10.2478/arhss-2018-0005 Applied Research in Health and Social Sciences, Vol. 15, No. 1, 2018
43
LEADERSHIP VALUES AND VALUES BASED LEADERSHIP:
WHAT IS THE MAIN FOCUS?
ŽYDŽIŪNAITĖ Vilma
St. Ignatius of Loyola College, Kaunas, Lithuania
Abstract
The article is based on descriptive theoretical research and focused on two notions such as ‘leadership
values’ and ‘values based leadership’. These two concepts are not compared, but every of them is
described separately by highlighting general characteristics and showing their broad complexity. Both
notions are not related to ethics and / or morality, as the aim the literature review was to provide
insights on leadership values and values based leadership. The research question was the following:
What aspects include two concepts such as ‘leadership values’ and ‘values based leadership’? Fourteen
leadership values are provided and in the summary the three unifying aspects are presented and
discussed – personality, interaction(s) and relationship(s), and action(s) / work. The common and
flexible leadership values are presented. Values based leadership is discussed generally and four
principles of this leadership are distinguished – self-reflection, balance, true self-confidence, and
genuine humility. Also positive and limiting values based leadership shortly is discussed. The
conclusion is focused on the idea that the leader needs to regain and maintain trust. Positive values
based leadership goes beyond leveraging strengths and making meaning. Values based leaders who
engage their employees and help them flourish in life. And for their organisations they boost
productivity, creativity and financial returns. Leading and evaluating success based on values is the
best way to build a high-performance culture in organisation.
Keywords: Core leadership values; Flexible leadership values; Limiting leadership values; Positive
leadership values; Values based leader; Values based leadership.
Background
‘Leadership chaos’ might be used to describe the political, social, economic, religious, and
environmental conditions for much of the first decade of the 21st Century. The difficulties faced
in all of these various domains are so drastic that it is difficult to refrain from being sarcastic
about the effectiveness and utility of what is referred to as “leadership development.” In the
continuing, increasingly complex, and changing challenges, many of which have potentially
disastrous implications, the need for effective leadership is greater now than perhaps at any
10.2478/arhss-2018-0005 Applied Research in Health and Social Sciences, Vol. 15, No. 1, 2018
44
time in recorded history. And at the same time, what is being called for in terms of leadership
sounds as confusing as the issues and conditions facing us. We often hear of the need for strong
leaders, results driven leaders, servant leaders, charismatic leaders, heroic le ...
3In the previous chapter, we reviewed how theorists’ view .docxtamicawaysmith
3
In the previous chapter, we reviewed how theorists’ view of lead-ership has changed, from the belief that leaders are simply born
to the idea that the best way to learn about leadership is to study
the behaviors or practices of people who are viewed as leaders. The-
orizing has evolved even further into an understanding of leader-
ship as a complex process. Indeed, leadership is a transforming
process that raises all participants to levels at which they can
become effective leaders.
Leadership may best be understood as philosophy. At its core,
understanding philosophy means understanding values. “Affect,
motives, attitudes, beliefs, values, ethics, morals, will, commitment,
preferences, norms, expectations, responsibilities—such are the con-
cerns of leadership philosophy proper. Their study is paramount
because the very nature of leadership is that of practical philosophy,
philosophy-in-action” (Hodgkinson, 1983, p. 202). When we exam-
ine historical leaders, we often are analyzing the values and ethics
that characterized their leadership. It is critical that we each
develop our own personal philosophy—one we hope will include
the elements of the model presented in this chapter.
Chapter Overview
This chapter presents a relational model of leadership to consider
in building your own personal philosophy. Each of the elements of
The Relational Leadership Model
73
c03.qxd 10/30/06 10:07 AM Page 73
74 EXPLORING LEADERSHIP
the model is presented in detail to give you more information about
each component.
Relational Leadership
Leadership has to do with relationships, the role of which cannot
be overstated. Leadership is inherently a relational, communal
process. “Leadership is always dependent on the context, but the
context is established by the relationships we value” (Wheatley,
1992, p. 144). Although a person could exert leadership of ideas
through persuasive writings or making speeches, most leadership
happens in an interactive context between individuals and among
group members. We emphasize once again: we view leadership as a
relational and ethical process of people together attempting to accomplish
positive change.
Chapter Two presented an overview of how leadership theories
and models have changed over time. These changing frameworks
are reflected in the descriptive terms that have been affixed to the
word leadership. Examples of these leadership theories and concepts
include situational, transforming, servant-leadership, authentic lead-
ership, and principle-centered leadership. We have used the term
relational leadership as a reminder that relationships are the focal
point of the leadership process.
Relational leadership involves a focus on five primary compo-
nents. This approach to leadership is purposeful and builds com-
mitment toward positive purposes that are inclusive of people and
diverse points of view, empowers those involved, is ethical, and rec-
ognizes that all four of these elements are accomplished by ...
Running head LEADERSHIP THEORIES AND STYLES .docxwlynn1
Running head: LEADERSHIP THEORIES AND STYLES 1
LEADERSHIP THEORIES AND STYLES 2
Leadership Theories and Styles
Anniesha Overton
Strayer University
Dr. Kristie Roberts-Lewis
Introduction
Leaders need to understand essential elements that define a greater understanding of important processes that determine positive development. Leaders have complex roles which they are expected to accomplish regardless of the underlying challenges. An effective leader is not all about having the best leadership qualities, but it involves having an equal engagement on the underlying traits and individual behavior to understand that successful development is based on strong commitment across all aspects of personal well-being. Therefore, good leaders can adequately assess the needs of their followers and make strategic decisions that have a positive influence on the decisions that are made. Thus, successful leadership encompasses different concepts, which include leadership style qualities of the followers and the current situation. The diversity of a given leadership approach integrates essential concepts that are essential in improving the underlying level of commitment. Comment by Kristie Roberts-Lewis: Why specifically? Comment by Kristie Roberts-Lewis: Good introduction
Public and Behavioral Leadership Theories
Public leadership focuses on developing a greater need to evaluate different elements that define a highly effective leadership under which it is possible to make better decisions that can ensure the development of important concepts which represent a greater organization development. The leadership theories that define public leaders include trait and behavioral approaches. These theories provide an understanding of important elements which define a greater understanding of important factors that determine a highly successful engagement (Giltinane, 2013). Trait theory highlight that people are born with inherited traits thus some of the characteristics are adequately suited to leadership. Behavioral leadership theory assumes that leaders are made thus anyone can learn to be a leader. Leadership integrates essential elements which help define a greater emphasis on critical factors that determine better and positive direction. Therefore, public leaders provide focus on these theories in making their determination regarding the influence they have within their respective organizational development (Sajjadi, Karimkhani, & Mehrpour, 2014). Comment by Kristie Roberts-Lewis: Citation
Leadership style focuses on specific elements which define a greater understanding of particular features which are integrated within an organizational context where it is possible to make greater elements that illustrate specific concepts that define positive organization development. The critical leadership styl.
3In the previous chapter, we reviewed how theorists’ view .docxtamicawaysmith
3
In the previous chapter, we reviewed how theorists’ view of lead-ership has changed, from the belief that leaders are simply born
to the idea that the best way to learn about leadership is to study
the behaviors or practices of people who are viewed as leaders. The-
orizing has evolved even further into an understanding of leader-
ship as a complex process. Indeed, leadership is a transforming
process that raises all participants to levels at which they can
become effective leaders.
Leadership may best be understood as philosophy. At its core,
understanding philosophy means understanding values. “Affect,
motives, attitudes, beliefs, values, ethics, morals, will, commitment,
preferences, norms, expectations, responsibilities—such are the con-
cerns of leadership philosophy proper. Their study is paramount
because the very nature of leadership is that of practical philosophy,
philosophy-in-action” (Hodgkinson, 1983, p. 202). When we exam-
ine historical leaders, we often are analyzing the values and ethics
that characterized their leadership. It is critical that we each
develop our own personal philosophy—one we hope will include
the elements of the model presented in this chapter.
Chapter Overview
This chapter presents a relational model of leadership to consider
in building your own personal philosophy. Each of the elements of
The Relational Leadership Model
73
c03.qxd 10/30/06 10:07 AM Page 73
74 EXPLORING LEADERSHIP
the model is presented in detail to give you more information about
each component.
Relational Leadership
Leadership has to do with relationships, the role of which cannot
be overstated. Leadership is inherently a relational, communal
process. “Leadership is always dependent on the context, but the
context is established by the relationships we value” (Wheatley,
1992, p. 144). Although a person could exert leadership of ideas
through persuasive writings or making speeches, most leadership
happens in an interactive context between individuals and among
group members. We emphasize once again: we view leadership as a
relational and ethical process of people together attempting to accomplish
positive change.
Chapter Two presented an overview of how leadership theories
and models have changed over time. These changing frameworks
are reflected in the descriptive terms that have been affixed to the
word leadership. Examples of these leadership theories and concepts
include situational, transforming, servant-leadership, authentic lead-
ership, and principle-centered leadership. We have used the term
relational leadership as a reminder that relationships are the focal
point of the leadership process.
Relational leadership involves a focus on five primary compo-
nents. This approach to leadership is purposeful and builds com-
mitment toward positive purposes that are inclusive of people and
diverse points of view, empowers those involved, is ethical, and rec-
ognizes that all four of these elements are accomplished by ...
Running head LEADERSHIP THEORIES AND STYLES .docxwlynn1
Running head: LEADERSHIP THEORIES AND STYLES 1
LEADERSHIP THEORIES AND STYLES 2
Leadership Theories and Styles
Anniesha Overton
Strayer University
Dr. Kristie Roberts-Lewis
Introduction
Leaders need to understand essential elements that define a greater understanding of important processes that determine positive development. Leaders have complex roles which they are expected to accomplish regardless of the underlying challenges. An effective leader is not all about having the best leadership qualities, but it involves having an equal engagement on the underlying traits and individual behavior to understand that successful development is based on strong commitment across all aspects of personal well-being. Therefore, good leaders can adequately assess the needs of their followers and make strategic decisions that have a positive influence on the decisions that are made. Thus, successful leadership encompasses different concepts, which include leadership style qualities of the followers and the current situation. The diversity of a given leadership approach integrates essential concepts that are essential in improving the underlying level of commitment. Comment by Kristie Roberts-Lewis: Why specifically? Comment by Kristie Roberts-Lewis: Good introduction
Public and Behavioral Leadership Theories
Public leadership focuses on developing a greater need to evaluate different elements that define a highly effective leadership under which it is possible to make better decisions that can ensure the development of important concepts which represent a greater organization development. The leadership theories that define public leaders include trait and behavioral approaches. These theories provide an understanding of important elements which define a greater understanding of important factors that determine a highly successful engagement (Giltinane, 2013). Trait theory highlight that people are born with inherited traits thus some of the characteristics are adequately suited to leadership. Behavioral leadership theory assumes that leaders are made thus anyone can learn to be a leader. Leadership integrates essential elements which help define a greater emphasis on critical factors that determine better and positive direction. Therefore, public leaders provide focus on these theories in making their determination regarding the influence they have within their respective organizational development (Sajjadi, Karimkhani, & Mehrpour, 2014). Comment by Kristie Roberts-Lewis: Citation
Leadership style focuses on specific elements which define a greater understanding of particular features which are integrated within an organizational context where it is possible to make greater elements that illustrate specific concepts that define positive organization development. The critical leadership styl.
Trust in Leadership : An Evidence Based Approach slideshare.pptxebbnflow
What are the underlying reasons that leaders are able to lead their people during times of uncertainty and change?
This session explores the evidence behind how leaders were able to garner a sense of trust from their people.
Post #1Practical ApproachAuthentic leadership is both a practi.docxharrisonhoward80223
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.
Comprehensıve Evaluatıon of The Impact of Female Managers On Followers Under ...AJHSSR Journal
ABSTRACT: Leadership, which is a widely researched topic and plays an important role in different
disciplines, is discussed in a broad scope ranging from social organizations, education, politics, to philosophy.
Technological, cultural and socio-economic developments have transformed the leadership paradigm and the
expectations of the followers. To adapt to these transformations and achieve positive outcomes in organizations,
a new perspective such as authentic leadership is needed. Authentic leadership means that the leader acts in
harmony with himself and others, stays loyal to his values and builds trust with his followers. Authentic
leadership also emphasizes that the leader needs to constantly improve himself, be original and creative, share
his vision and adhere to ethical values. In this study, many academic studies were examined in order to
comprehensively evaluate the impact of women managers on the followers under the authentic leadership
paradigm. Based on the post-modern leadership theory, it is aimed to comprehensively evaluate the four
dimensions of authentic leadership basic components of women managers, which are self-awareness, balanced
and unbiased processing of information, internalized moral perspective and relational transparency, and their
impact on the followers. Considering the relationship between women managers and their relational
1. Traditional Approaches to Leaders’ Impact on OrganizationsSTatianaMajor22
1. Traditional Approaches to Leaders’ Impact on Organizations
Scores of research studies are built on the assumption that effective leadership is a key component essential for organizational success. From the battlefield to the boardroom, we are told, wins and losses are determined by decisions and behaviors of those who lead. The plethora of leadership-training programs may be an indicator that many perceive (or even assume) that there is a direct relationship between leaders and organization performance. In The Leadership Gap: Building Capacity for Competitive Advantage, Weiss and Molinaro (2005) established their premise by stating “leadership has become the primary source of competitive advantage in organizations around the world” (p. 4). These authors used case-study methods to reinforce the ideas that organizations’ lack of leadership capacity can be addressed through leadership development.
But both in research and organizations, there are those who challenge the “effective leadership = enhanced performance” supposition (Dihn, Lord, Gardner, Meuser, Liden, & Hu, 2014; Storey, 2010).
LePine, Zhang, Crawford, and Rich (2016) conducted a three-part study to test relationships among charismatic leadership, stress, and performance. Subjects were members of the United States Marine Corps. Findings suggested that charismatic leader behavior negated the negative effects of stressors on performance according to assessments by the leaders or their supervisors. And these authors found that high-level stressors were more positively viewed when charismatic leader behaviors were exhibited. However, the researchers discovered that charismatic leader behavior did not influence how Marines perceived stressors. An underlying assumption in LePine, Zhang, Crawford, and Rich’s (2016) research was that leaders do affect performance. The results, while not conclusive enough to reject the assumption, did open avenues for new dialogue and recommendations for further testing.
Dihn, Lord, Gardner, Meuser, Liden, and Hu (2014) suggested that the preponderance of research on leadership behaviors and traits may have led to assumptions about an overstated influence of the individual. In Module 1 we examined the evolution of leadership approaches from the early modern era to the postmodern era. We know that context—such as environment, capital, and goals—influences organizational design, structure, and management/leadership practices. We learned that a stable organization relies on controls to gain efficiency. Leader-centric thinking was readily accepted in the modern organization. And, research studies were designed around those assumptions, perhaps even reinforcing those assumptions.
More recently, organizations shifted structures, philosophies, and operating procedures to adapt to social, economic, political, and technological pressures. Even so, leadership researchers continued to outpace other scholars who investigated additional variables that might impact org ...
1
Final Project: Leadership Assessment
Leadership Assessment
Valerie Carrington
Walden University
SOCW 6070: Supervision, Leadership, and Administration in Social Work Organizations
Dr. White
May 3, 2021
I completed four different leadership style assessments for the completion of my final project. Self-assessment is an integral part of learning what leadership skills you possess to be an influential leader in any organizational setting. The four tools used for self-assessment were: Conceptualizing leadership questionnaire, Leadership trait questionnaire, Leadership styles questionnaire, and task and relationship questionnaire. I also assigned the leadership style question to my former friend and colleague for needed input in assessing the types of leadership skills they believe I possess (Northouse, 2021).
Include actual results or summaries of the results you collected using these tools
The first assessment questionnaire I completed was conceptualizing leadership. The purpose is to pinpoint how I see myself in a leadership role and discover the awareness of different facets of how I theorize and the skills I've learned during this class ( Northouse, 2012).
This questionnaire consists of 24 questions range from 1 to 5. 1 is strongly disagreed, five being strongly agreed. Scoring is defined and viewed by ( trait emphasis) items 1,7,13 and19 my score 14 (ability emphasis), items 2,8,14, and 20 my score 14 (skill emphasis) 3,9,15 and 21 my score 17 ( behavioral emphasis) 4,10,16,and 22 score 18 (relationship emphasis) 5,11,17, and 23 score 15 (process emphasis) 6,12,18,and 24 score 19. According to the score, the higher the score in each category is how I interpret leadership in each domain. Based on my score, I highly value the process of leadership, and the low-end ability and traits are not as important for being a leader.
The following assessment was leadership traits using a 14 point questionnaire from 1 to 5, one strongly disagrees, and five strongly agree. This questionnaire aims to understand how I see myself and how others see me—the question assess my strengths and weakness as a leader. Other showed agreement scores are articulating, perceptive, self-confidence, persistence, determined, trustworthy, dependable, friendly, outgoing, conscientious, diligent, sensitive, and empathic. However, I rated myself a three for articulate and conscientious, one for perceptive, and four for self-confident, self-assured, persistent after seeing how others interpret my leadership skill. I'm capable of leading others with confidence and assurance that my knowledge and abilities I've gained during this class have always been part of my character; they just need to be defined.
The following assessment was the task and relationship questionnaire. After completing the twenty-question assessment, which accesses tasks and relationships, the task score is collected by adding all the odd numbers. The conne ...
Building Leaders for Corporate Social Responsibility (CSR): A Case Studypaperpublications3
Abstract: According to UN, Corporate Social Responsibility (CSR) is a management concept whereby companies integrate social and environmental concerns in their business operations and interactions with their stakeholders. CSR is an approach which helps a company to achieve a balance of economic, environmental and social constraints popularly known as “Triple-Bottom-Line- Approach”, by addressing the expectation of shareholders and stakeholders at the same time. The HR Manager is responsible to a wide ranging group of employees, communities, and investors. With the impact of information technology and globalization there has been a change in nature of these affairs which is affecting corporate performance. As Hilton and Gibbon (2002) said that Corporate Social Responsibility requires Corporate Social Leadership. This concept has achieved greater consequence due to its importance for growth of the society and its people in particular. This article aims at studying the role of Leadership for CSR, the Leadership practices for CSR Leaders and to study the implication required in converting managers to CSR Leaders. The study is poised basically from journals, conference proceedings, business article etc. The aim of article is to emphasize the importance of CSR leaders towards the progress of the society and for a better planet.
Keywords: Corporate Social Responsibility, Economics and Managing Business, Leadership.
Title: Building Leaders for Corporate Social Responsibility (CSR): A Case Study
Author: Dr. Kishore Kumar Das, Sasmita Sahoo
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
research paperrequirement.docx1. Proposal 150 words – a p.docxronak56
research paper/requirement.docx
1. Proposal : 150 words – a page
………………..
2. Research paper
I want you to write a paper on a leadership concept/theory that we will discuss throughout this course. This paper should be in the form of a literature review. For example, you may decide to write a paper on the effectiveness of transformational leadership in the healthcare setting. Or another example is a paper on the determinants of job satisfaction among millennials. Of course, you may not use either of the examples as your paper topic, but be creative in coming up with a paper topic for your research paper. It should be something that is timely and interesting to read. It should also be something that you are able to find literature on, particularly academic literature. I want to see at least 15 different sources (peer reviewed scholarly articles (10), magazine articles, newspaper columns, books, stories, etc (5)). This paper should be no more than 15 pages (no less than 10 pages) and should be double-spaced, using 12 pt Times New Roman font and 1 inch margins on all sides.
Here is a sample of what the paper should look like:
1. Introduction – Brief explanation of the concept/theory and the purpose of the paper.
2. Literature review – Discussion of what other researchers have found regarding your paper topic.
3. Conclusion – What you learned from conducting research on this concept/theory.
………………
3. Power Point
Students are expected to prepare a formal digital presentation with no more than 5 slides (cover slide, introduction and purpose of study, literature review – 2 slides, conclusion).
research paper/SL.docx
Servant Leadership in Ppractical Iindustries and Ccultural Pperspectives: Literature Review
I. Introduction
The important role of leadership is considering as a keyword to create success in the organization. The function of leadership is as vital as the role of management and they support together to increase the effectiveness of the organization, especially in fluctuation of the economic era in recently. Servant leadership is one leadership style based on ethical, pro-social or people-centered behaviors (van Dierendonck, 2011; Chiniara & Bentein, 2015). According to Spears, there are four elements of insights on leadership, which are service, stewardship, spirit, and servant-leadership (1998). TIn this literature review focuses on servant-leadership as it is a core factor to create leadership and affects other factors in the practice nowadays.
Moreover, servant-leadership is an interesting topic to investigating a variety of parts of society. However, the link between servant-leadership and other factors is limited and how servant leadership appears in practice in different countries is questionable. According to Liden et al. agreed that majority of studies about servant leadership are limited to gain across different types of organizations and cultures (2008).
The objective of the literature review indicates there is a re ...
11Getting Started with PhoneGapWHAT’S IN THIS CHAPTERSantosConleyha
11
Getting Started with PhoneGap
WHAT’S IN THIS CHAPTER?
! History of PhoneGap
! Di! erences between HTML5 and PhoneGap
! Getting a development environment set up
! Implementing the Derby App
PhoneGap is an open source set of tools created by Nitobi
Solution
s (now part of Adobe)
that enables you to create mobile applications for multiple devices by utilizing the same code.
PhoneGap is a hybrid mobile application framework that allows the use of HTML, CSS,
and JavaScript to write applications that are based on the open standards of the web. These
applications also have access to the native functionality of the device. PhoneGap has been
downloaded more than 600,000 times, and more than 1,000 apps built with PhoneGap are
available in the respective app stores, which makes PhoneGap a viable solution for creating
cross-platform mobile apps.
HISTORY OF PHONEGAP
PhoneGap was started at the San Francisco iPhone Dev Camp in August 2008. iOS was shaping
up to become a popular mobile platform, but the learning curve for Objective-C was more work
than many developers wanted to take on. PhoneGap originally started as a headless browser
implementation for the iPhone. Because of the popularity of HTML/CSS/JavaScript, it was a
goal that this project use technologies with which many developers where already familiar.
Based on the growing popularity of the framework, in October 2008 Nitobi added support
for Android and BlackBerry. PhoneGap was awarded the People’s Choice award at the Web2.0
Expo Launch Pad in 2009, which was the start of developers recognizing PhoneGap as a
valuable mobile development tool. PhoneGap version 0.7.2 was released in April 2009, and
was the fi rst version for which the Android and iPhone APIs were equivalent.
c11.indd 309c11.indd 309 28/07/12 6:08 PM28/07/12 6:08 PM
310 " CHAPTER 11 GETTING STARTED WITH PHONEGAP
In September 2009 Apple approved the use of the PhoneGap platform to build apps for the iPhone
store. Apple required that all PhoneGap apps be built using at least version 0.8.0 of the PhoneGap
software. In July 2011, PhoneGap released version 1.0.0.
WHY USE PHONEGAP?
PhoneGap enables you to leverage your current HTML, CSS, and JavaScript skill sets to create a mobile
application. This can greatly speed up development time. When you develop for multiple platforms
using PhoneGap, you can reuse the majority of the code you have written for the mobile project, further
reducing development costs. It isn’t necessary to learn Java, C#, and Objective-C to create an applica-
tion with PhoneGap that can target iPhone, Android, BlackBerry, and Windows Phone 7.
If you fi nd native functionality missing from PhoneGap, you can extend the functionality of the
PhoneGap platform using native code. With the PhoneGap add-in structure, you can create an add-in
using the native language of the device and a JavaScript API that will call the native plug-in you
created. Cross-platfo ...
11Proposal Part One - Part 1 Influence of Internet on TourismSantosConleyha
11
Proposal Part One - Part 1: Influence of Internet on Tourism Industry
Research Proposal: Influence of Internet on Tourism Industry
Introduction
The tourism industry has been among the best-valued sectors within the nation to generate massive revenue for the government. Besides, the industry is considered among the earliest since it started several decades ago. For an extended period, the industry uses Integrated Marketing Communications to promote their various products and services to the entire world. The introduction of technology in the industry leads to improvements in the sectors. Most individuals without extensive information on the tourism industry can access the data in their comfort zones. It implies that IT and internet technology play a significant role in ensuring effective strategy due to its existence globally.
Most European countries have tried to promote and implement internet technology in ensuring satisfactory delivery of products and services (Kayumovich, 2020). Since it has a custom within the tourism and hotel industry to provide intangible products and services, including but not limited to services alongside comfort, the internet has been an effective method of delivering its messages to the targeted customers. Also, through internet technology, the industry has achieved more customers in the global market, including the European market. The promotion of branding within the European tourism industry has been effective due to the introduction and implementation of internet technology. Thus, the internet is believed to significantly influence the tourism industry in various sectors, including but limited to infrastructure, travel, alongside the marketing sector. Before introducing the internet alongside the IT, travelling of customers was dangerous and unpleasant since travellers had constraint understanding of locations they were visiting.
As a result, the existing vacationers of time had limited knowledge of the cultures and terrain alongside the climate change and patterns necessary to stimulate the travelling issues. Therefore, tourism sectors, including but not limited to tour companies, travel agencies and other like hotels, had developed strategies necessary to promote booking and reservation processes (David-Negre et al. 2018). However, several decades ago, popular sites were visited by tourists. It implies that the tourism sectors within the local or remote area faced challenges of securing sufficient clients as people were could not define the destination. Also, shortage of information on a particular region leads to reduced travelling by visitors. The research involved the utilization of relevant literature review on the subject matter to provide factual information. Therefore, the report offers adequate information on the influence of the internet on the tourism industry. This research would give me the stage to show my finding and view and also propose how the internet can be leveraged to an extend i ...
11Social Inclusion of Deaf with Hearing CongreSantosConleyha
11
Social Inclusion of Deaf with Hearing Congregants within a Ministerial Setting Comment by Stumme, Clifford James (College Applied Studies & Acad Succ): As you review this sample student paper, please keep in mind that there are some flaws in this paper (as with any piece of writing). However, it is one of the best INDS 400 research proposals received to date, so it is an excellent reference point.
Sample Student Comment by Stumme, Clifford James (College Applied Studies & Acad Succ) [2]: Also, remember that what you are looking at is an example of the overall research proposal, not just the literature review. If you are working on your literature review, refer to the portion marked “literature review” and remember that within that literature review portion, there is a unique introduction, body paragraphs, and conclusion. The first paragraph is the introduction for the proposal as a whole, which is different from the kind of introduction you should write for the literature review itself. Also remember that while this research proposal has an abstract, you do not need one for the literature review.
Liberty University
INDS 400: Knowledge Synthesis for Professional and Personal Development
January 3, 2020
Abstract Comment by Stumme, Clifford James (College Applied Studies & Acad Succ) [2]: Notice how the abstract gives a brief overview of the elements of the research proposal without arguing or getting ahead of itself by predicting results.
Culture can influence how people interact and the level of inclusion of different cultures in a particular setting.While numerous studies have been conducted examining deaf studies and deaf culture, there is a curious lack of research that has specifically considered the level of inclusion of deaf people in evangelical hearing churches. This research proposal includes an interdisciplinary including a literature review that examines a handful of studies on interactions among deaf and hearing populations to consider challenges of hearing and deaf integration. Examining these diverse perspectives, including Catholic ministry, disability ministry and deaf culture, provides a fresh interdisciplinary perspective to approach the challenges of deaf inclusion in ministerial settings. It was found through this literature review that a gap in scholarly research exists in this area. As further research would be necessary to address this gap, the goal of this research proposal is to conduct a qualitative study for further research by petitioning deaf perspective through online interviews utilizing the social media platform of Facebook. Although a low budget would be necessary, the implications of this research would provide a platform to open community conversation to address challenges and provide ideas on integration of deaf and hearing congregants in evangelical hearing churches. Examining deaf perspectives may provide additional information for fellowship, growth and exposure to the Gospel for deaf congr ...
Trust in Leadership : An Evidence Based Approach slideshare.pptxebbnflow
What are the underlying reasons that leaders are able to lead their people during times of uncertainty and change?
This session explores the evidence behind how leaders were able to garner a sense of trust from their people.
Post #1Practical ApproachAuthentic leadership is both a practi.docxharrisonhoward80223
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.
Comprehensıve Evaluatıon of The Impact of Female Managers On Followers Under ...AJHSSR Journal
ABSTRACT: Leadership, which is a widely researched topic and plays an important role in different
disciplines, is discussed in a broad scope ranging from social organizations, education, politics, to philosophy.
Technological, cultural and socio-economic developments have transformed the leadership paradigm and the
expectations of the followers. To adapt to these transformations and achieve positive outcomes in organizations,
a new perspective such as authentic leadership is needed. Authentic leadership means that the leader acts in
harmony with himself and others, stays loyal to his values and builds trust with his followers. Authentic
leadership also emphasizes that the leader needs to constantly improve himself, be original and creative, share
his vision and adhere to ethical values. In this study, many academic studies were examined in order to
comprehensively evaluate the impact of women managers on the followers under the authentic leadership
paradigm. Based on the post-modern leadership theory, it is aimed to comprehensively evaluate the four
dimensions of authentic leadership basic components of women managers, which are self-awareness, balanced
and unbiased processing of information, internalized moral perspective and relational transparency, and their
impact on the followers. Considering the relationship between women managers and their relational
1. Traditional Approaches to Leaders’ Impact on OrganizationsSTatianaMajor22
1. Traditional Approaches to Leaders’ Impact on Organizations
Scores of research studies are built on the assumption that effective leadership is a key component essential for organizational success. From the battlefield to the boardroom, we are told, wins and losses are determined by decisions and behaviors of those who lead. The plethora of leadership-training programs may be an indicator that many perceive (or even assume) that there is a direct relationship between leaders and organization performance. In The Leadership Gap: Building Capacity for Competitive Advantage, Weiss and Molinaro (2005) established their premise by stating “leadership has become the primary source of competitive advantage in organizations around the world” (p. 4). These authors used case-study methods to reinforce the ideas that organizations’ lack of leadership capacity can be addressed through leadership development.
But both in research and organizations, there are those who challenge the “effective leadership = enhanced performance” supposition (Dihn, Lord, Gardner, Meuser, Liden, & Hu, 2014; Storey, 2010).
LePine, Zhang, Crawford, and Rich (2016) conducted a three-part study to test relationships among charismatic leadership, stress, and performance. Subjects were members of the United States Marine Corps. Findings suggested that charismatic leader behavior negated the negative effects of stressors on performance according to assessments by the leaders or their supervisors. And these authors found that high-level stressors were more positively viewed when charismatic leader behaviors were exhibited. However, the researchers discovered that charismatic leader behavior did not influence how Marines perceived stressors. An underlying assumption in LePine, Zhang, Crawford, and Rich’s (2016) research was that leaders do affect performance. The results, while not conclusive enough to reject the assumption, did open avenues for new dialogue and recommendations for further testing.
Dihn, Lord, Gardner, Meuser, Liden, and Hu (2014) suggested that the preponderance of research on leadership behaviors and traits may have led to assumptions about an overstated influence of the individual. In Module 1 we examined the evolution of leadership approaches from the early modern era to the postmodern era. We know that context—such as environment, capital, and goals—influences organizational design, structure, and management/leadership practices. We learned that a stable organization relies on controls to gain efficiency. Leader-centric thinking was readily accepted in the modern organization. And, research studies were designed around those assumptions, perhaps even reinforcing those assumptions.
More recently, organizations shifted structures, philosophies, and operating procedures to adapt to social, economic, political, and technological pressures. Even so, leadership researchers continued to outpace other scholars who investigated additional variables that might impact org ...
1
Final Project: Leadership Assessment
Leadership Assessment
Valerie Carrington
Walden University
SOCW 6070: Supervision, Leadership, and Administration in Social Work Organizations
Dr. White
May 3, 2021
I completed four different leadership style assessments for the completion of my final project. Self-assessment is an integral part of learning what leadership skills you possess to be an influential leader in any organizational setting. The four tools used for self-assessment were: Conceptualizing leadership questionnaire, Leadership trait questionnaire, Leadership styles questionnaire, and task and relationship questionnaire. I also assigned the leadership style question to my former friend and colleague for needed input in assessing the types of leadership skills they believe I possess (Northouse, 2021).
Include actual results or summaries of the results you collected using these tools
The first assessment questionnaire I completed was conceptualizing leadership. The purpose is to pinpoint how I see myself in a leadership role and discover the awareness of different facets of how I theorize and the skills I've learned during this class ( Northouse, 2012).
This questionnaire consists of 24 questions range from 1 to 5. 1 is strongly disagreed, five being strongly agreed. Scoring is defined and viewed by ( trait emphasis) items 1,7,13 and19 my score 14 (ability emphasis), items 2,8,14, and 20 my score 14 (skill emphasis) 3,9,15 and 21 my score 17 ( behavioral emphasis) 4,10,16,and 22 score 18 (relationship emphasis) 5,11,17, and 23 score 15 (process emphasis) 6,12,18,and 24 score 19. According to the score, the higher the score in each category is how I interpret leadership in each domain. Based on my score, I highly value the process of leadership, and the low-end ability and traits are not as important for being a leader.
The following assessment was leadership traits using a 14 point questionnaire from 1 to 5, one strongly disagrees, and five strongly agree. This questionnaire aims to understand how I see myself and how others see me—the question assess my strengths and weakness as a leader. Other showed agreement scores are articulating, perceptive, self-confidence, persistence, determined, trustworthy, dependable, friendly, outgoing, conscientious, diligent, sensitive, and empathic. However, I rated myself a three for articulate and conscientious, one for perceptive, and four for self-confident, self-assured, persistent after seeing how others interpret my leadership skill. I'm capable of leading others with confidence and assurance that my knowledge and abilities I've gained during this class have always been part of my character; they just need to be defined.
The following assessment was the task and relationship questionnaire. After completing the twenty-question assessment, which accesses tasks and relationships, the task score is collected by adding all the odd numbers. The conne ...
Building Leaders for Corporate Social Responsibility (CSR): A Case Studypaperpublications3
Abstract: According to UN, Corporate Social Responsibility (CSR) is a management concept whereby companies integrate social and environmental concerns in their business operations and interactions with their stakeholders. CSR is an approach which helps a company to achieve a balance of economic, environmental and social constraints popularly known as “Triple-Bottom-Line- Approach”, by addressing the expectation of shareholders and stakeholders at the same time. The HR Manager is responsible to a wide ranging group of employees, communities, and investors. With the impact of information technology and globalization there has been a change in nature of these affairs which is affecting corporate performance. As Hilton and Gibbon (2002) said that Corporate Social Responsibility requires Corporate Social Leadership. This concept has achieved greater consequence due to its importance for growth of the society and its people in particular. This article aims at studying the role of Leadership for CSR, the Leadership practices for CSR Leaders and to study the implication required in converting managers to CSR Leaders. The study is poised basically from journals, conference proceedings, business article etc. The aim of article is to emphasize the importance of CSR leaders towards the progress of the society and for a better planet.
Keywords: Corporate Social Responsibility, Economics and Managing Business, Leadership.
Title: Building Leaders for Corporate Social Responsibility (CSR): A Case Study
Author: Dr. Kishore Kumar Das, Sasmita Sahoo
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
research paperrequirement.docx1. Proposal 150 words – a p.docxronak56
research paper/requirement.docx
1. Proposal : 150 words – a page
………………..
2. Research paper
I want you to write a paper on a leadership concept/theory that we will discuss throughout this course. This paper should be in the form of a literature review. For example, you may decide to write a paper on the effectiveness of transformational leadership in the healthcare setting. Or another example is a paper on the determinants of job satisfaction among millennials. Of course, you may not use either of the examples as your paper topic, but be creative in coming up with a paper topic for your research paper. It should be something that is timely and interesting to read. It should also be something that you are able to find literature on, particularly academic literature. I want to see at least 15 different sources (peer reviewed scholarly articles (10), magazine articles, newspaper columns, books, stories, etc (5)). This paper should be no more than 15 pages (no less than 10 pages) and should be double-spaced, using 12 pt Times New Roman font and 1 inch margins on all sides.
Here is a sample of what the paper should look like:
1. Introduction – Brief explanation of the concept/theory and the purpose of the paper.
2. Literature review – Discussion of what other researchers have found regarding your paper topic.
3. Conclusion – What you learned from conducting research on this concept/theory.
………………
3. Power Point
Students are expected to prepare a formal digital presentation with no more than 5 slides (cover slide, introduction and purpose of study, literature review – 2 slides, conclusion).
research paper/SL.docx
Servant Leadership in Ppractical Iindustries and Ccultural Pperspectives: Literature Review
I. Introduction
The important role of leadership is considering as a keyword to create success in the organization. The function of leadership is as vital as the role of management and they support together to increase the effectiveness of the organization, especially in fluctuation of the economic era in recently. Servant leadership is one leadership style based on ethical, pro-social or people-centered behaviors (van Dierendonck, 2011; Chiniara & Bentein, 2015). According to Spears, there are four elements of insights on leadership, which are service, stewardship, spirit, and servant-leadership (1998). TIn this literature review focuses on servant-leadership as it is a core factor to create leadership and affects other factors in the practice nowadays.
Moreover, servant-leadership is an interesting topic to investigating a variety of parts of society. However, the link between servant-leadership and other factors is limited and how servant leadership appears in practice in different countries is questionable. According to Liden et al. agreed that majority of studies about servant leadership are limited to gain across different types of organizations and cultures (2008).
The objective of the literature review indicates there is a re ...
11Getting Started with PhoneGapWHAT’S IN THIS CHAPTERSantosConleyha
11
Getting Started with PhoneGap
WHAT’S IN THIS CHAPTER?
! History of PhoneGap
! Di! erences between HTML5 and PhoneGap
! Getting a development environment set up
! Implementing the Derby App
PhoneGap is an open source set of tools created by Nitobi
Solution
s (now part of Adobe)
that enables you to create mobile applications for multiple devices by utilizing the same code.
PhoneGap is a hybrid mobile application framework that allows the use of HTML, CSS,
and JavaScript to write applications that are based on the open standards of the web. These
applications also have access to the native functionality of the device. PhoneGap has been
downloaded more than 600,000 times, and more than 1,000 apps built with PhoneGap are
available in the respective app stores, which makes PhoneGap a viable solution for creating
cross-platform mobile apps.
HISTORY OF PHONEGAP
PhoneGap was started at the San Francisco iPhone Dev Camp in August 2008. iOS was shaping
up to become a popular mobile platform, but the learning curve for Objective-C was more work
than many developers wanted to take on. PhoneGap originally started as a headless browser
implementation for the iPhone. Because of the popularity of HTML/CSS/JavaScript, it was a
goal that this project use technologies with which many developers where already familiar.
Based on the growing popularity of the framework, in October 2008 Nitobi added support
for Android and BlackBerry. PhoneGap was awarded the People’s Choice award at the Web2.0
Expo Launch Pad in 2009, which was the start of developers recognizing PhoneGap as a
valuable mobile development tool. PhoneGap version 0.7.2 was released in April 2009, and
was the fi rst version for which the Android and iPhone APIs were equivalent.
c11.indd 309c11.indd 309 28/07/12 6:08 PM28/07/12 6:08 PM
310 " CHAPTER 11 GETTING STARTED WITH PHONEGAP
In September 2009 Apple approved the use of the PhoneGap platform to build apps for the iPhone
store. Apple required that all PhoneGap apps be built using at least version 0.8.0 of the PhoneGap
software. In July 2011, PhoneGap released version 1.0.0.
WHY USE PHONEGAP?
PhoneGap enables you to leverage your current HTML, CSS, and JavaScript skill sets to create a mobile
application. This can greatly speed up development time. When you develop for multiple platforms
using PhoneGap, you can reuse the majority of the code you have written for the mobile project, further
reducing development costs. It isn’t necessary to learn Java, C#, and Objective-C to create an applica-
tion with PhoneGap that can target iPhone, Android, BlackBerry, and Windows Phone 7.
If you fi nd native functionality missing from PhoneGap, you can extend the functionality of the
PhoneGap platform using native code. With the PhoneGap add-in structure, you can create an add-in
using the native language of the device and a JavaScript API that will call the native plug-in you
created. Cross-platfo ...
11Proposal Part One - Part 1 Influence of Internet on TourismSantosConleyha
11
Proposal Part One - Part 1: Influence of Internet on Tourism Industry
Research Proposal: Influence of Internet on Tourism Industry
Introduction
The tourism industry has been among the best-valued sectors within the nation to generate massive revenue for the government. Besides, the industry is considered among the earliest since it started several decades ago. For an extended period, the industry uses Integrated Marketing Communications to promote their various products and services to the entire world. The introduction of technology in the industry leads to improvements in the sectors. Most individuals without extensive information on the tourism industry can access the data in their comfort zones. It implies that IT and internet technology play a significant role in ensuring effective strategy due to its existence globally.
Most European countries have tried to promote and implement internet technology in ensuring satisfactory delivery of products and services (Kayumovich, 2020). Since it has a custom within the tourism and hotel industry to provide intangible products and services, including but not limited to services alongside comfort, the internet has been an effective method of delivering its messages to the targeted customers. Also, through internet technology, the industry has achieved more customers in the global market, including the European market. The promotion of branding within the European tourism industry has been effective due to the introduction and implementation of internet technology. Thus, the internet is believed to significantly influence the tourism industry in various sectors, including but limited to infrastructure, travel, alongside the marketing sector. Before introducing the internet alongside the IT, travelling of customers was dangerous and unpleasant since travellers had constraint understanding of locations they were visiting.
As a result, the existing vacationers of time had limited knowledge of the cultures and terrain alongside the climate change and patterns necessary to stimulate the travelling issues. Therefore, tourism sectors, including but not limited to tour companies, travel agencies and other like hotels, had developed strategies necessary to promote booking and reservation processes (David-Negre et al. 2018). However, several decades ago, popular sites were visited by tourists. It implies that the tourism sectors within the local or remote area faced challenges of securing sufficient clients as people were could not define the destination. Also, shortage of information on a particular region leads to reduced travelling by visitors. The research involved the utilization of relevant literature review on the subject matter to provide factual information. Therefore, the report offers adequate information on the influence of the internet on the tourism industry. This research would give me the stage to show my finding and view and also propose how the internet can be leveraged to an extend i ...
11Social Inclusion of Deaf with Hearing CongreSantosConleyha
11
Social Inclusion of Deaf with Hearing Congregants within a Ministerial Setting Comment by Stumme, Clifford James (College Applied Studies & Acad Succ): As you review this sample student paper, please keep in mind that there are some flaws in this paper (as with any piece of writing). However, it is one of the best INDS 400 research proposals received to date, so it is an excellent reference point.
Sample Student Comment by Stumme, Clifford James (College Applied Studies & Acad Succ) [2]: Also, remember that what you are looking at is an example of the overall research proposal, not just the literature review. If you are working on your literature review, refer to the portion marked “literature review” and remember that within that literature review portion, there is a unique introduction, body paragraphs, and conclusion. The first paragraph is the introduction for the proposal as a whole, which is different from the kind of introduction you should write for the literature review itself. Also remember that while this research proposal has an abstract, you do not need one for the literature review.
Liberty University
INDS 400: Knowledge Synthesis for Professional and Personal Development
January 3, 2020
Abstract Comment by Stumme, Clifford James (College Applied Studies & Acad Succ) [2]: Notice how the abstract gives a brief overview of the elements of the research proposal without arguing or getting ahead of itself by predicting results.
Culture can influence how people interact and the level of inclusion of different cultures in a particular setting.While numerous studies have been conducted examining deaf studies and deaf culture, there is a curious lack of research that has specifically considered the level of inclusion of deaf people in evangelical hearing churches. This research proposal includes an interdisciplinary including a literature review that examines a handful of studies on interactions among deaf and hearing populations to consider challenges of hearing and deaf integration. Examining these diverse perspectives, including Catholic ministry, disability ministry and deaf culture, provides a fresh interdisciplinary perspective to approach the challenges of deaf inclusion in ministerial settings. It was found through this literature review that a gap in scholarly research exists in this area. As further research would be necessary to address this gap, the goal of this research proposal is to conduct a qualitative study for further research by petitioning deaf perspective through online interviews utilizing the social media platform of Facebook. Although a low budget would be necessary, the implications of this research would provide a platform to open community conversation to address challenges and provide ideas on integration of deaf and hearing congregants in evangelical hearing churches. Examining deaf perspectives may provide additional information for fellowship, growth and exposure to the Gospel for deaf congr ...
11Mental Health Among College StudentsTomia WillinSantosConleyha
11
Mental Health Among College Students
Tomia Willingham
Sophia Learning
Eng 215
March 14, 2021
Introduction
Going to college can be demanding for many people. In addition to managing academic insistence, many students have to cope with their families' complex separation tasks. At the same time, some of them continue to deal with a lot of many family duties. Mental health experts and advocates contend that it is an epidemic that colleges need to investigate further. Depression, anxiety disorders are some of the significant mental health issues that affect college students. The effects of suicidal ideas on university students' academic achievement have not been explored, yet mental health conditions are associated with academic achievement (De Luca et al., 2016). A novel coronavirus has worsened the situation of mental health. Even before the onset of this virus, there was concern from mental health policymakers in America because of the rising mental health challenges. They claimed a need for additional aid for struggling university students and the capability for these institutions to provide it. Regrettably, many university students with mental health conditions do not seek and receive the necessary treatment. The primary reasons for not pursuing help include thinking that the challenge will get better with time, stigma from their peers and no time to seek the treatment because of a busy schedule (Corrigan et al. 2016). Without this treatment, college students experiencing medical conditions most of the time get lower grades, drop out of college, immerse themselves into substance abuse, or become unemployed. Because these mental health conditions are invisible, they can only be seen through academic performance or social behavior change. Should universities strike a balance between mental health conditions and academics? This review will conclude that the mental health condition of university students and scholars should be balanced. Comment by Dr. Helen Doss: You need to answer this question and present the answer as the thesis at the end of this paragraph. Comment by Dr. Helen Doss: This is not a review essay—it is an argumentative or persuasive essay. Comment by Dr. Helen Doss: What does this mean—should be balanced? By what? For what? And, by whom? Comment by Dr. Helen Doss: This paragraph is too long. See: https://www.umgc.edu/current-students/learning-resources/writing-center/writing-resources/parts-of-an-essay/paragraph-structure.cfm
Effects of not Balancing Mental Health and Academics
There are consequences of not balancing mental health and academics in higher learning institutions, mainly if they do not receive any treatment. For example, if depression goes untreated, it raises the chances of risky behavior like substance abuse. The condition affects how students sleep, eat, and it also affects how students think. Also, students cannot concentrate in class, and they cannot make rational decisions. By lack of concent ...
11From Introductions to ConclusionsDrafting an EssayIn this chapSantosConleyha
11From Introductions to ConclusionsDrafting an Essay
In this chapter, we describe strategies for crafting introductions that set up your argument. We then describe the characteristics of well-formulated paragraphs that will help you build your argument. Finally, we provide you with some strategies for writing conclusions that reinforce what is new about your argument, what is at stake, and what readers should do with the knowledge you convey
DRAFTING INTRODUCTIONS
The introduction is where you set up your argument. It’s where you identify a widely held assumption, challenge that assumption, and state your thesis. Writers use a number of strategies to set up their arguments. In this section we look at five of them:
· Moving from a general topic to a specific thesis (inverted-triangle introduction)
· Introducing the topic with a story (narrative introduction)
· Beginning with a question (interrogative introduction)
· Capturing readers’ attention with something unexpected (paradoxical introduction)
· Identifying a gap in knowledge (minding-the-gap introduction)
Remember that an introduction need not be limited to a single paragraph. It may take several paragraphs to effectively set up your argument.
Keep in mind that you have to make these strategies your own. That is, we can suggest models, but you must make them work for your own argument. You must imagine your readers and what will engage them. What tone do you want to take? Playful? Serious? Formal? Urgent? The attitude you want to convey will depend on your purpose, your argument, and the needs of your audience.◼ The Inverted-Triangle Introduction
An inverted-triangle introduction, like an upside-down triangle, is broad at the top and pointed at the base. It begins with a general statement of the topic and then narrows its focus, ending with the point of the paragraph (and the triangle), the writer’s thesis. We can see this strategy at work in the following introduction from a student’s essay. The student writer (1) begins with a broad description of the problem she will address, (2) then focuses on a set of widely held but troublesome assumptions, and (3) finally, presents her thesis in response to what she sees as a pervasive problem.
The paragraph reads, “In today’s world, many believe that education’s sole purpose is to communicate information for students to store and draw on as necessary. By storing this information, students hope to perform well on tests. Good test scores assure good grades. Good grades eventually lead to acceptances into good colleges, which ultimately guarantee good jobs. Many teachers and students, convinced that education exists as a tool to secure good jobs, rely on the banking system. In her essay “Teaching to Transgress,” bell hooks defines the banking system as an “approach to learning that is rooted in the notion that all students need to do is consume information fed to them by a professor and be able to memorize and store it” (185). Through the banking s ...
11Groupthink John SmithCampbellsville UnivSantosConleyha
1
1
Groupthink
John Smith
Campbellsville University
BA611 – Organizational Theory
Dr. Jane Corbett
January 17, 2021
Definition
Groupthink is a pattern of thought characterized by self-deception, forced manufacture of consent, and conformity to group values and ethics.
Summary
Valine (2018) discussed how powerful an effect groupthink can have on community and peers. It followed two case studies about JPMorgan Chase and Wells Fargo, which explains how many sources and credentials the author has used. The focus of the article is that circumstances have occurred inside these companies which were able to affect the entire economy as well. Groupthink is usually followed by irrational thinking and decision making which completely ignores alternatives and constantly goes for the primary decision. The large difference between group and groupthink is that the group consists of members of various backgrounds and experiences, while groupthink usually has members of similar ones. Further, there is no way for groupthink to recover from bad decisions mainly because all members have a similar understanding and point of the view towards a certain topic. The illusion of invulnerability is the main characteristic related to groupthink, where teammates ignore the danger, take extreme risks, and act highly optimistic.
Discussion
Groupthink is characterized by incorrect decisions that groups make mainly due to mental efficiency, reality testing, and moral judgment. Many conditions can cause groupthink to occur, and the most frequent ones are collective rationalization, belief in inherent morality, stereotyped views of out-groups, direct pressure on dissenters, and self-censorship.
The collective rationalization explains how different warnings are against the group thinking, so and where those opinions can create a misunderstanding. Belief in inherent morality points out that members ignore the ethical and moral consequences of decisions because they believe the correctness of their cause. The stereotyped views of out-groups are the characters to create a negative feeling about opposition outside the group environment. The direct pressure on dissenters is where team leaders discuss all members that have different opinions and philosophies than the group’s commitments and agreement. Lastly, the self-censorship is where teammates keep their thoughts and opinions without expressing them to others.
The case study about the London Whale explains how JPMC, one of the largest banks in the world, has lost 6.5 billion dollars due to bad and poor investment decisions. Everything occurred in April and May of 2012, where larger trading loss happened in Chase’s Investment Office throughout the London branch. The main transaction that affected Morgan Chase was credit default swaps (CDS) and it was shown that famous trader Bruno Iksil has gathered significant CDS position in the market at that time. Following this case, the internal control has risen o ...
11Sun Coast Remediation Research Objectives, Research QueSantosConleyha
11
Sun Coast Remediation: Research Objectives, Research Questions, and Hypotheses
4
Sun Coast Remediation
Unique R. Simpkins
Southern Columbia University
Course Name Here
Instructor Name
11-2-2021
Research Objectives, Research Questions, and Hypotheses
Based on the information amassed by the former health and safety director, the organization needs to pursue safety-related programs or initiatives to ensure employees' health. It is an appropriate approach to help the firm and the employees achieve goals and inhibit costs arising from injuries and illnesses while on duty. The completion of this task will provide managers with practicable insights on the approach to enhance safety and protect the firm from losses. This task accounts for the objectives, questions, and hypotheses of the research based on the provided statement of the problem.
RO1: Explore the correlation between the size of the Particulate Matter (PM) and the health of the employee.
RQ1: Is there a correlation between the size of the Particulate Matter (PM) and the health of the employee?
Ho1: There is no statistically significant evidence connecting the size of the Particulate Matter (PM) and the health of the employee.
Ha1: There is statistically significant evidence connecting the size of the Particulate Matter (PM) and the health of the employee.
RO2: Establish whether safety training is feasible in decreasing the lost-time hours.
RQ2: Is safety training feasible in decreasing the lost-time hours?
Ho2: There is no statistically significant evidence linking safety training and reduction in lost-time hours.
Ha2: There is statistically significant evidence linking safety training and reduction in lost-time hours.
RO3: Establish the effectiveness of predicting the decibels (dB) levels before the employee placement on determining the on-site risk.
RQ3: Is predicting the decibels (dB) levels before the employee placement on determining the on site risk effective?
Ho3: There is no statistically significant relationship between predicting the decibels (dB) levels before the employee placement and effective determination of the on-site risk.
Ha3: There is a statistically significant relationship between predicting the decibels (dB) levels before the employee placement and effective determination of the on-site risk.
RO4: Establish whether the revised training program is more practicable than the initially adopted initiative.
RQ4: Is the revised training program is more practicable than the previously adopted initiative?
Ho4: There is no statistically significant proof that the new training program is more feasible than the old program.
Ha4: There is statistically significant proof that the new training program is more feasible than the old program.
RO5: Determine the blood lead levels variation before and after exposure at the end of the remediation service.
RQ5: Do the blood lead levels before and after exposure at the end of the remediation service va ...
11Me Talk Pretty One Day # By David Sedaris From his bSantosConleyha
11
Me Talk Pretty One Day # By David Sedaris
From his book Me Talk Pretty One Day
At the age of forty-one, I am returning to school and have to think of myself as
what my French textbook calls Ba true debutant.D After paying my tuition, I was issued
a student ID, which allows me a discounted entry fee at movie theaters, puppet shows,
and Festyland, a far-flung amusement park that advertises with billboards picturing a
cartoon stegosaurus sitting in a canoe and eating what appears to be a ham sandwich.
IFve moved to Paris with hopes of learning the language. My school is an easy
ten-minute walk from my apartment, and on the first day of class I arrived early,
watching as the returning students greeted one another in the school lobby. Vacations
were recounted, and questions were raised concerning mutual friends with names like
Kang and Vlatnya. Regardless of their nationalities, everyone spoke what sounded to
me like excellent French. Some accents were better than others, but the students
exhibited an ease and confidence that I found intimidating. As an added discomfort,
they were all young, attractive, and well-dressed, causing me to feel not unlike Pa Kettle
trapped backstage after a fashion show.
The first day of class was nerve-racking because I knew IFd be expected to
perform. ThatFs the way they do it here # itFs everybody into the language pool, sink or
swim. The teacher marched in, deeply tanned from a recent vacation, and proceeded to
rattle off a series of administrative announcements. IFve spent quite a few summers in
Normandy, and I took a monthlong French class before leaving New York. IFm not
completely in the dark, yet I understood only half of what this woman was saying.
BIf you have not meimslsxp or lgpdmurct by this time, then you should not be in
this room. Has everyone apzkiubjxow? Everyone? Good, we shall begin.D She spread
out her lesson plan and sighed, saying, BAll right, then, who knows the alphabet?D
It was startling because (a) I hadnFt been asked that question in a while and (b) I
realized, while laughing, that I myself did not know the alphabet. TheyFre the same
letters, but in France theyFre pronounced differently. I know the shape of the alphabet
but had no idea what it actually sounded like.
BAhh.D The teacher went to the board and sketched the letter a. BDo we have
anyone in the room whose first name commences with an ahh?D
12
Two Polish Annas raised their hands, and the teachers instructed them to present
themselves by stating their names, nationalities, occupations, and a brief list of things
they liked and disliked in this world. The first Anna hailed from an industrial town
outside of Warsaw and had front teeth the size of tombstones. She worked as a
seamstress, enjoyed quiet times with friends, and hated the mosquito.
BOh, really,D the teacher said. BHow very interesting. I thought that everyone
loved the mosquito, but here, in front of all the world, you claim to ...
11Program analysis using different perspectivesSantosConleyha
11
Program analysis using different perspectives
Student's Name
Institution
Course
Professor
Date
TABLE OF CONTENTS
Introduction……………………………………………………………………………………
Program Description/ Analysis of a Classical Liberal perspective…………………………
Program Description/ Analysis of a Radical perspective……………………………………
Program Description/ Analysis of a Conservative perspective……………………………..
Program Description/ Analysis of a Mordern Liberal perspective...………………………
Comparisons of four perspectives……………………………………………………………
Assessment and modifications of the perspectives………………………………………….
Conclusion……………………………………………………………………………………..
Introduction
Program analysis using different perspectives
In a political economy, policies and programs are essential tools that assist in understanding the ongoing struggle for equality and social justice. Although both have an underlying difference, they serve an almost similar purpose. Essentially, understanding the goal of any program or policy can be achieved by analyzing the contending perspectives (Harvey, 2020). This involves the intentional bringing of different perspectives in contrast. They help examine core economic problems or concepts from an orthodox perspective, and others criticize it from a heterodox perspective. The perspectives are essential since both the heterodox and orthodox positions can be examined and reach a consensus.
In the United States, there has been a rise in spending on prescription drugs, which has led to the introduction of a Build Better Program. One proposal is driving down the cost of prescription drugs by allowing Medicare to negotiate with drugmakers over price; starting in 2025-ten drugs (plus insulin) would be on the table the first year, growing to 20 by 2028 (The White House, 2021). Although members of Congress have accepted the proposal, there is a need to analyze it using the different contending perspectives. This paper explores the proposal using the Classical Liberal, The radical, the Conservative Perspective, and the Modern Liberal Perspective. Individuals have the right to pursue their happiness, and proponents of the different political economy perspectives should work hand-in-hand to promote human development within society.
Analysis by Perspective
The Classical Liberal
The political philosophy and ideology belonging to liberalism emphasize securing citizens' freedom by limiting government power. Today, the proponents hold various thoughts and Perspectives, one being Neo-Austrian economics (Clark, 2016). Essentially, the program's main aim is to reduce the overall cost of prescription drugs. From the Perspective of Neo-Austrians, humans are self-interested. They can act autonomously by utilizing their capacity to discover an efficient means of satisfying their desires and basic needs (Harvey, 2020). Also, the government is created by the people to protect their natural rights. At the same time, justice requires safeguarding the people's rights established by the c ...
11Factors that Affect the Teaching and Learning ProcessSantosConleyha
11
Factors that Affect the Teaching and Learning Process
Lua Shanks
Dr. Thompson
Valley State University
10-6-2021
Factors that Affect the Teaching and Learning Process
Contextual Factors
The efficacious teaching and learning processes are important in generating the desired academic outcomes for students. Such processes entail the transformation and transfer of knowledge from the educators to students. It requires a combination of different elements within the procedure, in which an instructor determines and establishes the learning goals and objectives, and designs teaching resources. Thereafter, teachers implement the learning strategy that they will utilize to impart intellectual content into students. However, learning is a cardinal factor that an educator musty take into account while overseeing the process of knowledge acquisition and retention. Many factors play an important role in shaping the process of teaching and learning. Contextual factors, for instance, are associated with a particular context and characteristic that is distinct to a specific group, community, society, and individual. Such factors may take the form of a child’s educational, community, as well as classroom settings.
Community, District, and School Factors
Armstrong School District is a major public learning institution that occupies a geographical area of approximately 437 square miles. Located in Pennsylvania, it forms one of the 500 public school districts in the state, and hosts teachers and students from diverse racial, ethnic, and ethnic backgrounds. As a consequence, the institution partners with families, community leaders, and teachers to improve students’’ capacity to acquire knowledge ahead of their graduation. The community refers to the urban or rural environment in which both the teachers and learners operate. These may include the teacher and students’ ethnic, racial political or social affiliations that affect learning or knowledge acquisition. Additionally, parents and community members play an integral role in ensuring the quality of education in schools. They for, example, collaborate with teachers and school administrators to develop the most effective ways of improving their students’ learning outcomes. Indeed, community involvement in schooling issues is potentially a rich area for innovation that has immense benefits that far exceeds its limitations. Considering that governments are constrained in offering quality education due to contextual issues such as remoteness, bureaucracy, corruption, and inefficient management, community factors are pivotal in bridging the gap between government initiatives and community needs. This helps to adjust the child’s familial obligations to family interests, thereby shifting towards ways of mobilizing a sense of community by strengthening trust and relationships between community members, parents, governments, as well as teachers and school leaders. Other important community factors that af ...
11
Criminal Justice: Racial discrimination
Student’s Name:
Institutional Affiliation:
Instructor’s Name:
Course Code:
Due Date:
Racial discrimination
Abstract
When there is justice in society, every person feels satisfied with the way legal actions are carried out in the community. Unfortunately, there are several instances of racial discrimination in the United States. Most of the racial discrimination in the United States ate directed towards black people. Although everyone is required to have equal treatment in the United States, achieving zero discrimination has always been difficult.
Understanding racial discrimination in the USA is vital as it makes it easy for one to identify ways to eliminate the criminal injustices resulting from racial discrimination. This will be essential since it will help to eliminate racial discrimination in the criminal justice system.
Introduction
When there is justice in society, every person feels satisfied with the way legal actions are carried out in society. The criminal justice community is when people are not discriminated against based on their skin color. Laws applicable are carried out uniformly such that every person is treated equally. When the laws are applied equally to every individual, it increases the trust in the criminal justice system. However, when there are biases in applying the laws, the criminal justice system becomes compromised. According to Kovera (2019), there are many disparities in the criminal justice system as black people are discriminated against by police officers based on their race. As a result, black people suffer more as compared to white people when they violate similar laws.
There is a lot of disparity in the criminal justice system of the United States. Many people suffer as a result of racial discrimination in the United States. People are discriminated against a lot in the administration of the policies. According to Donnel (2017), there is racial inequality in how criminal justice is carried out in policymaking. The criminal justice system discriminates against people based on their race. For example, police officers harass black people for minor mistakes which white people are left to walk freely even after making similar mistakes. Black people suffer because of the color of their skin.
Hypothesis/Problem Statement/Purpose Statement
Racial discrimination affects the outcomes of the criminal justice system adversely. How does racial discrimination affect the judicial criminal justice system? The study aims to identify ways in which criminal justice racial discrimination is practiced in the United States. It will also provide insights on the racial discrimination cases, which are helpful in the development of policies that can be helpful in the elimination of racial discrimination in society hence promoting equality among the citizens.
Literature Review and Definitions included in the research
According to Hinton, Henderson, and Reed (2018), there is mu ...
11Communication Plan for Manufacturing PlantStudSantosConleyha
11
Communication Plan for Manufacturing Plant
Student’s Name
Institutional Affiliation
Instructor
Course
Date
Communication Plan of a Manufacturing Plant
Background
In manufacturing companies, organization employees are at the centre of an organization. Most of them are at the front lines with the ability to change strategy into results. At the culmination of the day, the plant employees have the responsibility of ensuring that the operations are conducted smoothly, a product reaches consumers timely, and quality products are manufacture with the appropriate specifications. However, despite the primary role they play, manufacturing plants are disjointed (Adejimola, 2008). That disengagement is embodied with a hefty price which is paying a negative role in the performance of manufacturing plants just as they are being challenged to increase their efficiency and effectiveness to the company compared to previous years. To realize rapid growth around the globe, the manufacturing industry is attempting to standardize operations and continuously leverage operations. Such kind of effort needs a company to possess highly invested employees (Obiekwe, O& Eke, 2019). For this reason, natural communication naturally is primary on the path to more highly engaged and motivated employees. However, it can sometimes be challenging to plant employees due to natural challenges that accompany workplace. Some may not frequently be on Smartphone’s or emails, or they may be having various shifts to manage, and the environment may be less conducive, which makes it challenging for them to have one-on-one conversations.
Policies for Oral, Written, and Non-Verbal Communications
Interpersonal communication in a manufacturing plant is the way employees or people communication with others. It may involve a group of p-people, another person or the members of the public. In some instances, it may encompass non-verbal, written or non-verbal communication. In the manufacturing industry, when an individual is communicating with others, they need to consider the person they are talking to, the type of information they want to deliver and the most appropriate and relevant form of communication change. In some instances, such issues may be determined by the information an individual wants to communication (Obiekwe, O& Eke, 2019). At all times, it is required that the staff members remain polite, respectful to both the clients and one another. At no time should they sear, raise their voice, speak in a way belittling another.
Cultural awareness is also another essential element when communicating in a cultural plant. All individuals working in the plant need to recognize that individuals emerge from varying backgrounds and cultures, and they also accompany various attitudes, different values and beliefs (Obiekwe, O& Eke, 2019). All staffs in the plant need to exercise non-judgmental communication remain respectful and are tolerant of the differences prevalence ...
11CapitalKarl MarxPART I. COMMODITIES AND MONEYCHAPTER I. SantosConleyha
11
Capital
Karl Marx
PART I. COMMODITIES AND MONEY
CHAPTER I. COMMODITIES
Section 1. The two factors of a commodity: use-value and value (the substance of value and the magnitude of value)
The wealth of those societies in which the capitalist mode of production prevails, presents itself as “an immense accumulation of commodities,”1 its unit being a single commodity. Our investigation must therefore begin with the analysis of a commodity.
A commodity is, in the first place, an object outside us, a thing that by its properties satisfies human wants of some sort or another. The nature of such wants, whether, for instance, they spring from the stomach or from fancy, makes no difference.2 Neither are we here concerned to know how the object satisfies these wants, whether directly as means of subsistence, or indirectly as means of production.
Every useful thing, as iron, paper, &c., may be looked at from the two points of view of quality and quantity. It is an assemblage of many properties, and may therefore be of use in various ways. To discover the various uses of things is the work of history.3 So also is the establishment of socially-recognised standards of measure for the quantities of these useful objects. The diversity of these measures has its origin partly in the diverse nature of the objects to be measured, partly in convention.
The utility of a thing makes it a use-value.4 But this utility is not a thing of air. Being limited by the physical properties of the commodity, it has no existence apart from that commodity. A commodity, such as iron, corn, or a diamond, is therefore, so far as it is a material thing, a use-value, something useful. This property of a commodity is independent of the amount of labour required to appropriate its useful qualities. When treating of use-value, we always assume to be dealing with definite quantities, such as dozens of watches, yards of linen, or tons of iron. The use-values of commodities furnish the material for a special study, that of the commercial knowledge of commodities.5 Use-values become a reality only by use or consumption: they also constitute the substance of all wealth, whatever may be the social form of that wealth. In the form of society we are about to consider, they are, in addition, the material depositories of exchange-value.
Exchange-value, at first sight, presents itself as a quantitative relation, as the proportion in which values in use of one sort are exchanged for those of another sort,6 a relation constantly changing with time and place. Hence exchange-value appears to be something accidental and purely relative, and consequently an intrinsic value, i.e., an exchange-value that is inseparably connected with, inherent in commodities, seems a contradiction in terms.7 Let us consider the matter a little more closely.
A given commodity, e.g., a quarter of wheat is exchanged for x blacking, y silk, or z gold, &c.—in short, for other commodities in the most different proportions. Ins ...
1
1
Criminal Justice System
Shambri Chillis
June 11, 2022
Criminal justice system
The criminal justice system is essential to identify and prevent crimes in the community. Various functions of the criminale system now adhere to the development of technology. Modern technology helps the criminal justice system in different ways. It has made the job easier and has assisted in the prevention of crimes.
Role of criminal justice practitioners in the technology development
The Ccriminal justice practitioners are responsible for identifying and analyzing different crimes in the community. They are responsible for developing and implementing the technology in the criminal justice system because they can use it for different purposes. They can introduce the new trends in the criminal justice system like the officers can collect and gather the data through the technology. Human error can be reduced through it. The dataset can be maintained, and it is also essential for criminal justice practitioners to develop the technology to locate the criminals and track their local places through GPS. The technology cannot be developed untill the criminal officers implement it in the routine. The criminal system now has to use robots and cameras that help them get information about the criminals. The practitioners can also implement the technology by guiding the juniors to use it. The training is needed to make them understand the use of advanced technologies and to ensure that they use them in the right direction. The high-performance computer and internet systems are also essential for developing the technology, and it has been seen that the future will be bright regarding implementing technology (John S. Hollywood, 2018).
Controversial issues criminal justice policymakers face when considering an expansion in the use of DNA in criminal justice
Tthere are various controversial issues that criminal justice policymakers must consider while using DNA in the criminal justice system. The first thing that is criticized during the use of DNA is the fundamental human error, and iIt has been observed that there can be errors in the investigation, and people have to suffer. The issue in technology is also referred to as the error in using DNA because it might be possible that the results do not come correct at the first attempt. It involves several people who are not linked to the crimes but have to go for the fingerprinting tests by courts. However, DNA technology in criminal justice is highly advanced and has multiple benefits compared to disadvantages, but it has always faced significant controversy in the criminal justice system. The criminal justice system has to make sure that if DNA technology is being used, it must be error-free. The controversy has two opinions. There are two schools of thought regarding the use of DNA. One of the classes of experts thinks that DNA can be used to catch the different criminals. It is helpful in the family c ...
11American Government and Politics in a Racially DividSantosConleyha
1
1American Government
and Politics in a Racially
Divided World
chap ter
In 2016, Gov. Jack Markell signed a long-awaited resolution officially apologizing for the state’s role
in slavery. The apology for slavery illustrates the long and sometimes painful history of the United
States’ struggle with race, from the time of Thomas Jefferson, a slave owner, to President Barack
Obama, the first Black president of the United States.
01-McClain-Chap01.indd 1 11/24/16 8:34 PM
08/20/2017 - RS0000000000000000000000562545 (Anthony Ratcliff) - American
Government in Black and White
2 CHAPTER 1: AmericAn Government And Politics in A rAciAlly divided World
intro
D
ecember 6, 2015, marked the 150th anniversary of the abolish-
ment of slavery, when the U.S. Congress ratified the Thirteenth
Amendment to the Constitution. There were numerous events
recognizing the end of slavery, including an official White House event
presided over by President Obama. On February 11, 2016, Delaware
joined eight other states to formally apologize for slavery when Gover-
nor Jack Markell (D) signed the state’s joint resolution. Delaware’s reso-
lution acknowledged its participation in 226 years of
slavery first of both Native Americans and Africans in
the mid-1600s; by the close of the 1700s its entire
slave population was of African descent. The resolu-
tion also included acknowledgments that Delaware
criminalized humanitarian attempts to assist slaves
and that in later times Delaware passed and enforced
Jim Crow laws to deny the rights of African American
citizens for much of the twentieth century.1
On July 29, 2008, the U.S. House of Representa-
tives passed a nonbinding resolution, introduced and
championed by Representative Steven Cohen (D-TN),
which offered a formal apology for the government’s
participation in African American slavery and the
establishment of Jim Crow laws. The resolution said, in part, “African
Americans continue to suffer from the consequences of slavery and Jim
Crow—long after both systems were formally abolished—through
enormous damage and loss, both tangible and intangible, including the
loss of human dignity and liberty, the frustration of careers and profes-
sional lives, and the long-term loss of income and opportunity.”2
On June 18, 2009, the U.S. Senate unanimously passed a similar reso-
lution apologizing to African Americans for slavery and Jim Crow. The
Senate resolution said explicitly that the apology could not be used in
support of reparations (or compensation for past wrongs).3
The story of apologies for slavery is a complex one that highlights some of the
underlying dilemmas that face the U.S. political system—how to reconcile its stated
principles of how individuals should be treated with how the government actually
treats and has treated individuals. The apologies are intended to acknowledge the
nation’s complicity in a destructive and immoral institution, at ...
11Cancer is the uncontrollable growth of abnormal cellsSantosConleyha
1
1
Cancer is the uncontrollable growth of abnormal cells in the human body. It is defined by a malfunction in cellular mechanisms that control cell growth. Cells evade checkpoint controls and begin growing uncontrollably which resulting in an increase in abnormal cells, cancer cells. These cancer cells form a mass tissue known as a tumor. In the United States of America, cancer has been determined to be among the leading causes of mortality rates after cardiovascular conditions, where one in every four deaths is caused by cancer. The most common types of cancer include prostate cancer, lung cancer, and breast cancer. Risk factors for cancer include excess smoking, radiation exposure, genetics, and environmental pollution. Colon cancer, or colorectal cancer, affects the distal third of the large intestine, the colon, as well as the rectum, chamber in which feces is stored for elimination. Colorectal cancer is the third leading cause of death in cancer-related issues in the United States in both males and females (Beadnell et al., 2018). This essay explores the physiology and pathophysiology of colon cancer.
Polyps are tissue growths that generally look like small, flat bumps and are generally less than half an inch wide. They are generally non-cancerous growths that can develop with age on the inner wall of the colon or rectum. There are several types of polyps, such as hyperplastic. They are common and have a low risk of turning cancerous. Hyperplastic polyps found in the colon will be removed and biopsied. Pseudo polyps also referred to as inflammatory polyps, usually occur in people suffering from inflammatory bowel disease and are unlike other polyps. This type of polyp occurs due to chronic inflammation as seen in Crohn's disease and ulcerative colitis. However, a polyp cells which can turn out to be malignant. Villous adenoma or tubulovillous adenoma polyps carry a high risk of turning cancerous. They are sessile and develop flat on the tissue lining the organs. They might blend within the organ, making polyps not easily identifiable and difficult to locate for treatment. Adenomatous or tubular adenoma polyps have a high chance of being cancerous. When a polyp is found, it must be biopsied, and then will regular screenings and polyp removal will follow.
An adenocarcinoma is a cancer formed in a gland that lines an organ. This cancer impacts the epithelial cells, which are spread throughout the human body. Adenocarcinomas of the colon and rectum make up ninety-five percent of all colon cancers (Chang, 2020). Colon adenocarcinomas usually begin in the mucous lining the spread to different layers. Two subtypes of adenocarcinomas are mucinous adenocarcinoma and signet ring cells. Mucinous adenocarcinomas contain about sixty percent mucus which can cause cancer cells to spread faster and become more hostile than typical adenocarcinomas. Signet ring cell adenocarcinoma is responsible for less than one percent of all colon cancer. It is g ...
11SENSE MAKING Runze DuChee PiongBUS 700 LSantosConleyha
1
1
SENSE MAKING
Runze Du
Chee Piong
BUS 700 Leadership and Creative
Solution
s Implementation
Feb 14th 2021
SENSE MAKING
Sensemaking refers to an action or a process of making sense where meaning is given to something. Sensemaking is a process through which individuals give meaning to their collective experiences. Sensemaking is also a process of structuring the unknown by inserting stimuli into some framework kinds to enable individuals to understand or comprehend, attribute, to extrapolate and predict the meaning of something. Sensemaking is an activity that allows people to turn the ongoing complexity in the entire world into a situation that can be understood. Sensemaking Therefore, Sensemaking requires articulating the unknown because, in many cases, trying to put meaning to something strange is the only means by which one can understand it. For instance, the occurrence or the origin of COVID-19 in the entire world has been a phenomenon that has disturbed the heads of many trying to understand what it is, where it came from, who caused it, how it can be prevented and how it can be cured. In attempting to understand COVID 19, people came up with the explanations of what it is, what caused it, and that is where the scientists realized that this is a disease that is caused by a virus known as Coronavirus, since the condition merged in the year 2019, the virus was given the name coronavirus 19, and the disease it caused known as COVID 19. This is how sensemaking enables individuals to give meaning to something that can be understood easily by individuals.
The organization that I am familiar with that has experienced a current change in its operations is Starbucks. Starbucks is an American company that is known for its production and sell of coffee products. It was started in 1971 as a coffee selling company where it was majorly involved in roasting, marketing and selling coffee globally. It has more than 300 stores all over the world selling coffee. This organization has sold coffee within its stores since its initiation. However, because of the corona's onset, the management of this organization decided to change its operation to accommodate the changes in the environment depending on the restrictions imposed on businesses by the ministries of health all over the world. Starbucks company reacted to the industry changes brought about by COVID 19, where businesses were required to close their doors to enhance the measures of curbing the spread of coronavirus disease. Thus, the company embraced technology where it introduced Starbucks-pick up only stores that replaced the over 300 stores globally. The new stores required that no one could sit in as they take their coffee. Instead, everyone would be allowed only to take their orders from the store and to avoid congesting people in one place. Starbucks introduced Starbucks pick-up stores that use technology to supply coffee to customers. The business submitted a mobile app ...
119E ECUTIVE BAR AININ CEOS NE OTIATIN THEIR PAWITH EMSantosConleyha
119
E ECUTIVE BAR AININ : CEOS NE OTIATIN THEIR PA
WITH EMPLO EES OR CORPORATE E ICIENC
By Nathan Witkin
I INTRODUCTION
Rising executive pay is a significant problem that points to a structural
flaw in American corporations. This article presents a solution to that flaw
through which Chief Executive Officers (CEOs) negotiate their pay in
company resources with lower-paid employees. Exploring this solution also
unearths an explanation for capitalism s apparent drive toward inequality and
examines the historical development of corporations and trade unions in the
United States.
The problem is that managers and corporate directors will raise pay at the
top so long as that pay-setting process does not consider the pay of average-
and low-wage workers. The solution is that CEOs and other top executives
negotiate their pay in company resources with employees in a process that
determines the pay and bonuses of both sides. Microeconomic theory indicates
that confronting the tradeoffs of raising executive compensation with other
potential corporate expenditures—by negotiating this compensation with
workers from different parts of the company—will make executive
compensation more efficient.1 Also, historical analysis indicates a pattern in
which executive compensation became aligned with public interest only during
the period in which workers had significant power to negotiate their wages and
Master of Public Policy Candidate at eorgetown University s McCourt School of Public
Policy J.D., The Ohio State Moritz College of Law. The Author is an independent researcher,
originator of a variety of social innovations (co-resolution, interest group mediation, consensus
arbitration, dependent advocacy, the popular tax audit, the hostile correction, a partnership
between citizen review boards and community policing, and a two-state/one-land solution to the
Israeli-Palestinian conflict), and author of several ambitious theories (the shift in sovereignty
from land to people under international treaties, the use of impact bonds as a solution to climate
change, and resistance to the accelerating expansion of the universe as the cause of gravitation).
He is also a former solo-practitioner in criminal and family law.
1 N. RE OR MAN IW, PRINCIPLES O MICROECONOMICS ( th ed. 2012) (describing the first
principle of microeconomics as centered on trade-offs). Many basic microeconomic models
involve trade-offs between potential allocations of resources to achieve efficiency. See DAVID
BESAN O RONALD R. BRAEUTI AM, MICROECONOMICS 20 07 (5th ed. 201 ).
120 KAN. J.L. & P B. POL’Y Vol. I :1
benefits. This is not to say that the solution to executive compensation is a
return to unions, which developed as a separate organizational structure with
their own flaws and inefficiencies. Rather, a corporation that synthesizes the
inputs of all its employees will be able to maximize efficiency and
productivity, producing profits for shareholders and growth for the overall
econ ...
11CALIFORNIA MANAGEMENT REVIEW VOL. 51, NO. 4 SUMMER 2009 CMR.BERKELEY.EDU
The Emergence and
Evolution of the
Multidimensional
Organization
J. Strikwerda
J.W. Stoelhorst
“In terms of its impact, not just on economic activity, but also on human life as a
whole, the multidivisional organizational design must rank as one of the major
innovations of the last century.”—John Roberts1
T
he multidivisional, multi-unit, or M-form, is widely acknowledged
as the most successful organization form of the twentieth century.2
Firms that employ the M-form organize their activities in separate
business units and delegate control over the resources needed to
create economic value to the managers of these units. This organization form is
widespread, is central to the “theory in use” of managers, and serves as the basis
of most accounting systems. However, the organization of productive activities
in many contemporary firms violates the principle that is central to the M-form:
that business units are self-contained. The quest for synergies that has been high
on the corporate agenda since the late 1980s has resulted in the widespread
adoption of corporate account management, shared service centers, and matrix
organizations. As a result, most business units now depend at least in part on
resources that are controlled by other units. This raises fundamental questions
about the status of the M-form in contemporary firms.
Questioning the status of the M-form is not merely a theoretical fancy,
but is high on the agenda of managers as well. In this article, we report on
research that was commissioned by the Foundation for Management Stud-
ies, a Dutch organization of management executives. These practical men and
women shared a fundamental uneasiness about structuring their organizations.
On the one hand, many of them experienced problems with the M-form: high
employee costs, internal battles over resources, lack of standardization, lack of
cooperation, and loss of market opportunities. On the other hand, they did not
The Emergence and Evolution of the Multidimensional Organization
UNIVERSITY OF CALIFORNIA, BERKELEY VOL. 51, NO. 4 SUMMER 2009 CMR.BERKELEY.EDU12
see any viable alternatives to the multi-unit organization form. The need to
exploit synergies across business units was widespread, but it was unclear which
organizational designs are most appropriate to achieve this. This led to a research
project to explore the ways in which leading Dutch organizations, including
subsidiaries of foreign multinationals, have adapted the M-form to better exploit
synergies across business units.
As we expected, the results of the study vividly illustrate the fundamen-
tal tension between the need for contemporary firms to exploit synergies and
their need for clear accountability. However, an additional and unexpected
finding was that a number of firms in the study have evolved an organiza-
tional form that signals a new way of res ...
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
Chapter 3 - Islamic Banking Products and Services.pptx
10.2478arhss-2018-0005 Applied Research in Health and Socia
1. 10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
43
LEADERSHIP VALUES AND VALUES BASED
LEADERSHIP:
WHAT IS THE MAIN FOCUS?
ŽYDŽIŪNAITĖ Vilma
St. Ignatius of Loyola College, Kaunas, Lithuania
Abstract
The article is based on descriptive theoretical research and
focused on two notions such as ‘leadership
values’ and ‘values based leadership’. These two concepts are
not compared, but every of them is
described separately by highlighting general characteristics and
showing their broad complexity. Both
notions are not related to ethics and / or morality, as the aim the
literature review was to provide
insights on leadership values and values based leadership. The
research question was the following:
What aspects include two concepts such as ‘leadership values’
2. and ‘values based leadership’? Fourteen
leadership values are provided and in the summary the three
unifying aspects are presented and
discussed – personality, interaction(s) and relationship(s), and
action(s) / work. The common and
flexible leadership values are presented. Values based
leadership is discussed generally and four
principles of this leadership are distinguished – self-reflection,
balance, true self-confidence, and
genuine humility. Also positive and limiting values based
leadership shortly is discussed. The
conclusion is focused on the idea that the leader needs to regain
and maintain trust. Positive values
based leadership goes beyond leveraging strengths and making
meaning. Values based leaders who
engage their employees and help them flourish in life. And for
their organisations they boost
productivity, creativity and financial returns. Leading and
evaluating success based on values is the
best way to build a high-performance culture in organisation.
Keywords: Core leadership values; Flexible leadership values;
Limiting leadership values; Positive
leadership values; Values based leader; Values based
leadership.
3. Background
‘Leadership chaos’ might be used to describe the political,
social, economic, religious, and
environmental conditions for much of the first decade of the
21st Century. The difficulties faced
in all of these various domains are so drastic that it is difficult
to refrain from being sarcastic
about the effectiveness and utility of what is referred to as
“leadership development.” In the
continuing, increasingly complex, and changing challenges,
many of which have potentially
disastrous implications, the need for effective leadership is
greater now than perhaps at any
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
44
time in recorded history. And at the same time, what is being
called for in terms of leadership
sounds as confusing as the issues and conditions facing us. We
often hear of the need for strong
leaders, results driven leaders, servant leaders, charismatic
leaders, heroic leaders,
4. collaborative leaders, innovative leaders, tribal leaders, and
more. But what we observe in those
calls for leadership is that each arises out of an ideologically
driven world, and implies that
every other type of leader, except the type it is calling for, is
ineffective, inappropriate, or just
outright wrong (Hyatt & de Ciantis, 2012). Here values play the
important role.
Values are a shorthand method of describing what is important
to us individually or collectively
(as an organisation, community or nation) (Turkkahraman,
2014). They are “shorthand”
because the concepts that values represent can usually be
captured in one word or a short
phrase. For example, honesty, openness, compassion, long-term
perspective and human rights
can all be considered as values. Behaviours, which are the
outward manifestation of our values,
are context dependent (Cubukcu, 2014). Values can be positive
or potentially limiting. Positive
values such as friendship, trust and creativity, help us to
connect with others and make a
positive contribution to society (James, 2014). Potentially
limiting values such as blame,
5. bureaucracy and status-seeking, do just the opposite. They may
enable us to meet our
immediate needs, but in the long-term they are
counterproductive, often divisive, and
frequently result in a breakdown of connection, thereby
affecting our relationships and
undermining any positive contributions we may have been able
to make. The frequent
utilisation of potentially limiting values as a basis for conscious
or subconscious decision-
making leads to isolation, separation and failure. Potentially
limiting values are sourced from
the fears of the ego and support the ego’s self-interest (Barrett,
2013).
The role of leadership is to add value to other people and the
true measure of leadership is
influence, thus a great leader must have the ability to change
the attitude or behavior of others
(Reese, 2017). In organizations where leaders lead, the
leadership values must be
communicated by actions, mostly in the ways in which activities
/ actions are conducted on a
day-to-day basis, and not so much in words directly spoken or
written. Actions speak louder,
6. but written values that reinforce and support specific actions,
and specific actions that reinforce
and support written values, make a powerful combination
(Healthfield, 2018).
Values based leadership evolved as a bi-product of the time and
culture. The emergence of the
twenty-first century was plagued with extensive, evasive and
disheartening ethical leadership
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
45
failures. Neither the public nor private sectors was immune as
many leaders were exposed for
immoral or unethical behaviors (Copeland, 2014).
Values based leaders are people who have clear principles, they
are honest and congruent in
their deeds, they truly inspire those around them, and they feel a
greater sense of gratitude
towards others than they expect to receive in return. Values
based leadership can fall short of
expectations, whether shortcomings are perceived or genuine
(Clarke, 2018).
7. The research question, which is the main focus of the
manuscript is the following: what aspects
include two concepts such as ‘leadership values’ and ‘values
based leadership’?
The aim of the theoretical description-based literature review is
to provide insights on
leadership values and values based leadership.
Leadership values
Leaders should influence the values of organization (Barnard,
1938). Organizations can be
mature only when leaders infuse them with values (Selznick,
1957). He promoted the concept
“responsible leadership” which is described as “a blend of
commitment, understanding, and
determination”.
Values are the guiding principles in our lives. Leaders guide
and facilitate others to make a
positive difference in their own lives and to contribute to a
larger good (Sen et al.,
2013). Values inform the application of leadership qualities as
the competencies of leadership
are activated – learned, developed, and practiced – within the
set of core values (Keyser,
8. 2011). By focusing on what people believe and value, and then
positively building on this
understanding, we have the potential for impact far more wide
reaching than if we approached
leadership development as a problem-solving activity.
The leader must choose the values that are most important to
her / him, the values that s/he
believes in and that define her / his character. Then must live
them visibly every day at work.
Living her / his values is one of the most powerful tools
available to the leader to help her /
him lead and influence others (Heathfield, 2018).
Leadership values are related to personal and organizational
purpose(s) and it is important to
understand how these two aspects of purpose fit together for
each person. It's about hiring
people that demonstrate care for the purpose the organization is
pursuing (Clarke, 2011).
Organizations that are effective, customer-centric, and
employee-oriented, develop a clear,
10.2478/arhss-2018-0005 Applied Research in Health and
9. Social Sciences, Vol. 15, No. 1, 2018
46
concise and shared meaning of values / beliefs, priorities, and
direction within their
organization. They want every employee to understand the
values, contribute to the values, and
live the values. Once defined, the values should impact every
aspect of the organization. The
leader must support and nurture this impact (Heathfield, 2018).
Leadership values are discussed by authors, who make research
studies, discuss, train, coach
(see Table 1).
Table 1
Leadership values
Name of a leadership
value
Description
Respect Self-respect and respecting others regardless of
differences; treating others
with dignity, empathy and compassion; and the ability to earn
the respect of
others. Three differing types of respect are appraisal,
10. recognition and
identification (Clarke, 2011).
Making difference Making a positive impact on individuals,
systems, and/or organizations or
positively affecting outcomes (Kase, 2010).
Integrity Moral courage, ethical strength, and trustworthiness;
keeping promises and
fulfilling expectations (Bauman, 2013; Williams, 2018).
Authenticity Consistency, congruency, and transparency in
values, beliefs, and actions;
integrating values and principles to create a purposeful life and
to contribute
to the growth of others (Bishop, 2013).
Courage Possessing a strength of self to act with intention on
behalf of the common
good; taking a stand in the face of adversity; acting boldly in
the service of
inclusion and justice (Sen et al., 2013).
Service Commitment that extends beyond one’s own self-
interest; personal humility
for the sake of a greater cause (Bourne, 2016).
Humility A sense of humbleness, dignity and an awareness of
11. one’s own limitations;
open to perspectives differ-rent from one’s own (Cable, 2018;
Higginbottom, 2018).
Wisdom A broad understanding of human dynamics and an
ability to balance the
interests of multiple stakeholders when making decisions; can
take a long
term perspective in decision-making (Yang, 2011; Clayton,
2013).
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
47
Self-discipline Focusing your attention consistently on your
most important goals re-quires
self-discipline (Jabbour, 2017; Gulledge, 2018).
Personal development An increase in quantity, quality, and / or
development over time. We can
grow individually, increasing our skills, understanding, etc., as
well as grow
as a team and an organization, increasing our ambition, our
sites, ability to
12. serve clients, etc. Growth can be characterized by a
breakthrough change, a
transformation as a significant development, which is great.
More often,
though, growth takes the form of incremental improvements
over time. Self-
awareness and self-reflection help enable us to know our areas
of potential
growth. (Keyser, 2011)
Respect of teamwork Respect is at the core of high functioning
teams – and the lack of respect
between team members is often times the cause of poorly
performing
teams. It’s about respecting the person, their abilities, their
ideas, and their
contributions to the team. Self-respect and respect for others is
learnable.
It is not learnt or encouraged by putting a group of “values” on
a wall
plaque or on a sheet of paper. It is learnt and encouraged by the
team
getting to know each other and themselves well. Self-respect is
also
13. encouraged by managers who mentor and coach. Respecting
others is
implemented through showing support, encouraging
participation, giving
positive feedback, being honest, listening before speaking
(Arnold, 2018).
Belief in human
potential
The possibilities human beings are capable of accomplishing.
The idea that
with hard work, every person — regardless of age, background
or religion
— has the opportunity to succeed and achieve. Fundamental to
this dream
is that leader(s) remains small and limited, giving maximum
freedom to the
individual. The great potential of leadership lies in people
(Millar, 2012;
Browback, 2016).
The power of positive
psychology
Strengths are underlying personal qualities that energise us,
contribute to
14. our growth and lead to peak performance. When we tap into
these sources
of energy, we can reach full immersion in our task at hand.
Meaning is
what gives purpose to our existence and to what we do. We gain
happiness
from our actions when they are based on choices that make
sense to us.
Many definitions of employee engagement include energy and
meaning.
Accordingly, employees are engaged when they are energised by
work and
show a genuine willingness to go the extra mile. What does this
mean for
leadership? To boost their employees’ engagement, leaders have
to help
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
48
their people play to their strengths and find purpose at work.
Positive
15. leaders drill for strengths and make meaning (Cameron, 2008).
Acceptance of
complexity
Leadership as a complex interactive dynamic from which
adaptive
outcomes (e.g., learning, innovation, and adaptability) emerge.
A
leadership paradigm that focuses on enabling the learning,
creative, and
adaptive capacity of complex adaptive systems (CAS) within a
context of
knowledge-producing organizations. This conceptual framework
includes
three entangled leadership roles (i.e., adaptive leadership,
administrative
leadership, and enabling leadership) that reflect a dynamic
relationship
between the bureaucratic, administrative functions of the
organization and
the emergent, informal dynamics of complex adaptive systems
(Uhl-Bien
et al., 2007).
16. All of these descriptions in Table 1 are united by three concepts
– personality, interaction(s)
and relationship(s), and action(s) / work:
• Personality of a leader and employees as personalities. The
organization's culture is the
result of the purpose it aspires to, the values it's guided by, and
the habits that bring its
purpose and values to life in a tangible way, every day (Yang,
2011). These all depend
leaders to make them happen. That's why it's important that
leaders know how the
organization's purpose aligns with that of its people. Leaders
need to know what drives
their people (Uhl-Bien et al., 2007). Leaders care about more
than skills, knowledge and
professional experience (Bishop, 2013). They are curious about
the people they work
with. They want to understand what makes their followers tick
(Browback, 2016).
Where employees have a passion is where they have the largest
potential to perform,
learn and grow (Clarke, 2011). Workplaces that subtly require
employees to
compromise their basic moral standards destroy their
17. identification with work and
employer (Clayton, 2013). Such organisations have a
dysfunctional culture that can open
the door to misconduct. Leaders who evince clear values in their
words and actions help
employees connect with their work and experience a sense of
purpose (Higginbottom,
2018). Leaders remember that at work, people want to uphold
their values (Millar,
2012).
• Interaction(s) and relationship(s). Leaders do not merely fill
“gaps” revealed by a
competency model and help their followers maximise the
advantages of their strengths
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
49
(Sen et al., 2013). They challenge employees in two ways: first,
to use their strengths to
tackle problems they have not tackled before; and second, to
achieve true mastery in
18. their areas of strengths (Uhl-Bien et al., 2007). Being part of a
group makes sense.
Leaders emphasize the team over individuals, reducing internal
competition for the
benefit of mutual support and collaboration (Clayton, 2013).
Leaders recognize that
beyond leveraging individuals’ strengths, they need to leverage
team strengths. Team
strengths depend on how each team member’s strengths interact
with other team
members’ strengths (Millar, 2012). This interaction influences
how well the team
performs as a group. Leaders leverage the full diversity in their
teams (Kase, 2010). The
members of a cohesive community have each other’s backs; they
are there when an
individual needs help. The good of the group takes priority over
selfish motives because
it promises future benefits to the individual (Cameron, 2008).
For employees, workplace
relationships - and especially relationships with managers and
leaders - are a significant
motivating factor in how they feel about the work they do, and
the organizations where
19. they do that work (Clayton, 2013). If leaders underestimate the
importance of these
relationships as a leadership value, they often do not succeed in
their growth as leaders
(Kase, 2010). Only through open communication can both sides
come to understand the
position of the other, which may initially be quite the challenge
to undertake, but
inevitably it will prove to the betterment of the well-being of all
concerned, as well as
the overall performance of the organization (Clarke, 2018).
• Action(s) / work. Employees may perceive their work as
“meaningless”. Opaque
decision making, political agendas, a fragmented value chain,
bureaucracy – all these
devalue what employees perceive as the actual, often-
invigorating purpose of work
(Bishop, 2013). Leaders need to offer meaning to their
followers. Leaders work with
this powerful source of meaning (Bourne, 2016). They enable
their followers to feel
helpful to others, be it clients, colleagues or the general public
(Browback, 2016).
Meaningful acting or working is about having an impact on the
20. world that transcends
the individual’s existence. Leaders want to be part of something
that still influences the
world when they are no longer here (Bauman, 2013). Leaders
help their followers to feel
significant. They stress the importance of the shared mission
and the criticality of every
team members’ or employee’s contribution (Arnold, 2018).
Leaders must take a more
hands-on approach to developing their people and helping them
find meaning in the
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
50
work they do. All people want to feel valued - not just for their
work, but as individuals.
The presence or absence of that feeling of being valued impacts
how they feel about the
organization, and their role in it (Sen et al., 2013). On the part
of the employee, it
is perhaps wise to consider that leadership is a complex matter
and, like all humans,
21. leaders don’t always get it right, and sometimes need time to
figure out the right course
of action and support in implementing that action (Clarke,
2018).
Leaders must know what they value and exhibit their core
values in their leadership style(s)
and actions. Leadership values practiced by the leader should be
visible because s/he lives them
in her / his actions. If leaders never identified their values in
their workplaces, the mistrust is
understandable. People don't know what they can expect. If
leaders have identified and shared
their values, living the values every day visibly will create trust
(Healthfield, 2018).
Leaders come from all eras, all levels of society, and all
cultures; but there are certain beliefs
leaders share. These core beliefs are the foundation of the
particular leader’s leadership, the
things that will help her / him become successful (Daskal,
2016). Values as a basic for
leadership could be divided into types. For example, Reese
(2017) divides leadership values
into common and flexible (see Table 2).
Table 2
22. Common and flexible leadership values
Name of common
leadership values
Description of common
leadership values
Description of flexible
leadership values
Name of flexible
leadership values
Leadership People want to be led, not
managed. Instead, leaders
must manage their actions
and possess the ability to
lead by example.
To oversee the progress of
a project or assignment
when necessary. Provide
specific instructions and
23. closely supervise specific
situations.
Controlling
Vision People want to know how
and why their efforts
matter. A leader must
actively provide this vision
to his/her people to
maintain purpose in their
work.
To demonstrate to your
team the desire and
capacity that you have to
share information or
knowledge in the
workplace.
Teaching
24. 10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
51
Pride People want the leader to
feel that they count for
something. A leader should
give appropriate praise
often. Using a good
positive measurement
system will also help
individuals know how they
are contributing.
This is ideal for when there
is some disagreement
about the ultimate target or
intent of the action.
Guiding and
mediating
25. Congruence People feel secure when
they see the leader doing
the right things. Once
again, a leader must lead by
example, walk the walk.
Talking alone won’t’ help.
When there is agreement
about the desired outcome
and when the leader’s
experience and knowledge
base is relatively strong.
Collaborating
Trust People need to trust their
leadership if they are to
remain dedicated to the
organization. Leaders must
be fair, consistent with all
employees.
26. Most beneficial when the
team needs positive
reinforcement for their
success. Key point –
frequent reinforcement of
positive behaviors and
achievements will result in
greater, long-term success.
Reinforcing
Character People ultimately find out
what kind of person their
leader is and will be
influenced to behave in the
same manner. Leaders
must consistently
demonstrate good work
ethics.
27. Integrity People need to trust and
respect their leaders. A
leader must be accountable
for his/her decisions and
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
52
actions within every
responsibility.
Responsibility People feel gratified when
commitments to them are
kept. Leaders, who keep
commitments, will have
employees, who are
accountable for their
commitments.
28. Wisdom People learn most from
their leaders by example
and coaching. Leaders need
to temper their knowledge
with good judgement and
concern for others.
Communication People perform better when
they understand the issues.
A leader who is open and
listens to concerns and
ideas will gain more
support from his/her
employees. This
communication can be
verbal, non-verbal and even
a simple visual
measurement system.
29. Flexible leadership is not something you do to people, but
something you do with
people. Following personal leadership beliefs and core
leadership values through thinking,
reflecting, communicating, learning, and implementation of
flexible leadership values through
teaching, coaching, mentoring, acting, communicating helps
leaders to become successful.
Leaders driven by their core values inspire loyalty and
commitment in their followers because
they help them to find purpose and meaning in what they do,
and they bring out the best in the
people who work alongside them (Clarke, 2018).
Once an organization's values are clearly defined, they should
also be the guiding light for how
performance is evaluated - at the team and individual level. This
is especially true when
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
53
organizations are facing change. And values based performance
30. evaluation systems need to be
put in place Gleeson, 2017).
Values based leadership
People become effective leaders when they are rooted in who
they are and what matters most
to them (Clarke, 2018). Becoming the best kind of leader isn't
about emulating a role model or
a historic figure. Rather, the leadership must be rooted in who
the leader is and what matters
most to her / him. When the leader truly knows her / himself
and what s/he stands for, it is
much easier to know what to do in any situation. It always
comes down to doing the right thing
and doing the best s/he can (Jansen Kraemer, 2011).
Values based leadership has received attention as many
charismatic and seemingly
transformational leaders had emerged that lacked a moral,
authentic and ethical dimension
(Copeland, 2014).
Values based leadership is the only true style of leader ship that
separates the great from the
rest (Clarke, 2018). Leaders must lean on the values of the
organization to drive performance,
31. especially during times of change. An organization's values
should be the bedrock of why the
institution exists, how it makes decisions and its true purpose.
They must be authentic and
relatively specific so they actually resonate with the team
(Gleeson, 2017).
Values based leadership within the organization manifests the
institutional ethos. Institutional
ethos clearly articulates values and culture. Everything
employers and employees do is guided
by the institutional ethos. Because it means that leaders have
come together to ensure alignment
on what the organization stands for. What the long term vision
is. It guides decision-making,
recruiting and selection, how the organization trains its
members and how the institution fights,
and the overall expectations (Barret Values Center, 2018).
Values based leadership means communicating organisational
values that tell members how to
behave in order to fulfil the organisation’s mission. They talk
about these values in a way that
connects with employees’ personal values, so that employees
come to identify strongly with
32. both the organisation and its mission (Daskal, 2016). Such
leaders focus on core values - the
enduring guiding principles that capture the organisation’s
strengths and character. Because
the core values represent the soul of the organisation, they are
likely to remain steadfast in the
face of changing market trends and fads (Clarke, 2011). In order
for employees to believe in
the sincerity and depth of the organisation’s values, the
leadership team must lead by example
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
54
and communicate the values on an ongoing basis to the entire
workforce. The values’
effectiveness lies in how well they are embodied by the
organisation as a whole (Clayton,
2013).
The values based leadership is related to leading the team and
evaluating performance - both
leader’s own and the team's - based more so on the
organization's set of values rather than
33. specific metrics and milestones. Leaders still have to oversee
their team member's ability to
execute and be accountable for their role in mission success, but
values based evaluations can't
be an afterthought (Gleeson, 2017).
Values based leadership describes behaviors that are rooted in
ethical and moral foundations
including spiritual, servant, authentic, ethical and
transformational leadership (Copeland,
2014). The four principles of values based leadership are
distinguished by Jansen Kraemer
(2011):
• The self-reflection. The leader must have the ability to
identify and reflect on what s/he
stands for, what her / his values are, and what matters most to
the leader. To be a values
based leader, s/he must be willing to look within her / himself
through regular self-
reflection and strive for greater self-awareness.
• The balance. It means the ability to see situations from
multiple perspectives and
differing viewpoints to gain a much fuller understanding.
Balance means that the leader
34. considers all sides and opinions with an open mind.
• The true self-confidence. It means that the leader accepts her /
himself as s/he is. The
leader recognizes personal strengths and weaknesses, and
strives for continuous
improvement. With true self-confidence the leader knows that
there will always be
people who are more gifted, accomplished, successful and so on
than s/he (the leader),
but the leader accepts the self as s/he is.
• The genuine humility. The leader should not forget who s/he is
or where s/he came from.
Genuine humility keeps life in perspective, particularly as the
leader experiences success
in her / his career. In addition, it helps the leader value each
person s/he encounters and
treats everyone respectfully.
Prilleltensky’s (2000) model for values based leadership focuses
on individual, collective, and
relationship wellness that together indicate that perceiving
one’s own values and values of the
group (emloyees), and building relationships to bind the two are
the foundations for operating
35. through a values based framework in organisation. The
researcher asserts that failure to address
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
55
these three areas of wellness leads those in an organisation to
focus on individual gain, and the
concept of doing what is best for the collective becomes lost.
Values based leaders are those with an underlying moral, ethical
foundation (Copeland, 2014).
Thus the successful values based leader will recognize personal
and professional values;
determine how much variance from established values will be
tolerated, and understand the
values of internal stakeholders. This model relies heavily on
recognition of the individual’s
role in upholding personal and organisational values. After all,
an organisation may have
established values, but it is up to the individuals in that
organisation to embody them (Graber
& Kilpatrick, 2008).
36. The values based leadership is not about realizing leader's
personal needs for status, fame, or
ego satisfaction. Instead, her / his actions are based on helping
their followers realize their true
needs. Values based leaders consistently act on behalf of their
followers, seeking to provide
the conditions and resources those constituencies couldn’t
provide on their own. The
importance of this servant leadership quality is identified, but
what is most unusual about these
leaders is the consistency of that behavior: unlike paternalistic
leaders, they do not seek to
impose their personal agendas on their followers; unlike
situational leaders, there is a complete
and predictable integrity to all their actions; unlike
transformational leaders, they do not seek
to change their opponents (their every action demonstrates
respect for their followers and
enemies alike). And they each display a high degree of
selflessness. That does not mean they
are without ambition, but rather their ambition is of an unusual
sort: they find personal
satisfaction and fulfillment by providing the opportunity for
others to realize their goals and
37. potential (O'Toole, 2008).
Conclusion
Today there is widespread lack of confidence in leadership, in
business, government, education
and elsewhere. Every leader needs to regain and maintain trust.
Positive values based
leadership goes beyond leveraging strengths and making
meaning. Values based leaders who
engage their employees and help them flourish in life. And for
their institutions / organisations
they boost productivity, creativity and financial returns. Values
based leadership may not be a
cure for everything that ails us, but it's definitely a good place
to start. But leading and
evaluating success based on values is the best way to build a
high-performance culture in
organisation.
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
56
38. References
1. Arnold, K. (2018). What is R.E.S.P.E.C.T. When it comes to
teamwork? Available at:
https://www.extraordinaryteam.com/what-is-r-e-s-p-e-c-t-when-
it-comes-to-teamwork/ (Accessed on 2018-
08-21).
2. Barnard, I. C. (1938). Functions of the Executive. Boston:
Harvard Press.
3. Barrett, R. (2013). The Values-driven Organisation:
Unleashing Human Potential for Performance and
Profit. London: Fulfilling Books.
4. Barret Values Center (2018). Values-based leadership.
Available at:
https://www.valuescentre.com/mapping-
values/leadership/values-based-leadership (Accessed on 2018-
06-
28).
5. Bauman, D. C. (2013). Leadership and the three faces of
integrity. The Leadership Quarterly, 24(3), 414-
426.
6. Bishop, W. H. (2013). Defining the Authenticity in Authentic
Leadership. The Journal of Values-Based
Leadership, 6(1), Article 7. Available at:
39. https://scholar.valpo.edu/cgi/viewcontent.cgi?article=1077&con
text=jvbl (Accessed on 2018-03-19).
7. Bourne, P. A. (2016). Leadership as a service: a new model
for higher education in a new century – a book
review. Review of Public Administration and Management, 4,
196. Available at:
https://www.omicsonline.org/open-access/leadership-as-a-
service-a-new-model-for-higher-education-in-a-
newcentury--a-book-review-2315-7844-1000196.php?aid=83165
(Accessed on 2018-02-20).
8. Browback, S. (2016). Flourishing requires belief in human
potential. The Washington Times. Available at:
https://www.washingtontimes.com/news/2016/oct/6/flourishing-
requires-belief-in-human-potential/
(Accessed on 2018-02-28).
9. Cable, D. (2018). How humble leadership really works.
Harvard Business Review. Available at:
https://hbr.org/2018/04/ how-humble-leadership-really-works
(Accessed on 2018-04-23).
10. Cameron, K. (2008). Positive Leadership. San Francisco:
Berret-Koehler.
11. Clarke, S. (2018). Why your values are key to your
leadership. Leaderonomic.com Available at:
https://leaderonomics.com/leadership/values-key-leadership
(Accessed on 2018-06-28).
40. 12. Clarke, N. (2011). An integrated conceptual model of
respect in leadership. The Leadership Quarterly, 22(2),
316-327.
13. Clayton, M. (2013). The wisdom of leadership. Trai ning
Journal. Available at:
https://www.trainingjournal.com/articles/feature/wisdom-
leadership (Accessed on 2018-01-24).
14. Copeland, M. K. (2014). The emerging significance of
values based leadership: a literature review.
International Journal of Leadership Studies, 8(2), 105-135.
15. Cubukcu, F. (2014). Values education through Literature in
English classes. Procedia - Social and
Behavioral Sciences, 116, 265-269.
16. Daskal, L. (2016). 21 Core Beliefs That Will Take Your
Leadership From Good to Great. Available at:
https://www.inc.com/lolly-daskal/21-core-beliefs-that-will-take-
your-leadership-from-good-to-great.html
(Accessed on 2018-01-28).
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
57
41. 17. Gleeson, B. (2017). How Values-Based Leadership
Transforms Organizational Cultures. Available at:
https://www.inc.com/brent-gleeson/how-values-based-
leadership-transforms-organizational-cultures.html
(Accessed on 2018-01-28).
18. Graber, D. R., & Kilpatrick, A. O. (2008). Establishing
values-based leadership and value systems in
healthcare organizations. Journal of Health and Human Services
Administration, Fall, 179-196.
19. Gulledge, Ch. (2018). Nine steps to develop leadership
discipline. Forbes. Available at:
https://www.forbes.com/sites/forbescoachescouncil/2018/07/27/
nine-steps-to-develop-leadership-
discipline/#584140181fbe (Accessed on 2018-07-27).
20. Heathfield, S. (2018). Leadership values and workplace
ethics. Available at:
https://www.thebalancecareers.com/leadership-values-and-
workplace-ethics-1918615 (Accessed on 2018-
10-12).
21. Higginbottom, K. (2018). The value of humility in
leadership. Forbes. Available at:
https://www.forbes.com/sites/karenhigginb ottom/2018/07/18/the
-value-of-humility-in-
42. leadership/#60b6e12024e9 (Accessed on 2018-07-18).
22. Hyatt, K., & de Ciantis, Ch. (2012). Values driven
leadership. Integral Leadership Review. Available at:
http://integralleadershipreview.com/7601-values-driven-
leadership/ (2018-01-19).
23. Jabbour, R. (2017). The importance of cultivating self-
discipline. Entrepreneur Middle East. Available at:
https://www.entrepreneur.com/article/305350 (Accessed on
2018-01-24).
24. James, P. S. (2014). Aligning and propagating
organisational values. Procedia Economics and Finance, 11,
95-109.
25. Jansen Kraemer, H. M. (2011). The only true leadership is
values-based leadership. Forbes. Available at:
https://www.forbes.com/2011/04/26/values-based-
leadership.html#4469baed652b (Accessed on 2018-01-
28).
26. Kase, L. (2010). Great leaders are great decision makers.
Graziadio Business Review, 13(4). Available at:
https://gbr.pepperdine.edu/2010/10/great-leaders-are-great-
decision-makers/ (Accessed on 2018-02-17).
27. Keyser, J. (2011). Personal growth in leadership. Common
Sense Leadership. Available at:
43. http://www.commonsenseleadership.com/personal-growth-in-
leadership/ (Accessed on 2018-03-02).
28. Millar, K. (2012). Meaning, Self and The Human Potential:
An Appeal for Humanism. Cambridge, UK: Janus
Publishing.
29. O'Toole, J. (2008). Notes towards a definition of values -
based leadership. The Journal of Values-based
Leadership, 1 (1). Article 10. Available at:
https://scholar.valpo.edu/cgi/viewcontent.cgi?article=1009&con
text=jvbl (Accessed on 2018-03-01).
30. Prilleltensky, I. (2000). Value-based leadership in
organizations: Balancing values, interests, and power
among citizens, workers, and leaders. Ethics and Behavior,
10(2), 139-158.
31. Reese, S. R. (2017). Leadership Core Values and Beliefs are
Keys to Greatness. Center for Management and
Organization Effectiveness. Available at:
https://cmoe.com/blog/great-leaders-have-specific-beliefs-and-
core-values/ (Accessed on 2018-02-14).
10.2478/arhss-2018-0005 Applied Research in Health and
Social Sciences, Vol. 15, No. 1, 2018
44. 58
32. Selznick, P. (1957) Leadership in Administration: A
Sociological Interpretation. Harper & Row, New York,
62, 67-68.
33. Sen, A., Kabak, K. E., & Yanginlar, G. (2013). Courageous
leadership for the twenty-first century. Procedia
– Social and Behavioral Sciences, 75(3), 91-101.
34. Turkkahraman, M. (2014). Social values and value
education. Procedia - Social and Behavioral Sciences,
116, 622-638.
35. Uhl-Bien, M., Russ, M. & McKelvey, B. (2007). Complexity
Leadership Theory: Shifting Leadership From
The Industrial Age To The Knowledge Era. Leadership Institute
Faculty Publications. 18. Available at:
https://digitalcommons.unl.edu/cgi/viewcontent.cgi?article=101
7&context=leadershipfacpub (Accessed on
2018-03-07).
36. Williams, T. (2018). Why integrity remains one of the top
leadership attributes. The Economist. Available at:
https://execed.economist.com/blog/industry-trends/why-
integrity-remains-one-top-leadership-attributes
(Accessed on 2018-04-09).
45. 37. Yang, Sh.-Y. (2011). Wisdom displayed through leadership:
Exploring leadership-related wisdom. The
Leadership Quarterly, 22(4), 616-632.
Submitted 2018-10-13
Received 2018-10-13
Accepted 2018-11-30
Copyright of Applied Research in Health & Social Sciences:
Interface & Interaction /
Sveikatos ir Socialiniu Mokslu Taikomieji Tyrimai: Sandura ir
Saveika is the property of
Klaipeda State College and its content may not be copied or
emailed to multiple sites or
posted to a listserv without the copyright holder's express
written permission. However, users
may print, download, or email articles for individual use.