriting.net ...
I briefly met with the nurse educator the other day before she started her morning rounds on the
other unit. According to her all the required competencies in MCstrategies for my project were all in
and all 6 nurses passed the evaluation in every lesson. I was so happy hearing the news. Now the
last one left is the evaluation of the project.
Reflective Journal #

Essay on EDU701 COURSE
COURSE INFORMATION Course Information
Course: EDU701 Education and Human Development
Semester: Sep 2013 Year: 2013 Phone: 03–55227401
Core Person
/Instructor: Associate Prof. Dr. Ros Aizan Yahaya Email: dr.rosyahaya@gmail.com
Office Hours By Appointment
Texts
Fagerlind, Ingemar and Saha, Lawrence, J. (1986). Education and National Development: A
Comparative Perspective, New York: Pergamon Press.
Ohmahe, Kenichi (1991), Beyond National Borders, Tokyo: Bantam Books.
Olson, David, R. (Ed) Torrance, N. (Ed) (1999). Handbook of Education and Human Development:
New Models of Learning, Teaching and Schooling: New York: Pearson Pub.
UNESCO (2005): Education for Human Development. Brasilia: Ayrton Semne Institute.
UNESCO (2011): ... Show more content on Helpwriting.net ...
7. Talent development.
8. Childhood education and poverty reduction.
9. Leadership and motivation.
10. Globalization and cross–cultural issues such as sexuality and health education, gender issues,
inclusive education and other relevant/current issues in education.
Teaching Methodology
The course is conducted through lectures, seminars, PBL/case studies, group discussion.
Learning Activities and Measurable Outcomes
The course will be organized into four main learning units
Learning Unit Assessment Expected Outcome
1. Students prepare and conduct a 20–minute seminar. During the presentation, students will
demonstrate a critical awareness of the content, critical and creative analysis of relevant issues, and
display their conceptual understanding of the topic presented. A score of 15.1 – 20.0% will show
evidence of work quality reflective of 80% and above in the grading matrix.
A score of 10.1 – 15.0% will show evidence of work quality reflective of between 70–79% in the
grading matrix.

A score of 8.1 – 10.0% will show evidence of work quality reflective of between 65 – 69% in the
grading matrix.
A score of 0 – 8.0% will show evidence of work quality reflective of between 0 – 64% in the
grading matrix.
2. Students will be able to work in a group to conduct and present case study/PBL related to the
course. Students will display their ability to use information and knowledge

Lauden Ch3 Mis
CHAPTER 3 1) An adhocracy is a knowledge–based organization where goods and services depend
on the expertise and knowledge of professionals. FALSE Diff: 3 Page Ref: 86 AACSB: Reflective
thinking skills CASE: Content Objective: 3.1 2) From the point of view of economics, information
systems technology can be viewed as a factor of production that can be substituted for traditional
capital and labor. TRUE Diff: 3 Page Ref: 87 AACSB: Use of information technology CASE:
Content Objective: 3.1 3) One type of competitive advantage Amazon was able to implement in
selling books over the Internet was that of being a new market entrant. TRUE Diff: 3 Page Ref: 95
AACSB: Analytic skills CASE: Analysis Objective: 3.2 4) A firm can ... Show more content on
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FALSE Diff: 2 Page Ref: 107 AACSB: Reflective thinking skills CASE: Content Objective: 3.4 20)
The use of Internet technologies allows companies to more easily sustain competitive advantage.
FALSE Diff: 3 Page Ref: 109 AACSB: Use of information technology CASE: Content Objective:
3.5 21) As discussed in the chapter opening case, which of the four generic strategies to combat
competitive forces formed the basis of e–Bay 's growth strategy? A) low–cost leadership B) focus on
market niche C) customer and supplier intimacy D) product differentiation Diff: 2 Page Ref: 77, 97
AACSB: Analytic skills CASE: Analysis Objective: 3.2 22) Which of the following would NOT be
considered a disruptive technology? A) instant messaging B) e–mail C) Internet telephony D) PCs
Register to View AnswerDiff: 3 Page Ref: 84–85 AACSB: Analytic skills CASE: Analysis
Objective: 3.1 4 Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall 23) The
interaction between information systems and organizations is A) primarily guided by the decision
making of middle– and senior–managers. B) a complex, two–way relationship mediated by factors
such as the environment and organizational structure. C) driven by the microeconomic forces of
capital and labor. D) successfully managed when the organization 's existing culture and goals are
seen as the driving force. Register to View AnswerDiff: 2 Page Ref: 79 AACSB: Use of information
technology CASE: Content

Personal Development and Reflective Reasoning in Nursing...
"Maybe reflective practices offer us a way of trying to make sense of the uncertainty in our
workplaces and the courage to work competently and ethically at the edge of order and chaos..."
(Ghaye, 2000, p.7)
In order to fully understand the personal development and reflective reasoning in relation to your
development in the Nursing field, one will have to define these two terminologies. Personal
development means to include activities that improve awareness, can develop potential that will
ultimately enhance the quality of life. Medical colleges advocate personal development plans as a
basis for continuing professional development. Whereas, reflective reasoning is where a nurse can
apply learning and insights of others into their own ... Show more content on Helpwriting.net ...
"To be able to reflect one must step outside the experience in order to make the observance
comprehendible" Gray (1998). To do this, one must have motivation. When speaking of motivation,
task variety and participation allows each member of the team to use different skills as well as
rotating the less desirable tasks giving a cohesive feeling to the team while motivating them. Bowen
and Lawler (1992), argue practices that empower such as providing organizational information to
employee, bureaucratic control reduction and increased self–power all helps to increase employee
motivation. French and Raven (1959) add that motivation is a characteristic that makes one want to
do or carryout a task willingly without being directed.
Leadership is an important role in life and an even more important role in the success of a nurse. To
be a leader one must be creative. Creativity results from engaging in surroundings to seek new
possibilities. For the best outcome of reflection, and the use of creativity, one should be as impulsive
as possible in recording thoughts and feelings. Efficient clinical leaders are supposed to able to help
others to see and understand situations from various outlooks and effective clinical nurse leaders
must be willing to look for new ways of doing things. One theory that can be readily

My Experiences After Attending The Practice Of Public...

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