1. Why do you agree or disagree agree with the Trait theory of leade.docx

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1. Why do you agree or disagree agree with the Trait theory of leadership? Are leadership strengths innate traits and characteristics that leaders inherit at birth or are they learned skills? Support your conclusion with an example. 2. Select and briefly describe one (1) of the following leadership theories: Leadership Grid, Fielder's Contingency, Situational Leadership, Leader Member Exchange or Path Goal; and discuss its value and importance to leadership effectiveness. Be specific and support your response with an example. 3. According to Robbins and Judge (2011), conflict can be beneficial. In what ways does conflict within a group or team facilitate creativity, effectiveness, and product quality? How can you maximize positive and minimize negative types of conflict within a group or team environment? Support your response with a specific example .

1. Why do you agree or disagree agree with the Trait theory of leade.docx

Communications Communication is the exchange and flow of information and ideas from one person to another…(Mistry, Jaggers, Lodge, Alton, Mericle, Meliones 2008) Communications Thought Concept, ideas, feelings Encoding Message sent to receiver in words or symbols Decoding Receiver translates words or symbols into a concept or information that can be understood Communications Barriers to Communication Nothing is so simple that it cannot be misunderstood – Freeman Teague Jr. Barriers to Effective Interpersonal Communication Distortions: Stereotyping Tendency to attribute characteristics to an individual on the basis of an assessment of the group to which they belong Halo effect Tendency to use a general impression based on one or a few characteristics of an individual Projection Tendency of an individual to assume others share their thoughts, feelings and characteristics Perceptual defense Tendency to block out or distort information one finds threatening or which challenges one’s beliefs shoot the bearer of bad news. 4 4 Page 437 Communications Culture We allow past experience to change the meaning of the message Noise Equipment or environmental noise impedes clear communication Ourselves Defensiveness, superiority, and ego Communications Perception Our preconceived attitudes affect our ability to listen Message Semantic distractions occur when a word is used differently than you prefer Stress People do not see things the same way when they are under stress Demonstration Message Distortion Frequently referred to as: Whispers Telephone Grapevine Instructor will provide directions Leadership Styles Trait (charismatic) Focuses exclusively on the leader Drive for responsibility and task completion Risk taking Drive to exercise initiative Self-confidence Readiness to absorb interpersonal stress Ability to influence behavior of others Willingness to tolerate frustration and delay Leadership Styles Skills Technical Human Conceptual Situational (Contingency) Match style to competence and commitment of subordinates or match to the situation Servant Leadership (Review from Last Week) Servant Leaders must first and foremost meet the needs of others The fundamental motivation for leadership should be a desire to serve Servant Leaders value human equality and seek to enhance personal and professional development of others Reference: The role of values in servant leadership by Robert F. Russell (2001) Other authors include: Baggett, Covey, DePree, Kouzes & Posner 11 Leadership Styles Leader-Member Exchange (LMX) Dyadic relationship between leader and follower Expanded and negotiated role responsibilities (in-group) Formal employment contract or defined roles (out-group) Leadership Styles Transformational Leaders Incorporates charismatic and visionary leadership Transforms and changes people Assesses followers motives, satisfies their needs Exceptional level of influence that produces mo ...

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Conflict is inevitable in projects and needs to be managed effectively. The document discusses various sources of conflict in IT projects including schedules, priorities and workforce issues. It outlines different conflict handling styles such as avoiding, compromising, competing, accommodating and collaborating. The document also discusses grievance handling, stress management and the effects of stress on projects. Organizational and individual approaches are suggested to reduce stress in projects.

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Conflict arises when individuals or groups perceive threats to their goals. Sources of IT project conflict include schedules, priorities, and workforce issues. There are various conflict handling styles like avoiding, compromising, competing, accommodating, and collaborating. Grievances should be addressed by listening, discussing, and planning. Not dealing with grievances can harm projects. Reducing stress through improving work environments and reasonable schedules is important for team health and project success.

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This document discusses managing conflict in project management. It defines conflict and identifies sources of conflict such as schedules, priorities, and workforce issues. It describes different conflict handling styles including avoiding, compromising, competing, accommodating, and collaborating. The document also discusses grievance handling, stress management, and how organizational changes can help reduce stress. Effective conflict and stress management are important for team health and project success.

CHAPTER 10Managing Conflict and Negotiations©McGraw-Hill.docx

bartholomeocoombs

CHAPTER 10 Managing Conflict and Negotiations ©McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw-Hill Education. 1 Major Questions You Should Be Able to Answer 10.1 How can a contemporary perspective on conflict make me more effective at school, work, and home? 10.2 What are some types of conflict and how can I manage them to my benefit? 10.3 What can I do to manage work–family conflict and incivility to make me more effective at school, work, and home? 10.4 What can I do to prevent, reduce, or overcome conflict? 10.5 What are some best practices for effective negotiation? ©McGraw-Hill Education. 2 What Is Conflict? Occurs when one party perceives that its interests are being opposed or negatively affected by another part. It is inevitable and may be cultivated. It can have both positive and negative outcomes. Organizations can have too much or too little conflict. It may be either functional or dysfunctional. ©McGraw-Hill Education. Conflict is a pervasive part of the human experience, and it produces undesirable consequences such as absences, avoiding work-related events, quitting, terminations, and project failures. Managing conflict effectively is essential for individual, departmental, and organizational effectiveness. Conflict has both positive and negative consequences, and thus it is important to avoid the negative side of conflict while also gaining from its positive outcomes. One party perceives its interests are being opposed or set back by another party. Sources of conflict and issues can be real or imagined. A lack of fairness, perceived or real, is a major source of conflict at work. 3 Causes of Conflict Conflicts may arise due to Interdependencies Incompatibilities Overlapping or unclear boundaries Competition over limited resources Unreasonable or unclear organizational polices Organizational complexity Escalation of conflict when Tactics change Number of issues grows Issues move from specific to general Number of parties grow Goals change ©McGraw-Hill Education. Certain situations produce more conflict than others. By knowing the antecedents or causes of conflict, you and managers are better able to anticipate conflict and take steps to resolve it if it becomes dysfunctional. Table 10.1 lists many of the situations that tend to produce either functional or dysfunctional conflict. When conflict escalates, the intensity increases; people can then take positions that are increasingly extreme and hard to justify. Conflict escalation often exhibits these five characteristics: Change in tactics from light to heavy tactics (i.e., from persuasive arguments, promises, and efforts to please the other side to threats, power plays, and violence). Increase in the number of issues. Issues move from specific to general. The number of parties grows. The goals ch.

The document provides an overview of leadership concepts including trait theory, behavioral theory, contingency theory, and transformational leadership. It discusses various approaches to leadership such as charismatic, authentic, and situational leadership. It also examines challenges to the concept of leadership including attribution theory and substitutes/neutralizers. The document contains case studies on Reverend Jim Jones and Colleen Barrett to illustrate different types of leadership.

Chapter 8 Organization LeadershipIntroductionGreat le.docx

tiffanyd4

Chapter 8: Organization Leadership Introduction Great leaders exist in business, politics, the military, and even sports Leadership can be used for good and for evil Communication is a tool used to activate messages to followers Leadership is a socially constructed phenomenon Case Study: Charismatic Preacher Reverend Jim Jones was a charismatic, influential preacher who led rapidly growing congregations throughout California People were so inspired, that they donated their entire worldly possessions, traveled to South America, and built a community Several years later, the Reverend leads a mass suicide of 909 people in his town of Jonestown, Guyana Why would people be so committed to him that they would participate in a mass suicide? What does this say about leadership? Trait Approach to Leadership If a person has certain traits, they will be a more effective leader Big Five personality traits with leadership potential include: Extraversion Conscientiousness Openness to experience Ambition Energy The trait approach to leadership seems to be best able to predict leader emergence rather than leader effectiveness There is a difference between possessing a trait and being perceived to possess a trait 4 Leadership Behaviors The behavioral approach to leadership examines what leaders actually do and the behaviors leaders use to achieve their goals It’s a matter of what you do (behavior theory), rather than who you are (trait theory) as a leader Critical Thinking Questions – Traits and Behaviors How does the perspective that leadership is something you do versus something you are change the responsibilities of a leader? The University of Michigan and Ohio State Studies Initiating Structure Extent to which a leader defines and structures the roles of employees in the goal attainment effort Production-oriented leaders have behavior similar to initiating structure Consideration Leader respects employees’ thoughts, ideas, and feelings, expresses appreciation and support, and develops an environment of mutual trust Employee-oriented leaders also value consideration Managerial Grid Contingent Approaches to Leadership Questions examined by contingency theorists include: What are the situational factors that actually matter in leadership? To what leadership styles do they best connect? Least Preferred Co-Worker Fiedler (1967) developed Least preferred co-worker (LPC) questionnaire Rating “least” preferred coworker harshly = task-oriented leader Rating “least” preferred coworker benevolently = relationship-oriented Once individual leadership style is assessed, the situation is determined through three dimensions: 1) Leader-member relations 2) Task structure 3) Position power Critical Thinking Questions – Least Preferred Why does the way a person treats the least preferred co-worker likely say the most about their style of leadership? Think about your experiences working in groups. How did you feel about the least-preferre.

Course TextbookAnderson, L., & Bolt, S. (2011). Professionalism.docx

faithxdunce63732

Course Textbook Anderson, L., & Bolt, S. (2011). Professionalism: Skills for workplace success (2nd ed.). Upper Saddle River, NJ: Prentice Hall. Part A Question 1 Who should decide your personal goals for you? Parents You Friends Co-workers Question 2 A strong belief or attitude is typically directly related to: values and personality. mentors and values. personalities and values. work performances and mentors. Question 3 The locus of control theory identifies who you think controls your future. An individual with an internal locus of control believes which of the following? He or she controls his or her own future. He or she believes that others control his or her future. A person's future is controlled after the age of 20. A person's future is never controlled. Question 4 Long-term goals are typically set for: one to two years. three to five years. five to ten years. ten to twenty years. Question 5 When creating a life plan, what aspects of your life should you consider? Food, personal, and career Education, career, and food Career, education, and food Personal, career, and education Question 6 Tactile refers to which of the following learning styles? Visual Intrinsic Auditory Kinesthetic Question 7 A person's belief of how he or she is viewed by others is referred to as: high self-esteem. short-term goals. self-image. attitude. Question 8 An auditory learner needing assistance with directions to a particular location would want a person to provide instruction by: showing him or her some visible map. telling him or her how to follow the simplest directions. allowing him or her to write down the directions. showing him or her some type of diagram. Question 9 Individuals with an external locus of control believe: they control their own future. someone else controls their future. they have a small amount of control regarding their future. the government controls their future. Question 10 The way you feel about yourself and your environment is reflected in how you treat others. This is known as which of the following terms? Self-image Projection Self-esteem Human relations Question 11 Self-esteem relates to the way an individual views one’s self. This belief can impact a person’s degree of confidence or a level of insecurity. If you were a supervisor in a prominent organization, how might you deal with an employee who displays a poor self-esteem? Explain. Your response should be at least 200 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. Question 12 Mirror words describe the foundation of how you view yourself and others. What three words do you feel BEST describe you in a work setting? Your response should be at least 200 words in length. You are required to use at le.

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1. Leaders can ensure their team benefits from diversity by leading by example in hiring a diverse team and promoting cultural awareness training. They must communicate a zero tolerance policy for biases to establish trust and inclusion. 2. Diversity can raise challenges like communication barriers between employees of different languages/cultures. There may also be reluctance to changes, causing diverse employees to feel unwelcome. Diverse employees may also feel uncomfortable in an unfamiliar culture. 3. Leaders must create an environment where all cultures are recognized through education, celebration, and consistent training. This helps diverse teams value similarities and differences, reaching their potential and benefiting the organization.

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aryan532920

A. What is the leadership paradox ? Give some reasons why a leader can encounter difficulty in newly formed teams or groups using a participative management system. Support your discussion with at least two (2) external sources. B. Present a discussion of the strategies for encouraging participative management in the workforce, and how to implement each of these strategies. Support your discussion with at least two (2) external sources. C. What serious biases or misassumptions do groups that are involved in inter-team conflict sometimes experience? How do these biases and prejudices affect the ability of teams to accomplish their goals? Support your discussion with at least two (2) external sources. Specific Instructions: See class discussion/posting requirements. Be sure to support your work with specific citations from this week's Learning Resources and any additional sources. Read a selection of your colleagues' postings. Respond to at least 3 of your colleagues' postings in one or more of the following ways: • Ask a probing question, substantiated with additional background information, evidence or research. • Share an insight from having read your colleagues' postings, synthesizing the information to provide new perspectives. • Offer and support an alternative perspective using readings from the classroom or from your own research in the Campbellsville University Library • Validate an idea with your own experience and additional research. • Make suggestions based on additional evidence drawn from readings or after synthesizing multiple postings. • Expand on your colleagues' postings by providing additional insights or contrasting perspectives based on readings and evidence. Return to this Discussion several times to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of the comments your colleagues made. Response-1(Karthik) The leadership paradox entails the point at which a group needs a pioneer however the nearness of a pioneer debilitates the self-sufficiency of the group. Leadership paradox is important since it frequently challenges the part of a pioneer bringing about negative responses to directing, protecting from change, part struggle, refusal of surrender control, the worry of seeming to need capacity and uneasiness of professional stability. To this effect, the group leader can face the existing circumstances with the recently framed group when the term coordinated and understand leadership hypothesis. Many organizational and structural changes are common with new leadership. Newly formed team leadership also brings many advantages and disadvantages to it. Participatory (participative) management is a phenomenon where employee’s opinion is also considered and taken into account for decision making. It is based on the notion that when the employees invest their time and work hard at the workplace, he/she should be given an opportunit.

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write22

Fiedler's Contingency Theory proposes that a leader's effectiveness depends on how well their leadership style fits the situation. It suggests leaders have one dominant style that can vary based on factors like the leader-member relationship, task structure, and position power. A leader's style may shift depending on pressure from personal traits, the environment, and communications with their team. Using this theory, a leader would assess the context of their role to determine the best style for resolving conflicts, motivating members, and driving results.

ASSIGNMENT 7.docx

write4

Fiedler's Contingency Theory proposes that a leader's effectiveness depends on how well their leadership style fits the situation. It suggests leaders have one dominant style that can vary based on factors like the leader-member relationship, task structure, and position power. A leader's style may shift according to pressures from personal traits, environment characteristics, and communications/conflict resolution skills. Using this theory, one would recommend John adopt a style matching his situation based on these contingency factors to be most effective.

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This document provides a summary of key takeaways and reflection questions from a leadership foundations course with Dr. Shirley Davis. It addresses topics like understanding effective leadership, leading yourself and others, leadership styles, establishing trust, communicating with impact, leading change, managing conflict, and having difficult conversations. The document is divided into sections for each topic, with 3-4 key points summarized and 1-3 reflection questions provided to help participants apply what they learned.

conflict-management-at-workplace PRMSU REPORT.ppt

bente290929

This document discusses how to handle conflict in the workplace. It defines conflict as differences in opinions, values or objectives between individuals. There are various types of intra-personal, inter-personal, functional and inter-group conflict that can arise due to differences between people, ideologies, problem-solving approaches or poor communication. While conflicts can positively improve group cohesiveness or trigger new solutions, they can also reduce productivity and delay decisions if not addressed properly. The document recommends using negotiation, problem-solving, listening, empathy and respect to resolve conflicts in a healthy, win-win manner where all parties achieve their desired outcomes through collaboration.

Why is followership important in the discussion of leadership Hal.docx

lashandaotley

Why is followership important in the discussion of leadership? Half page 4 points Question 2 1. Which of the following leadership mindset emphasizes tight top-down control, employee standardization and specialization, and management by impersonal measurement and analysis? Answer [removed] informing the leader about their own ideas, beliefs, needs, and constraints. [removed] giving up idealized leader images. [removed] thanking the leader. [removed] building a relationship. 11What do followers want from their leaders, and why is it important for a follower to view the leader realistically? Your response should be at least 200 words in length. must be referenced; paraphrased and quoted material must have accompanying citations. 12 1. How can leaders optimize the use of feedback and minimize the conflict and fear that often accompanies it? Your response should be at least 200 words in length. must be referenced; paraphrased and quoted material must have accompanying citations. 8 years ago 15 Report Issue Answer ( 0 ) Bids ( 0 ) other Questions ( 10 ) Discussion R CIS/319 Team Paper / Week 3 Learning Team Instructions See description BUS/650 BUS 650 Week 1 Assignment Financial Management Challenges Factors Contributing to Health Disparities What are some examples of agents of eergy per the Epidemiological Model? work Research paper/ Medical research. lewslydy Assignment 2: Network Upgrade LEADERSHIP NOT RATED Why is followership important in the discussion of leadership? Half page 4 points Question 2 1. Which of the … 8 years ago Applied Sciences Architecture and Design Biology Business & Finance Chemistry Computer Science Geography Geology Education Engineering English Environmental science Spanish Government History Human Resource Management Information Systems Law Literature Mathematics Nursing Physics Political Science Psychology Reading Science Social Science Liberty University New Hampshire University Strayer University University Of Phoenix Walden University Home Homework Answers Blog Archive Tags Reviews Contact Copyright © 2022 SweetStudy.com window.__REDUX__STATE__ = '%7B%22appMeta%22%3A%7B%22serverRendered%22%3Atrue%7D%2C%22apiRequests%22%3A%7B%22pendingRequestCount%22%3A0%2C%22succeededRequestCount%22%3A4%2C%22failedRequestCount%22%3A0%2C%22requestCounters%22%3A%7B%22GET_FIELDS_PENDING%22%3A0%2C%22GET_ENTITY_PENDING%22%3A0%2C%22GET_FIELDS_SUCCESS%22%3A1%2C%22GET_ENTITY_SUCCESS%22%3A1%2C%22GET_SIMILAR_QUESTIONS_PENDING%22%3A0%2C%22GET_OTHER_QUESTIONS_PENDING%22%3A0%2C%22GET_OTHER_QUESTIONS_SUCCESS%22%3A1%2C%22GET_SIMILAR_QUESTIONS_SUCCESS%22%3A1%7D%7D%2C%22currentUserMeta%22%3A%7B%22id%22%3A0%2C%22isGuest%22%3Atrue%2C%22isReceivingEmails%22%3Anull%2C%22email%22%3A%22%22%2C%22authMethod%22%3Anull%2C%22approvalTicket%22%3Anull%2C%22fees%22%3Anull%2C%22disputesAmount%22%3Anull%2C%22earningsStats%22%3A%7B%22questions%22%3A%7B%22totalPurchases%22%3A0%2C%22totalIncome%22%3A0%7D%2C%22tut.

Building Extraordinary Trust Into Your Everyday Life

jtperez1973

This document summarizes a presentation given by John T. Perez on building trust. Perez discusses what trust is, why it is important, and how to build extraordinary trust. He argues that trust is built over time through competence, reliability, consistency, and honesty. Perez provides a framework for building trust that involves knowing your strengths and values, acting authentically through practice, instilling structure, and watching for signs of broken trust. The presentation aims to provide guidance for leaders to develop trust, which is important for decision making, cooperation, and creating a sense of community.

Leadership

Yagnesh sondarva

This document discusses various theories and concepts related to leadership. It begins by defining a leader and leadership, and distinguishing between leaders and managers. It then covers historically important early studies on leadership from Ohio State, Michigan, and Iowa. The document outlines several traditional theories of leadership including great man theory, trait theory, and contingency theory. It also summarizes modern theories like transformational, transactional, and authentic leadership. Finally, it discusses different leadership styles, substitutes for leadership, and approaches to developing effective leaders.

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1. Why do you agree or disagree agree with the Trait theory of leade.docx

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