According to Senge (2010) and the Fifth Discipline The Art and Prac.docx

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According to Senge (2010) and the Fifth Discipline: The Art and Practice of the Learning Organization, teams that learn are made up of people who “see each other as colleagues” (p. 227), “develop a deep trust” (p. 230), “seek the common denominator in multiple individual views” (p. 231), and “develop a spirit of inquiry” (p. 244). A leader who understands how to bring out the best in teams can achieve extraordinary results. Senge also stated that those in senior leadership positions have mastered the art of understanding their own leadership styles and how those affect members of their organizations. How do a leader’s character and values affect creating a team-based organizational culture? Discuss the leadership challenge, and the role of ethics and trust, when creating and leading teams. .

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Power Base and Leadership British historian of late 19th century, (Acton, 1887) said that "power tends to corrupt; absolute power corrupts absolutely," suggesting that a person's sense of morality lessens as his or her power increases. Do you agree? Considering this idea, is it ethical for leaders to try to increase their power? Is all power the same or are there different power bases and different corresponding influence techniques? How does the use of power impact the leader-follower relationship? Choose any organization and describe the power base(s) in that organization. What types of techniques do leaders in use to influence team behavior in that organization? How does the leaders' approach affect team relationships? As a leader, how would you use power in your relationships with team members and why? Reference: Acton, L. (1887). Letter to Bishop Mandell Creighton. Retrieved January 1, 2011, from http://www.quotationspage.com/quote/27321.html To support your work and demonstrate achievement of learning outcomes, be sure to incorporate the key relevant material from your reading as well as outside academically credible resources. All sources should be credited using APA which includes both reference and applicable in-text citations. Also, it must have APA level headings. An example of headings from a previous assignment are: Introduction (Name of paper) Write the introduction Emotional Intelligence Analysis In this area...Write about the first area in the rubric which is ... Analyzed and outlined how the leader handled his or her emotions, how did the team deal with emotions and justified how leaders enhance team EI along with specific examples. Leader Communication Style In this area ..Write about the first area in the rubric which is.... Analyzed and described the leaders' communication style as whether persuasive, manipulative, or coercive. Team Communication Style In this area...Write about the first area in the rubric which is ... Analyzed and identified the most dominant communication style within the team. Analyzed and inferred how the leaders' communication style affects the team. Philosophy, Style, and Action Steps In this area..Write about the first area in the rubric which is ... Analyzed and identified the type of philosophy held by leaders and other members of the team, the type of leadership style being presented and the action steps which would help enhance the leadership style in the team. Conclusion Wrap up your paper reviewing the key aspects of your paper Some reading from this week and thinks to research: Describe a leader's power bases and how these are used to influence others. Some Research Direction: Be sure to review your reading to understand the concept of leadership power bases. One of the more popular works in this area was conducted by social psychologists John French and Bertram Raven, in 1959. They identified five bases of power: Enjoy Learning about Types of Leadership Powe.

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Post #1 Practical Approach Authentic leadership is both a practical and theoretical approach to leadership. As a practical approach, authentic leaders are those that lead passionately and with purpose, act with self-discipline based on strong values, and create quality relationships (Northouse, 2016, p. 197). In other words, they have a vision and work diligently toward it, do what’s right, develop trusting and compassionate connections with others, and are self-driven. Theoretical Approach As a theoretical approach, authentic leadership is defined as “’a pattern of leadership behavior that draws upon and promotes both positive psychological capability and a positive ethical climate, to foster greater self-awareness, an internalized moral perspective, balancing processing of information, and relational transparency on the part of leaders working with followers, fostering positive self development’” (Northouse, 2016, p. 201). In other words, leaders can be authentic when they strongly aware of who they are, use ethical decision-making, consider all perspectives, and communicate openly with others. Similarities The similarities between the practical and theoretical approach are that both include the use of ethics, integrity, self-discipline and self-knowledge, and transparent relationships. Both view authentic leadership as an ongoing process. Differences The differences are that the practical approach is an intrapersonal perspective in that it outlines the qualities of authentic leaders and how to develop them. On the other hand, the theoretical approach is a developmental perspective that identifies the components that define and create authentic leadership. Personal Meaning When I think of authentic leadership, I think of leadership born of strong character and virtue, in the service of the common good. The idea of character meaning, “I must value my character, be invested in it, see it as an end in itself” (The Picket Line, n.d.). The practice of virtue in authentic leadership means being honest, trustworthy, diligent, responsible, humble, and just (The Picket Line, n.d.). When leadership is based on strong character and virtue it will lead to trusting and open connections with others. This is similar to the high-quality exchanges that Leader-Member Exchanges theory suggests should be developed. Strategies One strategy that leaders can use for authenticity is to continually seek personal mastery. Personal mastery is “a set of specific principles and practices that enables a person to learn, create a personal vision, and view the world objectively” (Grimsley, n.d.). As authentic leadership stems from knowing oneself, the discipline of personal mastery will help leaders reflect on life experiences to broaden their awareness of how things really are and to deepen their understanding of self. Another strategy that can be used is being open to the ideas, feedback, and criticisms of others. There is much to learn if leaders can humble themselves.

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Sustainable development, also known as global corporate citizenship and eco-efficiency, is the ultimate leadership challenge in the world today (World Economic Forum, 2006; Engel, 2008). There is nothing more pressing or more urgent. Our world is in trouble with environmental crisis, social crisis, energy crisis, and economic crisis. Therefore, we need leaders at every level of our societies and organizations to answer the ultimate call to action: to save the planet, its people, and their profits. This is the calling of the leader in sustainable development. After all, business cannot survive in a world and society that fails (d’Humières, 2005, pp. XI-XVI).

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CAN YOU DO THIS FOR ME Replies: Provide 2 thoughtful replies to the threads of classmates. Each reply must include an analysis of your classmates’ threads, based on any experience from your own professional career (if applicable) that might be relevant. All replies must be 200–250 words. Also, be sure to integrate the required reading in a logical and relevant manner. You must cite: The textbook or at least 1 peer-reviewed journal article; 1 passage of Scripture; and The audio lesson presentation. Submit your replies by 11:59 p.m. (ET) on Sunday. 1ST REPLY Sarah Carter Power, as defined by Kinicki & Fugate is the “discretion and the means to enforce your will over others” (p. 465). When looking at power there are a few different bases of power including: legitimate power, reward power, coercive power, expert power, and referent power (Kinicki & Fugate, 2018, p. 465). When looking at my personal workplace and my current leadership structure, I believe that my current supervisor exhibits expert power and referent power. Expert power is knowledge, skill, or information that comes from past experience or employment. (Kinicki & Fugate, 2018, p. 466). I currently work in a preschool, and my supervisor has worked in a preschool setting for over twelve years, and has served as the director of our preschool for the past five years. My supervisor has also gotten her Bachelor’s in Elementary Education, as well as her Master’s in Early Childhood Education. The combination of her work experience and her educational background give her expert power in her positon. Referent power is power that is based off of personal characteristics and social relationships, which elicit compliance (Kinicki & Fugate, 2018, p.466). My current supervisor is very charismatic and possesses a high reputation in the community. She clearly cares about the relationships with parents, teachers, and the students, which draws people to her. Both expert power and referent power are forms of personal power. Personal power has been found to be positively correlated with persuasiveness and relationship-based strategies (Melody, Fu, & Yu, 2013). Some of the different influential power tactics that my supervisor uses are inspirational appeals and rational persuasion. My supervisor is a very inspiring and enthusiastic person, her passion for children and early education manifests itself often when trying to get us onboard for her visions and goals for our preschool. My supervisor also has lots of logical and factual information that she does research on when proposing ideas to us. (Kinicki & Fugate, 2018, p. 477). One tactic that I am thankful that she does not use is the tactic of pressure. Dr. Fischer in his presentation says that “leaders can certainly use pressure to motivate employees, but that can lead to a culture of fear rather than one of mutual respect” (Fischer, 2009). Our preschool is one wh ...

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SHAPING CULTURES AND ETHICS OF THE ORGANIZATION 1 Shaping Cultures and Ethics of the Organization Annotated Bibliography Author Note Cabana, G. C., & Muel, K. (2021). Team ethical cultures within an organization: A differentiation perspective on their existence and relevance: Journal of Business Ethics, 170(4), 761-780. https://doi-org.ezproxy.liberty.edu/10.1007/s10551-019-04376-5 In this article, the authors highlight multiple ethical cultures at the organizational level. They explore the dynamics of team culture as it is the basics of team building and effective team management. In addition, they suggest that team culture is different from an organizational culture based on cultural differences and similarities. Positively associated organizational outcomes such as innovation and employee well-being have been linked to cohesive ethical culture in organizations. Team ethical culture can be multidimensional based on different cultures and values. I find this article useful as it describes the different ethical cultures at the team level and its implication at the management level of the organization. This article is pertinent to my research because the authors identified the different types of ethical cultures and how they relate and factor into an overall organizational culture. Cherian, J., Gaikar, V., Paul, R., & Pech, R. (2021). Corporate culture and its impact on employees’ attitude, performance, productivity, and behavior: An investigative analysis from selected organizations of the United Arab Emirates (UAE). Journal of Open Innovation, 7(1), 45. https://doi.org/10.3390/joitmc7010045 This article's authors posit corporate culture's impact on employees’ attitudes, performance, productivity, and behavior. They suggest that a substantial cultural influence impacts the company's overall mission when different groups of people come together to form a work environment. The research findings show a positive relationship between job performance, employee attitude, and organizational culture. In addition, the authors indicate that having a diverse work group fosters an environment for innovative thinking, which leads to the organization’s development. This article is helpful for my literature review as it powerfully reveals that factors such as employee satisfaction, behavior, and performance is vital in promoting an influential organizational culture, just as my other article by Maesschalck and Paesen (2021) determined that organizational culture is impacted by antecedents such as employee behavior. Gaur, N., & Gupta, V. (2021). Exploring the relationship between ethics and knowledge culture: A conceptual framework for successful organizations. Academy of Entrepreneurship Journal, 27, 1-13. Gaur and Gupta (2021) explore the relationship between ethics and knowledge by identifying the ethical norms that influence behaviors in organizati ...

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I need help with preparing a web post and 3 responses. Post and responses are explained below: Write a web post on Designing Team and Team Identity: Part 1: Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team? Part 2: Discuss team identity. Why do you feel attached to certain groups and teams but not to others? Important point about web post: - Provide the references (at least 2) in your responses. - Your post should be at least 450 words long. Respond to following 3 postings. Responses should be 170 words with references. Post 1: 1) Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would you compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team? Building a team for a course/work project is very crucial for the success of the project and relies heavily on analyzing the goals of the project that you need to accomplish. Some of the main characteristics that are required to build a good team include: · Stating the purpose of the project · Charting out specific roles that can be assigned to the team members · A leadership that is acceptable to the whole team · Effective and seamless processes to avoid any bottle-necks in operations and communication · Healthy relationships between the members of the team Understanding the meaning and purpose of building teams gives us a good starting point on how to compose a team for your project (Drolet, 2004). The main purpose of group is to accomplish the set objectives for a project in the most efficient way possible. I would choose a team that consists of members that have particular skillsets that align to the necessary objectives that are to be accomplished to have a successful finish. Another important task is to elect a leadership that is both competent in carrying out the responsibility and also be acceptable to the team to follow the directions of the leader. The last and most important aspect is to manage operations in a way that all the team members feel inclusive, realize their responsibility and always stay motivated to work in the best interests of the team towards the completion of the project (Harvey, 2004). While building the team, I would consider all the above characteristics in mind and to incorporate the right diversity, I would choose talent and hard work as a key factor that aligns with the interests of the project to accomplish the set goals in the most efficient way possible. 2) Discuss team identity. Why do you feel attached to certain groups and teams but not to others? Team identity may be defined ...

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