INTS 4000_Leadership Philosophy_LC
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The document summarizes the author's leadership philosophy. The author has over 10 years of experience in human resources. Their philosophy focuses on integrity, collaboration, recognition, respect, and solving problems immediately rather than ignoring them. The author inspires employees through training, development, and public recognition. They believe in leading with integrity and by example. The leadership philosophy has proven effective given the author's personality, ethics, and organizational attributes.
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1
According to our readings, "To employees, managers are the company, and if managers are not able to manage the basics well, it will be extremely difficult to inspire people to meet business goals or live organizational values" (Trevino & Nelson, 2014, Pg. 288). This statement stood out to me essentially because this is very true in any aspect of life; in businesses, in athletics, in the classroom, etc. Leadership stems from the top, and if the managers or coaches or teachers or CEOs are not taking accountability in ones own leadership, then how will the rest of the team be successful. Everyone is basically following the orders of the mangers or leaders, so it is important for these individuals to follow the ethical standards in the organization.
On my small team, I can honestly say that my boss is amazing, and sets every example of how our team should be run in order to be successful. He, no doubt, leads by example. But, one of the greatest things about him is that he too thinks of my coworker and I as leaders as well. He does not put us below him by any means and expects us to act as if we were in charge as well. He says that we are all equal (obviously there are tasks that we aren't allowed to complete) and we are all leaders. I do not think we have standards set particularly, however, he has engrained in us what is right and wrong and how we should/shouldn't act in the professional setting. This is how a manager should act. He is an example setter, but the most important thing to note is that he takes action upon his words. Craig is extremely hardworking, dedicated, and motivated to get the task at hand done efficiently but also with the best quality as well. Throughout my time in the department that I work for, my coworker and I have followed my bosses lead, and I can say that is why we are as successful as we are. If my manager did not walk the talk, I understand that I would not know or realize what it means to be the best example setter that one can be. He pushes me to be the best employee as possible, which is amazing.
Trevino, L., & Nelson, K. (2014). Managing Business Ethics: Straight Talk about How to Do It Right. (6th Ed.). John Wiley & Sons
2
I have seen and dealt with both sides of the spectrum when it comes to managers either doing their job or not. In our text, it states that “A manager’s most important responsibility is to bring good people into the organization and then manage in a way that makes those good people want to stay. Effective managers need to be proficient at hiring the best people who fit the organizational culture, evaluating their performance, recognizing and praising excellence, and disciplining or even terminating poor performance” (Trevino & Nelson, 2014, P.291). As managers and leaders in an organization we not only have to set the precedent of what is expected, but we have to know what is expected of ourselves in order to do our job the right way. I agree that in order for any organizat ...
R thapa chhetri leadership reflection
The document discusses leadership styles and reflects on the author's internship experience. The author prefers leaders who accept new ideas, respect others, empower staff, and make consistent efforts at inner work. In contrast, some leaders at the author's internship site maintain strict power dynamics and exclude staff from decision-making. However, the author's direct supervisor Kaori inspires them with her transparent, objective, and caring leadership style that focuses on social justice. The author aims to integrate Kaori's principles of understanding others' perspectives into their own leadership approach.
Leadership Reflection
The document discusses leadership styles and reflections on leadership experiences. It prefers leaders who accept new ideas, respect others, empower others, and have strong relationships and goals. These leaders embrace change by valuing others' ideas. However, some leaders wield power without challenge and discourage new ideas. The author's internship experiences different leadership styles, both positive with their direct supervisor and negative with some senior leaders who resist change. The direct supervisor inspires the author the most with her transparency, objectivity, and ability to infuse care into her leadership.
Reply to TEVA 2No matter where you go or what you do, they are t.docx
Reply to TEVA 2
No matter where you go or what you do, they are there, millennials. Not necessarily a bad thing, except trying to figure out their intentions. In any work force you will have multiple generations of people, they all offer something different. Attitudes, beliefs, experience, goals and expectations. What we all want and share a common thing in are the three R’s: Respected, Recognized and Remembered (Organizational Behavior, 2014). Respecting each generation regardless of age goes a long way. We may not understand why they do the things the way they do, however we can all learn from each other. Recognition..as managers, employees at all levels want recognition. Show them they are appreciated for what they bring to the table, to the mission, to the organization. Show them you care about them, how hard they work and that what they do does not go unnoticed. Provide them feedback (Organizational Behavior, 2014). Being remembered is also important as it tells them the organization values them.
Finding out what motivates each generation is not easy, you have to put some effort into it. Get to know them, gain their trust, find out what they are good at, what they desire to know and learn and use it to your advantage. Each generation can help and motivate each other. Millennials are technologically savy, where as the older generation is used to doing things the old fashioned way. Getting the generations to talk to each other, ask questions, break the barriers, can help make a huge difference in productivity in the work place. Telling them what the company vision is and purpose of their efforts. Showing them that working together as a team, that they can reach the same goal in the end to get the job done will help motivate them to work together. Give the younger generation goals to reach and milestones to progress. Give the older generation time and flexibility with how to get the job done (Lloyd, n.d.). In the end the bottom line is get to know your people, appreciate them and what they do and ensure they understand their purpose in the organization.
Reply to LARE 2
With the advancements in technology the speed of how things get done are faster and for any organization to remain sustainable in the 21st Century they will have to embrace technology and globalization. Having a diversified work environment can result in success for an organization by first bridging the “gap” between generational workers. By first, discovering the needs of the employees in order to frame what motivates them, because motivational tactics are not one-size fits all. Trader Joe, was a good example of how they keep their employees motivated through a collaborative environment, Manager’s helping out, and employee empowerment. (Organizational Behavior, 2014, ch 5, p.4)
Another way to motivate an age-diverse workforce is through, mentorship, where experienced workers coach and train the younger employees. Offer opportunities of “reverse mentoring in areas of techno ...
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3
Saud ALriyami
Dr. Victoria
ELA 350
November 16, 2017
Essay4
Paragon Learning Styles Inventory (PLSI) & Student Leadership Practice Inventory
PLSI gives the most important information in terms of personal quality and character in various people. In my own assessment, I am a sensate, a judger and an extrovert person. Firstly, being a sensate, I am a practical and realistic person, more consistent and patient. Above all I am orderly sensible man who applies common sense and experiences such as daily practices and order in all my activities. On the other hand, I am also a judger due to my decisive nature, I embrace scheduled events, have set opinions, and likes order and organization. Lastly, as an extrovert, I learn things by practically doing them, I readily volunteers, and gives opinion and most importantly acting as a leading example to the rest. This assessment on my personal character is based on my self-evaluation as a soccer captain in the campus (Sloterdijk, 2013).
As team leader of my soccer team, I lead as an example which is very critical to my leadership skills. I usually show up timely to training and many times stayed there until late. I was willing to do everything. I was not that nice person to wipe the floor or very calm to yell inspirations words to a newcomer. I recognized that my actions spoke louder than words, therefore in most instances I showed people what to do by leading as an example rather telling them what to do. It is this practical example that defines my character better as a judger, a sensate, and an extrovert person.
As good leaders I do arise for my beliefs, thus I would better have my beliefs to arise for. As a leaders, I am vivid and concise regarding my guiding principles. I have my personal voice, and as well I vividly and genuinely give voice to my ideals. Nevertheless I cannot basically execute my beliefs on others and expect commitment. I do involve others in common ambitions. Acting as a good example starts with the clarification of my ideals and includes building and asserting common beliefs that all can hold (Sloterdijk, 2013).
According the description of Tieger on temperament results, I can ascertain that I am in a “traditionalist” category. This is reinforced due to my strong connection of being a judger and a senser. Furthermore, I clearly belief that expressive speeches regarding shared ideals are not virtually adequate (Sloterdijk, 2013). As a role model I recognize that it’s my conduct that earns my esteem. The actual test is whether I do what I talk abo.
Leadership Styles Of A Leadership
The document discusses different leadership styles, focusing on three styles identified by psychologist Kurt Lewin: autocratic, democratic, and laissez-faire. It describes the key characteristics of each style, with autocratic leaders setting clear guidelines and separating themselves from their group, democratic leaders involving group members in decision making, and laissez-faire leaders taking a hands-off approach. The document analyzes which leadership styles are most effective depending on the situation.
Pat poyfaircreativeresume4
This document appears to be a non-traditional resume for a Human Resources and Organizational Development professional named Pat Poyfair. Over the course of 10 sections, it summarizes Pat's background and experience in journalism, public speaking, leadership development, organizational development, consulting, project management, and marketing thought leadership. Each section includes a brief description of relevant skills, experience, and accomplishments in these areas.
Take a moment to look over the prompts below and formulate a conce.docx
Take a moment to look over the prompts below and formulate a concept of the managerial excellence you will seek to practice as you grow in life and your career.
This will be your Ethical Leadership Pledge.
Do look to examples in your textbook such as Volkswagen, IKEA, Deloitte or any others (in or out of the class) for inspiration.
Please write your pledge opening with
"As a leader I pledge:" [then continue based on the items below]
1.
Core Values:
a) List 3 (or more) values that define your leadership style
b)
Describe in detail what each value means (don't just put up a word, offer context and depth in 2-3 sentences each)
2.
Team building:
a) Describe your process for finding talent, building and incentivizing team strength (2-3 sentences)
b)
Some additional inspiration:
c)
Servant-leadership is the idea that a leader's job is to facilitate and not to dictate. Here are some core values to consider:
i.
Encourage diversity of thought.
ii.
Create a culture of trust.
iii.
Have an unselfish mindset.
iv.
Foster leadership in others.
3.
Earning trust/buy-in (3-4 sentences)
a) Detail how you will build trust
b) Describe how you will earn your team's "buy-in" (meaning how you will persuade them to see value)
c)
Some ideas to consider: Evidence-based management (using testing and research to reduce workplace politics), instilling best practices (hopefully this class has given you many), communication & collaboration, sharing ownership, de-centralizing/centralizing decision-making, providing good governance
d)
Please use at least 2 concepts from Chapter 12 (though some are in the list I've given you above)
4.
Elaborate on how you will practice and instill ethics best practices
a) Reference at least 3 concepts from Chapter 9
b) You are free to expand after you reference 3 concepts.
· These prompts are the minimum expected. You may venture beyond should you so choose.
· YES, you may write in FIRST PERSON! This is about you and there are NO wrong answers.
· Please copy this to a document and keep it so you can reflect on it after class has finished and iterate upon it as you grow as a leader.
Comment on TWO other classmates posts offering feedback on at least TWO concepts they have shared that you are willing (or inspired) to consider adding to your own leadership pledge.
Student1：
As a Leader I Pledge: My core values are trust, hard work, and work life balance. Trust is very important in my book because of the fact that nothing can be accomplished successfully without a trustful team. I can not lead an unloyalw team, that does not have a foundation of trustworthiness. I believe everyone has the ability to work hard if they are passionate about something and I think one should only work with what they are love. Hard work a.
LEADERSHIP.pptx
The document provides information about Shamima Akter, an assistant professor and occupational therapist. It discusses her educational background and current position at the Bangladesh Health Professions Institute and Centre for the Rehabilitation of the Paralysed. The document also includes sections on leadership, with definitions and elements of effective team leadership, such as balancing attention to tasks and people, setting goals, delegating work, and addressing problems.
Effective Leadership Essays
The document discusses effective leadership and outlines several key roles and responsibilities of effective leaders. Effective leaders must direct and motivate followers, implement plans and strategies, encourage innovation, mentor teams, demonstrate expertise, build moral character, organize people, and develop individuals. To fulfill these diverse roles, leaders must communicate a compelling vision, implement innovative solutions, and understand how their actions affect follower performance. Effective followership is also important, as followers should think independently and solve problems with little supervision.
Personal Leadership Philosophies Paper Discussion.pdf
This document discusses an assignment to develop a personal leadership philosophy. It includes discussing core values, mission/vision, results of a CliftonStrengths assessment, key behaviors to strengthen, and a development plan. It also includes two prior discussion posts, one on qualities of good leaders and another reflecting on the assessment results. The assessment found the individual's top strengths to be Achiever, Significance, Individualization, Relator, and Deliberative. Areas for improvement included flexibility, friendship, positivity, communication, self-confidence and ambition.
Course Project in Leadership
This document summarizes an interview with a university registrar about his leadership style and experiences. The registrar took on leadership roles from a young age as a restaurant manager. He believes leadership comes from one's opportunities, personality, experience, and social conditions. Based on a Myers-Briggs assessment, the registrar's style is described as ENFP, focused on possibilities and concerned for people. The most important leadership attributes are communication, patience, flexibility, character, and humor. Effective leadership requires setting high standards, supporting others to improve, and ensuring the long-term success of the institution.
The Five Levels Of Leadership Essay
The document discusses the five levels of leadership. Level one is leadership from position, where people follow due to one's job title and authority. Level two is leadership by permission, where people follow due to respect and trust. Level three is leadership by production, where people follow due to what one has done for the organization. Level four is leadership by people development, where people follow due to what one has done for them personally and professionally. Level five is leadership by personhood, where people follow due to who one is and what one represents.
Organizational Leadership Versus Tactical Leadership Essay
The document discusses how leadership styles may affect organizational leadership. It notes that an effective leader influences followers to achieve goals, and that different leadership styles may be a stronger predictor of organizational performance depending on the culture. It also states that organizational culture is influenced by leadership style, which then affects organizational performance. Leadership is important for businesses to ensure smooth operations.
PHI 2604 – Critical ThinkingEthics Handouts
This document discusses several subjective ethical theories, including emotivism, divine command theory, subjective relativism, and cultural relativism. It provides criticisms of each theory. Emotivism is criticized for contradicting deeply held moral convictions. Divine command theory is criticized for implying that God has no moral reasons for what He approves. Subjective relativism implies that every individual is morally infallible, which is unlikely. Cultural relativism implies there can be no moral progress and that every culture has equally correct moral values, undermining views of objective morality and tolerance. It also implies cultures are morally infallible.
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.
Five Ways Effective Leadership Begins From Within.pdf
In the post, several key qualities are identified that shape an effective, well-rounded leader for any organization; focusing on the importance of a leader’s positive attitude and growth mindset so they are always working toward their business’s goals and mission.
Read more on: https://joel-landau.com/five-ways-effective-leadership-begins-from-within/
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Reply to TEVA 2No matter where you go or what you do, they are t.docx
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Organizational Leadership Versus Tactical Leadership Essay
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Assignment Personal Leadership PaperIntroductionLeadership is.docx
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INTS 4000_Leadership Philosophy_LC
- 1. Running Head: LEADERSHIP Leadership Philosophy Luz Juliana Charles Texas Tech University INTS 4000 February 13, 2015
- 2. Running Head: LEADERSHIP PHILOSOPHY Leadership Philosophy I am a charismatic Human Resources leader, I love what I do. I have been in the human resources field for over ten years and my leadership philosophy has strengthened along the way. My personal values are solid and include integrity, collaboration, recognition, respect and problem solving. I strongly believe that everything has a solution regardless of how challenging or difficult it can be to resolve. Problem solving should be immediate, letting issues linger by ignoring them in hopes that they will magically disappear is ridiculous yet it continues to happen in organizations today. Based on my personal values, I inspire my employees to enjoy their jobs, always be open to training and personal development. I truly want my employees to be the best they can be by working collaboratively and embracing diversity, everyone’s contributions and self-respect. If an employee doesn’t value or respect themselves then surely I can be confident that they will not respect anyone else. One thing is indisputable; all teams need a results-driven structure, clear roles, an effective communication system, methods of monitoring performance and giving feedback, and a means of documenting and constructing fact-based conclusions (Davis, 1995, p.92). This is why I am a firm believer of public recognition. By rewarding my employees for their performance in a public location they feel appreciated, valued and respected for their contributions to the organization. This results in creating a harmonious work environment which fosters team collaboration, and an end result of organizational success. Telling others what I want them to do easily get lost in the shadow of what I actually do as a leader (Bell, A & Smith, D., 2009). Through integrity and leading by example to always do the right thing even if it means I have to personally suffer the consequences, means more to me than a bonus or a paycheck! If I stay true to myself so will my employees and they will respect
- 3. Running Head: LEADERSHIP PHILOSOPHY me for that. My leadership philosophy has proven to be effective for me; given my personality type, my ethical beliefs and organizational attributes.
- 4. Running Head: LEADERSHIP PHILOSOPHY References Bell, A & Smith, D. (2009). Developing leadership abilities (2nd ed.) Prentice Hall. Davis, J. R. (1995). Interdisciplinary courses and team teaching: New arrangements for learning. Phoenix, AZ: American Council on Education and Oryx Press, 91-92.