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Having clarity about their values helps a leader be more consistent and make better decisions. When a leader shares their values with their team, it shows the team what to expect from the leader and what the leader expects of them. An effective leader finds their unique leadership style that fully embraces their own values, rather than copying another leader's style. While a leader should be committed to their own values, they should also understand that team members may have different values and priorities. Valuing collaboration helps create a team where everyone's ideas are valued.
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You will post a 250-word reply to 2 classmate’s threads. The reply r.docx
You will post a 250-word reply to 2 classmate’s threads. The reply requires a minimum of 1 properly formatted citation. Each reply must be completed by you, the individual student. Additionally, each thread and reply must reflect a solid Christian worldview through the use of at least 1 Holy Bible reference.
EUGENE
In reviewing this week’s reading material, Kouzes and Posner’s (2017) argument for the importance of enabling others to act, fostering collaboration, and strengthening others reminded me of Deci and Ryan’s (1985) self-determination theory. I have routinely come back to this theory throughout my coursework as the principles within it seem to fit many different molds, specifically leadership and motivation. The topic of motivation and police officers has become an area of interest due in part to research showing the unique nature of being a police officer, to include internal and external stressors that are seldom experienced by any other profession (Accquadro Maran, Zedda, Varetto & Ieraci, 2015). Deci and Ryan’s (1985) self-determination theory simply says that in order for humans to feel motivated to perform they must have a sense of autonomy, competence, and relatedness. I find that Kouzes and Posner’s (2017) concept of enabling others to act and fostering collaborations meld perfectly with providing people with a sense of autonomy. Leaders, especially front-line supervisors within law enforcement organizations, have a dramatic impact on the autonomy of officers. I have seen first-hand how front-line leadership can restrict the decision-making process so much that they drain the officer’s motivation which leads to them not wanting to act and foster any sort of collaboration with the organization. Having the confidence as a leader to step back and allow others to make decisions is a worthy investment. While not every situation will allow for this, leaders must learn to create environments in which their people can be successful and allow them to make decisions. This level of confidence is not learned overnight, and I have struggled with this myself. However, once I observed the benefits of allowing officers to make their own decisions, obviously within the guidelines of our policies, they feel more connected and confident in their ability to solve problems. If we look at Deci and Ryan’s (1985) argument for competence, this aligns with Kouzes and Posner’s (2017) argument for strengthening others. Competence, or having the ability to complete the task at hand, comes down to proper training which strengthens others and allows them to complete their job more effectively and with confidence. Failure to strengthen others can, and will, result in stagnation due to a lack of motivation to perform. Leadership is a challenging process that takes time to learn and understand. This process can certainly be daunting, however just as Proverbs 3:5 (English Standard Version, 2020) reads, “Trust in the Lord with all your heart, and do not lean .
Values: The Organization's Cultural Bedrock
By Dennis T. Jaffe and Cynthia D. Scott
Organizations appear to have two kinds of values—hard values about profitability and business success, and softer values about people and relationships. And when push comes to shove, the conventional wisdom is that the soft values are sacrificed to the harder ones. Many people are deeply cynical when they hear about a company’s soft values, because they feel that these values about people are the first to go in times of crisis. However, some leaders feel that the softer values are just as important as the hard ones. If people do not feel that their organization can be trusted, that there are not some core values that their company stands for and is willing to struggle to uphold, then the fabric that ties people to the organization will weaken. When weakened, the willingness of people to put extra effort, to extend themselves, and to help the organization make a difference diminishes. Companies have begun to look to values as the core behind which their people can rally.
Respond to…According to Northouse (2018), bass identified th.docx
Respond to…
According to Northouse (2018), bass identified the following four transformational leadership factors:
1. Idealized Influence is the component of leadership where a leader leads in a way that inspires his or her followers to want to follow. Leaders that are able to lead with idealized influence lead in a way that creates trust with followers. Leaders foster trust by typically leading in a moral and ethical manner and are characterized by their followers as a person that does the right thing.
In my career I have experienced many leaders that I respected and chose to follow due to their high morality and desire to do the right thing. However, one particular leader stands out. I currently work for a large scale medical provider and our Chief Medical Officer (CMO), is someone that leads with idealized influence, people want to follow him because he inspires us all to do the right thing and to administer medicine in a way that positions us all to deliver on our mission, which is delivering hello humankindness. Furthermore, our CMO teaches new providers, we are an academic medical provider, to deliver hello humankindness and reach people on a personal level; building rapport and establishing relationships that are built on trust, respect, and transparency for the greater good of humanity instead of for the good of making money.
2. Inspirational Motivation- According to Northouse (2018), "This factor is descriptive of leaders who communicate high expectations to followers, inspiring them through motivation to become committed to and a part of the shared vision in the organization" (section 8.1, para. 25). Leaders that chose to create inspiration do so by creating a work enviornement that fosters the desire for his or her staff to want to complete the work in the prescribed manner because it is a way that is mutually beneficial to the organization, team and department. Leaders that creation inspirational motivation clearly communicate expectations and goals.
3. Intellectual Stimulation is leadership that creates a desire within followers to challenge the status quo by being innovative, thinking outside of the box, and by creating two way communication. Followers that experience intellectual stimulation are constantly thinking about different and more efficient ways to complete the work without being asked to do so. intellectual stimulation is present when staff is engaged and thinking critically.
4. Individualized Consideration is leading in way that seeks to listen to staff for the purposes of helping to continuously move forward, to evolve in their career and in their work. Leaders that exhibit individualized consideration do so by spending time with each person on their team to develop them, to coach them and to position them to achieve their goals; they do this in a unique and individualized way for each person. In my current role, I meet with each person on my team monthly for a one on one. During this time we talk about d.
Running head ORGANIZATIONAL FOUNDATIONS1ORGANIZATIONAL F.docx
Running head: ORGANIZATIONAL FOUNDATIONS 1
ORGANIZATIONAL FOUNDATIONS 4
Organizational Foundations
Diana
Leadership, Organization Theory and Change
11/06/2019
Organizational Foundations
1. Assess the effectiveness of the organization’s values statement:
What is the values statement or what are the organizational values?
GlaxoSmithKline organization values are:
· Patient
· Focus
· Transparency
· Respect
· Integrity
How was the values statement created? Who participated?
The value statement of the organization was created through a thorough examination and synthesizing of the purpose and goals the organization has. This will give more light on what the organization wants and what are their expectations. The value statement was also created by the beliefs and desired behaviors of the members within the organization. The value statement also was created considering the organization's area of activity. This helps in making people within the organization involve themselves in ethical behaviors. People who participated in the creation of the value statement of the organization are the members of the organization.
How accurate is the values statement when compared to actual behaviors in the organization?
A value statement is created from the values behaviors held by the organization member, therefore, the members of the organization should behave according to the value statement because their behaviors are what resulted in the creation of the value statement.
What recommendations would you make to improve the values statement and to enhance how it is used in organizational behaviors and decision making?
The organization should always ensure that the value statement does not give room for the members of the organization to perform unethical behaviors. The organization should always inclusive values that will guide employees to make fair decisions that will promote good values. This should also ensure the full participation of the members of the organization to participate to improve the quality of the value statement.
2. Analyze the effectiveness of the vision statement
What is the vision statement?
To be one of the trusted, innovative, and best-performing health partners
Do organizational members know what the vision is? Based on what evidence?
Yes, every member of the organization clearly understands the vision of the organization. The employees and the member of the organization involve themselves in research, development and manufacturing an innovative product that will attain the vision of the organization. Through the activities and the ability of the members in the organization, it is evident that they all are aware of the vision of the organization.
Do organizational members embrace the vision? Based on what evidence?
The members of the organization have embraced the vision through their commitment and hard work to attain the vision of the organization. The members have been involved in the activities of the busine ...
From values to action summary
Leadership books abound. Yet there are very few that put Values first before all those leadership skills. In this book, Harry Krammer explains the Four principles of Value-Based leadership and has shared his personal experiences to validate how these principles do work .
When Leaders engage in Self-reflection ( Principle # 1) followed by Balance, True-Self-confidence and Genuine Humility, then the organization has a much greater chance of leading the Values instead of with Egos. He also shares why positive core business ethics create greater shareholder value. One excellent point he discusses is the difference between what is legal and what is right.
Talent Management and leadership development are far more effective when approaching these two elements from a Values driven position. After all, organizations are all about people united to achieve those big, hairy audacious goals that would be fare ore difficult if not impossible to achieve individually.
Silo thinking is also viewed within the circle of Leadership. When this happens, my turf or silo becomes bigger than the organization’s big vision and this creates poor performance.
Another advantage to leading from a position of high ethics is motivation and team engagement. Teams do not come together naturally, but “ are developed purposefully and with intention”.
The end result from Values to Action is precisely that action or execution and implementation. Failed execution can more often than not be laid at the feet of leadership and not extenuating circumstances.
Values are not bullet points on a Corporate website or motivational phrases on a poster in a lunch room.. Some companies talk a good game and have plaques on the wall stating their Mission & Values, but their day-to-day actions tell a different story.
Leaders should Value Values – Values Create Valuation
Charismatic and Transformational Leadership, Team Leadership and M.docx
Charismatic and Transformational Leadership, Team Leadership and Management 1
Dickson Osanu, [email protected]
# A00555949
PhD in Management
MGMT 8410
07/04/2016
David Cavazos, [email protected]
Introduction
The concept of leadership has evolved over the years with followers demanding greater participatory roles both in countries and organizations. Due to differences in personalities and leadership effectiveness, there has been a long debate by scholars on whether leaders are born or made. Perhaps, the most inspirational and memorable leaders are those that are charismatic and transformational like Martin Luther King Jnr in civil rights, Bill Clinton in politics and Steve Jobs in business. This paper reviews transformational leadership and how charisma, personality profiles and culture plays a role. Whether a leader is perceived to be transformational or transactional, they need to fully understand those they lead and how their traits can affect this relationship. Trust is a key behavior that leaders must have in order to inspire loyalty and commitment from teams. By establishing shared and mutual interests, leaders can develop closely bonded teams and exceed set objectives.
Discussion
In a mixed study research carried out in a large government agency in the United States, Hassan & Glenn (2016) discovered that managers use delegation when they tag employees as likely to perform, while consultation happens when they see their employees put a lot of effort into trying to learn. Delegation brings more empowerment and when employees have previously performed well, supervisors tend to delegate (Bauer and Green, 1996) and delegation also occurs when managers see their employees as having the know-how the job requires (Yukl and Fu, 1999). Consultation is often the choice when managers do not have sufficient information and find the task complex, and also when the job at hand needs the involvement of the manager to meet accountability need demanded (Hassan& Glenn, 2016). It takes confident leaders interested in building their team to effectively train and develop their team members, and then delegate responsibilities to them based on their competences. When a follower has a purpose guiding him to work it brings about work power balance, even when he feels his leader has professed motives (Gebertm, Heinitzm and Buengeler, 2015). A leader can easily make his followers become effective at work only when his followers already have zeal to work (Gebertm, Heinitzm and Buengeler, 2015). A follower can be committed to his leader when he feels they both have mutual values(affective commitment) and also when he feels he is morally obligated to commit (normative commitment) ((Gebertm, Heinitzm and Buengeler, 2015).
Leaders-subordinate relationship is important in determining how effective the team works together and whether they are truly aligned with shared goals or it is simply a relationship of convenience. Lorinkova and Perry (2 ...
Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Wor...
Employee collaboration is one of the main concerns of a lot of organizations, the way employees work together can effectively boost the culture of the organization, clarity of goals as well as communication, and the reward system as well.
Assignment Personal Leadership PaperIntroductionLeadership is.docx
Assignment: Personal Leadership Paper
Introduction
Leadership is one of most vital elements of corporate success. Leadership is the practice of inspiring a team of individuals to act toward accomplishing a common vision (Oreg & Berson, 2015). The favorite style of inspiring employees in the work environments is paying attention to individual matters of the employees. The managers or team leaders are equally responsible for the motivation level of their team members. The managers do this by creating a friendly and conducive environment which helps the employees to become more intrinsically inspired. The leaders and managers motivate other employees through effective communications in the organization. A great leader should be aware of his or her styles of leadership.
A person must possess combinations of leadership skills and personalities that make other people show interests in following their directions for one to be termed as a leader. The leaders should be duly dedicated to organizing others and problem-solving in the right way. The ability to effectively solve problems is another vital element of leadership. Various leaders nevertheless use different approaches of leadership and this leads to differences in corporate performances. This paper will examine my leadership skills. This involves strategies, tools, and tactics I use in my leadership (Whetten, Cameron, & Woods, 2007). The work will as well focus on problem-solving and conflict management skills which I regularly use when managing others.
Discussion
As a leader, that there must be communication aspect for collaborations to work (Oreg & Berson, 2015). Poor or lack of communications leads to confusions and results in disagreements. I call for regular communications in implementation process in ensuring that arising problems are handled instantly when they arise even after taking the time to explain the workers and select the vital ones. This strategy promotes teamwork among the staff members and minimizes imminent loses. My informal and formal interactions prove me to be jovial leaders who utilize humor in elaborating even serious parts of conversations. My pitches have astonished my audiences and stakeholders such as clients since I am articulate in describing the problems and the solutions which the organization shall provide via its projects and products. If two employees are involved in conflicts or disputes, I do not continue arguing but rather, I usually put them done and mediate in finding resolutions for the problem. This ensures that all employees remain united in achieving common goals.
To avoid uncontrollable behaviors of employees and magnification of the conflict, sometimes, I use confrontation of observed faults. Upholding excellent communications with my team members guarantee that disputes are minimized, and they are successfully negotiated if any. I believe with a right and proper channel of communication, all potential causes of conflicts within the company is d.
Recommended
You will post a 250-word reply to 2 classmate’s threads. The reply r.docx
You will post a 250-word reply to 2 classmate’s threads. The reply requires a minimum of 1 properly formatted citation. Each reply must be completed by you, the individual student. Additionally, each thread and reply must reflect a solid Christian worldview through the use of at least 1 Holy Bible reference.
EUGENE
In reviewing this week’s reading material, Kouzes and Posner’s (2017) argument for the importance of enabling others to act, fostering collaboration, and strengthening others reminded me of Deci and Ryan’s (1985) self-determination theory. I have routinely come back to this theory throughout my coursework as the principles within it seem to fit many different molds, specifically leadership and motivation. The topic of motivation and police officers has become an area of interest due in part to research showing the unique nature of being a police officer, to include internal and external stressors that are seldom experienced by any other profession (Accquadro Maran, Zedda, Varetto & Ieraci, 2015). Deci and Ryan’s (1985) self-determination theory simply says that in order for humans to feel motivated to perform they must have a sense of autonomy, competence, and relatedness. I find that Kouzes and Posner’s (2017) concept of enabling others to act and fostering collaborations meld perfectly with providing people with a sense of autonomy. Leaders, especially front-line supervisors within law enforcement organizations, have a dramatic impact on the autonomy of officers. I have seen first-hand how front-line leadership can restrict the decision-making process so much that they drain the officer’s motivation which leads to them not wanting to act and foster any sort of collaboration with the organization. Having the confidence as a leader to step back and allow others to make decisions is a worthy investment. While not every situation will allow for this, leaders must learn to create environments in which their people can be successful and allow them to make decisions. This level of confidence is not learned overnight, and I have struggled with this myself. However, once I observed the benefits of allowing officers to make their own decisions, obviously within the guidelines of our policies, they feel more connected and confident in their ability to solve problems. If we look at Deci and Ryan’s (1985) argument for competence, this aligns with Kouzes and Posner’s (2017) argument for strengthening others. Competence, or having the ability to complete the task at hand, comes down to proper training which strengthens others and allows them to complete their job more effectively and with confidence. Failure to strengthen others can, and will, result in stagnation due to a lack of motivation to perform. Leadership is a challenging process that takes time to learn and understand. This process can certainly be daunting, however just as Proverbs 3:5 (English Standard Version, 2020) reads, “Trust in the Lord with all your heart, and do not lean .
Values: The Organization's Cultural Bedrock
By Dennis T. Jaffe and Cynthia D. Scott
Organizations appear to have two kinds of values—hard values about profitability and business success, and softer values about people and relationships. And when push comes to shove, the conventional wisdom is that the soft values are sacrificed to the harder ones. Many people are deeply cynical when they hear about a company’s soft values, because they feel that these values about people are the first to go in times of crisis. However, some leaders feel that the softer values are just as important as the hard ones. If people do not feel that their organization can be trusted, that there are not some core values that their company stands for and is willing to struggle to uphold, then the fabric that ties people to the organization will weaken. When weakened, the willingness of people to put extra effort, to extend themselves, and to help the organization make a difference diminishes. Companies have begun to look to values as the core behind which their people can rally.
Respond to…According to Northouse (2018), bass identified th.docx
Respond to…
According to Northouse (2018), bass identified the following four transformational leadership factors:
1. Idealized Influence is the component of leadership where a leader leads in a way that inspires his or her followers to want to follow. Leaders that are able to lead with idealized influence lead in a way that creates trust with followers. Leaders foster trust by typically leading in a moral and ethical manner and are characterized by their followers as a person that does the right thing.
In my career I have experienced many leaders that I respected and chose to follow due to their high morality and desire to do the right thing. However, one particular leader stands out. I currently work for a large scale medical provider and our Chief Medical Officer (CMO), is someone that leads with idealized influence, people want to follow him because he inspires us all to do the right thing and to administer medicine in a way that positions us all to deliver on our mission, which is delivering hello humankindness. Furthermore, our CMO teaches new providers, we are an academic medical provider, to deliver hello humankindness and reach people on a personal level; building rapport and establishing relationships that are built on trust, respect, and transparency for the greater good of humanity instead of for the good of making money.
2. Inspirational Motivation- According to Northouse (2018), "This factor is descriptive of leaders who communicate high expectations to followers, inspiring them through motivation to become committed to and a part of the shared vision in the organization" (section 8.1, para. 25). Leaders that chose to create inspiration do so by creating a work enviornement that fosters the desire for his or her staff to want to complete the work in the prescribed manner because it is a way that is mutually beneficial to the organization, team and department. Leaders that creation inspirational motivation clearly communicate expectations and goals.
3. Intellectual Stimulation is leadership that creates a desire within followers to challenge the status quo by being innovative, thinking outside of the box, and by creating two way communication. Followers that experience intellectual stimulation are constantly thinking about different and more efficient ways to complete the work without being asked to do so. intellectual stimulation is present when staff is engaged and thinking critically.
4. Individualized Consideration is leading in way that seeks to listen to staff for the purposes of helping to continuously move forward, to evolve in their career and in their work. Leaders that exhibit individualized consideration do so by spending time with each person on their team to develop them, to coach them and to position them to achieve their goals; they do this in a unique and individualized way for each person. In my current role, I meet with each person on my team monthly for a one on one. During this time we talk about d.
Running head ORGANIZATIONAL FOUNDATIONS1ORGANIZATIONAL F.docx
Running head: ORGANIZATIONAL FOUNDATIONS 1
ORGANIZATIONAL FOUNDATIONS 4
Organizational Foundations
Diana
Leadership, Organization Theory and Change
11/06/2019
Organizational Foundations
1. Assess the effectiveness of the organization’s values statement:
What is the values statement or what are the organizational values?
GlaxoSmithKline organization values are:
· Patient
· Focus
· Transparency
· Respect
· Integrity
How was the values statement created? Who participated?
The value statement of the organization was created through a thorough examination and synthesizing of the purpose and goals the organization has. This will give more light on what the organization wants and what are their expectations. The value statement was also created by the beliefs and desired behaviors of the members within the organization. The value statement also was created considering the organization's area of activity. This helps in making people within the organization involve themselves in ethical behaviors. People who participated in the creation of the value statement of the organization are the members of the organization.
How accurate is the values statement when compared to actual behaviors in the organization?
A value statement is created from the values behaviors held by the organization member, therefore, the members of the organization should behave according to the value statement because their behaviors are what resulted in the creation of the value statement.
What recommendations would you make to improve the values statement and to enhance how it is used in organizational behaviors and decision making?
The organization should always ensure that the value statement does not give room for the members of the organization to perform unethical behaviors. The organization should always inclusive values that will guide employees to make fair decisions that will promote good values. This should also ensure the full participation of the members of the organization to participate to improve the quality of the value statement.
2. Analyze the effectiveness of the vision statement
What is the vision statement?
To be one of the trusted, innovative, and best-performing health partners
Do organizational members know what the vision is? Based on what evidence?
Yes, every member of the organization clearly understands the vision of the organization. The employees and the member of the organization involve themselves in research, development and manufacturing an innovative product that will attain the vision of the organization. Through the activities and the ability of the members in the organization, it is evident that they all are aware of the vision of the organization.
Do organizational members embrace the vision? Based on what evidence?
The members of the organization have embraced the vision through their commitment and hard work to attain the vision of the organization. The members have been involved in the activities of the busine ...
From values to action summary
Leadership books abound. Yet there are very few that put Values first before all those leadership skills. In this book, Harry Krammer explains the Four principles of Value-Based leadership and has shared his personal experiences to validate how these principles do work .
When Leaders engage in Self-reflection ( Principle # 1) followed by Balance, True-Self-confidence and Genuine Humility, then the organization has a much greater chance of leading the Values instead of with Egos. He also shares why positive core business ethics create greater shareholder value. One excellent point he discusses is the difference between what is legal and what is right.
Talent Management and leadership development are far more effective when approaching these two elements from a Values driven position. After all, organizations are all about people united to achieve those big, hairy audacious goals that would be fare ore difficult if not impossible to achieve individually.
Silo thinking is also viewed within the circle of Leadership. When this happens, my turf or silo becomes bigger than the organization’s big vision and this creates poor performance.
Another advantage to leading from a position of high ethics is motivation and team engagement. Teams do not come together naturally, but “ are developed purposefully and with intention”.
The end result from Values to Action is precisely that action or execution and implementation. Failed execution can more often than not be laid at the feet of leadership and not extenuating circumstances.
Values are not bullet points on a Corporate website or motivational phrases on a poster in a lunch room.. Some companies talk a good game and have plaques on the wall stating their Mission & Values, but their day-to-day actions tell a different story.
Leaders should Value Values – Values Create Valuation
Charismatic and Transformational Leadership, Team Leadership and M.docx
Charismatic and Transformational Leadership, Team Leadership and Management 1
Dickson Osanu, [email protected]
# A00555949
PhD in Management
MGMT 8410
07/04/2016
David Cavazos, [email protected]
Introduction
The concept of leadership has evolved over the years with followers demanding greater participatory roles both in countries and organizations. Due to differences in personalities and leadership effectiveness, there has been a long debate by scholars on whether leaders are born or made. Perhaps, the most inspirational and memorable leaders are those that are charismatic and transformational like Martin Luther King Jnr in civil rights, Bill Clinton in politics and Steve Jobs in business. This paper reviews transformational leadership and how charisma, personality profiles and culture plays a role. Whether a leader is perceived to be transformational or transactional, they need to fully understand those they lead and how their traits can affect this relationship. Trust is a key behavior that leaders must have in order to inspire loyalty and commitment from teams. By establishing shared and mutual interests, leaders can develop closely bonded teams and exceed set objectives.
Discussion
In a mixed study research carried out in a large government agency in the United States, Hassan & Glenn (2016) discovered that managers use delegation when they tag employees as likely to perform, while consultation happens when they see their employees put a lot of effort into trying to learn. Delegation brings more empowerment and when employees have previously performed well, supervisors tend to delegate (Bauer and Green, 1996) and delegation also occurs when managers see their employees as having the know-how the job requires (Yukl and Fu, 1999). Consultation is often the choice when managers do not have sufficient information and find the task complex, and also when the job at hand needs the involvement of the manager to meet accountability need demanded (Hassan& Glenn, 2016). It takes confident leaders interested in building their team to effectively train and develop their team members, and then delegate responsibilities to them based on their competences. When a follower has a purpose guiding him to work it brings about work power balance, even when he feels his leader has professed motives (Gebertm, Heinitzm and Buengeler, 2015). A leader can easily make his followers become effective at work only when his followers already have zeal to work (Gebertm, Heinitzm and Buengeler, 2015). A follower can be committed to his leader when he feels they both have mutual values(affective commitment) and also when he feels he is morally obligated to commit (normative commitment) ((Gebertm, Heinitzm and Buengeler, 2015).
Leaders-subordinate relationship is important in determining how effective the team works together and whether they are truly aligned with shared goals or it is simply a relationship of convenience. Lorinkova and Perry (2 ...
Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Wor...
Employee collaboration is one of the main concerns of a lot of organizations, the way employees work together can effectively boost the culture of the organization, clarity of goals as well as communication, and the reward system as well.
Assignment Personal Leadership PaperIntroductionLeadership is.docx
Assignment: Personal Leadership Paper
Introduction
Leadership is one of most vital elements of corporate success. Leadership is the practice of inspiring a team of individuals to act toward accomplishing a common vision (Oreg & Berson, 2015). The favorite style of inspiring employees in the work environments is paying attention to individual matters of the employees. The managers or team leaders are equally responsible for the motivation level of their team members. The managers do this by creating a friendly and conducive environment which helps the employees to become more intrinsically inspired. The leaders and managers motivate other employees through effective communications in the organization. A great leader should be aware of his or her styles of leadership.
A person must possess combinations of leadership skills and personalities that make other people show interests in following their directions for one to be termed as a leader. The leaders should be duly dedicated to organizing others and problem-solving in the right way. The ability to effectively solve problems is another vital element of leadership. Various leaders nevertheless use different approaches of leadership and this leads to differences in corporate performances. This paper will examine my leadership skills. This involves strategies, tools, and tactics I use in my leadership (Whetten, Cameron, & Woods, 2007). The work will as well focus on problem-solving and conflict management skills which I regularly use when managing others.
Discussion
As a leader, that there must be communication aspect for collaborations to work (Oreg & Berson, 2015). Poor or lack of communications leads to confusions and results in disagreements. I call for regular communications in implementation process in ensuring that arising problems are handled instantly when they arise even after taking the time to explain the workers and select the vital ones. This strategy promotes teamwork among the staff members and minimizes imminent loses. My informal and formal interactions prove me to be jovial leaders who utilize humor in elaborating even serious parts of conversations. My pitches have astonished my audiences and stakeholders such as clients since I am articulate in describing the problems and the solutions which the organization shall provide via its projects and products. If two employees are involved in conflicts or disputes, I do not continue arguing but rather, I usually put them done and mediate in finding resolutions for the problem. This ensures that all employees remain united in achieving common goals.
To avoid uncontrollable behaviors of employees and magnification of the conflict, sometimes, I use confrontation of observed faults. Upholding excellent communications with my team members guarantee that disputes are minimized, and they are successfully negotiated if any. I believe with a right and proper channel of communication, all potential causes of conflicts within the company is d.
DEVELOPING CORE VALUES IN ORGANIZATIONS.docx
DEVELOPING CORE VALUES IN ORGANIZATIONS
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DEVELOPING CORE VALUES IN ORGANIZATIONS
Core values is a summary of creativity innovative hardworking integrity among many,Core values need to be put in good language so as to bring them out clearlyCore values should paint good picture
When we talk of core values some words pop up in our minds automatically. Words like integrity, creativity, hardworking among many others. This words if not put down in good language they are just meaningless to the employees, actually some won’t even know the core values. Core values should paint a good picture to your employees as to why they get up early in the morning to come and work for you (Hirsch, 2009).. This is by including your mission and vision in the core values hence pointing all the employees to one direction and by this a team will have been created. Developing a strong set of core values is a primary key to create a good culture in the company
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DEVELOPING CORE VALUES IN ORGANIZATIONS
core values should be started with verbs
Core values are actions hence the need to start them of with verbs
It adds meaning to them when started with a verb
In developing core values one needs to start them with a verb. Core values are how employees should act while in the organization and acting means doing something hence the need to start them off with a verb since it will help to add meaning to the core values. A good example is when u want the employees to be respectful don’t just say “respect” write it as “show respect to one another” that would be much better (Douglas, 2010).
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DEVELOPING CORE VALUES IN ORGANIZATIONS
Staff involvementComing up with a list of core values and giving the public to review itGetting the feed backLet every employee be involved
Staff involvement when developing core values will come in handy. Come up with a list of the core values you as the owner have in mind then give it to your staff asking them if that is what makes the organization special. Wait for the feedback and if they don’t agree with it then it needs to be revised (Douglas, 2010). . Something about staff involvement is letting your feedback group be large enough so that every ones opinion is counted but the group to come up with the core values to be smaller so as to avoid too much language on the edits.
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DEVELOPING CORE VALUES IN ORGANIZATIONS.
Coming up with catch phrasesmotivates all to work as a teamFor example, alone I walk faster together we walk further.This is what defines your work place making you unique.
Being unique is one way to develop an organizations core values. That is by coming up with your own catch phrases such as “alone I walk faster but together we walk further”. By this everyone will be working towards one goal and the core value would have found purpose (Hirsch, 2009).
*
DEVELOPING CORE VALUES IN ORGANIZATIONS
In the process of developing the core values you may end up developing a cult in the proce.
Team Building in Sports
This was a semester project - a 60-minute presentation - for my management class in my Spring 2010 semester. The topic was Team Building in Sports.
Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Wor...
According to Courtenay Baker, The first step to creating high-performance teams is to find and hire the right people for the job. The role of HR is to stay in the limelight for the whole process as the HR department is responsible for managing and nurturing the members to create a human capital that can facilitate the growth of the organization.
Running Head Sherry’s Personal Leadership Plan1Sherry’s P.docx
Running Head: Sherry’s Personal Leadership Plan 1
Sherry’s Personal Leadership Plan 3
Sherry’s Personal Leadership Plan
Sherry Brown
Dr. Ben Bruce
April 17, 2020
Introduction: What is currently standing in my way of achieving these goals?I intend to do is a complete turnaround and modification of behavior and perspective in how to be better in leadership. One of the first crucial changes involves changing my habits and specifically ensuring that I am well informed on issues that affect the individuals under my leadership. This is in line with opening communication more and avoiding seclusion and being alone as it is the role of a leader to be always communicating or around his followers at most times. More crucial is to change how I conduct decision making and implement more logical and practical consideration to every situation as it is always good to find an advantage for everybody. To lead the mission to a fruitful conclusion, a leader must establish priorities and utilize the talents, creativity, resources and energy of his followers, generally imperfect individuals, and empower them to rise to and occasionally beyond their previously assumed potential. Great leaders establish a plan, a map to help them organize and ensure they have an appropriate and effective team in place, clearly communicate the plan to and lead their followers to the destination (Jackson, 2012)
Personal values: Needless to say, “all leaders, all human beings, have values. Values are beliefs that represent an individual’s ideas about what is right, good or desirable (Robbins, S. P. & Judge T. A., 2011, p. 144). My philosophy on leadership is founded on my collective life experiences, reflections, successes, and failures. I see a great correlation in terms of how leaders and followers come to meet and get a way forward. As such, I should express more respect for the leaders and followers that are able to listen and interact with me as it shows they support some of my opinions in terms of strength through relationships. I intend to essentially align and try to use my values as a guideline in everything I participate in and everything I say in my work, my relationships and in my family. Also, it is the nature of humans to make errors once in a while but not too often. As such, it is important to be more compassionate and understanding in order to provide an opportunity for them and me to learn from it as their failures are my failures. The manner in which contribution is usually provided is at times not appreciated and as a leader it is crucial to recognize efforts made in a team work setting.
What do I want to make out of my life? This requires a clear vision in order for it to be implemented. This means that I have to lay own my agenda and goals in order to be more accurate in achieving the overall development and growth. This should be in line with my work ethic and beliefs in order for it to be effective and more professional. This would provide me ...
Running Head Sherry’s Personal Leadership Plan1Sherry’s P.docx
Running Head: Sherry’s Personal Leadership Plan 1
Sherry’s Personal Leadership Plan 3
Sherry’s Personal Leadership Plan
Sherry Brown
Dr. Ben Bruce
April 17, 2020
Introduction: What is currently standing in my way of achieving these goals?I intend to do is a complete turnaround and modification of behavior and perspective in how to be better in leadership. One of the first crucial changes involves changing my habits and specifically ensuring that I am well informed on issues that affect the individuals under my leadership. This is in line with opening communication more and avoiding seclusion and being alone as it is the role of a leader to be always communicating or around his followers at most times. More crucial is to change how I conduct decision making and implement more logical and practical consideration to every situation as it is always good to find an advantage for everybody. To lead the mission to a fruitful conclusion, a leader must establish priorities and utilize the talents, creativity, resources and energy of his followers, generally imperfect individuals, and empower them to rise to and occasionally beyond their previously assumed potential. Great leaders establish a plan, a map to help them organize and ensure they have an appropriate and effective team in place, clearly communicate the plan to and lead their followers to the destination (Jackson, 2012)
Personal values: Needless to say, “all leaders, all human beings, have values. Values are beliefs that represent an individual’s ideas about what is right, good or desirable (Robbins, S. P. & Judge T. A., 2011, p. 144). My philosophy on leadership is founded on my collective life experiences, reflections, successes, and failures. I see a great correlation in terms of how leaders and followers come to meet and get a way forward. As such, I should express more respect for the leaders and followers that are able to listen and interact with me as it shows they support some of my opinions in terms of strength through relationships. I intend to essentially align and try to use my values as a guideline in everything I participate in and everything I say in my work, my relationships and in my family. Also, it is the nature of humans to make errors once in a while but not too often. As such, it is important to be more compassionate and understanding in order to provide an opportunity for them and me to learn from it as their failures are my failures. The manner in which contribution is usually provided is at times not appreciated and as a leader it is crucial to recognize efforts made in a team work setting.
What do I want to make out of my life? This requires a clear vision in order for it to be implemented. This means that I have to lay own my agenda and goals in order to be more accurate in achieving the overall development and growth. This should be in line with my work ethic and beliefs in order for it to be effective and more professional. This would provide me .
Running head LEADERSHIP THEORIES AND STYLES .docx
Running head: LEADERSHIP THEORIES AND STYLES 1
LEADERSHIP THEORIES AND STYLES 2
Leadership Theories and Styles
Anniesha Overton
Strayer University
Dr. Kristie Roberts-Lewis
Introduction
Leaders need to understand essential elements that define a greater understanding of important processes that determine positive development. Leaders have complex roles which they are expected to accomplish regardless of the underlying challenges. An effective leader is not all about having the best leadership qualities, but it involves having an equal engagement on the underlying traits and individual behavior to understand that successful development is based on strong commitment across all aspects of personal well-being. Therefore, good leaders can adequately assess the needs of their followers and make strategic decisions that have a positive influence on the decisions that are made. Thus, successful leadership encompasses different concepts, which include leadership style qualities of the followers and the current situation. The diversity of a given leadership approach integrates essential concepts that are essential in improving the underlying level of commitment. Comment by Kristie Roberts-Lewis: Why specifically? Comment by Kristie Roberts-Lewis: Good introduction
Public and Behavioral Leadership Theories
Public leadership focuses on developing a greater need to evaluate different elements that define a highly effective leadership under which it is possible to make better decisions that can ensure the development of important concepts which represent a greater organization development. The leadership theories that define public leaders include trait and behavioral approaches. These theories provide an understanding of important elements which define a greater understanding of important factors that determine a highly successful engagement (Giltinane, 2013). Trait theory highlight that people are born with inherited traits thus some of the characteristics are adequately suited to leadership. Behavioral leadership theory assumes that leaders are made thus anyone can learn to be a leader. Leadership integrates essential elements which help define a greater emphasis on critical factors that determine better and positive direction. Therefore, public leaders provide focus on these theories in making their determination regarding the influence they have within their respective organizational development (Sajjadi, Karimkhani, & Mehrpour, 2014). Comment by Kristie Roberts-Lewis: Citation
Leadership style focuses on specific elements which define a greater understanding of particular features which are integrated within an organizational context where it is possible to make greater elements that illustrate specific concepts that define positive organization development. The critical leadership styl.
Exemplary Leadership Select one of the principles.docx
Exemplary Leadership
Select
one
of the principles (chapters) from the Kouzes and Posner text. In a 3 page paper:
Describe the principle you selected. Why is it so important?
Properly cite a relevant passage from the text that reinforces your description.
Provide a Bible verse or quote that supports the importance and value of this principle (you may choose to include multiple relevant verses/quotes).
Primary Focus: How will you, as a leader, implement this principle in your everyday life? How will modeling this principle allow you to have a greater and more positive impact on individuals and organizations? What obstacles do you foresee facing in implementing this principle? How will you overcome them? Identify someone in your life who you respect as a leader. How can they help mentor you along your leadership development journey? Be specific.
Principal 1
Model the Way
"The first step a leader must take along the path to becoming an exemplary leader is inward. It’s a step toward discovering personal values and beliefs. Leaders must find their voice. They must discover a set of principles that guide decisions and actions. They must find a way to express a leadership philosophy in their own words and not in someone else’s. Yet leaders don’t just speak for themselves. They also speak for their team and organization. Leadership is a dialogue, not a monologue. Therefore, leaders must reach out to others. They must understand and appreciate the values of their constituents and find a way to affirm shared values. Leaders forge unity. They don’t force it. They give people reasons to care, not simply orders to follow. Leaders stand up for their beliefs. They practice what they preach. They show others by their actions that they live by the values they profess. They also ensure that others adhere to the values that have been agreed on. It is consistency between words and actions that builds credibility"
.
Running head EFFECTIVE TEAMS2EFFECTIVE TEAMS2Ef.docx
Running head: EFFECTIVE TEAMS 2
EFFECTIVE TEAMS 2
Effective Teams
Name
Institution
Effective Teams
Introduction
A team can be defined as a group of two or more people that share a common goal (Ahmed, Siantonas & Siantonas 2017). Most companies organize their employees in teams to improve productivity and adopt new perspectives that enhance sustainable growth. For instance, teachers frequently arrange their students into teams to discuss assignments and any other classwork. The result is a more effective and informed group of students. Effective teamwork, therefore, invariably out-performs individuals (Bannister, Wickenheiser & Keegan 2014). When a group of people put their collective input in solving a problem, the result is a more creative and flexible solution than in the case of an individual. This report aims at discussing specific, insightful findings about teamwork and the significance of teams in a communication field, e.g. business, journalism, teaching among others.
Effective Team
Teams are organized together to work interdependently or cooperatively to improve quality, complete projects and to enhance efficiency (Bannister, Wickenheiser & Keegan 2014). Every individual or member of a team brings unique skills and talents that positively impacts on the success of a group. A team is created to serve both short-term and long-term goals. In business, short-term teams can include a team tasked to tackle a specific customer problem or complaint; a group that is planning an annual company’s party or retreat or a team developing an employee onboarding process. Effective teams offer alternative to vertical-chains of command and are the more inclusive approach for spearheading organizations’ goals and objectives. In a team, the participants not only share information but also share the responsibility of the outcome for the team’s work.
Characteristics of Effective Teams
According to Wheelan (2014), not every team succeeds to achieve its desired objectives. A team that spends too much time debating decisions is likely to fail. Likewise, a team that is constituted of lazy members is a farce or ineffective. Effective teams have the following characteristics; Open communication; there must be a communication pattern amongst all members of the team. Individuals in a team should welcome diverse views and encourage open and honest discussions. Members having different views is inevitable, but it is prudent that every member’s idea is put into perspective before arriving at the final decision. Still, on communication, it is good that groups frequently meet to evaluate and discuss the status of the tasks assigned to them. Secondly, an effective team has clearly defined goals and purpose (Ahmed, Siantonas & Siantonas 2017). Every team member must ensure that they are aware of their roles in meeting the teams’ objective. Goals set the success and target of the teams. Thirdly, leadership to guide members through the teams’ project. T.
PHI 2604 – Critical ThinkingEthics Handouts
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 ...
Leadership Styles in Organizations
Every organization strives for lasting success which is highly dependent on the quality
of its workforce. Workforce commitment is been considered as a major factor in
determining the organizational performance and effectiveness. Among various
determinants, leadership style of leader has been established as one of the most
determinant of employees’ organizational commitment. It is therefore concluded that
leadership styles (transformational and transactional) influence the development of
employees’ organizational commitment in the organizational settings. So,
organizations that are willing to have high employees’ organizational commitment
should provide training that encourage leaders to exhibit behaviors like building trust,
inspiring shared vision, encouraging creativity, emphasizing development and
recognizing accomplishments.
Running Head Leadership Style .docx
Running Head: Leadership Style 1
Leadership Style 3
Leadership Style:
NAME:
PROFESSOR:
UNIT:
DATE:
Examine yourself using leadership theories, and determine the best theory you should use
From self-examination, I find that naturally I tend to wish the best for my followers regardless of their position. This way, I am able to get the best out of them. My main leadership goal is always to ensure that my followers feel empowered from inside to give their best. This is from the understanding that a team synergy will most likely help me in accomplish objectives easily (Jackson, Schuler, & Werner, 2009). While empowering my followers, I am also able to promote talent and create a bond with them in our working relations.
Being such kind of a leader does not come without its share of challenges. Firstly I have loose chances of winning promotions since, despite accomplishing group objectives; I don’t really come out clearly as the “captain of the ship”. My superiors tend to consider me lucky to have a great team around me since I rarely showcase my control. Secondly, I do not afford the decorum of a man with authority among my followers. This so because in our working relationship we bond as team members whereby each one of us has their distinct role to play. This way am not able to distinguish myself as the authoritative master, rather I just come out as the leader simply playing his role.
However, despite these and other challenges, I still consider charismatic leadership style as the best choice to lead my crew. This is primarily because I work with team and to meet group goals, any leader should have the team come first before his self-interests (Adair, 2013).
Comparing my leadership theory to that my “invisible mentor” portrays.
Personally I regard Pope Francis as my, “Invisible Mentor”. Despite being a religious figure to many, and especially those of catholic faith, the pope is able to transcend the religious bounds and preach peace to every one regardless of religious affiliation (Francis, 2016). He is able to connect with others at a personal basis and this way his message is received deeply. At this level, he is able to create an endearing bond that wins him authority as a Father. Comparing my leadership to his, I feel we both share empathy as a way to lead others. This is whereby as a leader one becomes perceptive to others personal needs both within and outside the work environment (Francis, 2016). By being empathetic, a leader is able to win the loyalty of his followers. Additionally, one is also able to work with others effectively given that he understands the strengths and weaknesses of others.
However, given his jurisdiction, the pope works to create an environment whereby people can development themselves. Hi ...
I need help with preparing a web post and 3 responses. Post and resp
I need help with preparing a web post and 3 responses. Post and responses are explained below:
Write a web post on Designing Team and Team Identity:
Part 1:
Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?
Part 2:
Discuss team identity. Why do you feel attached to certain groups and teams but not to others?
Important point about web post:
- Provide the references (at least 2) in your responses.
- Your post should be at least 450 words long.
Respond to following 3 postings. Responses should be 170 words with references.
Post 1:
1) Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would you compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?
Building a team for a course/work project is very crucial for the success of the project and relies heavily on analyzing the goals of the project that you need to accomplish. Some of the main characteristics that are required to build a good team include:
· Stating the purpose of the project
· Charting out specific roles that can be assigned to the team members
· A leadership that is acceptable to the whole team
· Effective and seamless processes to avoid any bottle-necks in operations and communication
· Healthy relationships between the members of the team
Understanding the meaning and purpose of building teams gives us a good starting point on how to compose a team for your project (Drolet, 2004). The main purpose of group is to accomplish the set objectives for a project in the most efficient way possible. I would choose a team that consists of members that have particular skillsets that align to the necessary objectives that are to be accomplished to have a successful finish. Another important task is to elect a leadership that is both competent in carrying out the responsibility and also be acceptable to the team to follow the directions of the leader. The last and most important aspect is to manage operations in a way that all the team members feel inclusive, realize their responsibility and always stay motivated to work in the best interests of the team towards the completion of the project (Harvey, 2004). While building the team, I would consider all the above characteristics in mind and to incorporate the right diversity, I would choose talent and hard work as a key factor that aligns with the interests of the project to accomplish the set goals in the most efficient way possible.
2) Discuss team identity. Why do you feel attached to certain groups and teams but not to others?
Team identity may be defined ...
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DEVELOPING CORE VALUES IN ORGANIZATIONS.docx
DEVELOPING CORE VALUES IN ORGANIZATIONS
*
DEVELOPING CORE VALUES IN ORGANIZATIONS
Core values is a summary of creativity innovative hardworking integrity among many,Core values need to be put in good language so as to bring them out clearlyCore values should paint good picture
When we talk of core values some words pop up in our minds automatically. Words like integrity, creativity, hardworking among many others. This words if not put down in good language they are just meaningless to the employees, actually some won’t even know the core values. Core values should paint a good picture to your employees as to why they get up early in the morning to come and work for you (Hirsch, 2009).. This is by including your mission and vision in the core values hence pointing all the employees to one direction and by this a team will have been created. Developing a strong set of core values is a primary key to create a good culture in the company
*
DEVELOPING CORE VALUES IN ORGANIZATIONS
core values should be started with verbs
Core values are actions hence the need to start them of with verbs
It adds meaning to them when started with a verb
In developing core values one needs to start them with a verb. Core values are how employees should act while in the organization and acting means doing something hence the need to start them off with a verb since it will help to add meaning to the core values. A good example is when u want the employees to be respectful don’t just say “respect” write it as “show respect to one another” that would be much better (Douglas, 2010).
*
DEVELOPING CORE VALUES IN ORGANIZATIONS
Staff involvementComing up with a list of core values and giving the public to review itGetting the feed backLet every employee be involved
Staff involvement when developing core values will come in handy. Come up with a list of the core values you as the owner have in mind then give it to your staff asking them if that is what makes the organization special. Wait for the feedback and if they don’t agree with it then it needs to be revised (Douglas, 2010). . Something about staff involvement is letting your feedback group be large enough so that every ones opinion is counted but the group to come up with the core values to be smaller so as to avoid too much language on the edits.
*
DEVELOPING CORE VALUES IN ORGANIZATIONS.
Coming up with catch phrasesmotivates all to work as a teamFor example, alone I walk faster together we walk further.This is what defines your work place making you unique.
Being unique is one way to develop an organizations core values. That is by coming up with your own catch phrases such as “alone I walk faster but together we walk further”. By this everyone will be working towards one goal and the core value would have found purpose (Hirsch, 2009).
*
DEVELOPING CORE VALUES IN ORGANIZATIONS
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Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Wor...
According to Courtenay Baker, The first step to creating high-performance teams is to find and hire the right people for the job. The role of HR is to stay in the limelight for the whole process as the HR department is responsible for managing and nurturing the members to create a human capital that can facilitate the growth of the organization.
Running Head Sherry’s Personal Leadership Plan1Sherry’s P.docx
Running Head: Sherry’s Personal Leadership Plan 1
Sherry’s Personal Leadership Plan 3
Sherry’s Personal Leadership Plan
Sherry Brown
Dr. Ben Bruce
April 17, 2020
Introduction: What is currently standing in my way of achieving these goals?I intend to do is a complete turnaround and modification of behavior and perspective in how to be better in leadership. One of the first crucial changes involves changing my habits and specifically ensuring that I am well informed on issues that affect the individuals under my leadership. This is in line with opening communication more and avoiding seclusion and being alone as it is the role of a leader to be always communicating or around his followers at most times. More crucial is to change how I conduct decision making and implement more logical and practical consideration to every situation as it is always good to find an advantage for everybody. To lead the mission to a fruitful conclusion, a leader must establish priorities and utilize the talents, creativity, resources and energy of his followers, generally imperfect individuals, and empower them to rise to and occasionally beyond their previously assumed potential. Great leaders establish a plan, a map to help them organize and ensure they have an appropriate and effective team in place, clearly communicate the plan to and lead their followers to the destination (Jackson, 2012)
Personal values: Needless to say, “all leaders, all human beings, have values. Values are beliefs that represent an individual’s ideas about what is right, good or desirable (Robbins, S. P. & Judge T. A., 2011, p. 144). My philosophy on leadership is founded on my collective life experiences, reflections, successes, and failures. I see a great correlation in terms of how leaders and followers come to meet and get a way forward. As such, I should express more respect for the leaders and followers that are able to listen and interact with me as it shows they support some of my opinions in terms of strength through relationships. I intend to essentially align and try to use my values as a guideline in everything I participate in and everything I say in my work, my relationships and in my family. Also, it is the nature of humans to make errors once in a while but not too often. As such, it is important to be more compassionate and understanding in order to provide an opportunity for them and me to learn from it as their failures are my failures. The manner in which contribution is usually provided is at times not appreciated and as a leader it is crucial to recognize efforts made in a team work setting.
What do I want to make out of my life? This requires a clear vision in order for it to be implemented. This means that I have to lay own my agenda and goals in order to be more accurate in achieving the overall development and growth. This should be in line with my work ethic and beliefs in order for it to be effective and more professional. This would provide me ...
Running Head Sherry’s Personal Leadership Plan1Sherry’s P.docx
Running Head: Sherry’s Personal Leadership Plan 1
Sherry’s Personal Leadership Plan 3
Sherry’s Personal Leadership Plan
Sherry Brown
Dr. Ben Bruce
April 17, 2020
Introduction: What is currently standing in my way of achieving these goals?I intend to do is a complete turnaround and modification of behavior and perspective in how to be better in leadership. One of the first crucial changes involves changing my habits and specifically ensuring that I am well informed on issues that affect the individuals under my leadership. This is in line with opening communication more and avoiding seclusion and being alone as it is the role of a leader to be always communicating or around his followers at most times. More crucial is to change how I conduct decision making and implement more logical and practical consideration to every situation as it is always good to find an advantage for everybody. To lead the mission to a fruitful conclusion, a leader must establish priorities and utilize the talents, creativity, resources and energy of his followers, generally imperfect individuals, and empower them to rise to and occasionally beyond their previously assumed potential. Great leaders establish a plan, a map to help them organize and ensure they have an appropriate and effective team in place, clearly communicate the plan to and lead their followers to the destination (Jackson, 2012)
Personal values: Needless to say, “all leaders, all human beings, have values. Values are beliefs that represent an individual’s ideas about what is right, good or desirable (Robbins, S. P. & Judge T. A., 2011, p. 144). My philosophy on leadership is founded on my collective life experiences, reflections, successes, and failures. I see a great correlation in terms of how leaders and followers come to meet and get a way forward. As such, I should express more respect for the leaders and followers that are able to listen and interact with me as it shows they support some of my opinions in terms of strength through relationships. I intend to essentially align and try to use my values as a guideline in everything I participate in and everything I say in my work, my relationships and in my family. Also, it is the nature of humans to make errors once in a while but not too often. As such, it is important to be more compassionate and understanding in order to provide an opportunity for them and me to learn from it as their failures are my failures. The manner in which contribution is usually provided is at times not appreciated and as a leader it is crucial to recognize efforts made in a team work setting.
What do I want to make out of my life? This requires a clear vision in order for it to be implemented. This means that I have to lay own my agenda and goals in order to be more accurate in achieving the overall development and growth. This should be in line with my work ethic and beliefs in order for it to be effective and more professional. This would provide me .
Running head LEADERSHIP THEORIES AND STYLES .docx
Running head: LEADERSHIP THEORIES AND STYLES 1
LEADERSHIP THEORIES AND STYLES 2
Leadership Theories and Styles
Anniesha Overton
Strayer University
Dr. Kristie Roberts-Lewis
Introduction
Leaders need to understand essential elements that define a greater understanding of important processes that determine positive development. Leaders have complex roles which they are expected to accomplish regardless of the underlying challenges. An effective leader is not all about having the best leadership qualities, but it involves having an equal engagement on the underlying traits and individual behavior to understand that successful development is based on strong commitment across all aspects of personal well-being. Therefore, good leaders can adequately assess the needs of their followers and make strategic decisions that have a positive influence on the decisions that are made. Thus, successful leadership encompasses different concepts, which include leadership style qualities of the followers and the current situation. The diversity of a given leadership approach integrates essential concepts that are essential in improving the underlying level of commitment. Comment by Kristie Roberts-Lewis: Why specifically? Comment by Kristie Roberts-Lewis: Good introduction
Public and Behavioral Leadership Theories
Public leadership focuses on developing a greater need to evaluate different elements that define a highly effective leadership under which it is possible to make better decisions that can ensure the development of important concepts which represent a greater organization development. The leadership theories that define public leaders include trait and behavioral approaches. These theories provide an understanding of important elements which define a greater understanding of important factors that determine a highly successful engagement (Giltinane, 2013). Trait theory highlight that people are born with inherited traits thus some of the characteristics are adequately suited to leadership. Behavioral leadership theory assumes that leaders are made thus anyone can learn to be a leader. Leadership integrates essential elements which help define a greater emphasis on critical factors that determine better and positive direction. Therefore, public leaders provide focus on these theories in making their determination regarding the influence they have within their respective organizational development (Sajjadi, Karimkhani, & Mehrpour, 2014). Comment by Kristie Roberts-Lewis: Citation
Leadership style focuses on specific elements which define a greater understanding of particular features which are integrated within an organizational context where it is possible to make greater elements that illustrate specific concepts that define positive organization development. The critical leadership styl.
Exemplary Leadership Select one of the principles.docx
Exemplary Leadership
Select
one
of the principles (chapters) from the Kouzes and Posner text. In a 3 page paper:
Describe the principle you selected. Why is it so important?
Properly cite a relevant passage from the text that reinforces your description.
Provide a Bible verse or quote that supports the importance and value of this principle (you may choose to include multiple relevant verses/quotes).
Primary Focus: How will you, as a leader, implement this principle in your everyday life? How will modeling this principle allow you to have a greater and more positive impact on individuals and organizations? What obstacles do you foresee facing in implementing this principle? How will you overcome them? Identify someone in your life who you respect as a leader. How can they help mentor you along your leadership development journey? Be specific.
Principal 1
Model the Way
"The first step a leader must take along the path to becoming an exemplary leader is inward. It’s a step toward discovering personal values and beliefs. Leaders must find their voice. They must discover a set of principles that guide decisions and actions. They must find a way to express a leadership philosophy in their own words and not in someone else’s. Yet leaders don’t just speak for themselves. They also speak for their team and organization. Leadership is a dialogue, not a monologue. Therefore, leaders must reach out to others. They must understand and appreciate the values of their constituents and find a way to affirm shared values. Leaders forge unity. They don’t force it. They give people reasons to care, not simply orders to follow. Leaders stand up for their beliefs. They practice what they preach. They show others by their actions that they live by the values they profess. They also ensure that others adhere to the values that have been agreed on. It is consistency between words and actions that builds credibility"
.
Running head EFFECTIVE TEAMS2EFFECTIVE TEAMS2Ef.docx
Running head: EFFECTIVE TEAMS 2
EFFECTIVE TEAMS 2
Effective Teams
Name
Institution
Effective Teams
Introduction
A team can be defined as a group of two or more people that share a common goal (Ahmed, Siantonas & Siantonas 2017). Most companies organize their employees in teams to improve productivity and adopt new perspectives that enhance sustainable growth. For instance, teachers frequently arrange their students into teams to discuss assignments and any other classwork. The result is a more effective and informed group of students. Effective teamwork, therefore, invariably out-performs individuals (Bannister, Wickenheiser & Keegan 2014). When a group of people put their collective input in solving a problem, the result is a more creative and flexible solution than in the case of an individual. This report aims at discussing specific, insightful findings about teamwork and the significance of teams in a communication field, e.g. business, journalism, teaching among others.
Effective Team
Teams are organized together to work interdependently or cooperatively to improve quality, complete projects and to enhance efficiency (Bannister, Wickenheiser & Keegan 2014). Every individual or member of a team brings unique skills and talents that positively impacts on the success of a group. A team is created to serve both short-term and long-term goals. In business, short-term teams can include a team tasked to tackle a specific customer problem or complaint; a group that is planning an annual company’s party or retreat or a team developing an employee onboarding process. Effective teams offer alternative to vertical-chains of command and are the more inclusive approach for spearheading organizations’ goals and objectives. In a team, the participants not only share information but also share the responsibility of the outcome for the team’s work.
Characteristics of Effective Teams
According to Wheelan (2014), not every team succeeds to achieve its desired objectives. A team that spends too much time debating decisions is likely to fail. Likewise, a team that is constituted of lazy members is a farce or ineffective. Effective teams have the following characteristics; Open communication; there must be a communication pattern amongst all members of the team. Individuals in a team should welcome diverse views and encourage open and honest discussions. Members having different views is inevitable, but it is prudent that every member’s idea is put into perspective before arriving at the final decision. Still, on communication, it is good that groups frequently meet to evaluate and discuss the status of the tasks assigned to them. Secondly, an effective team has clearly defined goals and purpose (Ahmed, Siantonas & Siantonas 2017). Every team member must ensure that they are aware of their roles in meeting the teams’ objective. Goals set the success and target of the teams. Thirdly, leadership to guide members through the teams’ project. T.
PHI 2604 – Critical ThinkingEthics Handouts
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 ...
Leadership Styles in Organizations
Every organization strives for lasting success which is highly dependent on the quality
of its workforce. Workforce commitment is been considered as a major factor in
determining the organizational performance and effectiveness. Among various
determinants, leadership style of leader has been established as one of the most
determinant of employees’ organizational commitment. It is therefore concluded that
leadership styles (transformational and transactional) influence the development of
employees’ organizational commitment in the organizational settings. So,
organizations that are willing to have high employees’ organizational commitment
should provide training that encourage leaders to exhibit behaviors like building trust,
inspiring shared vision, encouraging creativity, emphasizing development and
recognizing accomplishments.
Running Head Leadership Style .docx
Running Head: Leadership Style 1
Leadership Style 3
Leadership Style:
NAME:
PROFESSOR:
UNIT:
DATE:
Examine yourself using leadership theories, and determine the best theory you should use
From self-examination, I find that naturally I tend to wish the best for my followers regardless of their position. This way, I am able to get the best out of them. My main leadership goal is always to ensure that my followers feel empowered from inside to give their best. This is from the understanding that a team synergy will most likely help me in accomplish objectives easily (Jackson, Schuler, & Werner, 2009). While empowering my followers, I am also able to promote talent and create a bond with them in our working relations.
Being such kind of a leader does not come without its share of challenges. Firstly I have loose chances of winning promotions since, despite accomplishing group objectives; I don’t really come out clearly as the “captain of the ship”. My superiors tend to consider me lucky to have a great team around me since I rarely showcase my control. Secondly, I do not afford the decorum of a man with authority among my followers. This so because in our working relationship we bond as team members whereby each one of us has their distinct role to play. This way am not able to distinguish myself as the authoritative master, rather I just come out as the leader simply playing his role.
However, despite these and other challenges, I still consider charismatic leadership style as the best choice to lead my crew. This is primarily because I work with team and to meet group goals, any leader should have the team come first before his self-interests (Adair, 2013).
Comparing my leadership theory to that my “invisible mentor” portrays.
Personally I regard Pope Francis as my, “Invisible Mentor”. Despite being a religious figure to many, and especially those of catholic faith, the pope is able to transcend the religious bounds and preach peace to every one regardless of religious affiliation (Francis, 2016). He is able to connect with others at a personal basis and this way his message is received deeply. At this level, he is able to create an endearing bond that wins him authority as a Father. Comparing my leadership to his, I feel we both share empathy as a way to lead others. This is whereby as a leader one becomes perceptive to others personal needs both within and outside the work environment (Francis, 2016). By being empathetic, a leader is able to win the loyalty of his followers. Additionally, one is also able to work with others effectively given that he understands the strengths and weaknesses of others.
However, given his jurisdiction, the pope works to create an environment whereby people can development themselves. Hi ...
I need help with preparing a web post and 3 responses. Post and resp
I need help with preparing a web post and 3 responses. Post and responses are explained below:
Write a web post on Designing Team and Team Identity:
Part 1:
Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?
Part 2:
Discuss team identity. Why do you feel attached to certain groups and teams but not to others?
Important point about web post:
- Provide the references (at least 2) in your responses.
- Your post should be at least 450 words long.
Respond to following 3 postings. Responses should be 170 words with references.
Post 1:
1) Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would you compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?
Building a team for a course/work project is very crucial for the success of the project and relies heavily on analyzing the goals of the project that you need to accomplish. Some of the main characteristics that are required to build a good team include:
· Stating the purpose of the project
· Charting out specific roles that can be assigned to the team members
· A leadership that is acceptable to the whole team
· Effective and seamless processes to avoid any bottle-necks in operations and communication
· Healthy relationships between the members of the team
Understanding the meaning and purpose of building teams gives us a good starting point on how to compose a team for your project (Drolet, 2004). The main purpose of group is to accomplish the set objectives for a project in the most efficient way possible. I would choose a team that consists of members that have particular skillsets that align to the necessary objectives that are to be accomplished to have a successful finish. Another important task is to elect a leadership that is both competent in carrying out the responsibility and also be acceptable to the team to follow the directions of the leader. The last and most important aspect is to manage operations in a way that all the team members feel inclusive, realize their responsibility and always stay motivated to work in the best interests of the team towards the completion of the project (Harvey, 2004). While building the team, I would consider all the above characteristics in mind and to incorporate the right diversity, I would choose talent and hard work as a key factor that aligns with the interests of the project to accomplish the set goals in the most efficient way possible.
2) Discuss team identity. Why do you feel attached to certain groups and teams but not to others?
Team identity may be defined ...
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Having more clarity about helps one become a better.docx
- 1. Having more clarity about values, helps one become a better Having more clarity about values, helps one become a better leader because those values will provide a basis for how the leader will carry their team (Kouzes & Posner, 2017). When a leader is certain about which values are important to them, they can perform and make decisions more consistently. By having a leader who is consistent and continuously acts on the values they hold, satisfaction among constituents will increase and a more cohesive team dynamic will occur. Additionally, when a leader clarifies their values and shares the values with their team, it shows team members what their leader will expect of them and what they can expect from their leader (Kouzes & Posner, 2017). Once a leader has identified which values are most important to them, they must then “find their voice” to effectively share these values with their team members.In terms of leadership, “find your voice” means developing a leadership style which is unique to the individual and fully encompasses their own values (Kouzes & Posner, 2017). To be effective, a leader must be passionate about the values they incorporate into their leadership style, rather than choosing to mimic another leader’s successful style (Kouzes & Posner, 2017). If a leader simply chooses to base their leadership style off one they have seen previously, it is likely they will not be as successful because it will be clear to their constituents that the leader does not truly believe in what they are saying or doing (Kouzes & Posner, 2017). However, once the leader has found their voice and is able to lead in a way that is true to them and their beliefs, their team will enthusiastically follow along and be encouraged to clarify and share their own values. An example of a leader finding their voice, is one who values teamwork and creates teambuilding events for members to participate in. This leader has found their voice because they have identified a value they want to prioritize and demonstrated the importance of the value to their team by implementing a way for the value to be upheld.While it is important for a leader to clarify and uphold their values when leading a team, it is also important for them to understand that not everyone is going to prioritize the same values. For this reason, it is important for leaders to openly communicate with their constituents to gain an understanding of what values they hold and to identify any shared values (Kouzes & Posner, 2017). Even though there may be differences in the values that each party holds, it is still possible for the leader to remain deeply committed to their own values. Being committed to a value means the leader can still behave and make decisions based on the values which they are passionate about while also encouraging and supporting the values of their constituents. On the other hand, a leader imposes their will on others when they expect all team members to uphold the same
- 2. values as them without attempting to understand everyone’s passions and priorities. This is different than a leader who is simply committed to their values, and an effective leader must know the difference because when team members feel forced to adhere to values they are not passionate about, satisfaction, enthusiasm, and willingness to work hard will decline (Kouzes & Posner, 2017).There are several values a good leader should prioritize and uphold, but one of the most important values is collaboration. When a leader values collaboration it tells the team members that everyone’s ideas are important no matter where they stand in the hierarchy. This will lead to everyone feeling confident in their ability to share their thoughts and opinions when working to solve a problem or improve the organization. Additionally, by valuing collaboration, the leader and team- members will consistently be open minded when ideas are being shared. This is important because willingness to hear everyone’s ideas will help to create a solution which is beneficial to the entire team and most appropriate to address the problem being discussed.