DISCUSSION TOPIC 1: Leadership Competencies
READING 1.
Robert House (1996) initially developed Pathgoal theory to explain workplace leadership. The theory builds on two work motivation theories of goal setting and expectancy theory. Goal setting theory is based on the idea that an effective way to motivate employees is to set challenging goals that are both realistic and offer a reward for completion. Expectancy theory helps explain why people work hard to attain goals and suggest employees will work hard if they believe completing their goals will lead to a reward such as a bonus or promotion and that the behaviors they engage in are likely to help them meet their goal. Employees who do not value the reward associated with the goal or believe that a particular behavior will help then reach that goal they will not be motivated to reach their goals (House, 1996).
Pathgoal theory also suggests that effective leaders are the ones who can help there employees reach the goals of the organization and that the leaders have the responsibility to provide the employees the necessary tools, including information and support to reach those goals. Leaders must help their followers with goal attainment by removing obstacles that might prevent them from reaching their goals. It important to consider that pathgoal theory is a contingency theory and an effective leader must adopt a style of leadership that matches the needs of the employees in any given situation. There are four main leadership styles identified by the theory that includes Supportive, Directive, Participative, and Achievement oriented (Avolio, 2007). Supportive leadership requires the leader to identify with the needs of the subordinate and that they create a positive atmosphere for them to work in. Directive leadership requires that a leader give their employees clear guidelines and let them know what is expected of them by enforcing rules and procedures. Participative leadership requires that a leader consult with their subordinates and consider their opinions and suggestions when determining the strategy to meet their goals. Finally, the Achievement oriented style uses a method in which challenging goals are set to emphasize excellence and building confidence that the employees are capable of working to high standards. It is also important to recognize that the style of leadership will depend on environmental factors such as the nature of the task and internal factors such as the experience and abilities of the employees.
For the situation given in this week’s discussion supportive leadership would probably not be the best choice. This is because supportive leadership is most effective when the tasks are somewhat routine, boring, or even dangerous. This type of leadership helps remove negative aspects of the job. Directive leadership is best applied to situations in which there is much uncertainty within the working environment and direction helps clarify and redu.
Please answer one of the following two topicsA Your textbook t.docxARIV4
Please answer one of the following two topics:
A: Your textbook talks about various abuses of power in Chapter 12. Why should organizations be concerned about this? How can power be used in a healthy way as a leader....or can it? What are some things that organizations might do to help managers use, not abuse, power?
OR
B: Leadership is one of the most frequently discussed topics in the business world and numerous books have been written on the topic. It is difficult to decipher what is best out of all of the information out there. If you were a consultant, brought in to help a leader understand his/her leadership style and improve as a leader, what would you do? What tools or strategies for improvement might you suggest? Use specific terms and concepts from Chapter 11 in your answer.
Discussion Board Posting Grading Rubric
Criteria
Excellent 20
Good 19 to 11
Average 10
Poor 9 to 0
Frequency of Posts
Makes at least 1 main posting and 2 detailed and thoughtful responses to others’ postings.
Makes at least 1 main posting and 1 detailed and thoughtful response or 2 responses with limited detail and thought to others’ postings.
Makes at least 1 main posting and 1 or more limited responses to others’ postings.
Makes no or only 1 main posting.
Evidence of having read the thread
Makes reference to others' responses.
Logic of response includes other responses.
Little evidence of having read thread.
No evidence of having read thread.
Demonstration of Understanding of Course Material
Answer demonstrates mastery of the material. Thoughts are well integrated.
Answer demonstrates understanding of material, some lack of integration of ideas.
Answer demonstrates some gaps in understanding of the material, ideas are not well integrated.
Answer demonstrates considerable lack of understanding, no integration of ideas.
Application of Course Material
Makes applications of course material to real-world content in a manner that demonstrates mastery of the concept and situation.
Makes applications of course material to real-world content in a manner that demonstrates knowledge of the concept and situation.
Makes applications of course material to real-world content in a manner that demonstrates limited knowledge of the concept and situation.
Does not apply course material to real-world situations.
Evidence of having read the text or done applicable research
Makes reference to the text and other resources in their main posting.
Makes reference to the text or other resources in their main posting.
Little evidence of reference to the text or other resources in their main posting.
No evidence of reference to text or other resources in their main posting.
Expounding on new ideas to the thread
Ideas presented add considerably to the thread.
Ideas presented add somewhat to the thread.
Ideas presented add little to the thread.
Adds nothing to the thread.
Discussion Board Posting Grading Rubric
Response to 2 students
Derek Dabish
Power in leadership
COLLA.
Running head ESFJ PERSONALITY AND LEADERSHIP .docxsusanschei
Running head: ESFJ PERSONALITY AND LEADERSHIP 1
ESFJ PERSONALITY AND LEADERSHIP 6
ESFJ Personality and Leadership
Tanyanika McMillian
South University
ESFJ Personality Comment by Owner: Center level one headings
People with the ESFJ (extravert sensing feeling judging) personality are dependable, decisive, talkative, outgoing, conscientious, and enjoy interacting and socializing with others. They are also committed to their responsibilities, organized, practical, have a clear boundary between what they consider right or wrong, and place great emphasis on loyalty and authority. In several circumstances, expect others to have similar values and may become critical to those who do share similar principles. Being aware of the personality type of the manager is essential for effective management (Sethuraman & Suresh, 2014). Understanding that I am an ESFJ will help me enhance my strengths and improve on the weaknesses. This paper discusses how ESFJ personality type may either enhance or hinder effective leadership in health care and the four aspects of the personality.
How ESFJ may Enhance Effective Leadership
ESFJs takes their responsibilities seriously, determines what needs to be done, ensures that it is done, and has a strong focus on the details. These characteristics will help me to be committed in my responsibilities as a leader in healthcare because being serious in my work will help me in leading others in performing their responsibilities. Understanding details of all aspects of the job and operations of the institution, will enhance my leadership skills.
ESFJs have strong respect for power structures and prefer working in conditions where everyone is aware of their roles. This trait will help me to establish a clear power structure and chain of command in the institution and clearly outline all the expectations to avoid conflicts of interest or overlapping of duties among my subordinates.
ESFJs loves people, are supportive and enjoys bring out the best in others. This characteristic will help me in having interest in the work of my subordinates, support them in their roles, and help in making them improve their skills. Doing this will improve their motivation effecting the entire working atmosphere.
How the Personality may Hinder Effective Leadership
ESFJs expect other people to have values similar to theirs. This characteristic creates collision with others because some people end up being very critical to those who do show similar values. This characteristic may hinder effective leadership because I may criticize people who do have the levels of speed, competence and skills I expect of them even when they are doing their best. Being too critical may have a negative effect on the motivation of the subordinate ...
Please answer one of the following two topicsA Your textbook t.docxARIV4
Please answer one of the following two topics:
A: Your textbook talks about various abuses of power in Chapter 12. Why should organizations be concerned about this? How can power be used in a healthy way as a leader....or can it? What are some things that organizations might do to help managers use, not abuse, power?
OR
B: Leadership is one of the most frequently discussed topics in the business world and numerous books have been written on the topic. It is difficult to decipher what is best out of all of the information out there. If you were a consultant, brought in to help a leader understand his/her leadership style and improve as a leader, what would you do? What tools or strategies for improvement might you suggest? Use specific terms and concepts from Chapter 11 in your answer.
Discussion Board Posting Grading Rubric
Criteria
Excellent 20
Good 19 to 11
Average 10
Poor 9 to 0
Frequency of Posts
Makes at least 1 main posting and 2 detailed and thoughtful responses to others’ postings.
Makes at least 1 main posting and 1 detailed and thoughtful response or 2 responses with limited detail and thought to others’ postings.
Makes at least 1 main posting and 1 or more limited responses to others’ postings.
Makes no or only 1 main posting.
Evidence of having read the thread
Makes reference to others' responses.
Logic of response includes other responses.
Little evidence of having read thread.
No evidence of having read thread.
Demonstration of Understanding of Course Material
Answer demonstrates mastery of the material. Thoughts are well integrated.
Answer demonstrates understanding of material, some lack of integration of ideas.
Answer demonstrates some gaps in understanding of the material, ideas are not well integrated.
Answer demonstrates considerable lack of understanding, no integration of ideas.
Application of Course Material
Makes applications of course material to real-world content in a manner that demonstrates mastery of the concept and situation.
Makes applications of course material to real-world content in a manner that demonstrates knowledge of the concept and situation.
Makes applications of course material to real-world content in a manner that demonstrates limited knowledge of the concept and situation.
Does not apply course material to real-world situations.
Evidence of having read the text or done applicable research
Makes reference to the text and other resources in their main posting.
Makes reference to the text or other resources in their main posting.
Little evidence of reference to the text or other resources in their main posting.
No evidence of reference to text or other resources in their main posting.
Expounding on new ideas to the thread
Ideas presented add considerably to the thread.
Ideas presented add somewhat to the thread.
Ideas presented add little to the thread.
Adds nothing to the thread.
Discussion Board Posting Grading Rubric
Response to 2 students
Derek Dabish
Power in leadership
COLLA.
Running head ESFJ PERSONALITY AND LEADERSHIP .docxsusanschei
Running head: ESFJ PERSONALITY AND LEADERSHIP 1
ESFJ PERSONALITY AND LEADERSHIP 6
ESFJ Personality and Leadership
Tanyanika McMillian
South University
ESFJ Personality Comment by Owner: Center level one headings
People with the ESFJ (extravert sensing feeling judging) personality are dependable, decisive, talkative, outgoing, conscientious, and enjoy interacting and socializing with others. They are also committed to their responsibilities, organized, practical, have a clear boundary between what they consider right or wrong, and place great emphasis on loyalty and authority. In several circumstances, expect others to have similar values and may become critical to those who do share similar principles. Being aware of the personality type of the manager is essential for effective management (Sethuraman & Suresh, 2014). Understanding that I am an ESFJ will help me enhance my strengths and improve on the weaknesses. This paper discusses how ESFJ personality type may either enhance or hinder effective leadership in health care and the four aspects of the personality.
How ESFJ may Enhance Effective Leadership
ESFJs takes their responsibilities seriously, determines what needs to be done, ensures that it is done, and has a strong focus on the details. These characteristics will help me to be committed in my responsibilities as a leader in healthcare because being serious in my work will help me in leading others in performing their responsibilities. Understanding details of all aspects of the job and operations of the institution, will enhance my leadership skills.
ESFJs have strong respect for power structures and prefer working in conditions where everyone is aware of their roles. This trait will help me to establish a clear power structure and chain of command in the institution and clearly outline all the expectations to avoid conflicts of interest or overlapping of duties among my subordinates.
ESFJs loves people, are supportive and enjoys bring out the best in others. This characteristic will help me in having interest in the work of my subordinates, support them in their roles, and help in making them improve their skills. Doing this will improve their motivation effecting the entire working atmosphere.
How the Personality may Hinder Effective Leadership
ESFJs expect other people to have values similar to theirs. This characteristic creates collision with others because some people end up being very critical to those who do show similar values. This characteristic may hinder effective leadership because I may criticize people who do have the levels of speed, competence and skills I expect of them even when they are doing their best. Being too critical may have a negative effect on the motivation of the subordinate ...
PHI 2604 – Critical Thinking/Ethics Handouts Lenel
Rev. 5/2020
Subjective Ethical Theories
I. Emotivism Criticism
According to this theory, moral judgments have
no cognitive content, thus no truth value. Moral
judgments merely reflect subjective attitudes
and emotions. Without a truth value, there can
be no moral statements! Thus, “it is morally
wrong to hit an innocent child” becomes a moral
utterance, neither true nor false.
The theory contradicts many of
our deeply held moral
convictions. For example, the
theories denies that, “Killing
babies for fun is morally wrong”
is a true statement.
II. Approbative Ethical Theories
A. The Divine Command Theory
According to this theory, an action is only morally
right because God approves of the action. But, if you
ask why God approves of the action, there seems to
be nothing to say. Thus God has no moral reasons
for that of which He approves!
The theory robs God of having
moral reasons for that of which He
approves.
B. Subjective Relativism
According to this theory, an action is morally right
simply because the agent (the one doing the action)
approves of the action. No matter how atrocious the
behavior may appear to others, as long as the agent
believes the behavior is morally right, it is!
The theory implies that every
individual is morally infallible, which
is extremely unlikely to be true.
C. Cultural Relativism
According to this theory, an action is morally right
because one’s culture approves of the action. Thus it
is cultures who create moral values by believing in
them collectively. If there is disagreement within a
culture, then an action is morally right because the
majority of one’s culture approves of the action.
This theory implies that there can
be no moral progress over time. It
implies that every culture (past and
present) has moral values that are
equally correct. The theory implies
that moral issues can be settled by
taking a survey. Far from justifying
the moral rightness of tolerance,
the theory undermines the view
that tolerance is objectively morally
right, as well as any other objective
moral value. Finally, while it does
recognize that individuals can be
mistaken in their moral judgments,
it does imply that every culture is
morally infallible, which is
extremely unlikely to be true.
Signature Assignment Instructions
Deliverables:3
Week 9: Written report due on Saturday
Paper:
The past 7 weeks, we learned about Leadership to demonstrate your understanding. The signature assignment will pull together the assignments for each week and you will submit a paper that addresses the following.
You own a consulting firm specializing ...
Discussion Board Forum RepliesIn ModulesWeeks 2, 4, 6, and 8 y.docxedgar6wallace88877
Discussion Board Forum Replies:
In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.
1. You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.
1. Use 3rd person.
1. Do not simply revisit what was discussed in the thread.
1. Only the substantive part of the response will be counted toward the word count.
Discussion Post 1 Please reply with 250 or more for each reply please read instructions above.
Discussion Board Thread
Re: Transactional Leadership
Definition:
According to Organizational Management & Leadership: A Christian Perspective the definition of transactional leaders is “Transactional leaders lead by understanding the underlying principles of management and then applying those principles in the workplace; a transactional leader will guide followers to achieve organizational goals. Transactional leaders guide and motivate their followers in the direction of establish goals by clarifying roles and task requirements.”
Satterlee, A. (2013). Organizational Management & Leadership: A Christian Perspective. Raleigh, NC: Synergistics International.
Summary:
Dr. Rabindra Kanungo is currently part of the Faculty of Management at McGill University in Montreal, Quebec. He has been published numerous times and is involved with many research projects concerning work attitudes, work motivation and alienation, and leadership. Dr. Kanungo’s article Ethical Values of Transactional and Transformational Leader’s explores the ethics base for both types of leadership. According to Dr. Kanungo, there is already research that suggests that transformational leadership is based on moral foundation, but he suggests that transactional leadership is based on its own moral foundation from a different perspective. He explains that transactional and transformational leadership can be divided into two different types of moral perspectives: teleological and deontological. The teleological perspective of transactional leadership is more idiocentric or self-centric. It is based more on situational ethics and the ends justifying the means. Transformational leadership has a more deontological perspective which is allocentric or socio-centric. This type of leadership cares about the people involved and is based more on principle based ethics. Dr. Kanungo details how each type of leadership can be viewed as moral from the different perspectives. Transactional leadership act can be viewed as moral if both parties in a contract benefit or a majority benefits. Transformational leadership act would be considered moral if the intentions are altruistic.
Discussion:
No one can deny that ethics in business practices an.
Discussion Board Forum RepliesIn ModulesWeeks 2, 4, 6, and 8 y.docxduketjoy27252
Discussion Board Forum Replies:
In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.
1. You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.
1. Use 3rd person.
1. Do not simply revisit what was discussed in the thread.
1. Only the substantive part of the response will be counted toward the word count.
Discussion Post 1 Please reply with 250 or more for each reply please read instructions above.
Discussion Board Thread
Re: Transactional Leadership
Definition:
According to Organizational Management & Leadership: A Christian Perspective the definition of transactional leaders is “Transactional leaders lead by understanding the underlying principles of management and then applying those principles in the workplace; a transactional leader will guide followers to achieve organizational goals. Transactional leaders guide and motivate their followers in the direction of establish goals by clarifying roles and task requirements.”
Satterlee, A. (2013). Organizational Management & Leadership: A Christian Perspective. Raleigh, NC: Synergistics International.
Summary:
Dr. Rabindra Kanungo is currently part of the Faculty of Management at McGill University in Montreal, Quebec. He has been published numerous times and is involved with many research projects concerning work attitudes, work motivation and alienation, and leadership. Dr. Kanungo’s article Ethical Values of Transactional and Transformational Leader’s explores the ethics base for both types of leadership. According to Dr. Kanungo, there is already research that suggests that transformational leadership is based on moral foundation, but he suggests that transactional leadership is based on its own moral foundation from a different perspective. He explains that transactional and transformational leadership can be divided into two different types of moral perspectives: teleological and deontological. The teleological perspective of transactional leadership is more idiocentric or self-centric. It is based more on situational ethics and the ends justifying the means. Transformational leadership has a more deontological perspective which is allocentric or socio-centric. This type of leadership cares about the people involved and is based more on principle based ethics. Dr. Kanungo details how each type of leadership can be viewed as moral from the different perspectives. Transactional leadership act can be viewed as moral if both parties in a contract benefit or a majority benefits. Transformational leadership act would be considered moral if the intentions are altruistic.
Discussion:
No one can deny that ethics in business practices an.
Leadership Self-AssessmentLeadership is defined in many wa.docxsmile790243
Leadership Self-Assessment
Leadership is defined in many ways by many people. Some believe it can be learned, some believe it is innate or intuitive. The amount
of recent literature devoted to the theme of leadership is tremendous. When you examine the literature you will notice there are
endless opinions about what leadership is, how leaders are developed, the psychological factors associated with leadership, the traits
needed for effective leadership, the political aspects of leadership, and the unique elements of the academic environment.
Approaches to leadership are different in diverse situations and in various environments. Review the matrix below to see theories of
leadership and elements that make them different. The goal of the matrix is to assist you in understanding the various leadership
theories and the relationship between them.
Characteristics of Leadership Theories
Transactional Transformational Servant Charismatic Contingency Trait
Origin Burns, 1978 Burns, 1978 Greenleaf, 1970 House, 1976 Fiedler, 1964 Galton, 1869
Major Premise Leaders exchange
something with
followers to advance
both of their agendas.
Leader is interested in
developing followers to
their fullest potential.
Authority given
to followers.
Beliefs imparted
to followers.
To be effective, the
leader's style fits
the context of the
setting.
Leadership qualities are
genetic characteristics
of a family and passed
through generations.
Role of the
Leader
Rewards or disciplines. Motivates and inspires. Helps followers
achieve their
goals.
Role model for
beliefs imparted
to followers.
Is either task
motivated or
relationship
motivated.
Distinctive physical and
psychological
characteristics account
for leader effectiveness.
Role of the
Follower
Performs in exchange
for something.
Works for the greater
good of the group and
society in general.
Is empowered. Trust in the
leader's ideology.
Not applicable. Not defined.
Personality
Characteristics
of the Leader
Authoritarian,
negotiator, influential.
Charismatic,
inspirational, role model,
enabler.
Servant,
nurturer,
listener,
empathetic,
moral.
Self-confident,
dominant, role
model,
influential.
Varies depending
on the fit of the
setting.
Intelligence, strong
values, high level of
personal energy.
What Type of Leader Are You?
Your leadership style is your perception of how leadership should be. This self-assessment instrument will help you better
understand your own leadership style. Awareness of your style and recognition of the styles of others can help you more effectively
strategize how you perform your leadership duties and how you manage situations from a leadership position.
As you complete the survey, please keep in mind:
• There is no right or wrong answers.
• Nobody will judge you by your responses, but participating will provide you with an interesting foundation for future work in the
course.
• When you have completed the surve ...
answer for 3.png__MACOSX._answer for 3.pnganswer for 4..docxjustine1simpson78276
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3
Saud ALriyami
Dr. Victoria
ELA 350
November 16, 2017
Essay4
Paragon Learning Styles Inventory (PLSI) & Student Leadership Practice Inventory
PLSI gives the most important information in terms of personal quality and character in various people. In my own assessment, I am a sensate, a judger and an extrovert person. Firstly, being a sensate, I am a practical and realistic person, more consistent and patient. Above all I am orderly sensible man who applies common sense and experiences such as daily practices and order in all my activities. On the other hand, I am also a judger due to my decisive nature, I embrace scheduled events, have set opinions, and likes order and organization. Lastly, as an extrovert, I learn things by practically doing them, I readily volunteers, and gives opinion and most importantly acting as a leading example to the rest. This assessment on my personal character is based on my self-evaluation as a soccer captain in the campus (Sloterdijk, 2013).
As team leader of my soccer team, I lead as an example which is very critical to my leadership skills. I usually show up timely to training and many times stayed there until late. I was willing to do everything. I was not that nice person to wipe the floor or very calm to yell inspirations words to a newcomer. I recognized that my actions spoke louder than words, therefore in most instances I showed people what to do by leading as an example rather telling them what to do. It is this practical example that defines my character better as a judger, a sensate, and an extrovert person.
As good leaders I do arise for my beliefs, thus I would better have my beliefs to arise for. As a leaders, I am vivid and concise regarding my guiding principles. I have my personal voice, and as well I vividly and genuinely give voice to my ideals. Nevertheless I cannot basically execute my beliefs on others and expect commitment. I do involve others in common ambitions. Acting as a good example starts with the clarification of my ideals and includes building and asserting common beliefs that all can hold (Sloterdijk, 2013).
According the description of Tieger on temperament results, I can ascertain that I am in a “traditionalist” category. This is reinforced due to my strong connection of being a judger and a senser. Furthermore, I clearly belief that expressive speeches regarding shared ideals are not virtually adequate (Sloterdijk, 2013). As a role model I recognize that it’s my conduct that earns my esteem. The actual test is whether I do what I talk abo.
xxx | Leadership Action Plan | 5/2/19
Leadership Action Plan
xxxxx
Leadership in Organizations
May 2, 2019
Leadership is both an art and a skill. Some people are naturally gifted leaders while others must learn and practice the skills. I have always been someone who likes to contribute to the conversation or project in a meaningful way, but I do not tend to take charge or drive the task forward. I started my current job about seven months ago and I am not a manager or a leader by assignment. As I have become more comfortable with my role in the office and my interactions with colleagues, I am starting to look for opportunities to lead. The readings from class provide both a theoretical and practical foundation for this leadership action plan which I hope to implement between now and the end of my performance year.
Through previous leadership experiences, I started to develop my style, and this course has helped me understand what I should change to be a more effective leader. I tend to default to a combination of Goleman’s (2002) coercive and affiliative styles. I tell my team members “go do this” and hope they will do so because I have invested in building positive relationships based on trust and open communication. Goleman (2000) has taught me that I will be more successful using the authoritative and coaching styles. In my experience as a team member, I know I am most invested when a leader says “come with me” and then takes the time to help me develop the necessary skills to succeed. I need to work harder to take these approaches to leadership rather than fall back on my comfortable but less effective patterns.
Style alone is not enough – leaders must also have substance. Good leaders know how to use influence and the power of persuasion to guide their teams toward the desired end result. Cialdini (2001) talks about six principles of persuasion and of them, I think the most critical is the principle of liking. People are much more inclined to follow and work hard for a leader they like. Throughout my career, I have found it is fairly easy and highly beneficial to be liked. I’ll try to smile and say hello when passing people in the halls, find non-work commonalities like favorite lunch spots, offer simple compliments, and say thank you. These small efforts have gone a long way toward building good will and this is critical to my job since I am often asking my colleagues to provide me with information or attend meetings I arrange.
I feel I can improve my powers of persuasion by capitalizing more on Cialdini’s (2001) principle of expertise. I am one of only a handful of people in my office without an advanced degree, and this is also true of the people I interact with outside the office. While I cannot add letters after my name quite yet, I can derive authority from other expertise and make that clear to people. For example, most of these same colleagues have worked on Capitol Hill so mentioning my ...
12The Best LeaderIn the modern times, leaders are.docxmoggdede
1
2
The Best Leader
In the modern times, leaders are identified and recognized based on what they do and deliver. Leaders are categorized in different theories that try to explain who they are, their characteristics, skills, abilities, personalities, roles or responsibilities and limitations.
Leadership Theories
Definition and Characteristics
Advantages
Disadvantages
Path-Goal Theory
It explains a leader’s influence through his behavior to the individual’s performance, especially in an organization.
It is goal oriented. The leader guides the people. It encourages participative, supportive, and directive leadership.
It may frustrate employees, and it may be difficult for them to follow the leadership behaviors styles thus poor performance.
Situational Leadership Theory
It explains that different situations in a company may use different styles of leadership. The behavior involved are telling, selling, participating and delegating.
Easy to apply.
Focus is on maturity.
Availability of competent leaders.
Allows testing of a leadership style.
It does not apply to managers but to leaders.
It is time-consuming when waiting for future predictions of the situations.
Leadership Substitutes Theory
Just like the name of the theory, it explains the conditions in an organization that a leader may not be needed or necessary or prevented from leading.
Provides a substitute or a neutralizer to act on behalf of the leader.
The leader’s actions, decisions or ideas may be prevented thus ineffective.
Multiple Linkage Model
According to developer Gary Yukl, this model explains a leader’s behavior impact on the effectiveness of a group in an organization.
Encourages managerial skills. It also promotes conflict resolution strategies and handling work situations that may arise.
It require a competent and intellectual leader.
The decision-making process may be long.
Transactional Leadership
It concentrates on the leader and followers and maintaining a healthy relationship between the two hence loyalty and realization of advantages.
Encourages follower’s loyalty.
Promotes commitment.
Promotes good relations.
Rewards good work.
Abuse of follower’s loyalty may occur.
Its focus is majorly on short term goals.Transformational Leadership
This theory focuses on the leadership and follower’s exchange of visions, beliefs, and values
It promotes the exchange of ideas through communication. The visions set give directions. There is employee recognition.
The leaders have high expectations and standards. Decision-making process may be time-consuming
Charismatic Leadership
The leaders have a high sense of self-confidence, esteem, and purpose and can easily influence people through their personal behaviors and traits.
Highly influential, visionary, self-confident, social and energetic leaders. The leaders are also self-motivated and focused.
The leader may be self-centered giving their visions and ideas for personal gains of power and influence. The leader may h ...
Write a page to a page and half for each topic and read each topic a.docxedgar6wallace88877
Write a page to a page and half for each topic and read each topic and there attachment carefully and summarize
1-Mon Oct 28: The Conflict over Religious Authority in Post-Safavid Iran
Attached Files:
Attachment : Momen Akhbari School (1).pdf
Moojan Momen,
An Introduction to Shi’i Islam,
ch.6, 12.
2- Wed Oct 30: Imperial Reform Movements
Attached Files:
Tanzimat Decree (1).pdf
Tobacco Concession (2)pdf
25 Reform Movements (3) pptx
Cleveland,
Modern Middle East,
ch.5-6
Primary Sources:
Gulhane Edict (1839)
Hatt-i Humayun (1856)
Tobacco Concession
3- Fri Nov 1: Social and Intellectual Movements in the Early 20th Century
Attached Files:
alAfghani (1)
Abduh Theology of Unity (2)
.
Write a page discussing why you believe PMI is focusing BA as the fi.docxedgar6wallace88877
Write a page discussing why you believe PMI is focusing BA as the first step in the project management model.
Provide an example and discuss how poor BA effects project success.
Please be sure to validate your opinions and ideas with citations and references in APA format.
.
Write a page of personal reflection of your present leadership compe.docxedgar6wallace88877
Write a page of personal reflection of your present leadership competencies and also possible adjustments that could be made to your leadership approach. Importantly, your Journal entry should be in light of the various concepts that include
Communication, Leadership, and Power and Politics (Topics attached below)
. Also of importance, the Leadership Reflection should be far beyond a mere casual discussion. It should demonstrate a high level of understanding and should also provide adequate integration of authoritative sources with intext citation and in APA format.
.
Write a page of compare and contrast for the Big Five Personalit.docxedgar6wallace88877
Write a page of compare and contrast for the Big Five Personality Model against the MBTI. Attached some info below.
Based on what you have learned thus far, how might the MBTI lack for strong supporting evidence as opposed to the Big Five Model? Thoroughly explain.
After doing so discuss how the Big Five Traits could predict behavior at your place of employment. What could be some advantage of doing so?
What might be some disadvantages? Thoroughly explain.
Please be sure to validate your opinions and ideas with intext citations and references in APA format.
.
Write a page of research and discuss an innovation that includes mul.docxedgar6wallace88877
Write a page of research and discuss an innovation that includes multiple innovation types (per Keely). Discuss the types of innovation involved and comment on how you feel this combination could potentially create a sustainable competitive advantage for the business. Be sure to include references in APA format with intext citations.
.
Write a page answering the questions below.Sometimes projects .docxedgar6wallace88877
Write a page answering the questions below.
Sometimes projects fail. Such failure can be contributed to unreasonable time constraints, poorly estimated financial estimates, poorly systematized planning process or organizational goals not understood at lower organizational levels.
As a project manager, what key factors are absolutely vital to prevent such failure?
Discuss the role of the leader and manager in a project environment or project initiative.
Be sure to identify how the duties of project managers reinforce the role of leadership. Use real-life examples.
Please be sure to validate your opinions and ideas with citations and references in APA format.
.
Write a one-paragraph summary of one of the reading assignments from.docxedgar6wallace88877
Write a one-paragraph summary of one of the reading assignments from the textbook.
Reading assignments to choose from are
from Beowulf - trans. Burton Raffel
Children - Slawomir Mrozek
The Jar - Luigi Pirandello
Death of a Tsotsi - Alan Paton
Judges Must Balance Justice vs. Young Lives - Patricia Edmonds
Youth Violent Crime Keeps Climbing - J.L. Albert
Action Will Be Taken: An Action-Packed Story - Heinrich Boll
from The Life of Henry the Fifth - William Shakespeare
Speech, May 13, 1940 - Winston Churchill
The Thrill of the Grass - W.P. Kinsella
from Night - Elie Wiesel
This Too Is Everything - Shu Ting
A Marriage Proposal - Anton Chekhov
There's plenty more reading assignments in the book. If you can help me but need more choices let me know. Thanks
.
Write a one-paragraph summary of this article.Riordan, B. C..docxedgar6wallace88877
Write a one-paragraph summary of this article.
Riordan, B. C., Flett, J. A. M., Hunter, J. A., Scarf, D., & Conner, T. S. (2015). Fear of missing out (FoMO): the relationship between FoMO, alcohol use, and alcohol-related consequences in college students.
Journal of Psychiatry and Brain Functions
,
2
(1), 9. https://doi.org/10.7243/2055-3447-2-9
.
Write a one-paragraph response to the following topic. Use the MLA f.docxedgar6wallace88877
Write a one-paragraph response to the following topic. Use the MLA format, and do not write in the first or second person. In addition, do not use contractions. Give specific details and examples to support your stance.
Many people in America still struggle with the concept of interracial dating. Is dating people of other races a sign of tolerance or of self-hatred? Should individuals date within their own race as a show of cultural pride or date other races as a way of combating racism and moving closer to equality? Originate your own ideas with vivid details and examples to support your stance. No secondary sources should be included in this response.
.
Write a one-page rhetorical analysis in which you analyze the argume.docxedgar6wallace88877
Write a one-page rhetorical analysis in which you analyze the argument in the passage from “The Crisis” through three lenses:
•Identify the parts of his argument and explain how they work together to build an effective argument
•Identify and explain the impact of persuasive techniques
•Explain how Paine “enters the conversation” about the topic in his argument
.
More Related Content
Similar to DISCUSSION TOPIC 1 Leadership CompetenciesREADING 1.Robert .docx
PHI 2604 – Critical Thinking/Ethics Handouts Lenel
Rev. 5/2020
Subjective Ethical Theories
I. Emotivism Criticism
According to this theory, moral judgments have
no cognitive content, thus no truth value. Moral
judgments merely reflect subjective attitudes
and emotions. Without a truth value, there can
be no moral statements! Thus, “it is morally
wrong to hit an innocent child” becomes a moral
utterance, neither true nor false.
The theory contradicts many of
our deeply held moral
convictions. For example, the
theories denies that, “Killing
babies for fun is morally wrong”
is a true statement.
II. Approbative Ethical Theories
A. The Divine Command Theory
According to this theory, an action is only morally
right because God approves of the action. But, if you
ask why God approves of the action, there seems to
be nothing to say. Thus God has no moral reasons
for that of which He approves!
The theory robs God of having
moral reasons for that of which He
approves.
B. Subjective Relativism
According to this theory, an action is morally right
simply because the agent (the one doing the action)
approves of the action. No matter how atrocious the
behavior may appear to others, as long as the agent
believes the behavior is morally right, it is!
The theory implies that every
individual is morally infallible, which
is extremely unlikely to be true.
C. Cultural Relativism
According to this theory, an action is morally right
because one’s culture approves of the action. Thus it
is cultures who create moral values by believing in
them collectively. If there is disagreement within a
culture, then an action is morally right because the
majority of one’s culture approves of the action.
This theory implies that there can
be no moral progress over time. It
implies that every culture (past and
present) has moral values that are
equally correct. The theory implies
that moral issues can be settled by
taking a survey. Far from justifying
the moral rightness of tolerance,
the theory undermines the view
that tolerance is objectively morally
right, as well as any other objective
moral value. Finally, while it does
recognize that individuals can be
mistaken in their moral judgments,
it does imply that every culture is
morally infallible, which is
extremely unlikely to be true.
Signature Assignment Instructions
Deliverables:3
Week 9: Written report due on Saturday
Paper:
The past 7 weeks, we learned about Leadership to demonstrate your understanding. The signature assignment will pull together the assignments for each week and you will submit a paper that addresses the following.
You own a consulting firm specializing ...
Discussion Board Forum RepliesIn ModulesWeeks 2, 4, 6, and 8 y.docxedgar6wallace88877
Discussion Board Forum Replies:
In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.
1. You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.
1. Use 3rd person.
1. Do not simply revisit what was discussed in the thread.
1. Only the substantive part of the response will be counted toward the word count.
Discussion Post 1 Please reply with 250 or more for each reply please read instructions above.
Discussion Board Thread
Re: Transactional Leadership
Definition:
According to Organizational Management & Leadership: A Christian Perspective the definition of transactional leaders is “Transactional leaders lead by understanding the underlying principles of management and then applying those principles in the workplace; a transactional leader will guide followers to achieve organizational goals. Transactional leaders guide and motivate their followers in the direction of establish goals by clarifying roles and task requirements.”
Satterlee, A. (2013). Organizational Management & Leadership: A Christian Perspective. Raleigh, NC: Synergistics International.
Summary:
Dr. Rabindra Kanungo is currently part of the Faculty of Management at McGill University in Montreal, Quebec. He has been published numerous times and is involved with many research projects concerning work attitudes, work motivation and alienation, and leadership. Dr. Kanungo’s article Ethical Values of Transactional and Transformational Leader’s explores the ethics base for both types of leadership. According to Dr. Kanungo, there is already research that suggests that transformational leadership is based on moral foundation, but he suggests that transactional leadership is based on its own moral foundation from a different perspective. He explains that transactional and transformational leadership can be divided into two different types of moral perspectives: teleological and deontological. The teleological perspective of transactional leadership is more idiocentric or self-centric. It is based more on situational ethics and the ends justifying the means. Transformational leadership has a more deontological perspective which is allocentric or socio-centric. This type of leadership cares about the people involved and is based more on principle based ethics. Dr. Kanungo details how each type of leadership can be viewed as moral from the different perspectives. Transactional leadership act can be viewed as moral if both parties in a contract benefit or a majority benefits. Transformational leadership act would be considered moral if the intentions are altruistic.
Discussion:
No one can deny that ethics in business practices an.
Discussion Board Forum RepliesIn ModulesWeeks 2, 4, 6, and 8 y.docxduketjoy27252
Discussion Board Forum Replies:
In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.
1. You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.
1. Use 3rd person.
1. Do not simply revisit what was discussed in the thread.
1. Only the substantive part of the response will be counted toward the word count.
Discussion Post 1 Please reply with 250 or more for each reply please read instructions above.
Discussion Board Thread
Re: Transactional Leadership
Definition:
According to Organizational Management & Leadership: A Christian Perspective the definition of transactional leaders is “Transactional leaders lead by understanding the underlying principles of management and then applying those principles in the workplace; a transactional leader will guide followers to achieve organizational goals. Transactional leaders guide and motivate their followers in the direction of establish goals by clarifying roles and task requirements.”
Satterlee, A. (2013). Organizational Management & Leadership: A Christian Perspective. Raleigh, NC: Synergistics International.
Summary:
Dr. Rabindra Kanungo is currently part of the Faculty of Management at McGill University in Montreal, Quebec. He has been published numerous times and is involved with many research projects concerning work attitudes, work motivation and alienation, and leadership. Dr. Kanungo’s article Ethical Values of Transactional and Transformational Leader’s explores the ethics base for both types of leadership. According to Dr. Kanungo, there is already research that suggests that transformational leadership is based on moral foundation, but he suggests that transactional leadership is based on its own moral foundation from a different perspective. He explains that transactional and transformational leadership can be divided into two different types of moral perspectives: teleological and deontological. The teleological perspective of transactional leadership is more idiocentric or self-centric. It is based more on situational ethics and the ends justifying the means. Transformational leadership has a more deontological perspective which is allocentric or socio-centric. This type of leadership cares about the people involved and is based more on principle based ethics. Dr. Kanungo details how each type of leadership can be viewed as moral from the different perspectives. Transactional leadership act can be viewed as moral if both parties in a contract benefit or a majority benefits. Transformational leadership act would be considered moral if the intentions are altruistic.
Discussion:
No one can deny that ethics in business practices an.
Leadership Self-AssessmentLeadership is defined in many wa.docxsmile790243
Leadership Self-Assessment
Leadership is defined in many ways by many people. Some believe it can be learned, some believe it is innate or intuitive. The amount
of recent literature devoted to the theme of leadership is tremendous. When you examine the literature you will notice there are
endless opinions about what leadership is, how leaders are developed, the psychological factors associated with leadership, the traits
needed for effective leadership, the political aspects of leadership, and the unique elements of the academic environment.
Approaches to leadership are different in diverse situations and in various environments. Review the matrix below to see theories of
leadership and elements that make them different. The goal of the matrix is to assist you in understanding the various leadership
theories and the relationship between them.
Characteristics of Leadership Theories
Transactional Transformational Servant Charismatic Contingency Trait
Origin Burns, 1978 Burns, 1978 Greenleaf, 1970 House, 1976 Fiedler, 1964 Galton, 1869
Major Premise Leaders exchange
something with
followers to advance
both of their agendas.
Leader is interested in
developing followers to
their fullest potential.
Authority given
to followers.
Beliefs imparted
to followers.
To be effective, the
leader's style fits
the context of the
setting.
Leadership qualities are
genetic characteristics
of a family and passed
through generations.
Role of the
Leader
Rewards or disciplines. Motivates and inspires. Helps followers
achieve their
goals.
Role model for
beliefs imparted
to followers.
Is either task
motivated or
relationship
motivated.
Distinctive physical and
psychological
characteristics account
for leader effectiveness.
Role of the
Follower
Performs in exchange
for something.
Works for the greater
good of the group and
society in general.
Is empowered. Trust in the
leader's ideology.
Not applicable. Not defined.
Personality
Characteristics
of the Leader
Authoritarian,
negotiator, influential.
Charismatic,
inspirational, role model,
enabler.
Servant,
nurturer,
listener,
empathetic,
moral.
Self-confident,
dominant, role
model,
influential.
Varies depending
on the fit of the
setting.
Intelligence, strong
values, high level of
personal energy.
What Type of Leader Are You?
Your leadership style is your perception of how leadership should be. This self-assessment instrument will help you better
understand your own leadership style. Awareness of your style and recognition of the styles of others can help you more effectively
strategize how you perform your leadership duties and how you manage situations from a leadership position.
As you complete the survey, please keep in mind:
• There is no right or wrong answers.
• Nobody will judge you by your responses, but participating will provide you with an interesting foundation for future work in the
course.
• When you have completed the surve ...
answer for 3.png__MACOSX._answer for 3.pnganswer for 4..docxjustine1simpson78276
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3
Saud ALriyami
Dr. Victoria
ELA 350
November 16, 2017
Essay4
Paragon Learning Styles Inventory (PLSI) & Student Leadership Practice Inventory
PLSI gives the most important information in terms of personal quality and character in various people. In my own assessment, I am a sensate, a judger and an extrovert person. Firstly, being a sensate, I am a practical and realistic person, more consistent and patient. Above all I am orderly sensible man who applies common sense and experiences such as daily practices and order in all my activities. On the other hand, I am also a judger due to my decisive nature, I embrace scheduled events, have set opinions, and likes order and organization. Lastly, as an extrovert, I learn things by practically doing them, I readily volunteers, and gives opinion and most importantly acting as a leading example to the rest. This assessment on my personal character is based on my self-evaluation as a soccer captain in the campus (Sloterdijk, 2013).
As team leader of my soccer team, I lead as an example which is very critical to my leadership skills. I usually show up timely to training and many times stayed there until late. I was willing to do everything. I was not that nice person to wipe the floor or very calm to yell inspirations words to a newcomer. I recognized that my actions spoke louder than words, therefore in most instances I showed people what to do by leading as an example rather telling them what to do. It is this practical example that defines my character better as a judger, a sensate, and an extrovert person.
As good leaders I do arise for my beliefs, thus I would better have my beliefs to arise for. As a leaders, I am vivid and concise regarding my guiding principles. I have my personal voice, and as well I vividly and genuinely give voice to my ideals. Nevertheless I cannot basically execute my beliefs on others and expect commitment. I do involve others in common ambitions. Acting as a good example starts with the clarification of my ideals and includes building and asserting common beliefs that all can hold (Sloterdijk, 2013).
According the description of Tieger on temperament results, I can ascertain that I am in a “traditionalist” category. This is reinforced due to my strong connection of being a judger and a senser. Furthermore, I clearly belief that expressive speeches regarding shared ideals are not virtually adequate (Sloterdijk, 2013). As a role model I recognize that it’s my conduct that earns my esteem. The actual test is whether I do what I talk abo.
xxx | Leadership Action Plan | 5/2/19
Leadership Action Plan
xxxxx
Leadership in Organizations
May 2, 2019
Leadership is both an art and a skill. Some people are naturally gifted leaders while others must learn and practice the skills. I have always been someone who likes to contribute to the conversation or project in a meaningful way, but I do not tend to take charge or drive the task forward. I started my current job about seven months ago and I am not a manager or a leader by assignment. As I have become more comfortable with my role in the office and my interactions with colleagues, I am starting to look for opportunities to lead. The readings from class provide both a theoretical and practical foundation for this leadership action plan which I hope to implement between now and the end of my performance year.
Through previous leadership experiences, I started to develop my style, and this course has helped me understand what I should change to be a more effective leader. I tend to default to a combination of Goleman’s (2002) coercive and affiliative styles. I tell my team members “go do this” and hope they will do so because I have invested in building positive relationships based on trust and open communication. Goleman (2000) has taught me that I will be more successful using the authoritative and coaching styles. In my experience as a team member, I know I am most invested when a leader says “come with me” and then takes the time to help me develop the necessary skills to succeed. I need to work harder to take these approaches to leadership rather than fall back on my comfortable but less effective patterns.
Style alone is not enough – leaders must also have substance. Good leaders know how to use influence and the power of persuasion to guide their teams toward the desired end result. Cialdini (2001) talks about six principles of persuasion and of them, I think the most critical is the principle of liking. People are much more inclined to follow and work hard for a leader they like. Throughout my career, I have found it is fairly easy and highly beneficial to be liked. I’ll try to smile and say hello when passing people in the halls, find non-work commonalities like favorite lunch spots, offer simple compliments, and say thank you. These small efforts have gone a long way toward building good will and this is critical to my job since I am often asking my colleagues to provide me with information or attend meetings I arrange.
I feel I can improve my powers of persuasion by capitalizing more on Cialdini’s (2001) principle of expertise. I am one of only a handful of people in my office without an advanced degree, and this is also true of the people I interact with outside the office. While I cannot add letters after my name quite yet, I can derive authority from other expertise and make that clear to people. For example, most of these same colleagues have worked on Capitol Hill so mentioning my ...
12The Best LeaderIn the modern times, leaders are.docxmoggdede
1
2
The Best Leader
In the modern times, leaders are identified and recognized based on what they do and deliver. Leaders are categorized in different theories that try to explain who they are, their characteristics, skills, abilities, personalities, roles or responsibilities and limitations.
Leadership Theories
Definition and Characteristics
Advantages
Disadvantages
Path-Goal Theory
It explains a leader’s influence through his behavior to the individual’s performance, especially in an organization.
It is goal oriented. The leader guides the people. It encourages participative, supportive, and directive leadership.
It may frustrate employees, and it may be difficult for them to follow the leadership behaviors styles thus poor performance.
Situational Leadership Theory
It explains that different situations in a company may use different styles of leadership. The behavior involved are telling, selling, participating and delegating.
Easy to apply.
Focus is on maturity.
Availability of competent leaders.
Allows testing of a leadership style.
It does not apply to managers but to leaders.
It is time-consuming when waiting for future predictions of the situations.
Leadership Substitutes Theory
Just like the name of the theory, it explains the conditions in an organization that a leader may not be needed or necessary or prevented from leading.
Provides a substitute or a neutralizer to act on behalf of the leader.
The leader’s actions, decisions or ideas may be prevented thus ineffective.
Multiple Linkage Model
According to developer Gary Yukl, this model explains a leader’s behavior impact on the effectiveness of a group in an organization.
Encourages managerial skills. It also promotes conflict resolution strategies and handling work situations that may arise.
It require a competent and intellectual leader.
The decision-making process may be long.
Transactional Leadership
It concentrates on the leader and followers and maintaining a healthy relationship between the two hence loyalty and realization of advantages.
Encourages follower’s loyalty.
Promotes commitment.
Promotes good relations.
Rewards good work.
Abuse of follower’s loyalty may occur.
Its focus is majorly on short term goals.Transformational Leadership
This theory focuses on the leadership and follower’s exchange of visions, beliefs, and values
It promotes the exchange of ideas through communication. The visions set give directions. There is employee recognition.
The leaders have high expectations and standards. Decision-making process may be time-consuming
Charismatic Leadership
The leaders have a high sense of self-confidence, esteem, and purpose and can easily influence people through their personal behaviors and traits.
Highly influential, visionary, self-confident, social and energetic leaders. The leaders are also self-motivated and focused.
The leader may be self-centered giving their visions and ideas for personal gains of power and influence. The leader may h ...
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1-Mon Oct 28: The Conflict over Religious Authority in Post-Safavid Iran
Attached Files:
Attachment : Momen Akhbari School (1).pdf
Moojan Momen,
An Introduction to Shi’i Islam,
ch.6, 12.
2- Wed Oct 30: Imperial Reform Movements
Attached Files:
Tanzimat Decree (1).pdf
Tobacco Concession (2)pdf
25 Reform Movements (3) pptx
Cleveland,
Modern Middle East,
ch.5-6
Primary Sources:
Gulhane Edict (1839)
Hatt-i Humayun (1856)
Tobacco Concession
3- Fri Nov 1: Social and Intellectual Movements in the Early 20th Century
Attached Files:
alAfghani (1)
Abduh Theology of Unity (2)
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Write a page discussing why you believe PMI is focusing BA as the fi.docxedgar6wallace88877
Write a page discussing why you believe PMI is focusing BA as the first step in the project management model.
Provide an example and discuss how poor BA effects project success.
Please be sure to validate your opinions and ideas with citations and references in APA format.
.
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Write a page of personal reflection of your present leadership competencies and also possible adjustments that could be made to your leadership approach. Importantly, your Journal entry should be in light of the various concepts that include
Communication, Leadership, and Power and Politics (Topics attached below)
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.
Write a page of compare and contrast for the Big Five Personalit.docxedgar6wallace88877
Write a page of compare and contrast for the Big Five Personality Model against the MBTI. Attached some info below.
Based on what you have learned thus far, how might the MBTI lack for strong supporting evidence as opposed to the Big Five Model? Thoroughly explain.
After doing so discuss how the Big Five Traits could predict behavior at your place of employment. What could be some advantage of doing so?
What might be some disadvantages? Thoroughly explain.
Please be sure to validate your opinions and ideas with intext citations and references in APA format.
.
Write a page of research and discuss an innovation that includes mul.docxedgar6wallace88877
Write a page of research and discuss an innovation that includes multiple innovation types (per Keely). Discuss the types of innovation involved and comment on how you feel this combination could potentially create a sustainable competitive advantage for the business. Be sure to include references in APA format with intext citations.
.
Write a page answering the questions below.Sometimes projects .docxedgar6wallace88877
Write a page answering the questions below.
Sometimes projects fail. Such failure can be contributed to unreasonable time constraints, poorly estimated financial estimates, poorly systematized planning process or organizational goals not understood at lower organizational levels.
As a project manager, what key factors are absolutely vital to prevent such failure?
Discuss the role of the leader and manager in a project environment or project initiative.
Be sure to identify how the duties of project managers reinforce the role of leadership. Use real-life examples.
Please be sure to validate your opinions and ideas with citations and references in APA format.
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Write a one-paragraph summary of one of the reading assignments from the textbook.
Reading assignments to choose from are
from Beowulf - trans. Burton Raffel
Children - Slawomir Mrozek
The Jar - Luigi Pirandello
Death of a Tsotsi - Alan Paton
Judges Must Balance Justice vs. Young Lives - Patricia Edmonds
Youth Violent Crime Keeps Climbing - J.L. Albert
Action Will Be Taken: An Action-Packed Story - Heinrich Boll
from The Life of Henry the Fifth - William Shakespeare
Speech, May 13, 1940 - Winston Churchill
The Thrill of the Grass - W.P. Kinsella
from Night - Elie Wiesel
This Too Is Everything - Shu Ting
A Marriage Proposal - Anton Chekhov
There's plenty more reading assignments in the book. If you can help me but need more choices let me know. Thanks
.
Write a one-paragraph summary of this article.Riordan, B. C..docxedgar6wallace88877
Write a one-paragraph summary of this article.
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Journal of Psychiatry and Brain Functions
,
2
(1), 9. https://doi.org/10.7243/2055-3447-2-9
.
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.
Write a one-page rhetorical analysis in which you analyze the argume.docxedgar6wallace88877
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•Explain how Paine “enters the conversation” about the topic in his argument
.
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( FIGURE ASSIGNED 6 d-g)
Abstract: What is the question they were trying to answer, and what were their overall conclusions
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Body: What technique are they using? Briefly describe the technique. For each experiment tell me specifically what the variables are from that technique for that experiment (so which antibody are they using, and how did they prepare the samples) . How can that particular antibody or preparation help them to answer their question. What were their observations? What do they see?
Conclusions: What do they conclude from this figure or part of a figure?
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homelessness in San Antonio TX
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Write a one page reflection about the following1) Identify .docxedgar6wallace88877
Write a one page reflection about the following:
1) Identify the key messages about being female that you saw in tv and magazine adds, including movies.
2) Do you feel the media/images affect both sexes the same? If not, why not?
3) Have you found your sense of self affected by media images? In what ways?
.
Write a one page paper on the question belowSome of the current.docxedgar6wallace88877
Write a one page paper on the question below:
Some of the current trends in the delivery of value (channels, logistics, supply chain) include e-commerce; VMS; use of multi-channel approaches; mobile commerce; social retailing; and more. From your own research, discuss how two companies are using are using these techniques to improve their delivery of value to consumers.
.
Write a one page paper (double spaced) describing and discussing the.docxedgar6wallace88877
Write a one page paper (double spaced) describing and discussing the following ethical concepts found in chapter 1; logical, factual and normative. You may use definitions or scenarios in your writing. The goal of this paper is to gain a level of understanding of all three (logical, factual and normative).
Textbook:
1.
Logical, or formal, statements
are definitions or statements derivable from
definitions, including the entirety of mathematical discourse (e.g., “2
+
2
=
4,”
or “A square has four equal sides”). Such statements can be
verified by a for
-
mal procedure
(“recourse to arithmetic”) derived from the same definitions
that control the rest of the terms of the field in question (i.e., the same axioms
define “2,” “4,” and the procedure of “addition”; the four equal sides and right
angles define the “square”). True formal statements are
analytic
:
they are true
logically, necessarily, or by the definitions of the terms
. False statements in
this category are
self–contradictory
. (If you say, “2
+
2
=
5,” or start talking
about “round squares,” you contradict yourself, for you assert that which can-
not possibly be so—you conjoin ideas that are incompatible). A logically true
or logically valid statement can never be false, or disproved by any discovery
of facts; it will never be the case that some particular pairs of 2 do not add up
to 4, or some particular squares turn out to be circular—and if you think you’ve
found such a case, you’re wrong! “2
+
2
=
4” is true, and squares are equi-
lateral rectangles, as philosophers like to say,
in all possible worlds
. For this
reason we say that these statements are “
true a priori
”: we can know them to
be correct prior to any examination of the facts of the world, without having to
count up lots of pairs of pairs, just to make sure that 2
+
2 really equals 4.
2.
Factual, or empirical, statements
are assertions about the world out there, the
physical environment of our existence, including the entirety of scientific dis-
course, from theoretical physics to sociology. Such statements are
verifiable by
controlled observation
(“recourse to measurement,” “recourse to weighing”)
of that world, by experiment or just by careful looking, listening, touching,
smelling, or tasting. This is the world of our senses, the world of space, objects,
time and causation. These empirical statements are called
synthetic,
for they
“put together” in a new combination two ideas that do not initially include or
entail each other. As a result they cannot be known a priori, but can be deter
-
mined only
a posteriori, that is, after investigation of the world
. When they
are true, they are
true only contingently, or dependently, as oppo.
write a one page about this topic and provide a reference.Will.docxedgar6wallace88877
write a one page about this topic and provide a reference.
Will making changes to the built environments (adding parks, sidewalks, healthy food stores, playgrounds, green-spaces, safer streets, etc.) of low-income neighborhoods be adequate enough to help community members combat health disparities based upon income or race? Why or why not?
.
Write a one or more paragraph on the following question below.docxedgar6wallace88877
Write a one or more paragraph on the following question below:
The three characteristics required by an individual to be considered a dependent of another taxpayer by the IRS.
The four tests stipulated by the IRS that a taxpayer must satisfy to claim a dependent as a qualifying child
What do you think are the reasons the IRS included the four tests for a qualifying child to be claimed as a dependent?
.
Write a one or more page paper on the following belowWhy are .docxedgar6wallace88877
Write a one or more page paper on the following below:
Why are systems for collaboration and social business so important and what technologies do they use? Explain the benefits of collaboration and social business. Describe what organizational culture is necessary for business processes and collaboration.
.
Write a one page dialogue in which two characters are arguing but .docxedgar6wallace88877
Write a one page dialogue in which two characters are arguing but are speaking every thought, every iteration of subtext. Then go back and cut the dialogue so that no line is longer than five words without losing any of the meaning.
1. I'd like for you to submit both versions of your dialog.
The first version (with all the subtext written out) and the second version (with only 5 words per line.)
2. Be sure to write it in dialog format.
That means it should look like the plays in our text--
James: Starting with the character's name?
Carrie: And with little or no narration outside of the dialog?
Prof.: Yes to both questions!
3. Notice how little narration / stage direction there is in most of the sample dialogs.
Your dialog should be almost entirely dialog!
Try to resist the urge to get carried away explaining every little detail of what the characters are doing.
And resist the urge to add modifiers like (angrily) (with great emotion) (etc.) before each line of dialog.
You want to put everything into the dialog itself-- the emotion should be obvious from what the characters say!
.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
1. DISCUSSION TOPIC 1: Leadership Competencies
READING 1.
Robert House (1996) initially developed Pathgoal theory to
explain workplace leadership. The theory builds on two work
motivation theories of goal setting and expectancy theory. Goal
setting theory is based on the idea that an effective way to
motivate employees is to set challenging goals that are both
realistic and offer a reward for completion. Expectancy theory
helps explain why people work hard to attain goals and suggest
employees will work hard if they believe completing their goals
will lead to a reward such as a bonus or promotion and that the
behaviors they engage in are likely to help them meet their goal.
Employees who do not value the reward associated with the goal
or believe that a particular behavior will help then reach that
goal they will not be motivated to reach their goals (House,
1996).
Pathgoal theory also suggests that effective leaders are
the ones who can help there employees reach the goals of the
organization and that the leaders have the responsibility to
provide the employees the necessary tools, including
information and support to reach those goals. Leaders must
help their followers with goal attainment by removing obstacles
that might prevent them from reaching their goals. It important
to consider that pathgoal theory is a contingency theory and an
effective leader must adopt a style of leadership that matches
the needs of the employees in any given situation. There are
four main leadership styles identified by the theory that
includes Supportive, Directive, Participative, and Achievement
oriented (Avolio, 2007). Supportive leadership requires the
leader to identify with the needs of the subordinate and that
they create a positive atmosphere for them to work in. Directive
leadership requires that a leader give their employees clear
guidelines and let them know what is expected of them by
2. enforcing rules and procedures. Participative leadership requires
that a leader consult with their subordinates and consider their
opinions and suggestions when determining the strategy to meet
their goals. Finally, the Achievement oriented style uses a
method in which challenging goals are set to emphasize
excellence and building confidence that the employees are
capable of working to high standards. It is also important to
recognize that the style of leadership will depend on
environmental factors such as the nature of the task and internal
factors such as the experience and abilities of the employees.
For the situation given in this week’s discussion
supportive leadership would probably not be the best choice.
This is because supportive leadership is most effective when the
tasks are somewhat routine, boring, or even dangerous. This
type of leadership helps remove negative aspects of the job.
Directive leadership is best applied to situations in which there
is much uncertainty within the working environment and
direction helps clarify and reduce task ambiguity. It would be
difficult to clearly state the task of the employees in this week’s
discussion because it was stated as non-routine and the
employees are highly skilled and experienced and would not
likely want to be under constant direction. The achievement
oriented style would likely not be the most effective method
either because with highly skilled and experienced employees
they probably would not benefit from a style that was focused
on building confidence as they likely already posses a great deal
of confidence. Participative leadership is often the most
effective in unstructured situations because it can increase role
clarity and is effective for individuals who have a high need to
control their environment. Given the nature of the work of the
employees in this week’s discussion this would be the best style
to handle the constant non-routine nature of the work.
References
Avolio, B. (2007). Promoting more integrative strategies for
leadership theory-building.
3. American Psychologist, 62(1), 25-33. doi:10.1037/0003-
066X.62.1.55
House, R. (1996). Path-goal theory of leadership: Lessons,
legacy, and reformulated theory.
Leadership Quarterly, 7(3), 321-352. Retrieved from
http://leadership.wharton.upenn.edu/l_change/publications/Hous
e/house2.pdf
READING 2
Abstract
My task at hand is to provide leadership for a group of customer
service representatives. They need to be very skilled in their
knowledge base because they are responsible for solving unique
problems for various customers which requires recommending
utilization of various types of company equipment. Due to the
uniqueness and complexity of problems, there are no standard or
routine solutions; therefore, an in depth knowledge of service
and equipment is required.
4. Utilizing the Path-Goal Theory, I will recommend an
approach from among the four major leadership styles within
this theoretical base, the four being Directive, Supportive,
Participative, and Achievement (McShane, 2013).
The variables for specific utilization are separated into two
contingencies, employee and environmental. Based on the
summary listed above, the employee contingency needs to be
either supportive or participative. This is due to the high level
of experience needed to perform the job and the high internal
degree of control required to provide a workable solution to the
client in a timely manner. The environmental contingency rules
out the supportive theoretical approach due to the non-routine
nature of the work; therefore, the Path-Goal Leadership Model
needs to be participative. In fact, this might be appropriate for
an entry level supervisory position.
As I would evaluate more upper level management
contingencies, I would move on quickly to some of the other
theories.
Introduction
I believe effective leadership is a combination of most of the
theories referenced in the text along with a few I did not see. I
do not want to go as far as to say that some people are born to
be leaders and some are not. My hypothesis is that leadership is
learned and not taught, but it is additionally rooted in a person’s
5. individual personality, level of intelligence, life experiences,
opportunities, and critical awareness (Riggio, 2010).
Myself as a Leader
So thinking about this assignment to discuss leadership
competencies and becoming an effective leader myself, I need
to assess first whether or not I want to be a leader and whether I
have any natural tendencies to do that.
I would like to apply the leadership principle to our
group project. I had no desire to be the group leader for several
reasons. The first is that I do not have even a second of spare
time as I study for medical school and work on the regular
assignments for this class. Secondly, I am not very patient
when it comes to others who have excuses for non-
performance. Thirdly, it frustrates me to include ideas of others
which I do not believe in or are just plain illogical or ignorant.
Lastly, and maybe the most important, is that I simply do not
like doing it.
Kristen was a God-send to our group. I could see that
we were getting off to a slow start, so I thought that if I could
get this project moving, Kristen would run with it. I was out of
the gates fast and it worked. Kristen took over and everybody
else provided very appropriate information and input.
Actually, knowing myself, I do not want to be a leader,
no matter how much you might train me, analyze my strengths
and weaknesses, polish my charisma, implant a certain vision,
even provide me with the best network of associates, or assign
me the formal position. Some individuals just do not want to be
leaders.
6. Conclusion
Leaders are not made by design but by personality, level of
intelligence, life experiences, opportunities, level of natural
charisma, and willingness of the individual to lead. I choose to
be the best at what I want to do. In my opinion, if that level of
professional competency inspires others to follow me, so be it.
If it does not, that is ok also. I do not believe you need to be a
leader to be successful or to make significant contributions to
society. I can choose to be an associate with somebody and
choose to follow them or not. I believe that no technique,
process, or skill someone is taught will influence my choice to
follow them or not.
It is a good thing that not everyone wants to be a leader. For
every successful leader, there are hundreds of competent,
informed followers.
References
McShane, S. & Von Glinow, M. (2013). Organizational
Behavior (6th ed.). New York, NY: McGraw-Hill.
Riggio, Ph.D., Ronald E. (2010, Dec), Psychology Today, Are
Leaders Born or Made? Why the Question Itself is Dangerous?
Retrieved from:
