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Assignment: Write a 4- to 5-page paper APA format Perform research and describe a team or organization that uses a transformational approach. Compare the transformational environment you outlined above to a non-leadership environment (laissez-faire). What are the key differences between the two approaches? In terms of morale, productivity, and overall commitment, what do you think the key differences are between organizations that use a transformational approach and those with non-leaders? READING Cameron, E., & Green, M. (2017). Chapter 6 - Transformational and transactional leadership. Essential leadership: develop your leadership qualities through theory and practice. Rubino, L. G., Esparza, S. J., Reid C., Yolanda, S., (Eds.), (2014). Chapter 10 - Transformational leadership: Transformational leadership defined. New leadership for today's health care professionals: concepts and cases. .
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Running Head SERVANT LEADERSHIP1SERVANT LEADERSHIP2.docx
Running Head: SERVANT LEADERSHIP 1
SERVANT LEADERSHIP 2
Servant Leadership
Annotated Bibliography
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
The paper developed through a systematic review of 285 articles on the topic of servant leadership aimed at comparing servant leadership with other approaches to leadership, the nature of servant leadership and the theoretical basis through which servant leadership developed. As a result, the paper provides a comprehensive overview of servant leadership, its advantages and challenges while also comparing servant leadership to other forms of leadership that individuals use. Subsequently, the paper provides important insights regarding servant leadership, its application compared to other forms of leadership as well as recommendations for future research. This information is crucial in the development of my research paper given that not only does the paper cover and provide important information regarding servant leadership but also because through the systematic review that was used to develop the paper, the authors were able to collect information from many sources increasing not only the validity but also the reliability of the information.
Williams, W. A., Brandon, R. S., Hayek, M., Haden, S. P., & Atinc, G. (2017). Servant leadership and followership creativity. Leadership & Organization Development Journal.
The paper examines how political skills and servant leadership interact to influence employee creativity and workplace culture. In developing the paper, the authors selected a sample of 280 participants comprising both undergraduate and graduate students for the study and collected data across three periods of time. Finding from the study indicate that servant leadership increases the creativity of employees by fostering a proper working environment Moreover, servant leadership according to the study is strengthened based on the political skills of those in leadership. The paper is useful in my research project in that it provides crucial information regarding servant leadership, its association with workplace politics and how leaders practising servant leadership can navigate such workplace challenges.
DeConinck, J., & DeConinck, M. B. (2017). The relationship between servant leadership perceived organizational support, performance, and turnover among business to business salespeople. Archives of Business Research, 5(10).
The paper, developed through responses from a sample of 383 salespersons who trade between businesses in the US explores the influence of servant leadership on the salespersons in terms of outcome performance, organizational support, turnover and turnover intentions. Findings from the study indicate that servant leadership directly influences performance but had an indirect relationship with turnover intentions as w.
The Distinction between Leadership and ManagementThink of the mana.docx
The Distinction Between Leadership and Management
Think of the managers you have reported to thus far in your career. Now consider the people you have worked with or know of that you would consider leaders. Based on these experiences, what would you surmise about the responsibilities of managers and leaders and about the distinctions between these two categories in health care settings?
This week’s Learning Resources classify management and leadership (which are often confused in everyday discussion) and explain their significance for health care organizations. As you advance professionally, it is critical to understand the distinctions between management and leadership and how you can apply this knowledge for increasing effectiveness in your workplace.
To prepare:
·
Review the information in the Learning Resources.
·
Conduct additional research on your own and select at least two current, credible sources that contribute to your understanding of management and leadership.
·
Reflect on how the roles of management and leadership differ in supporting the organization to set and achieve goals.
·
Drawing upon specific examples from a current or previous practice setting, bring to mind someone who seemed to be a leader but not a manager and someone who seemed to be a manager but not a leader (generally speaking, or within a specific circumstance). Be prepared to support your assessment with specific behavioral descriptions found in the literature.
Address the following in my Assignment:
1.
An analysis of how management and leadership roles differ in terms of supporting an organization to set and achieve goals.
2.
In addition, post descriptions of an individual who demonstrates leadership behaviors but not management behaviors and an individual who demonstrates management behaviors but not leadership behaviors.
3.
Provide your rationale, identifying specific characteristics of effective managers and leaders. (
Note:
Do not identify these individuals by name, position, or location
.)
4.
Summary with Conclusion
REMINDERS:
1)
2-3 pages (addressing the 4 questions above excluding the title page and reference page).
2)
Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016. Please utilize the references at least three below as much as possible and the rest from yours.
3)
Make headings for each question.
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
o
Review Chapters 2 and 3
Note:
Many of the articles in this week’s Required Readings are foundational in the leadership and management literature. The concepts presented in these early articles still apply to today’s workplace.
·
Jennings, B. M., Scalzi, C. C., Rodgers, J. D., & Keane, A. (2007). Differentiating nursing leadership and management competencies.
Nursing Outlook, 55
(4).
The Distinction between Leadership and ManagementThink of the ma.docx
The Distinction between Leadership and Management
Think of the managers you have reported to thus far in your career. Now consider the people you have worked with or know of that you would consider leaders. Based on these experiences, what would you surmise about the responsibilities of managers and leaders and about the distinctions between these two categories in health care settings?
This week’s Learning Resources classify management and leadership (which are often confused in everyday discussion) and explain their significance for health care organizations. As you advance professionally, it is critical to understand the distinctions between management and leadership and how you can apply this knowledge for increasing effectiveness in your workplace.
To prepare:
·
Review the information in the Learning Resources.
·
Conduct additional research on your own and select at least two current, credible sources that contribute to your understanding of management and leadership.
·
Reflect on how the roles of management and leadership differ in supporting the organization to set and achieve goals.
·
Drawing upon specific examples from a current or previous practice setting, bring to mind someone who seemed to be a leader but not a manager and someone who seemed to be a manager but not a leader (generally speaking, or within a specific circumstance). Be prepared to support your assessment with specific behavioral descriptions found in the literature.
On the Week 8 Discussion Board, 1 page,
APA format
1.
an analysis of how management and leadership roles differ in terms of supporting an organization to set and achieve goals.
2.
In addition, post descriptions of an individual who demonstrates leadership behaviors but not management behaviors and an individual who demonstrates management behaviors but not leadership behaviors.
3.
Provide your rationale, identifying specific characteristics of effective managers and leaders. (
Note:
Do not identify these individuals by name, position, or location
.)
Course readings
·
Theory and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
o
Review Chapters 2 and 3
Note:
Many of the articles in this week’s Required Readings are foundational in the leadership and management literature. The concepts presented in these early articles still apply to today’s workplace.
·
Jennings, B. M., Scalzi, C. C., Rodgers, J. D., & Keane, A. (2007). Differentiating nursing leadership and management competencies.
Nursing Outlook, 55
(4), 169–175.
Retrieved from the Walden Library databases.
In this foundational article, Jennings explores the similarities and differences between leadership and management competencies. The research implies that there is a growing ambiguity between the competencies required in nursing that must be addressed.
·
Keys, Y. (2014). Looking ahead to our next generation of nurse leaders: Generation X Nurse Managers.
Journal of nursing management
,
22
(1), 97-105.
18 Volume 18, Issue 1, March 2017 Review of.docx
18 Volume 18, Issue 1, March 2017 Review of International Comparative Management
The Emergence of Leadership Styles:
A Clarified Categorization
Franco GANDOLFI1
Seth STONE2
Keywords: leadership, leadership styles, leadership categories, categorization
JEL classification: M12, M14
Introduction
The world is in the midst of a leadership crisis. Despite the fact that there is
a vast body of literature on leadership, it has remained one of the most misunderstood
business phenomena (Gandolfi & Stone, 2016). Thus, it becomes of paramount
importance to understand the consequences, both positive and negative, that emerge
from the various known and validated leadership styles found in modern-day
organizations. Further, it is critical to have metrics in the form of known attributes
of effective leadership to serve as a benchmark for the effectiveness of each
leadership style. A thorough understanding of both the potency and effectiveness of
recognized leadership styles will benefit the academic and professional communities
alike.
Therefore, the purpose of this article is to showcase the different leadership
styles in practice in organizations today and to provide a categorization of existing
leadership styles. A key objective of this research is to compare leadership styles to
a functional and comprehensive working definition of leadership. With this in mind,
1 Dr. Franco GANDOLFI, Georgetown University, Email: [email protected]
2 Dr. Seth STONE, Regent University, Email: [email protected]
Abstract
The study of leadership has become a prominent scholarly and professional focus
in an ever-changing, multi-dimensional globalized world. Despite abundant scientific and
anecdotal work on the effectiveness and potency of “good” leadership, several leadership-
related questions have remained unanswered. For instance, what does good, effective
leadership look like? What is a leadership ‘style’ at its most basic? What leadership styles
are at a leader’s disposal? While leadership may be seen as one of the most over-
researched topics, it remains one of the most misunderstood phenomena of our time
(Gandolfi & Stone, 2016). This conceptual paper addresses the notion of a leadership style
and purports to categorize the ever-increasing pool of leadership styles that emerge both
in scholarly and professional circles. The paper culminates in a graphic depiction of the
categorization of leadership styles based on the scientific work of Lewin, Lippit, and White
(1939).
mailto:[email protected]
mailto:[email protected]
Review of International Comparative Management Volume 18, Issue 1, March 2017 19
this work begins with a brief review of a working definition of leadership and the
key empirically researched attributes of effective leaders. The article then provides
a deeper analysis o.
OL 2010Self as LeaderFall 2014Discussion Question ThreeThe.docx
OL 2010
Self as Leader
Fall 2014
Discussion Question Three
The Changing Nature of Leadership
André Martin
Read the article The Changing Nature of Leadership posted in Pilot.
Phase One:
For this Pilot discussion, the questions are few but require thoughtful reflection. Formulate and post reasoned responses to the following:
1. What is your response to this article in general?
2. Martin wrote about the three types of challenges that organizations face: technical, adaptive, and critical. These challenges present a new set of issues for the organization. Comment on your thoughts about these challenges and their effects—how would you seek to overcome or adapt to these within your organization?
3. Beginning on page 11, the article overviewed “Are organizations investing in the right areas?” It went on to discuss changes in leadership skills and later preparing for the future. As you read these sections, how do you see these changes affecting organizations in the future and your leadership skills/style? As you review the article and review the types of responses that will be required in the future, what do you believe that you will need to do to prepare yourself to meet the challenges that you will face as a leader?
Phase One opens Thursday, October 16th 7:00 a.m.
Deadline to respond to Phase One: Monday, October 20th at 11:59 p.m.
A CCL Research White Paper
The Changing Nature
of Leadership
By:
André Martin
Contributors:
Phil Willburn
Paula Morrow
Kris Downing
Corey Criswell
Center for Creative Leadership, CCL®, and its logo are registered trademarks owned by the Center for Creative Leadership. © 2007 Center for Creative Leadership. All rights reserved.
CONTENTS
Executive summary
Background
Who participated in the research?
What are the major challenges?
What is the current state of leadership?
Are organizations investing in the right areas?
Has leadership changed in the last 10 years?
Triggers & responses to the changing nature of leadership
Is academia seeing shifts in leadership?
Reflection questions
Acknowledgments
About the author
3
4
4
7
10
11
13
18
21
22
22
23
The Changing Nature of Leadership
C E N T E R F O R C R E A T I V E L E A D E R S H I P
The Changing Nature of Leadership
Center for Creative Leadership, CCL®, and its logo are registered trademarks owned by the Center for Creative Leadership. © 2007 Center for Creative Leadership. All rights reserved.
Connected leadership is an
emerging view of leadership as an
inclusive and collective networked
activity occurring throughout
organizations. Out of this project
grew the Changing Nature of
Leadership (CNL) research. Its
focus: to explore the current field
of leadership and forecast future
trends. CNL relied on several
interdependent streams of
research, including academic liter-
ature, surveys, benchmarking and
classroom research.
More than 500 respondents completed
one or more aspects of the research. Of
the.
A conceptual framework of transformational leadership as an influential tool ...
Paper Writing Service
http://StudyHub.vip/A-Conceptual-Framework-Of-Transformatio
research paperrequirement.docx1. Proposal 150 words – a p.docx
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 ...
Recommended
Running Head SERVANT LEADERSHIP1SERVANT LEADERSHIP2.docx
Running Head: SERVANT LEADERSHIP 1
SERVANT LEADERSHIP 2
Servant Leadership
Annotated Bibliography
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
The paper developed through a systematic review of 285 articles on the topic of servant leadership aimed at comparing servant leadership with other approaches to leadership, the nature of servant leadership and the theoretical basis through which servant leadership developed. As a result, the paper provides a comprehensive overview of servant leadership, its advantages and challenges while also comparing servant leadership to other forms of leadership that individuals use. Subsequently, the paper provides important insights regarding servant leadership, its application compared to other forms of leadership as well as recommendations for future research. This information is crucial in the development of my research paper given that not only does the paper cover and provide important information regarding servant leadership but also because through the systematic review that was used to develop the paper, the authors were able to collect information from many sources increasing not only the validity but also the reliability of the information.
Williams, W. A., Brandon, R. S., Hayek, M., Haden, S. P., & Atinc, G. (2017). Servant leadership and followership creativity. Leadership & Organization Development Journal.
The paper examines how political skills and servant leadership interact to influence employee creativity and workplace culture. In developing the paper, the authors selected a sample of 280 participants comprising both undergraduate and graduate students for the study and collected data across three periods of time. Finding from the study indicate that servant leadership increases the creativity of employees by fostering a proper working environment Moreover, servant leadership according to the study is strengthened based on the political skills of those in leadership. The paper is useful in my research project in that it provides crucial information regarding servant leadership, its association with workplace politics and how leaders practising servant leadership can navigate such workplace challenges.
DeConinck, J., & DeConinck, M. B. (2017). The relationship between servant leadership perceived organizational support, performance, and turnover among business to business salespeople. Archives of Business Research, 5(10).
The paper, developed through responses from a sample of 383 salespersons who trade between businesses in the US explores the influence of servant leadership on the salespersons in terms of outcome performance, organizational support, turnover and turnover intentions. Findings from the study indicate that servant leadership directly influences performance but had an indirect relationship with turnover intentions as w.
The Distinction between Leadership and ManagementThink of the mana.docx
The Distinction Between Leadership and Management
Think of the managers you have reported to thus far in your career. Now consider the people you have worked with or know of that you would consider leaders. Based on these experiences, what would you surmise about the responsibilities of managers and leaders and about the distinctions between these two categories in health care settings?
This week’s Learning Resources classify management and leadership (which are often confused in everyday discussion) and explain their significance for health care organizations. As you advance professionally, it is critical to understand the distinctions between management and leadership and how you can apply this knowledge for increasing effectiveness in your workplace.
To prepare:
·
Review the information in the Learning Resources.
·
Conduct additional research on your own and select at least two current, credible sources that contribute to your understanding of management and leadership.
·
Reflect on how the roles of management and leadership differ in supporting the organization to set and achieve goals.
·
Drawing upon specific examples from a current or previous practice setting, bring to mind someone who seemed to be a leader but not a manager and someone who seemed to be a manager but not a leader (generally speaking, or within a specific circumstance). Be prepared to support your assessment with specific behavioral descriptions found in the literature.
Address the following in my Assignment:
1.
An analysis of how management and leadership roles differ in terms of supporting an organization to set and achieve goals.
2.
In addition, post descriptions of an individual who demonstrates leadership behaviors but not management behaviors and an individual who demonstrates management behaviors but not leadership behaviors.
3.
Provide your rationale, identifying specific characteristics of effective managers and leaders. (
Note:
Do not identify these individuals by name, position, or location
.)
4.
Summary with Conclusion
REMINDERS:
1)
2-3 pages (addressing the 4 questions above excluding the title page and reference page).
2)
Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016. Please utilize the references at least three below as much as possible and the rest from yours.
3)
Make headings for each question.
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
o
Review Chapters 2 and 3
Note:
Many of the articles in this week’s Required Readings are foundational in the leadership and management literature. The concepts presented in these early articles still apply to today’s workplace.
·
Jennings, B. M., Scalzi, C. C., Rodgers, J. D., & Keane, A. (2007). Differentiating nursing leadership and management competencies.
Nursing Outlook, 55
(4).
The Distinction between Leadership and ManagementThink of the ma.docx
The Distinction between Leadership and Management
Think of the managers you have reported to thus far in your career. Now consider the people you have worked with or know of that you would consider leaders. Based on these experiences, what would you surmise about the responsibilities of managers and leaders and about the distinctions between these two categories in health care settings?
This week’s Learning Resources classify management and leadership (which are often confused in everyday discussion) and explain their significance for health care organizations. As you advance professionally, it is critical to understand the distinctions between management and leadership and how you can apply this knowledge for increasing effectiveness in your workplace.
To prepare:
·
Review the information in the Learning Resources.
·
Conduct additional research on your own and select at least two current, credible sources that contribute to your understanding of management and leadership.
·
Reflect on how the roles of management and leadership differ in supporting the organization to set and achieve goals.
·
Drawing upon specific examples from a current or previous practice setting, bring to mind someone who seemed to be a leader but not a manager and someone who seemed to be a manager but not a leader (generally speaking, or within a specific circumstance). Be prepared to support your assessment with specific behavioral descriptions found in the literature.
On the Week 8 Discussion Board, 1 page,
APA format
1.
an analysis of how management and leadership roles differ in terms of supporting an organization to set and achieve goals.
2.
In addition, post descriptions of an individual who demonstrates leadership behaviors but not management behaviors and an individual who demonstrates management behaviors but not leadership behaviors.
3.
Provide your rationale, identifying specific characteristics of effective managers and leaders. (
Note:
Do not identify these individuals by name, position, or location
.)
Course readings
·
Theory and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
o
Review Chapters 2 and 3
Note:
Many of the articles in this week’s Required Readings are foundational in the leadership and management literature. The concepts presented in these early articles still apply to today’s workplace.
·
Jennings, B. M., Scalzi, C. C., Rodgers, J. D., & Keane, A. (2007). Differentiating nursing leadership and management competencies.
Nursing Outlook, 55
(4), 169–175.
Retrieved from the Walden Library databases.
In this foundational article, Jennings explores the similarities and differences between leadership and management competencies. The research implies that there is a growing ambiguity between the competencies required in nursing that must be addressed.
·
Keys, Y. (2014). Looking ahead to our next generation of nurse leaders: Generation X Nurse Managers.
Journal of nursing management
,
22
(1), 97-105.
18 Volume 18, Issue 1, March 2017 Review of.docx
18 Volume 18, Issue 1, March 2017 Review of International Comparative Management
The Emergence of Leadership Styles:
A Clarified Categorization
Franco GANDOLFI1
Seth STONE2
Keywords: leadership, leadership styles, leadership categories, categorization
JEL classification: M12, M14
Introduction
The world is in the midst of a leadership crisis. Despite the fact that there is
a vast body of literature on leadership, it has remained one of the most misunderstood
business phenomena (Gandolfi & Stone, 2016). Thus, it becomes of paramount
importance to understand the consequences, both positive and negative, that emerge
from the various known and validated leadership styles found in modern-day
organizations. Further, it is critical to have metrics in the form of known attributes
of effective leadership to serve as a benchmark for the effectiveness of each
leadership style. A thorough understanding of both the potency and effectiveness of
recognized leadership styles will benefit the academic and professional communities
alike.
Therefore, the purpose of this article is to showcase the different leadership
styles in practice in organizations today and to provide a categorization of existing
leadership styles. A key objective of this research is to compare leadership styles to
a functional and comprehensive working definition of leadership. With this in mind,
1 Dr. Franco GANDOLFI, Georgetown University, Email: [email protected]
2 Dr. Seth STONE, Regent University, Email: [email protected]
Abstract
The study of leadership has become a prominent scholarly and professional focus
in an ever-changing, multi-dimensional globalized world. Despite abundant scientific and
anecdotal work on the effectiveness and potency of “good” leadership, several leadership-
related questions have remained unanswered. For instance, what does good, effective
leadership look like? What is a leadership ‘style’ at its most basic? What leadership styles
are at a leader’s disposal? While leadership may be seen as one of the most over-
researched topics, it remains one of the most misunderstood phenomena of our time
(Gandolfi & Stone, 2016). This conceptual paper addresses the notion of a leadership style
and purports to categorize the ever-increasing pool of leadership styles that emerge both
in scholarly and professional circles. The paper culminates in a graphic depiction of the
categorization of leadership styles based on the scientific work of Lewin, Lippit, and White
(1939).
mailto:[email protected]
mailto:[email protected]
Review of International Comparative Management Volume 18, Issue 1, March 2017 19
this work begins with a brief review of a working definition of leadership and the
key empirically researched attributes of effective leaders. The article then provides
a deeper analysis o.
OL 2010Self as LeaderFall 2014Discussion Question ThreeThe.docx
OL 2010
Self as Leader
Fall 2014
Discussion Question Three
The Changing Nature of Leadership
André Martin
Read the article The Changing Nature of Leadership posted in Pilot.
Phase One:
For this Pilot discussion, the questions are few but require thoughtful reflection. Formulate and post reasoned responses to the following:
1. What is your response to this article in general?
2. Martin wrote about the three types of challenges that organizations face: technical, adaptive, and critical. These challenges present a new set of issues for the organization. Comment on your thoughts about these challenges and their effects—how would you seek to overcome or adapt to these within your organization?
3. Beginning on page 11, the article overviewed “Are organizations investing in the right areas?” It went on to discuss changes in leadership skills and later preparing for the future. As you read these sections, how do you see these changes affecting organizations in the future and your leadership skills/style? As you review the article and review the types of responses that will be required in the future, what do you believe that you will need to do to prepare yourself to meet the challenges that you will face as a leader?
Phase One opens Thursday, October 16th 7:00 a.m.
Deadline to respond to Phase One: Monday, October 20th at 11:59 p.m.
A CCL Research White Paper
The Changing Nature
of Leadership
By:
André Martin
Contributors:
Phil Willburn
Paula Morrow
Kris Downing
Corey Criswell
Center for Creative Leadership, CCL®, and its logo are registered trademarks owned by the Center for Creative Leadership. © 2007 Center for Creative Leadership. All rights reserved.
CONTENTS
Executive summary
Background
Who participated in the research?
What are the major challenges?
What is the current state of leadership?
Are organizations investing in the right areas?
Has leadership changed in the last 10 years?
Triggers & responses to the changing nature of leadership
Is academia seeing shifts in leadership?
Reflection questions
Acknowledgments
About the author
3
4
4
7
10
11
13
18
21
22
22
23
The Changing Nature of Leadership
C E N T E R F O R C R E A T I V E L E A D E R S H I P
The Changing Nature of Leadership
Center for Creative Leadership, CCL®, and its logo are registered trademarks owned by the Center for Creative Leadership. © 2007 Center for Creative Leadership. All rights reserved.
Connected leadership is an
emerging view of leadership as an
inclusive and collective networked
activity occurring throughout
organizations. Out of this project
grew the Changing Nature of
Leadership (CNL) research. Its
focus: to explore the current field
of leadership and forecast future
trends. CNL relied on several
interdependent streams of
research, including academic liter-
ature, surveys, benchmarking and
classroom research.
More than 500 respondents completed
one or more aspects of the research. Of
the.
A conceptual framework of transformational leadership as an influential tool ...
Paper Writing Service
http://StudyHub.vip/A-Conceptual-Framework-Of-Transformatio
research paperrequirement.docx1. Proposal 150 words – a p.docx
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 ...
Surname 8 nameinstructorcoursedateleadership and team b
Surname 8 nameinstructorcoursedateleadership and team b
6.2 Assignment The Dark Side of LeadershipReadSpeak.docx
6.2 Assignment: The Dark Side of Leadership
ReadSpeaker webReader: Listen
Focus
Getting Started
In this assignment, you will read Chapter 16, “The Dark Side of Leadership,” in our textbook. Hughes, Ginnet, and Curphy (2019) write:
Because of the profound ways in which leadership affects us all, it would be nice if the people in positions of authority were actually good at it. But research shows that most people are woefully inadequate when it comes to influencing an organized group toward accomplishing its goals. (p. 638)
The authors describe the most common reasons why people fail in leadership positions—bad leadership, managerial incompetence, and managerial derailment—and the steps leaders can take to improve their odds of success.
Image source:
Nonprofitrisk.org
Upon successful completion of this assignment, you will be able to:
Create an ethical strategy and standard for communication during change.
Types of Destructive Leaders Image Transcriptclick to expand contents
Resources
Textbook:
Leadership: Enhancing the Lessons of Experience
Background Information
In
The Leadership Challenge
, authors Kouzes and Posner (2007) report on their considerable surveys and research on the subject of leadership. They identify four characteristics most selected in their surveys of admired leadership: honest, forward-looking, inspiring, and competent.
Honest: “It’s clear that if people anywhere are to willingly follow someone—whether it’s into battle or into the boardroom, the front office or the front lines—they first want to assure themselves that the person is worthy of their trust” (p. 32).
Forward-Looking: “People expect leaders to have a sense of direction and a concern for the future of the organization” (p. 33).
Inspiring: “It’s not enough for a leader to have a dream. A leader must be able to communicate the vision in ways that encourage people to sign on for the duration and excite them about the cause” (p. 34).
Competent: “To enlist in a common cause, people must believe that the leader is competent to guide them where they’re headed. They must see the leader as having relevant experience and sound judgment” (p. 35).
These characteristics supplement the reading from Chapter 16 of
Leadership: Enhancing the Lessons of Experience
, reinforcing the contention that effective leaders must be careful to safeguard the positive attributes of leadership and guard against the ominous dark side of leadership.
Reference
Kouzes, J., & Posner, B. (2007).
The leadership challenge
(4th ed.). Jossey-Bass.
Instructions
Review the rubric to make sure you understand the criteria for earning your grade.
Read Chapter 16 of our textbook, including all Profiles and Highlights for an additional perspective.
Read the minicase, “You Can’t Make Stuff Like This Up,” at the end of Chapter 16.
Write a paper incorporating information from the textbook. Respond to the following questions related to the minicase.
How does Jim’s behavior.
Running Head ANNOTATED BIBLIOGRAPHY .docx
Running Head: ANNOTATED BIBLIOGRAPHY 1ANNOTATED BIBLIOGRAPHY 2
Annotated Bibliography
William Fiedler
Columbia Southern University
Griffin, M. A., Parker, S. K., & Mason, C. M. (2010). "Leader vision and the development of adaptive and proactive performance: A longitudinal study," Journal of Applied Psychology, 95(1): 174-182.
This study proposes that situational leadership model, as a kind of leader vision, would bring about an increment in the adaptivity for employees in an organization who were high in openness to work for a role change. This is a perfect fit for my research for the reason that it illustrates how situational leadership model influences organizational employees in bringing about an increment in their adaptivity. It is an objective source because it illustrates the facts that lie under situational leadership model that when employed by leaders in their leader vision task, it would positively change the performance employees. This source is of importance for my research because it will help in analyzes significant effects of situational leadership model in increasing employees’ adaptivity.
Kaifi, B. A., Noor, A. O., Nguyen, N., Aslami, W. & Khanfar, N. M. (2013). The importance of situational leadership in the workforce: A study based on Gender, Place of birth, and generational affiliation. Journal of Contemporary Management, 29-40.
In this article, authors’ main point is that situational leadership is an important aspect that organizations should put into consideration for them to succeed in their daily performance. This source fits my research in that it helps analyzes the process by which organizations will make use of situational leadership theory to develop their daily performance. This source is objective for the reason that it analyzes the facts that organizations benefit from utilizing the situational leadership model. This research will be of importance in my research because it will help obtain information on the manner by which organizations make use of situational leadership model to run their daily practices effectively.
Manepatil, U. (2013). Situational Leadership Model. ROR, II(VI), 1-4.
In this article, the main point Manepatil brings out is that situational leadership considers leaders as varying their emphasis on various activities as well as relationship behaviors to best act on a different level of follower maturity. This source fits my research in that it attempts to define the actual meaning of situational leadership model. This source is objective because it is based on facts of the functions of situational leadership model. This source will be of significance in my paper because it will help in recognizing what situational leadership is and how it functions in addition to its benefits.
Mujtaba, B. & Sungkhawan, J. (2009). Situational Leadership and Diversity Management Coaching skills. Journal of Diversity M ...
Running head ANNOTATED BIBLIOGRAPHY1ANNOTATED BIBLIOGRAPHY.docx
Running head: ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY 6
Organizational Development
Author’s Name
Course Title
Professors’ Name
Date
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
This book is based on organization development which is a process that is broadly applied in behavioral science practices and knowledge that helps organizations in building their capacity to achieve greater and change effectiveness. This includes employee satisfaction, environmental sustainability and increased financial performances. It also examines assumptions, models, and background of organization development, strategies and other aspects of organization development (OD). I choose this book as it has elaborated the concept of OD to detail as well as its historical evolution in the past 60 years.
Fox, H. L. (2013). The promise of organizational development in nonprofit human services
Organizations. Organization Development Journal, 31(2), 72.
The author advocates for mentally ill, sick children, domestic violence victims, and child abuse and neglect victims. Nonprofit human services organizations which function under an ideology that aims at change for the community, individual, nation, region or world through their missions of advocacy and service. Nonprofit agencies sometimes are caught up in competitive environments as they function with not enough or decreasing resources as well as increasing demand for services. The author feels that organizational development efforts will upgrade internal systems management, build organizations capacity and also develop personnel. This article can be useful because it explores some issues applicable to providing organizational development in these nonprofit agencies which serve as a primer to those thinking of issuing organizational development services.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677.
The belief behind much of this research is that organizational culture is a significant social trait that influences individual, group as well as organizational behavior .it is believed to be shared among organizational levels thus influencing the behaviors and attitudes of employees. Moreover, it a set of assumptions that an organizational or group holds which determines how it thinks, perceives or reacts to different environments.I would use this article since it has explained how organizational development is determined by beliefs, norms or values of an organization.
Lewis, R. (n.d). Strategy and Organizational Development.
Ralph Lewis refers to organizational development as a term that originated from the current thinking in management. This is because organizational development was seen as synonymous which had certain orientation o ...
Suggested adaptive leadership principles in marketing environment
The International Institute for Science, Technology and Education (IISTE) Journals Call for paper http://www.iiste.org/Journals
Running head STYLES OF LEADERSHIP5Styles of Leadership .docx
Running head: STYLES OF LEADERSHIP
5
Styles of Leadership and Your Organization
Teneka Oliver
Organizational Behavior (MGMT601)
17 December 2017
General John J. Pershing once said, “A competent leader can get efficient service from poor troops, while on the contrary an incapable leader can demoralize the best of troops.” As a leader, personal accountability is the standard. A quality many never seemed to care about. Those that have been led define a leaders true competency. If they fail, it is because the leader has failed them.
In the military, competency is usually in the eye of the beholder; commonly referred to as leadership. Their assessment comes in the form of an appraisals, non-commission officer evaluation reports or officer evaluations that amasses everything accomplished in one year. Generally, throughout that year feedback is giving. All too often that is not the case. More times than not, individuals are left to write their own evaluation. There is no more daunting a task than having to rate your ability as a leader. The last thing an individual wants to do is place his or herself so high that others despise them, yet not under sell their own ability to lead others.
This, coupled with organization goals, values and mission, has the potential for several pitfalls. A true leader sees and seizes this as an opportunity. A chance too not only sharpen and hone their own leadership style, but perhaps try their hand at various others. An organization, in its simplest definition, is a group of people with a particular purpose. The military is nothing more than a group of people with the simple purpose of neutralizing the enemy. A task that the U.S. government exiles at. This task can not be carried out to its fullest without someone at the helm leading.
It takes a skilled individual, with unique qualities and abilities to bring a group of people with various backgrounds from different walks of life together on accord. One type of leadership style may work for one, where as it may not work for another. Something to always consider; all the while keeping in line with the organizations mission statement, vision and goals.
There are organization that you will see how differently leaders will manage. Some leadership styles may be more aggressive, calm, and even nonchalant. There are several different forms of leadership styles that can help strengthen your organization or either weaken it. Some leaders are likely to use just one specific style to establish a solid foundation. However, to be a successful people will to understand their leadership style and how it can possibly impact on their organization.
The problem with some leaders is that they assume that leadership style is based off personality instead of using a strategy that will address that situation. The ideal is being able to identify your style and make any adjustments that will be most beneficial for the organization. There is a saying, “Leadership is not just some ...
Assignment 1 The Role of the Leader and the VisionIn this modul.docx
Assignment 1: The Role of the Leader and the Vision
In this module, you reviewed the role of organizational visions and the role of the leader with respect to the vision. When leaders are aware of their mental models and leadership skills, they are more equipped to recognize their connection to the vision and engage team members in a shared vision.
Use resources from professional literature in your research.
academic articles regarding the role of the leader and the vision of an organization. On the basis of your research and experience, in a minimum of 400 words, respond to the following points:
· Discuss at least three action items related to your organization's vision.
· Discuss how the organizational vision can influence ethics in an organization. How does modeling relate to the vision?
· Relate your discussion post to your professional and personal experiences, as applicable.
Designing the perfect leader
Understanding the roles of professionalism and personality
Review
One of the perennial challenges facing leaders is which side of the fence they sit on
regarding the “personality versus process” debate. Typically, one group of leaders will
firmly believe in the cult of personality, and will trust in their own vision and their will to
impose it on their organization. However, in the other camp, there will be those who believe
it is all about process and control, that “what can’t be measured, can’t be managed”. Sadly,
the greater challenge is often missed, which is not how you implement one over the other
but how you reconcile them.
No matter how clear a vision or policy the person at the top has, they are dealing with
people, and people will blur the edges, whatever the prevailing ethos. For example,
imagine that a company has a choice of candidates for a new Chief Executive officer
(CEO). One has a high achieving record as a finance director exerting complete control
over their divisional; the other is equally well qualified, but as a creative director in the
marketing division. Who will lead the company most effectively? Or more pertinently, who
will be able to dovetail the two key drivers of professionalism and personality?
Horns of a dilemma
This decision relates directly to the nub of the argument for an article by Mastrangelo et al.
(2014) entitled “The relationship between enduring leadership and organizational
performance”. In the paper, the authors seek to explore the effect of professional
leadership behaviors (task-oriented, setting up processes) and personal leadership
behaviors (people-oriented, trust-building) on the intentions of employees to cooperate.
The central thesis held by the authors is that employee intentions are controlled by
professional leadership, but this is done through the existence of personal leadership
behaviors.
Enduring leadership
Let us take the example, then, of the new CEO of the company above, where the Board
decided they needed someone who exhibited primarily professional leadership.
Running Head DISCUSSION 2DISCUSSION 2Discus.docx
Running Head: DISCUSSION 2
DISCUSSION 2
Discussion
Name
Institution
Date
Discussion
The following are four character traits that people worth trusting must have in my opinion. Firstly, they must be authentic in the sense that they must be having real character anytime they are close to others. They should ensure that they are not struggling to remain over others at any given time, thus they should remain humble and likeable. Secondly they must have integrity. They must be in apposition to stand for what is right at any given time in life even in times when none is watching them. Thirdly they must be resourceful. Trusted people are normally relied upon to make a number of decisions meant for growth. Therefore, they should be in a position to understand that there is always room for improvement and should be ready to inspire and support those trusting them. Lastly, they must be kind particularly when looking for other individuals. They should always be there fore them and not only times when everything is okay.
The concept of transparent leadership does not exist any more in the contemporary world. Therefore, leaders are not always transparent as they claim to be. In any organization, if employees are not aware of any truth about leadership transparency, it is the matter time before they come to realize the truth. This is regardless of the extent to which leaders might try to run away or hide from reality.
The concept of first leading yourself helps enable others because of the following reasons. The concept helps one build and strengthen personal leadership skills which are necessary in administering different issues. After self-development and advancement has been completed, then he/she extends toe skills to help others (Jensen, 2017).
References
Jensen, J. R. (2017). Self-action leadership: Leading yourself to solve personal and professional problems. SAGE Publications: SAGE Business Cases Originals. Retrieved from http://sk.sagepub.com/cases/self-action-leadership-leading-yourself-to-solve-problems
Running Head: LEADERSHIP DISCUSSION 1
LEADERSHIP DISCUSSION 4
Student’s name:
Professor’s name:
Topic:
Institution:
Date:
Leadership Discussion
I was once part of a team working on an innovative project. Our team leader greatly inspired me because he was a revolutionary leader. There is one particular team member who was competent, but the only problem was that he was quite slow in his work. This team member had great expertise in design since this was his specialty. His design skills stood out from the rest of us. He at one time landed our team in trouble with a client as he failed to complete a critical assignment on time. Our leader was very disappointed with the team member, and was tempted to write him off. Before making this grand ...
STUDY QUESTIONS1. What are the main differences betwe.docx
STUDY QUESTIONS
1. What are the main differences between polled I/0 and interrupt-driven I/0?
2. How many slaves are required if ICW3 in a master 8259 contains 01100101? What devices are connected to each IR input?
3. What mode-0 counter value is needed to get a 25-ms time delay? A 1-MHz clock is connected to CLK.
LEADERSHIP RESEARCH PAPER 1
Leadership Research Paper: Servant Leadership
Student Name
Liberty University
LEADERSHIP RESEARCH PAPER 2
Abstract
This research paper reviewed the findings from the literature review and discovered that servant
leadership principles increased employee empowerment, a commitment to a shared vision and
team effectiveness. These three things were found to be force multipliers in today’s modern
organization whether for-profit or non-profit. A set of criteria was synthesized from the findings
from the literature review and the group research project. A servant leader: (1) loves and serve
God first, (2) loves and serves others, (3) communicates a vision, (4) empowers and develops
people, (5) practices humility, (6) builds and practices community, (7) gives feedback and
direction, (8) welcomes feedback and is accountable to others. A leader interview was conducted
with Colonel Charles Stevenson and he shared his servant leadership philosophy. His philosophy
on servant leadership is intertwined with the Air Force core values of (1) Service before Self, (2)
Excellence in all We Do, and (3) Integrity First. C. Stevenson’s perspectives on servant
leadership provided a practical perspective and a valuable link to this literature review and the
research conducted by the group. His views on the challenges of applying servant leadership
from both his civilian and military careers underscore the need for effective training in servant
leadership principles. Finally, the ideas of the research and the leader interview were compared
and contrasted with the group discussions and group research project on Biblical Leadership. The
primary lesson learned is that a truly effective servant leadership behavior model must be
measured against the objective truth of Scripture.
LEADERSHIP RESEARCH PAPER 3
Leadership Research Paper
The concept of servant leadership was introduced to mankind over 2,000 years ago by
Jesus Christ but it has only been in the last four decades that the subject has captured the
imagination of leadership scholars from across the globe. Part 1 of this paper will first discuss
some of the significant findings from the literature and from these findings develop a set of
major criteria of servant leadership behavior. Part 2 will discuss a leadership interview with
Colonel Charles Stevenson of the Alaska Air National Guard. Part 3 will end with a comparison
and contrast of things learned from the group discussions and the things learned from the
literature review and the leadership interview.
Part 1 –.
Running head RESEARCH PAPER OUTLINE1RESEARCH PAPER OUTLINE5.docx
Running head: RESEARCH PAPER OUTLINE 1
RESEARCH PAPER OUTLINE 5
Research Paper Outline: Servant Leadership
Introduction
· Definition and the history of the term servant leadership and example of how servant leadership works.
Research Hypothesis
· Hypothesis 1- Servant leadership leads to better organizational performance.
· Hypothesis 2- Political skills and servant leadership work together leading to employee creativity and positive workplace culture.
· Hypothesis 3- Servant leadership increases employee satisfaction.
Research methodology
· Sampling of 50 random junior employees and corporate managers from three companies in the United States to interview them on servant leadership.
Literature review
· Annotated bibliography 1
· Annotated bibliography 2
· Annotated bibliography 3
· Annotated bibliography 4
· Annotated bibliography 5
· Annotated bibliography 6
· Annotated bibliography 7
Findings
· Evidence of servant leadership across the sample of individuals evaluated
· General information observed regarding servant leadership
Research limitations
· Failed in establishing causality hence creating a gap that needs to be addressed in future through the application of different study designs.
· The study of servant leadership is part of the large topic that cannot be summarized into a small-paged paper. Therefore limited information was touched on regarding the subject matter.
Recommendations
· Recommendation 1- Managers should embrace servant leadership because of the benefits it brings to the organizations they lead.
· Recommendation 2- Employees should support servant leaders when they set examples for them.
· Recommendation 3- Excellent collaboration between the servant leader and the employees they are leading should be created for servant leadership to succeed.
Conclusion
· Summary of what is understood by the term servant leadershipsummary of the paper’s main points.
References
Giambatista, R., McKeage, R., & Brees, J. (2020). Cultures of Servant Leadership and Their Impact. The Journal of Values-Based Leadership, 13(1), 12. Retrieved from: https://scholar.valpo.edu/jvbl/vol13/iss1/12/
Chiniara, M., & Bentein, K. (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. The Leadership Quarterly, 27(1), 124-141.
DeConinck, J., & DeConinck, M. B. (2017). The relationship between servant leadership perceived organizational support, performance, and turnover among business to business salespeople. Archives of Business Research, 5(10).
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), 261-269.
Jaiswal, N. K., & Dhar, R. L. (2017). The influence of servan.
Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
Module 4 - Background
Organizational Structure and Culture
Note: All Background and Module Home materials are required unless designated as optional or general reference.
Organizational Structure and Design
The way an organization is designed and structured can have significant effects on its members and its ability to execute its strategy. In this module we will try to understand those effects and analyze the behavioral implications of different organizational designs.
An organizational structure defines how job tasks are formally divided, grouped, and coordinated. According to Robbins and Judge (2014) managers need to address six key elements when they design their organization’s structure:
Work specialization
—the extent to which activities are subdivided into separate jobs.
Departmentalization
—the basis on which jobs will be grouped together.
Chain of command
—the people to whom individuals and groups report.
Span of control
—the number of individuals that a manager can direct efficiently and effectively.
Centralization and decentralization
—the locus of decision-making authority.
Formalization
—the extent to which there will be rules and regulations to direct employees and managers.
A simple, but classical, classification of organizational designs focuses on
mechanistic
versus
organic
design. The mechanistic design is characterized by extensive departmentalization, high formalization, a limited information network, and centralization. The organic design is characterized by low formalization, flat hierarchy and the use of cross-hierarchical and cross-functional teams, free flow of information, and decentralization. Each design has advantages and disadvantages. For example, a mechanistic design is good for keeping the costs of standardized products or services down, but it inhibits innovation and creativity. Read this short summary comparing mechanistic and organic organizational structures:
Mechanistic vs. Organic Organizational Structure: Contingency Theory (2014) BusinessMate.Org
http://www.businessmate.org/Article.php?ArtikelId=44
A more sophisticated look at organizational structure considers the different ways that work is organized and coordinated to best fit the organization’s mission and objectives. Common forms are divisional structures, functional structures, team-based or process structures, and flexible structures. The key learning here is that the structure selected should match the organization’s strategy—or it will be very difficult for the organization to be successful.
The following reading explains these different structures, reviews their advantages and disadvantages, and suggests the strategic considerations for when each should be used. Though this article is on the older side, it is still right on target.
Anand, N. & Daft, R. L. (2007). What is the right organizational design? Organizational dynamics, 36, 329-344. retrieved from
http://faculty.cbpp.uaa.alaska.edu/afgjp/PADM610/What%20is%20the%20Right%20Organi ...
1. Traditional Approaches to Leaders’ Impact on OrganizationsS
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 ...
DIVERSITY IN ORGANIZATIONAL PSYCHOLOGY
DIVERSITY IN ORGANIZATIONAL PSYCHOLOGY 8
Diversity in Organizational Psychology
Timothy Weaver
Southern New Hampshire University
Industrial / Organizational Psychology
Professor Hanna
June 9, 2021
Diversity in Organizational Psychology ??
Leadership and Motivation I am confused with your headers. Are you doing Diversity or Motivation?
Introduction
Motivating employees in any given organization is one of the most crucial aspect of leadership as it determines the level of performance and direction undertaken by the staff members. Leadership in the organizational setting entails the ability of the top management to utilize the available workforce as well as the readily available resources to attain the objectives and the goals of the organization. Researchers and scholars have identified that leaders play a vital role in directing the efforts and intensity of the workers through the empowering the employees (Hays-Thomas, 2016). Motivation is one of the best tools that the leaders in successful organizations utilize to maintain a higher level of productivity in each season. Leaders have a huge responsibility in the organization in regardless of either being a supervisor, manager or the CEO of the company. These headers are centered, in APA.
Literature Review
The key terms vital in understanding, the discussion in the paper consists of leadership Style, Motivation and organization behavior, which will further become the subtopics of the literature review in the paper. This should be a minimum of 3 paragraphs. You should be telling me about at least 3 peer reviewed articles. Tell me a little about the three chosen articles. I’m really confused, most of your references are about diversity and you are writing about leadership, motivation and organizational behavior?
Ashikali and Groeneveld (2018) looked into ….
Guillaume et al., (2019) investigated…
Inegbedion et al., (2020) researched…Or whatever are your three articles.
Literature Review
Jin, Lee, and Lee, (2017) argue that there has been very little research on diversity and the role of diversity management. Jin et al., (2017) also argue that what few studies have been done have been flawed. Jin et al., (2017) found that minorities are less likely to feel positive about their jobs. According to Jin et al., (2017), sometimes the confusion about diversity lies with whose actual responsibility it is to manage diversity. Previous studies on diversity have looked at diversity activities promoting diversity and without investigating who should be implementing diversity policies (Jin et al., 2017). Jin et al., (2017), believes that leaders who practice inclusivity will have people that have a more positive outlook, as well as more group cohesiveness. In fact, Jin et al., (2017) believe that an inclusive leader will predict high job satisfaction in marginalized groups as opposed to whites.
Key Subtopics include: Diversity Manag ...
Running Head LEADERSHIP APPROACHES1Leadership App.docx
Running Head: LEADERSHIP APPROACHES
1
Leadership Approaches
Name:
Institution
Date:
Literature Review
Organizational leadership in the contemporary environment is increasingly becoming a vital tool in defining the competitiveness of an organization due to the role it plays in motivating employees and determining critical decisions. Accordingly, diverse empirical studies have been conducted in the field of leadership in an attempt to determine the optimal leadership approach that should be adopted by organizations. The diverse leadership approaches that have been learned in the past include transformational leaders, transactional leadership, trait leadership, and situational leadership. The transformational leadership implies a leadership approach in which the leader works the juniors in the identification of the changes that are needed, defining the vision to guide the change execution and embracement, and in the execution of the change (Hill & Jones, 2014). In contrast, the transactional leadership implies that leaders should reward or punish employees in return for their efforts and deterrence against undue behaviors in the organization. The trait leadership approach indicates that leaders are defined by personal characteristics that are integrated (Hill & Jones, 2014). Thus, diverse individual differences help in selecting and fostering an effective leader. In contrast, the situational leadership approach indicates that effective leaders are defined by the situation of the leadership needed in a diverse environment. Thus, the approach implies that leaders should be capable of adjusting their leadership style to ensure they are capable of leading certain followers (Hill & Jones, 2014).
This literature review explores on various journal articles that have focused on the leadership approaches in different setups. One of the critical journal articles that have investigated the role of leadership approach is by Den, Deanne, and Belshack (2012). The article investigates when the transformational leadership leads to proactive behavior of the employee. Equally, the study explores the role of self-efficacy and autonomy in influencing employee personal initiative (Den, Deanne, & Belschak, 2012). The study was conducted using two-multisource researchers to evaluate the interaction between the contextual and personal variables towards the proactive behavior of employees. Consequently, the three authors of their study found that transformational leadership, employee independence, and breadth of the service-efficacy have a positive impact in stimulating proactive behavior among the employees (Den, Deanne, & Belschak, 2012). Furthermore, the study found the positive interaction between the personal and contextual variables in determining the proactive behavior of the employees. The findings of the study indicate that transformational leadership and high employee autonomy relate positively in enhancing the proactive behavior of the workers in i ...
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6.2 Assignment The Dark Side of LeadershipReadSpeak.docx
6.2 Assignment: The Dark Side of Leadership
ReadSpeaker webReader: Listen
Focus
Getting Started
In this assignment, you will read Chapter 16, “The Dark Side of Leadership,” in our textbook. Hughes, Ginnet, and Curphy (2019) write:
Because of the profound ways in which leadership affects us all, it would be nice if the people in positions of authority were actually good at it. But research shows that most people are woefully inadequate when it comes to influencing an organized group toward accomplishing its goals. (p. 638)
The authors describe the most common reasons why people fail in leadership positions—bad leadership, managerial incompetence, and managerial derailment—and the steps leaders can take to improve their odds of success.
Image source:
Nonprofitrisk.org
Upon successful completion of this assignment, you will be able to:
Create an ethical strategy and standard for communication during change.
Types of Destructive Leaders Image Transcriptclick to expand contents
Resources
Textbook:
Leadership: Enhancing the Lessons of Experience
Background Information
In
The Leadership Challenge
, authors Kouzes and Posner (2007) report on their considerable surveys and research on the subject of leadership. They identify four characteristics most selected in their surveys of admired leadership: honest, forward-looking, inspiring, and competent.
Honest: “It’s clear that if people anywhere are to willingly follow someone—whether it’s into battle or into the boardroom, the front office or the front lines—they first want to assure themselves that the person is worthy of their trust” (p. 32).
Forward-Looking: “People expect leaders to have a sense of direction and a concern for the future of the organization” (p. 33).
Inspiring: “It’s not enough for a leader to have a dream. A leader must be able to communicate the vision in ways that encourage people to sign on for the duration and excite them about the cause” (p. 34).
Competent: “To enlist in a common cause, people must believe that the leader is competent to guide them where they’re headed. They must see the leader as having relevant experience and sound judgment” (p. 35).
These characteristics supplement the reading from Chapter 16 of
Leadership: Enhancing the Lessons of Experience
, reinforcing the contention that effective leaders must be careful to safeguard the positive attributes of leadership and guard against the ominous dark side of leadership.
Reference
Kouzes, J., & Posner, B. (2007).
The leadership challenge
(4th ed.). Jossey-Bass.
Instructions
Review the rubric to make sure you understand the criteria for earning your grade.
Read Chapter 16 of our textbook, including all Profiles and Highlights for an additional perspective.
Read the minicase, “You Can’t Make Stuff Like This Up,” at the end of Chapter 16.
Write a paper incorporating information from the textbook. Respond to the following questions related to the minicase.
How does Jim’s behavior.
Running Head ANNOTATED BIBLIOGRAPHY .docx
Running Head: ANNOTATED BIBLIOGRAPHY 1ANNOTATED BIBLIOGRAPHY 2
Annotated Bibliography
William Fiedler
Columbia Southern University
Griffin, M. A., Parker, S. K., & Mason, C. M. (2010). "Leader vision and the development of adaptive and proactive performance: A longitudinal study," Journal of Applied Psychology, 95(1): 174-182.
This study proposes that situational leadership model, as a kind of leader vision, would bring about an increment in the adaptivity for employees in an organization who were high in openness to work for a role change. This is a perfect fit for my research for the reason that it illustrates how situational leadership model influences organizational employees in bringing about an increment in their adaptivity. It is an objective source because it illustrates the facts that lie under situational leadership model that when employed by leaders in their leader vision task, it would positively change the performance employees. This source is of importance for my research because it will help in analyzes significant effects of situational leadership model in increasing employees’ adaptivity.
Kaifi, B. A., Noor, A. O., Nguyen, N., Aslami, W. & Khanfar, N. M. (2013). The importance of situational leadership in the workforce: A study based on Gender, Place of birth, and generational affiliation. Journal of Contemporary Management, 29-40.
In this article, authors’ main point is that situational leadership is an important aspect that organizations should put into consideration for them to succeed in their daily performance. This source fits my research in that it helps analyzes the process by which organizations will make use of situational leadership theory to develop their daily performance. This source is objective for the reason that it analyzes the facts that organizations benefit from utilizing the situational leadership model. This research will be of importance in my research because it will help obtain information on the manner by which organizations make use of situational leadership model to run their daily practices effectively.
Manepatil, U. (2013). Situational Leadership Model. ROR, II(VI), 1-4.
In this article, the main point Manepatil brings out is that situational leadership considers leaders as varying their emphasis on various activities as well as relationship behaviors to best act on a different level of follower maturity. This source fits my research in that it attempts to define the actual meaning of situational leadership model. This source is objective because it is based on facts of the functions of situational leadership model. This source will be of significance in my paper because it will help in recognizing what situational leadership is and how it functions in addition to its benefits.
Mujtaba, B. & Sungkhawan, J. (2009). Situational Leadership and Diversity Management Coaching skills. Journal of Diversity M ...
Running head ANNOTATED BIBLIOGRAPHY1ANNOTATED BIBLIOGRAPHY.docx
Running head: ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY 6
Organizational Development
Author’s Name
Course Title
Professors’ Name
Date
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
This book is based on organization development which is a process that is broadly applied in behavioral science practices and knowledge that helps organizations in building their capacity to achieve greater and change effectiveness. This includes employee satisfaction, environmental sustainability and increased financial performances. It also examines assumptions, models, and background of organization development, strategies and other aspects of organization development (OD). I choose this book as it has elaborated the concept of OD to detail as well as its historical evolution in the past 60 years.
Fox, H. L. (2013). The promise of organizational development in nonprofit human services
Organizations. Organization Development Journal, 31(2), 72.
The author advocates for mentally ill, sick children, domestic violence victims, and child abuse and neglect victims. Nonprofit human services organizations which function under an ideology that aims at change for the community, individual, nation, region or world through their missions of advocacy and service. Nonprofit agencies sometimes are caught up in competitive environments as they function with not enough or decreasing resources as well as increasing demand for services. The author feels that organizational development efforts will upgrade internal systems management, build organizations capacity and also develop personnel. This article can be useful because it explores some issues applicable to providing organizational development in these nonprofit agencies which serve as a primer to those thinking of issuing organizational development services.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677.
The belief behind much of this research is that organizational culture is a significant social trait that influences individual, group as well as organizational behavior .it is believed to be shared among organizational levels thus influencing the behaviors and attitudes of employees. Moreover, it a set of assumptions that an organizational or group holds which determines how it thinks, perceives or reacts to different environments.I would use this article since it has explained how organizational development is determined by beliefs, norms or values of an organization.
Lewis, R. (n.d). Strategy and Organizational Development.
Ralph Lewis refers to organizational development as a term that originated from the current thinking in management. This is because organizational development was seen as synonymous which had certain orientation o ...
Suggested adaptive leadership principles in marketing environment
The International Institute for Science, Technology and Education (IISTE) Journals Call for paper http://www.iiste.org/Journals
Running head STYLES OF LEADERSHIP5Styles of Leadership .docx
Running head: STYLES OF LEADERSHIP
5
Styles of Leadership and Your Organization
Teneka Oliver
Organizational Behavior (MGMT601)
17 December 2017
General John J. Pershing once said, “A competent leader can get efficient service from poor troops, while on the contrary an incapable leader can demoralize the best of troops.” As a leader, personal accountability is the standard. A quality many never seemed to care about. Those that have been led define a leaders true competency. If they fail, it is because the leader has failed them.
In the military, competency is usually in the eye of the beholder; commonly referred to as leadership. Their assessment comes in the form of an appraisals, non-commission officer evaluation reports or officer evaluations that amasses everything accomplished in one year. Generally, throughout that year feedback is giving. All too often that is not the case. More times than not, individuals are left to write their own evaluation. There is no more daunting a task than having to rate your ability as a leader. The last thing an individual wants to do is place his or herself so high that others despise them, yet not under sell their own ability to lead others.
This, coupled with organization goals, values and mission, has the potential for several pitfalls. A true leader sees and seizes this as an opportunity. A chance too not only sharpen and hone their own leadership style, but perhaps try their hand at various others. An organization, in its simplest definition, is a group of people with a particular purpose. The military is nothing more than a group of people with the simple purpose of neutralizing the enemy. A task that the U.S. government exiles at. This task can not be carried out to its fullest without someone at the helm leading.
It takes a skilled individual, with unique qualities and abilities to bring a group of people with various backgrounds from different walks of life together on accord. One type of leadership style may work for one, where as it may not work for another. Something to always consider; all the while keeping in line with the organizations mission statement, vision and goals.
There are organization that you will see how differently leaders will manage. Some leadership styles may be more aggressive, calm, and even nonchalant. There are several different forms of leadership styles that can help strengthen your organization or either weaken it. Some leaders are likely to use just one specific style to establish a solid foundation. However, to be a successful people will to understand their leadership style and how it can possibly impact on their organization.
The problem with some leaders is that they assume that leadership style is based off personality instead of using a strategy that will address that situation. The ideal is being able to identify your style and make any adjustments that will be most beneficial for the organization. There is a saying, “Leadership is not just some ...
Assignment 1 The Role of the Leader and the VisionIn this modul.docx
Assignment 1: The Role of the Leader and the Vision
In this module, you reviewed the role of organizational visions and the role of the leader with respect to the vision. When leaders are aware of their mental models and leadership skills, they are more equipped to recognize their connection to the vision and engage team members in a shared vision.
Use resources from professional literature in your research.
academic articles regarding the role of the leader and the vision of an organization. On the basis of your research and experience, in a minimum of 400 words, respond to the following points:
· Discuss at least three action items related to your organization's vision.
· Discuss how the organizational vision can influence ethics in an organization. How does modeling relate to the vision?
· Relate your discussion post to your professional and personal experiences, as applicable.
Designing the perfect leader
Understanding the roles of professionalism and personality
Review
One of the perennial challenges facing leaders is which side of the fence they sit on
regarding the “personality versus process” debate. Typically, one group of leaders will
firmly believe in the cult of personality, and will trust in their own vision and their will to
impose it on their organization. However, in the other camp, there will be those who believe
it is all about process and control, that “what can’t be measured, can’t be managed”. Sadly,
the greater challenge is often missed, which is not how you implement one over the other
but how you reconcile them.
No matter how clear a vision or policy the person at the top has, they are dealing with
people, and people will blur the edges, whatever the prevailing ethos. For example,
imagine that a company has a choice of candidates for a new Chief Executive officer
(CEO). One has a high achieving record as a finance director exerting complete control
over their divisional; the other is equally well qualified, but as a creative director in the
marketing division. Who will lead the company most effectively? Or more pertinently, who
will be able to dovetail the two key drivers of professionalism and personality?
Horns of a dilemma
This decision relates directly to the nub of the argument for an article by Mastrangelo et al.
(2014) entitled “The relationship between enduring leadership and organizational
performance”. In the paper, the authors seek to explore the effect of professional
leadership behaviors (task-oriented, setting up processes) and personal leadership
behaviors (people-oriented, trust-building) on the intentions of employees to cooperate.
The central thesis held by the authors is that employee intentions are controlled by
professional leadership, but this is done through the existence of personal leadership
behaviors.
Enduring leadership
Let us take the example, then, of the new CEO of the company above, where the Board
decided they needed someone who exhibited primarily professional leadership.
Running Head DISCUSSION 2DISCUSSION 2Discus.docx
Running Head: DISCUSSION 2
DISCUSSION 2
Discussion
Name
Institution
Date
Discussion
The following are four character traits that people worth trusting must have in my opinion. Firstly, they must be authentic in the sense that they must be having real character anytime they are close to others. They should ensure that they are not struggling to remain over others at any given time, thus they should remain humble and likeable. Secondly they must have integrity. They must be in apposition to stand for what is right at any given time in life even in times when none is watching them. Thirdly they must be resourceful. Trusted people are normally relied upon to make a number of decisions meant for growth. Therefore, they should be in a position to understand that there is always room for improvement and should be ready to inspire and support those trusting them. Lastly, they must be kind particularly when looking for other individuals. They should always be there fore them and not only times when everything is okay.
The concept of transparent leadership does not exist any more in the contemporary world. Therefore, leaders are not always transparent as they claim to be. In any organization, if employees are not aware of any truth about leadership transparency, it is the matter time before they come to realize the truth. This is regardless of the extent to which leaders might try to run away or hide from reality.
The concept of first leading yourself helps enable others because of the following reasons. The concept helps one build and strengthen personal leadership skills which are necessary in administering different issues. After self-development and advancement has been completed, then he/she extends toe skills to help others (Jensen, 2017).
References
Jensen, J. R. (2017). Self-action leadership: Leading yourself to solve personal and professional problems. SAGE Publications: SAGE Business Cases Originals. Retrieved from http://sk.sagepub.com/cases/self-action-leadership-leading-yourself-to-solve-problems
Running Head: LEADERSHIP DISCUSSION 1
LEADERSHIP DISCUSSION 4
Student’s name:
Professor’s name:
Topic:
Institution:
Date:
Leadership Discussion
I was once part of a team working on an innovative project. Our team leader greatly inspired me because he was a revolutionary leader. There is one particular team member who was competent, but the only problem was that he was quite slow in his work. This team member had great expertise in design since this was his specialty. His design skills stood out from the rest of us. He at one time landed our team in trouble with a client as he failed to complete a critical assignment on time. Our leader was very disappointed with the team member, and was tempted to write him off. Before making this grand ...
STUDY QUESTIONS1. What are the main differences betwe.docx
STUDY QUESTIONS
1. What are the main differences between polled I/0 and interrupt-driven I/0?
2. How many slaves are required if ICW3 in a master 8259 contains 01100101? What devices are connected to each IR input?
3. What mode-0 counter value is needed to get a 25-ms time delay? A 1-MHz clock is connected to CLK.
LEADERSHIP RESEARCH PAPER 1
Leadership Research Paper: Servant Leadership
Student Name
Liberty University
LEADERSHIP RESEARCH PAPER 2
Abstract
This research paper reviewed the findings from the literature review and discovered that servant
leadership principles increased employee empowerment, a commitment to a shared vision and
team effectiveness. These three things were found to be force multipliers in today’s modern
organization whether for-profit or non-profit. A set of criteria was synthesized from the findings
from the literature review and the group research project. A servant leader: (1) loves and serve
God first, (2) loves and serves others, (3) communicates a vision, (4) empowers and develops
people, (5) practices humility, (6) builds and practices community, (7) gives feedback and
direction, (8) welcomes feedback and is accountable to others. A leader interview was conducted
with Colonel Charles Stevenson and he shared his servant leadership philosophy. His philosophy
on servant leadership is intertwined with the Air Force core values of (1) Service before Self, (2)
Excellence in all We Do, and (3) Integrity First. C. Stevenson’s perspectives on servant
leadership provided a practical perspective and a valuable link to this literature review and the
research conducted by the group. His views on the challenges of applying servant leadership
from both his civilian and military careers underscore the need for effective training in servant
leadership principles. Finally, the ideas of the research and the leader interview were compared
and contrasted with the group discussions and group research project on Biblical Leadership. The
primary lesson learned is that a truly effective servant leadership behavior model must be
measured against the objective truth of Scripture.
LEADERSHIP RESEARCH PAPER 3
Leadership Research Paper
The concept of servant leadership was introduced to mankind over 2,000 years ago by
Jesus Christ but it has only been in the last four decades that the subject has captured the
imagination of leadership scholars from across the globe. Part 1 of this paper will first discuss
some of the significant findings from the literature and from these findings develop a set of
major criteria of servant leadership behavior. Part 2 will discuss a leadership interview with
Colonel Charles Stevenson of the Alaska Air National Guard. Part 3 will end with a comparison
and contrast of things learned from the group discussions and the things learned from the
literature review and the leadership interview.
Part 1 –.
Running head RESEARCH PAPER OUTLINE1RESEARCH PAPER OUTLINE5.docx
Running head: RESEARCH PAPER OUTLINE 1
RESEARCH PAPER OUTLINE 5
Research Paper Outline: Servant Leadership
Introduction
· Definition and the history of the term servant leadership and example of how servant leadership works.
Research Hypothesis
· Hypothesis 1- Servant leadership leads to better organizational performance.
· Hypothesis 2- Political skills and servant leadership work together leading to employee creativity and positive workplace culture.
· Hypothesis 3- Servant leadership increases employee satisfaction.
Research methodology
· Sampling of 50 random junior employees and corporate managers from three companies in the United States to interview them on servant leadership.
Literature review
· Annotated bibliography 1
· Annotated bibliography 2
· Annotated bibliography 3
· Annotated bibliography 4
· Annotated bibliography 5
· Annotated bibliography 6
· Annotated bibliography 7
Findings
· Evidence of servant leadership across the sample of individuals evaluated
· General information observed regarding servant leadership
Research limitations
· Failed in establishing causality hence creating a gap that needs to be addressed in future through the application of different study designs.
· The study of servant leadership is part of the large topic that cannot be summarized into a small-paged paper. Therefore limited information was touched on regarding the subject matter.
Recommendations
· Recommendation 1- Managers should embrace servant leadership because of the benefits it brings to the organizations they lead.
· Recommendation 2- Employees should support servant leaders when they set examples for them.
· Recommendation 3- Excellent collaboration between the servant leader and the employees they are leading should be created for servant leadership to succeed.
Conclusion
· Summary of what is understood by the term servant leadershipsummary of the paper’s main points.
References
Giambatista, R., McKeage, R., & Brees, J. (2020). Cultures of Servant Leadership and Their Impact. The Journal of Values-Based Leadership, 13(1), 12. Retrieved from: https://scholar.valpo.edu/jvbl/vol13/iss1/12/
Chiniara, M., & Bentein, K. (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. The Leadership Quarterly, 27(1), 124-141.
DeConinck, J., & DeConinck, M. B. (2017). The relationship between servant leadership perceived organizational support, performance, and turnover among business to business salespeople. Archives of Business Research, 5(10).
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), 261-269.
Jaiswal, N. K., & Dhar, R. L. (2017). The influence of servan.
Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
Module 4 - Background
Organizational Structure and Culture
Note: All Background and Module Home materials are required unless designated as optional or general reference.
Organizational Structure and Design
The way an organization is designed and structured can have significant effects on its members and its ability to execute its strategy. In this module we will try to understand those effects and analyze the behavioral implications of different organizational designs.
An organizational structure defines how job tasks are formally divided, grouped, and coordinated. According to Robbins and Judge (2014) managers need to address six key elements when they design their organization’s structure:
Work specialization
—the extent to which activities are subdivided into separate jobs.
Departmentalization
—the basis on which jobs will be grouped together.
Chain of command
—the people to whom individuals and groups report.
Span of control
—the number of individuals that a manager can direct efficiently and effectively.
Centralization and decentralization
—the locus of decision-making authority.
Formalization
—the extent to which there will be rules and regulations to direct employees and managers.
A simple, but classical, classification of organizational designs focuses on
mechanistic
versus
organic
design. The mechanistic design is characterized by extensive departmentalization, high formalization, a limited information network, and centralization. The organic design is characterized by low formalization, flat hierarchy and the use of cross-hierarchical and cross-functional teams, free flow of information, and decentralization. Each design has advantages and disadvantages. For example, a mechanistic design is good for keeping the costs of standardized products or services down, but it inhibits innovation and creativity. Read this short summary comparing mechanistic and organic organizational structures:
Mechanistic vs. Organic Organizational Structure: Contingency Theory (2014) BusinessMate.Org
http://www.businessmate.org/Article.php?ArtikelId=44
A more sophisticated look at organizational structure considers the different ways that work is organized and coordinated to best fit the organization’s mission and objectives. Common forms are divisional structures, functional structures, team-based or process structures, and flexible structures. The key learning here is that the structure selected should match the organization’s strategy—or it will be very difficult for the organization to be successful.
The following reading explains these different structures, reviews their advantages and disadvantages, and suggests the strategic considerations for when each should be used. Though this article is on the older side, it is still right on target.
Anand, N. & Daft, R. L. (2007). What is the right organizational design? Organizational dynamics, 36, 329-344. retrieved from
http://faculty.cbpp.uaa.alaska.edu/afgjp/PADM610/What%20is%20the%20Right%20Organi ...
1. Traditional Approaches to Leaders’ Impact on OrganizationsS
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 ...
DIVERSITY IN ORGANIZATIONAL PSYCHOLOGY
DIVERSITY IN ORGANIZATIONAL PSYCHOLOGY 8
Diversity in Organizational Psychology
Timothy Weaver
Southern New Hampshire University
Industrial / Organizational Psychology
Professor Hanna
June 9, 2021
Diversity in Organizational Psychology ??
Leadership and Motivation I am confused with your headers. Are you doing Diversity or Motivation?
Introduction
Motivating employees in any given organization is one of the most crucial aspect of leadership as it determines the level of performance and direction undertaken by the staff members. Leadership in the organizational setting entails the ability of the top management to utilize the available workforce as well as the readily available resources to attain the objectives and the goals of the organization. Researchers and scholars have identified that leaders play a vital role in directing the efforts and intensity of the workers through the empowering the employees (Hays-Thomas, 2016). Motivation is one of the best tools that the leaders in successful organizations utilize to maintain a higher level of productivity in each season. Leaders have a huge responsibility in the organization in regardless of either being a supervisor, manager or the CEO of the company. These headers are centered, in APA.
Literature Review
The key terms vital in understanding, the discussion in the paper consists of leadership Style, Motivation and organization behavior, which will further become the subtopics of the literature review in the paper. This should be a minimum of 3 paragraphs. You should be telling me about at least 3 peer reviewed articles. Tell me a little about the three chosen articles. I’m really confused, most of your references are about diversity and you are writing about leadership, motivation and organizational behavior?
Ashikali and Groeneveld (2018) looked into ….
Guillaume et al., (2019) investigated…
Inegbedion et al., (2020) researched…Or whatever are your three articles.
Literature Review
Jin, Lee, and Lee, (2017) argue that there has been very little research on diversity and the role of diversity management. Jin et al., (2017) also argue that what few studies have been done have been flawed. Jin et al., (2017) found that minorities are less likely to feel positive about their jobs. According to Jin et al., (2017), sometimes the confusion about diversity lies with whose actual responsibility it is to manage diversity. Previous studies on diversity have looked at diversity activities promoting diversity and without investigating who should be implementing diversity policies (Jin et al., 2017). Jin et al., (2017), believes that leaders who practice inclusivity will have people that have a more positive outlook, as well as more group cohesiveness. In fact, Jin et al., (2017) believe that an inclusive leader will predict high job satisfaction in marginalized groups as opposed to whites.
Key Subtopics include: Diversity Manag ...
Running Head LEADERSHIP APPROACHES1Leadership App.docx
Running Head: LEADERSHIP APPROACHES
1
Leadership Approaches
Name:
Institution
Date:
Literature Review
Organizational leadership in the contemporary environment is increasingly becoming a vital tool in defining the competitiveness of an organization due to the role it plays in motivating employees and determining critical decisions. Accordingly, diverse empirical studies have been conducted in the field of leadership in an attempt to determine the optimal leadership approach that should be adopted by organizations. The diverse leadership approaches that have been learned in the past include transformational leaders, transactional leadership, trait leadership, and situational leadership. The transformational leadership implies a leadership approach in which the leader works the juniors in the identification of the changes that are needed, defining the vision to guide the change execution and embracement, and in the execution of the change (Hill & Jones, 2014). In contrast, the transactional leadership implies that leaders should reward or punish employees in return for their efforts and deterrence against undue behaviors in the organization. The trait leadership approach indicates that leaders are defined by personal characteristics that are integrated (Hill & Jones, 2014). Thus, diverse individual differences help in selecting and fostering an effective leader. In contrast, the situational leadership approach indicates that effective leaders are defined by the situation of the leadership needed in a diverse environment. Thus, the approach implies that leaders should be capable of adjusting their leadership style to ensure they are capable of leading certain followers (Hill & Jones, 2014).
This literature review explores on various journal articles that have focused on the leadership approaches in different setups. One of the critical journal articles that have investigated the role of leadership approach is by Den, Deanne, and Belshack (2012). The article investigates when the transformational leadership leads to proactive behavior of the employee. Equally, the study explores the role of self-efficacy and autonomy in influencing employee personal initiative (Den, Deanne, & Belschak, 2012). The study was conducted using two-multisource researchers to evaluate the interaction between the contextual and personal variables towards the proactive behavior of employees. Consequently, the three authors of their study found that transformational leadership, employee independence, and breadth of the service-efficacy have a positive impact in stimulating proactive behavior among the employees (Den, Deanne, & Belschak, 2012). Furthermore, the study found the positive interaction between the personal and contextual variables in determining the proactive behavior of the employees. The findings of the study indicate that transformational leadership and high employee autonomy relate positively in enhancing the proactive behavior of the workers in i ...
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Assignment 1 The Role of the Leader and the VisionIn this modul.docx
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Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
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Running Head LEADERSHIP APPROACHES1Leadership App.docx
Running Head LEADERSHIP APPROACHES1Leadership App.docx
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At this point, you’ve organized your HR project team and you are.docx
At this point, you’ve organized your HR project team and you are familiar with the importance of leading and managing the project and team. It is now time to plan your project, which happens to be a large and critical part of project management. Project planning tends to be collaborative and integrative in that many factors, such as scope, resourcing, budgeting, and risk need to be considered.
Write a five to six (3-5) page paper in which you:
Define and discuss scope and scheduling as they each relate to project management and provide a “Statement of Importance” to your project team so they know the relevance of each task.
Review the behavioral skills associated with project resourcing listed in the textbook at Section 9.1. and select any four (4) of the skills you consider more critical
Explain to the management team and your project team how you have determined the budget associated with project costs. How are costs aggregated? How would you explain determining cash flow for separate activities?
Discuss at least three (3) ways the project manager is able to identify possible project risks.
.
At the beginning of 2012, the Jeater company had the following balan.docx
At the beginning of 2012, the Jeater company had the following balances in its accounts: During 2012, the company experienced the following events.
1. Purchased inventory that cost $2,000 on account from Blue Company under terms 1/10, n/30. The merchandise was delivered FOB shipping point. Freight cost of $110 were paid in cash.
2. Returned $200 of the inventory that it had purchased because the inventory was damaged in transit. The freight company agreed to pay the return freight cost.
3. Paid the amount due on its account payable to Blue Company within the cash discount period.
4. Sold inventory that had cost $3,000 for $5,500 on account, under terms 2/10, n/45
5. Recieved merchandise returned from a customer. The merchandise orignally cost $400. and was sold to the customer for $710 cash during the previous accounting period. The customer was paid $710 cash for the returned merchandise/
6. Delivered goos FOB destination in event 4. Freight cost of $60 were paid in cash.
7. Collected the amount due on the account receivable within the discount period.
8. Took a physical count indicating that $7,970 of inventory was on hand at te end of the accounting period.
REQUIRED
a.Indentify these events as assets source (AS), asset use (AU), Asset exchange (AE), or claims exchange (CE)
b.Record each event in a statements model like the following.
C. Prepare an income statement, a statement of change in stockholders' equity, a balance sheet, and a statemet of cash flows.
.
At many different points throughout the collection Born a Crime, Tre.docx
At many different points throughout the collection Born a Crime, Trevor Noah describes
the complications of his racial identity. Write an essay analyzing the role that race played
in challenging and facilitating the author's understanding of himself as he grew up.
Pre-Writing: Make a list of all the incidents from the book that show Trevor’s racial
identity making things easier for him or difficult. Then choose one example of challenging
and one example of facilitating.
Outline:
I: Introduction- Background of the book in 2-3 sentences. Thesis statement (This should be the
last sentence of your introduction.)
II. 1 st Main Body Paragraph: First example of Trevor’s race making things challenging for him
III. 2 nd Main Body Paragraph: Second example of Trevor’s race facilitating things for him.
IV: Conclusion: Wrap up the discussion- restate the thesis statement- End with so what? What
was the overall impact of race on Trevor’s life?
.
At least 200 wordss or more per question. Answer UNDER question. And.docx
At least 200 wordss or more per question. Answer UNDER question. And please include citations and references. Thank yOU
Objectives/Competencies
1.1
Identify treatment systems, modalities, and models of adolescent care. Ex. Group Therapy, Ind. Therapy
1.2Analyze the approaches to treatment strategies for adolescents.
1.3Examine youth-focused treatment programs.
.
At least 200 words per question. Chapter 11The Idea .docx
At least 200 words per question.
Chapter 11
The Idea of Craft Asks the class to try to define the word “craft.” What items do the students associate with the word “craft”? Are these items cheap or expensive? Does it conjure images of utilitarian goods like vases, pots, and rugs or items that are meant to be appreciated as beautiful objects? What is the difference between fine art, decorative arts, crafts, and design? During the Renaissance, craft objects were degraded as mere handiwork, not designed for serious contemplation or for aesthetic value. This distinction did not exist in other parts of the world, such as in Japan where a teacup could be considered a priceless work of art. How did the Industrial Revolution impact attitudes towards crafts and design?
Japanese Tea Ceremony The tea ceremony, a ritual performance in which the audience takes part, is a unique aspect of Japanese culture. The setting, the ceremony, the artwork, and the utensils are all supposed to conform to the principles of harmony, respect, purity, and tranquility, and wabi, the principle of quiet simplicity. Discuss images of the Japanese Tea Ceremony. Are these aforementioned aspects present in the ceremony and the design of the tools used? What is the significance of calligraphy in the ceremony? What is the significance of the floral arrangements?
Chapter 13
Focus on the Figure This chapter contains a variety of figural artwork. Choose several images of figurative work, such as Justinian and Attendants, Walking Buddha, and Gislebertus, Last Judgment. How are the figures included in these works similar? How are they different? Are they realistic or naturalistic? What are the figures most prominent features? What is their purpose? What culture and/or time period are they from? How can you tell? What stylistic differences or similarities do you notice? What types of beliefs could be embodied by these figures?
Chapter 14
Over on the Dark Side Lewis and Lewis refer to the Northern Renaissance as “The Darker Side.” What is meant by the dark side? What does it imply? The lack of images in Protestant churches is also referred to as the “darker side of the Reformation.” Does this imply that the liberal use of imagery and decorations in a church would be the “lighter side?
.
At least 150 words each. Use a reference for each question and us.docx
At least 150 words each. Use a reference for each question and use APA style. Do a turn it in report.
Q. 4.1 Incorporating global education means teaching skills and knowledge that is applicable to various situations and settings. Which of these skills and knowledge do you feel is most significant for students? Why? Which is most significant for educators? Why?
Q.4.2 What role does an educator have in ensuring students receive global education? How does an educator ensure this and how is it presented to students? Parents? Other stakeholders?
.
At least 250 words per question. Chapter 11The Idea of Craft A.docx
At least 250 words per question.
Chapter 11
The Idea of Craft Asks the class to try to define the word “craft.” What items do the students associate with the word “craft”? Are these items cheap or expensive? Does it conjure images of utilitarian goods like vases, pots, and rugs or items that are meant to be appreciated as beautiful objects? What is the difference between fine art, decorative arts, crafts, and design? During the Renaissance, craft objects were degraded as mere handiwork, not designed for serious contemplation or for aesthetic value. This distinction did not exist in other parts of the world, such as in Japan where a teacup could be considered a priceless work of art. How did the Industrial Revolution impact attitudes towards crafts and design?
Japanese Tea Ceremony The tea ceremony, a ritual performance in which the audience takes part, is a unique aspect of Japanese culture. The setting, the ceremony, the artwork, and the utensils are all supposed to conform to the principles of harmony, respect, purity, and tranquility, and wabi, the principle of quiet simplicity. Discuss images of the Japanese Tea Ceremony. Are these aforementioned aspects present in the ceremony and the design of the tools used? What is the significance of calligraphy in the ceremony? What is the significance of the floral arrangements?
Chapter 13
Focus on the Figure This chapter contains a variety of figural artwork. Choose several images of figurative work, such as Justinian and Attendants, Walking Buddha, and Gislebertus, Last Judgment. How are the figures included in these works similar? How are they different? Are they realistic or naturalistic? What are the figures most prominent features? What is their purpose? What culture and/or time period are they from? How can you tell? What stylistic differences or similarities do you notice? What types of beliefs could be embodied by these figures?
Justinian and Attendants Walking Budaaha Gislebertus, Last Judgment
Chapter 14
Over on the Dark Side Lewis and Lewis refer to the Northern Renaissance as “The Darker Side.” What is meant by the dark side? What does it imply? The lack of images in Protestant churches is also referred to as the “darker side of the Reformation.” Does this imply that the liberal use of imagery and decorations in a church would be the “lighter side?
.
At its core, pathology is the study of disease. Diseases occur for m.docx
At its core, pathology is the study of disease. Diseases occur for many reasons. But some, such as cystic fibrosis and Parkinson’s Disease, occur because of alterations that prevent cells from functioning normally.
Understanding of signals and symptoms of alterations in cellular processes is a critical step in diagnosis and treatment of many diseases. For the Advanced Practice Registered Nurse (APRN), this understanding can also help educate patients and guide them through their treatment plans.
For this Discussion, you examine a case study and explain the disease that is suggested. You examine the symptoms reported and explain the cells that are involved and potential alterations and impacts.
To prepare:
By Day 1 of this week, you will be assigned to a specific scenario for this Discussion. Please see the “Course Announcements” section of the classroom for your assignment from your Instructor.
By Day 3 of Week 1
Post an explanation of the disease highlighted in the scenario you were provided. Include the following in your explanation:
The role genetics plays in the disease.
Why the patient is presenting with the specific symptoms described.
The physiologic response to the stimulus presented in the scenario and why you think this response occurred.
The cells that are involved in this process.
How another characteristic (e.g., gender, genetics) would change your response.
I will be adding a discussion that will need a reply after. I will add 2 of them but at a different time depending on when they are availabe.
Julia's discussion
In this scenario, it appears that a 16-year-old boy had an allergic reaction to amoxicillin. While this is unfortunate and was probably unavoidable, the provider could have reduced the risk of a medical emergency by asking a few questions. Genetics is important as familial tendency to develop allergic conditions is thought to have a genetic link. In an article published in
PubMed
, the authors wrote “The allergic diseases are complex phenotypes for which a strong genetic basis has been firmly established.” (Ortiz & Barnes, 2014). It does not say in the scenario, but family medical history could have identified an increased risk for this child, but the order was most appropriate given the diagnosis of Strep throat and the available history.
According to the required reading this week, the clinical manifestations of an allergic reaction are related to histamine being released into the body McCance, K. & Huether, S., 2019) . Acute allergic reactions are mediated by IgE antibodies and arises rapidly after exposure. Symptoms include hypotension, bronchospasm, angioedema (swelling), and urticaria (itching), all reported reactions in this scenario. Acute allergic reactions result from the immune system identifying a substance, in this case, amoxicillin as dangerous as a result of previous exposure (Bhattacharya, 2010). After exposure, there are antibody receptors for that substance in the body, another .
assumptions people make about this topic (homelessness, immigration,.docx
assumptions people make about this topic (homelessness, immigration, drug addiction, mental illness, millennials, etc.). Your essay must use at least three outside sources to support your argument. For each citation, be sure to use APA style, properly introduce the source, and explain how it supports your ideas.
.
At age 12, Freeman Hrabowski marched with Martin Luther King. Now he.docx
At age 12, Freeman Hrabowski marched with Martin Luther King. Now he's president of the University of Maryland, Baltimore County (UMBC), where he works to create an environment that helps under-represented students -- specifically African-American, Latino and low-income learners -- get degrees in math and science. He shares the four pillars of UMBC's approach.
What are your the 4 pillars of Science success?
Which ones to identify with?
Do you have any other pillar to add?
After giving your opinion reply to 2 students with substantial evidence on your points.
watch the video
4 pillars of college success in science
https://www.youtube.com/watch?v=9EglK8Mk18o
.
At each of the locations listed below, there is evidence of plat.docx
At each of the locations listed below, there is evidence of plate tectonic activity present at the Earth's surface.
Salton Sea in California, USA
Thingvellir (Þingvellir) National Park in Iceland
Research the two locations and develop a PowerPoint presentation that could be used to teach tourists visiting each site about the geologic phenomenon contributing to what they see. Your submission must address the following:
Your PowerPoint presentation should:
Have a title slide.
Contain at least 6 content slides (3 for each site).
Reflect proper spelling and grammar.
Cite at least 2 credible references and present the sources in APA format on a References slide.
For
each
of the sites:
Describe the type of plate tectonic activity that is occurring (i.e. boundary, movement, etc.) and include appropriate diagram(s) to help illustrate.
Explain the evidence (events, landforms, and/or conditions) that supports tectonic activity is occurring.
.
Assume you hold the Special Agent in Charge role of the Joint .docx
Assume
you hold the Special Agent in Charge role of the Joint Terrorism Task Force, Minneapolis field office. Your squad is responsible for identifying and mitigating the threat of the Al Shabaab efforts to recruit local Somali youths into their global terrorist efforts. A high turnover means that your squad presently includes local law enforcement, Department of Defense agents, and other members of the intelligence community. You need to provide them with information for preventing or mitigating a threat to ensure the protection of critical infrastructure and soft targets in your area of responsibility.
Research
the characteristics of individuals in the local Somali population most vulnerable to terrorist recruitment.
-Explain how culture, religion, socioeconomic status, and family can affect terrorist recruitment and mentality
-An outline of the characteristics of individuals in the local Somali population most vulnerable to terrorist recruitment
-The impact of familial influence to terrorism
-Techniques for recruitment methods
-Techniques for addressing and coping with the poor socioeconomic conditions in Minneapolis
-Methods for dealing with extremist ideals and influences, such as racism and radicalism
Include
APA-formatted citations when necessary and a references
.
Assume you are a DFI and you must deliver a presentation to the Stat.docx
Assume you are a DFI and you must deliver a presentation to the State Attorney’s office highlighting the advantages and opportunities of different digital forensic tools.
For this assignment, You must create a PowerPoint presentation that contains the following:
Title
Presentation objectives
Analysis of digital forensic tools (hardware and software) in four categories: malware, accounting, and two additional categories of your choosing.
Recommendation for the use of two digital forensic tools in each category.
Evaluation of the recommended tools with a convincing set of reasons for the selection of each tool.
Identification of the source of all copied images and tables.
Conclusion
Add speaker notes to each slide to assist with the presentation of the slide material
Length: 12-15 slides
References: Cite a minimum of 5 quality resources/references
.
Assume that you work for the District Board of Education. The Direct.docx
Assume that you work for the District Board of Education. The Directors of the Board of education have assigned you to examine crime in K-12 (Kindergarten to 12th grade) settings. You are required to submit a report on crime in the educational environment. In your report:
Identify and analyze the different crimes for which students are most at risk for in K-12, include some of the differences in victimization found across elementary, middle school, high schools, and college. Provide reasons why you think these crimes occur within the schools.
Mention at least one crime each that is unique to elementary, middle, and high school. Refer to a case you know of or have read about in the media. Why do you think the crime unique to each school level does not occur at other school levels?
Assess the various strategies that can be undertaken to reduce crime at elementary, middle, and high school levels. Mention strategies that are specific for each level and that are common to all levels of schooling. Provide reasoning for your answer.
Write a report to the head of the task force assessing the details of your findings.
.
Assume that you have been tasked by your employer to develop an inci.docx
Assume that you have been tasked by your employer to develop an incident response plan. Create a list of stakeholders for the IR planning committee. For each type of stakeholder, provide the reasons for inclusion and the unique aspects or vision that you believe each of these stakeholders will bring to the committee.
.
Assume that you generate an authenticated and encrypted message by f.docx
Assume that you generate an authenticated and encrypted message by first applying the RSA transformation determined by your private key and then enciphering the message using the recipients public key. Explain why this methodology will or will not make it possible to recognize the original message at the recipient's site.
1 page
.
Assume that you are in your chosen criminal justice profession, .docx
Assume that you are in your chosen criminal justice profession, such as law enforcement officer, probation officer, or criminal investigator.
Examine the Fourth and Fifth Amendments and discuss the steps you would take to ensure that actions do not violate a citizen’s Fourth and Fifth Amendment rights.
.
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