Journal of Economic Development, Management, IT, Finance and Marketing, 5(2), 1-31 Sept 2013 1
An Empirical Study of Leadership Styles
Cameron Boykins, Scott Campbell, Michelle Moore, Shikha Nayyar
Drexel University, USA
[email protected], [email protected], [email protected], [email protected]
Abstract
This study examined the usage of different leadership styles as they relate to position, industry and
various situations. Both project team members and project managers from four different industries
completed surveys. Initially, we believed that participant’s position, industry and different
situations would have no effect on the leadership styles being employed in a project, and our target
was to find the best leadership style. Upon deeper analysis of the data gathered from various
industries, the results were surprisingly different. The analysis of the study revealed how the
participant’s position and industry affected the leadership styles and how the opinions of both the
Team Members and Project Managers change when subjected to various circumstances. Some
very interesting questions and situations have been analyzed in this report even though the number
of subjects and industries surveyed were limited in scope.
Keywords: Leadership style, project managers, team members
Introduction
In terms of leadership styles a wide variety exists for one to employ. There isn’t firm consensus as
to which styles prove to be the most effective. Different situations call for different approaches,
however, is there a correlation between industry, team demographics, and age as to which method
is most utilized? The team seeks to examine these numerous methods of managerial leadership to
determine which are most applied and considered most effective. Furthermore, respondents were
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
Journal of Economic Development, Management, IT, Finance and Marketing, 5(2), 1-31 Sept 2013 2
asked which style they preferred their own managers to employ. As a counterpart, the team was
also interested in understanding which styles were least utilized. A sample of thirty respondents
from four different industries and backgrounds were surveyed to assist the team with several
questions. First, a short series of demographic questions were asked of the respondents to
determine the makeup of the sampling pool. Ideally, the group sought to survey a diverse pool of
male and female managers and team members. Also, different ages were examined as a way of
determining if there are new trends emerging in management. Second, a variety of situationally
based questions were asked to determine which method would be applied under given
circumstances. This revealed what method managers employed despite earlier notions of what
styles they preferred. Both qualitatively and quantitatively, the group believes that the re ...
Project Selection Criteria List TemplateCategoryProject Crit.docxwkyra78
Project Selection Criteria List Template
Category
Project Criteria
Criteria Description
Reasonableness
(Insert additional rows as necessary to complete the Project Selection Criteria List table)
Definitions for Project Selection Criteria Categories:
Relevance: the extent to which the project supports the class objectives, the Information Systems Management program and your own professional goals.
Risk: the level of potential events or uncertainty that could have a negative effect on your project.
Reasonableness: an assessment of the ability to successfully complete the project as related to the triple constraint and related issues (availability of expertise, availability of required equipment and facilities, proposed level of scope for a two-month period, etc.).
Return: the overall benefit of completing the project (financial gain, value of experience, networking opportunities, providing professional and/or community service, etc.).
Other: any other areas of project considerations not mentioned above.
Kreitner/Kinicki/Cole
Fundamentals of Organizational Behaviour: Key Concepts, Skill, and Best Practices
Chapter 11
Leadership
Chapter Learning Objectives
· Explain the theory of leadership and discuss behavioural leadership theory.
· Explain, according to Fiedler’s contingency model, how leadership style interacts with situational control.
· Discuss path-goal theory.
· Describe how charismatic leadership transforms followers and work groups.
· Explain the leader-member exchange (LMX) model of leadership and the substitutes for leadership.
· Review the principles of servant-leader and superleadership.
Opening Case
Land of the Giant
This case profiles a visionary leader, Gwyn Morgan of EnCana Corp. in Calgary, know as the ‘philosopher-king’ of the oil patch. He exhibits charismatic qualities including a clear vision of a global energy giant headquartered in Canada, and strong communication skills to inspire others to work toward this vision. He appeals to ideological values through the ‘corporate constitution’, and provides intellectual stimulation for followers through the values such as ‘seize opportunities’, ‘teamwork and trust’, and ‘fear of the status quo’. He inspires followers to rise to new levels of performance by communicating his expectations for leadership ‘with character, competence, and humility’ to achieve ‘nothing less than the best effort’. His display of confidence in himself and in the employees of Alberta Energy Co. Ltd. and PanCanadian Energy Corp., led to the merger of these two companies to form EnCana Corp. – definitely performance beyond the call of duty.
Chapter Summary
Leadership
Leadership is defined as influencing employees to voluntarily pursue organizational goals. It is a social influence process in which the leader seeks the voluntary participation of subordinates in an effort to reach organizational goals.
Trait and Behavioural Theories of Leadership
A leader trait ...
Journal of IT and Economic Development 6(1), 16-40, April 2015.docxtawnyataylor528
Journal of IT and Economic Development 6(1), 16-40, April 2015 16
The Relevance of Emotional Intelligence in Project Leadership
Genna Preston, Jayet Moon, Ryan Simon, Shayna Allen, Edem Kossi
Project Management program
Drexel University, Philadelphia, PA, USA
[email protected], [email protected], [email protected], [email protected],
[email protected]
Abstract
The Emotional Intelligence School of Leadership Styles major paper invites readers to
uncover the six different styles of leadership that compose the school. The paper identifies and
summarizes the following styles: Visionary, Coaching, Affiliative, Democratic, Pacesetting, and
Commanding. Additionally the paper outlines the positives and negatives associated with each
style of leadership as well as provides an example of those styles in use. Lastly, the paper
concludes with the literature review and synopsis of how these styles can be effectively integrated
into modern project management.
Introduction
Leadership is defined as, the power or ability to lead other people (Bass,1960). Project
leadership is defined as, the ability to persuade others to enthusiastically and diligently pursue the
projects objective (Salovey & Mayer, 1989). A project is always evolving dynamically and
likewise, project leadership is situational. In a project, the leader is required to have cognitive,
social, and emotional intelligence in order to assess the situational and organizational needs and
adjust the pace of leadership accordingly (Mayer, Caruso & Salovey, 1989).
Emotional intelligence is defined by Salovey and Mayer (1989) as the subset of social
intelligence that involves the ability to monitor one’s own, and others feelings and emotions, to
discriminate among them, and to use this information to guide one’s own thinking and actions. For
Journal of IT and Economic Development 6(1), 16-40, April 2015 17
a long time emotional dimension of leadership was associated with the Visionary or Charismatic
School of Leadership (Popper & Zakkai, 1994). Since the mid 1990’s, emotional intelligence has
established itself as a leadership competence in its own right, as well as numerous books,
publications, and exploratory studies, that lend credence and justify its importance. Goleman
(1998) first synthesized and presented this idea of a new school, and it soon found its way into
mainstream acceptance.
Great leaders are the ones who drive people to deliver optimum performance. A critical
way of doing this is by tapping into employees emotions while taking control of self-emotions.
Leading and performing is not easy under pressure, more so in a project with hard deadlines. The
ability to manage self and teams emotions, as well as connect to the emotions that drive their
behaviors is a competency that is necessary in a modern project leader.
According to the proponents of the emotional intelligence school, the emotional
int ...
Project Selection Criteria List TemplateCategoryProject Crit.docxwkyra78
Project Selection Criteria List Template
Category
Project Criteria
Criteria Description
Reasonableness
(Insert additional rows as necessary to complete the Project Selection Criteria List table)
Definitions for Project Selection Criteria Categories:
Relevance: the extent to which the project supports the class objectives, the Information Systems Management program and your own professional goals.
Risk: the level of potential events or uncertainty that could have a negative effect on your project.
Reasonableness: an assessment of the ability to successfully complete the project as related to the triple constraint and related issues (availability of expertise, availability of required equipment and facilities, proposed level of scope for a two-month period, etc.).
Return: the overall benefit of completing the project (financial gain, value of experience, networking opportunities, providing professional and/or community service, etc.).
Other: any other areas of project considerations not mentioned above.
Kreitner/Kinicki/Cole
Fundamentals of Organizational Behaviour: Key Concepts, Skill, and Best Practices
Chapter 11
Leadership
Chapter Learning Objectives
· Explain the theory of leadership and discuss behavioural leadership theory.
· Explain, according to Fiedler’s contingency model, how leadership style interacts with situational control.
· Discuss path-goal theory.
· Describe how charismatic leadership transforms followers and work groups.
· Explain the leader-member exchange (LMX) model of leadership and the substitutes for leadership.
· Review the principles of servant-leader and superleadership.
Opening Case
Land of the Giant
This case profiles a visionary leader, Gwyn Morgan of EnCana Corp. in Calgary, know as the ‘philosopher-king’ of the oil patch. He exhibits charismatic qualities including a clear vision of a global energy giant headquartered in Canada, and strong communication skills to inspire others to work toward this vision. He appeals to ideological values through the ‘corporate constitution’, and provides intellectual stimulation for followers through the values such as ‘seize opportunities’, ‘teamwork and trust’, and ‘fear of the status quo’. He inspires followers to rise to new levels of performance by communicating his expectations for leadership ‘with character, competence, and humility’ to achieve ‘nothing less than the best effort’. His display of confidence in himself and in the employees of Alberta Energy Co. Ltd. and PanCanadian Energy Corp., led to the merger of these two companies to form EnCana Corp. – definitely performance beyond the call of duty.
Chapter Summary
Leadership
Leadership is defined as influencing employees to voluntarily pursue organizational goals. It is a social influence process in which the leader seeks the voluntary participation of subordinates in an effort to reach organizational goals.
Trait and Behavioural Theories of Leadership
A leader trait ...
Journal of IT and Economic Development 6(1), 16-40, April 2015.docxtawnyataylor528
Journal of IT and Economic Development 6(1), 16-40, April 2015 16
The Relevance of Emotional Intelligence in Project Leadership
Genna Preston, Jayet Moon, Ryan Simon, Shayna Allen, Edem Kossi
Project Management program
Drexel University, Philadelphia, PA, USA
[email protected], [email protected], [email protected], [email protected],
[email protected]
Abstract
The Emotional Intelligence School of Leadership Styles major paper invites readers to
uncover the six different styles of leadership that compose the school. The paper identifies and
summarizes the following styles: Visionary, Coaching, Affiliative, Democratic, Pacesetting, and
Commanding. Additionally the paper outlines the positives and negatives associated with each
style of leadership as well as provides an example of those styles in use. Lastly, the paper
concludes with the literature review and synopsis of how these styles can be effectively integrated
into modern project management.
Introduction
Leadership is defined as, the power or ability to lead other people (Bass,1960). Project
leadership is defined as, the ability to persuade others to enthusiastically and diligently pursue the
projects objective (Salovey & Mayer, 1989). A project is always evolving dynamically and
likewise, project leadership is situational. In a project, the leader is required to have cognitive,
social, and emotional intelligence in order to assess the situational and organizational needs and
adjust the pace of leadership accordingly (Mayer, Caruso & Salovey, 1989).
Emotional intelligence is defined by Salovey and Mayer (1989) as the subset of social
intelligence that involves the ability to monitor one’s own, and others feelings and emotions, to
discriminate among them, and to use this information to guide one’s own thinking and actions. For
Journal of IT and Economic Development 6(1), 16-40, April 2015 17
a long time emotional dimension of leadership was associated with the Visionary or Charismatic
School of Leadership (Popper & Zakkai, 1994). Since the mid 1990’s, emotional intelligence has
established itself as a leadership competence in its own right, as well as numerous books,
publications, and exploratory studies, that lend credence and justify its importance. Goleman
(1998) first synthesized and presented this idea of a new school, and it soon found its way into
mainstream acceptance.
Great leaders are the ones who drive people to deliver optimum performance. A critical
way of doing this is by tapping into employees emotions while taking control of self-emotions.
Leading and performing is not easy under pressure, more so in a project with hard deadlines. The
ability to manage self and teams emotions, as well as connect to the emotions that drive their
behaviors is a competency that is necessary in a modern project leader.
According to the proponents of the emotional intelligence school, the emotional
int ...
12The Best LeaderIn the modern times, leaders are.docxmoggdede
1
2
The Best Leader
In the modern times, leaders are identified and recognized based on what they do and deliver. Leaders are categorized in different theories that try to explain who they are, their characteristics, skills, abilities, personalities, roles or responsibilities and limitations.
Leadership Theories
Definition and Characteristics
Advantages
Disadvantages
Path-Goal Theory
It explains a leader’s influence through his behavior to the individual’s performance, especially in an organization.
It is goal oriented. The leader guides the people. It encourages participative, supportive, and directive leadership.
It may frustrate employees, and it may be difficult for them to follow the leadership behaviors styles thus poor performance.
Situational Leadership Theory
It explains that different situations in a company may use different styles of leadership. The behavior involved are telling, selling, participating and delegating.
Easy to apply.
Focus is on maturity.
Availability of competent leaders.
Allows testing of a leadership style.
It does not apply to managers but to leaders.
It is time-consuming when waiting for future predictions of the situations.
Leadership Substitutes Theory
Just like the name of the theory, it explains the conditions in an organization that a leader may not be needed or necessary or prevented from leading.
Provides a substitute or a neutralizer to act on behalf of the leader.
The leader’s actions, decisions or ideas may be prevented thus ineffective.
Multiple Linkage Model
According to developer Gary Yukl, this model explains a leader’s behavior impact on the effectiveness of a group in an organization.
Encourages managerial skills. It also promotes conflict resolution strategies and handling work situations that may arise.
It require a competent and intellectual leader.
The decision-making process may be long.
Transactional Leadership
It concentrates on the leader and followers and maintaining a healthy relationship between the two hence loyalty and realization of advantages.
Encourages follower’s loyalty.
Promotes commitment.
Promotes good relations.
Rewards good work.
Abuse of follower’s loyalty may occur.
Its focus is majorly on short term goals.Transformational Leadership
This theory focuses on the leadership and follower’s exchange of visions, beliefs, and values
It promotes the exchange of ideas through communication. The visions set give directions. There is employee recognition.
The leaders have high expectations and standards. Decision-making process may be time-consuming
Charismatic Leadership
The leaders have a high sense of self-confidence, esteem, and purpose and can easily influence people through their personal behaviors and traits.
Highly influential, visionary, self-confident, social and energetic leaders. The leaders are also self-motivated and focused.
The leader may be self-centered giving their visions and ideas for personal gains of power and influence. The leader may h ...
Journal of Economic Development, Management, IT, Finance and .docxaryan532920
Journal of Economic Development, Management, IT, Finance and Marketing, 7(1), 30-46, March 30
Leadership Styles of Effective Project Managers: Techniques and Traits to Lead High
Performance Teams
Melissa DuBois, John Hanlon, Jodi Koch, Betty Nyatuga, Nathan Kerr
College of Engineering, Drexel University, USA
[email protected], [email protected], [email protected], [email protected], [email protected]
Abstract
Project management is a growing practice and is being utilized in an increasing number of
facilities. The project manager is at the head of this project process, and has an important role of
overseeing the project and project team, and ultimately ensuring the project ends in success.
Analyzing critical qualities of leadership and determining their positive impact can benefit
project managers in any industry and therefore promote project success. A few of these
leadership styles include: team building, establishing clear relations and roles between project
members, openness, self-confidence, organization, and clearly defining project successes,
reevaluating when necessary. These leadership styles and traits were researched and analyzed to
determine the extent they contribute to the construction, execution, and closure of the project. By
adopting these qualities, the project’s stakeholders such as investors, clients, or patients are more
likely to feel the positive impact of a successful project. Projects can also move more smoothly
and efficiently, receiving positive results in less time. This is beneficial not only to the
stakeholders, but to all members involved: the organization, the project manager, executive staff,
team members, and outsourced facilities. It is not enough to possess one of these crucial traits.
As seen in literature and historical examples, a combination is necessary to create balance and
develop into a leader that can produce an efficient team and satisfactory end results.
mailto:[email protected]
mailto:[email protected]
Journal of Economic Development, Management, IT, Finance and Marketing, 7(1), 30-46, March 31
Introduction
In today’s increasingly complex global economy and shrinking geography, corporations,
governments, and other organizations are turning to a project management model to facilitate
successful endeavors that enhance their products, services, policies, and procedures. Project
management has proven to be a vehicle to oversee these short-term but strategic ventures. More
than ever, these organizations are recognizing that these projects require not just a project
manager, but a project leader. According to Pandya (2014), project leaders are accountable for
the day-to-day oversight of the project, the triple constraint of time, budget, and quality as any
manager is. However, they also need to manage change, assure resource availability, address
behavioral and emotional flares with internal and external stakeholders ...
Executive summary The traditional leadership styles a.docxgitagrimston
Executive summary
The traditional leadership styles are continuously changing with the adoption of globalization. This is because convergence is all over whereby the competitors are the customers, suppliers and the industry in general. This means that new development strategies are required to be able to cope in the dynamic world as well as in future. In this report, it will discuss some of the leadership concerns on the basis of the global trends which require some leadership attention.
The report will also discuss emerging theories that are applicable in the global changing world. This will then be followed by a discussion on the kind of responsibilities that the leaders have towards coping with competition in the workplace, complexity as well as diversity in the organization. The report will further provide a personal plan on development of proper leadership skills. Under this, it will outline some of the personal development goals. This will be followed by a summary of the relevant steps to be taken to accomplish the goals. An evaluation on how to check for progress in each step will be established. The report will end with a summary regarding how the plan will facilitate personal growth as a leader as well as the growth of others.
Introduction
Leadership has been in place and also undergoing changes based on the changes happening in outside world. With increased globalization, there is the need for leaders to acquire some global competencies. The current workplace is demanding for some emergent practices and there are expectations for digital competencies. In order to survive as a leader, it would be necessary to have a sense of learning and continuous improvement.
In order to create a professional knowledge sharing connection, it requires a kind of trust which will be developed over time and facilitated very effective leadership roles (Cameron & Green, 2008). Therefore, to succeed in the industry, it will be necessary for a leader to set reasonable and measurable goals through focusing on trust, knowledge and credibility together with being updated on changes in global trend affecting leadership roles.
Global leadership concerns for the future
To be a high performance organization, it is necessary to tackle challenges of leadership development with a combined broad thinking. There are quite a number of trends that are linked with leadership. Globalization is the first trend as it is the new business world. This thus requires personnel thinking globally. The trend towards having connected markets will be much stronger. This is because the leaders will be required to understand the cultural, legal, economic, cultural as well as political ramifications (Rothstein & Burke, 2010). Therefore, leaders will be required to see themselves as citizens of the world with expanded field of vision. Leaders will be required to have knowledge on how to effectively manage global producti ...
1LEADERSHIP THEORIES Leadership approaches describe the metho.docxhyacinthshackley2629
1
LEADERSHIP THEORIES
Leadership approaches describe the methods and the different models that are adopted in the managerial process by the managers who act as the leaders of the organization. The styles range from small businesses to huge and wide businesses. The contingency and the path theories are ways taken up in the analyzing leadership. Which analyze and describe the different models taken up by leaders and the followers and the strategies that are taken up. The relationship between the leaders the followers as well as the main basics taken up also are defined in the models of the leadership.
The contingency theory is a behavioral theory which is based on the view that there is not a specific best way to lead an organization make a decision or to organize cooperation. The theory must take account of the situations in which the leaders operate (Paulsen, 2013). The theory spells that the moves and decisions as well as the leadership systems are influenced by both the external and the internal factors. Basically there is no single theory of contingency management rather there are certain important contingencies for organizations which are the technology, customers and competitors, suppliers, distributers the government (Quader, 2011). In addition the decision making process for any organization is determined by a variety of factors. These factors range from the importance of the decision, the amount and nature of the available information, the likelihood of the decision to be accepted by the subordinates to how well the employees are motivated. This theory proposes that a person’s actions cannot be predetermined. However they are dependent on the situation at that moment and instance.
The contingent theory of management emphasizes that the effectiveness of leadership is dependent on the combination and the matching between the leadership style and the situation. Hereby the situation is defined in terms of the relation between the leader and the member; measure of the leadership acceptance between the different hierarchies in the organization, the task structure; a measure of the clarity of the tasks or projects as well as the positional power which measures the amount of authority the leader has to influence the productivity of the followers.
The leaders style is defined as either task or relations oriented. These tasks are simply the projects that are taken up and the relations are defined as the different relations that exist between the leaders and the followers (McShane & Glinow, 2014). The contingency theory is one of the more common leadership theories. Its basis is that leadership emerges when different kinds of people are encased in different kinds of situations.
The path goal theory of leadership was developed to describe the way that the leaders encourage and support their followers in the achievement of the goals set by setting up a clear and easy path to be taken in the goal attainment process (Quader, 2011). The leaders tak.
1LEADERSHIP THEORIES Leadership approaches describe the m.docxhyacinthshackley2629
1
LEADERSHIP THEORIES
Leadership approaches describe the methods and the different models that are adopted in the managerial process by the managers who act as the leaders of the organization. The styles range from small businesses to huge and wide businesses. The contingency and the path theories are ways taken up in the analyzing leadership. Which analyze and describe the different models taken up by leaders and the followers and the strategies that are taken up. The relationship between the leaders the followers as well as the main basics taken up also are defined in the models of the leadership.
The contingency theory is a behavioral theory which is based on the view that there is not a specific best way to lead an organization make a decision or to organize cooperation. The theory must take account of the situations in which the leaders operate (Paulsen, 2013). The theory spells that the moves and decisions as well as the leadership systems are influenced by both the external and the internal factors. Basically there is no single theory of contingency management rather there are certain important contingencies for organizations which are the technology, customers and competitors, suppliers, distributers the government (Quader, 2011). In addition the decision making process for any organization is determined by a variety of factors. These factors range from the importance of the decision, the amount and nature of the available information, the likelihood of the decision to be accepted by the subordinates to how well the employees are motivated. This theory proposes that a person’s actions cannot be predetermined. However they are dependent on the situation at that moment and instance.
The contingent theory of management emphasizes that the effectiveness of leadership is dependent on the combination and the matching between the leadership style and the situation. Hereby the situation is defined in terms of the relation between the leader and the member; measure of the leadership acceptance between the different hierarchies in the organization, the task structure; a measure of the clarity of the tasks or projects as well as the positional power which measures the amount of authority the leader has to influence the productivity of the followers.
The leaders style is defined as either task or relations oriented. These tasks are simply the projects that are taken up and the relations are defined as the different relations that exist between the leaders and the followers (McShane & Glinow, 2014). The contingency theory is one of the more common leadership theories. Its basis is that leadership emerges when different kinds of people are encased in different kinds of situations.
The path goal theory of leadership was developed to describe the way that the leaders encourage and support their followers in the achievement of the goals set by setting up a clear and easy path to be taken in the goal attainment process (Quader, 2011). The leaders t.
Leadership StylesExercise in Managing People.docxpauline234567
Leadership Styles
Exercise in Managing People
Exercise in Managing PeopleOne difference between managers and leaders is that:Managers know and use the unique abilities of their staff to build an efficient team and the department’s advantagesLeaders look more at the overall business to capitalize on the competitive advantagesThis exercise may start you to think about how knowledge of a person’s outlook and skills and what is important to them might influence how you manage that type of person
Exercise in Managing People
For this exercise, there are 9 types of people:
The Reformer
The Helper
The Motivator
The Artist
The Thinker
The Loyalist
The Generalist
The Leader
The Peacemaker
Exercise in Managing People
In this exercise answer the following questions:
If you were a manager of this type of person, how would you approach them to get them to happily take on a project?
How would you manage them during the project?
What types of jobs and/or positions would be best for this type of person? (It doesn’t have to be an accounting position)
Name people, real or fictional, who you feel fits this description
Article: Leadership That Gets Results by Daniel Goleman
Article: Leadership That Gets Results: Leadership Styles by Michael GolemanWhat are some leadership styles?28 Goleman’s Leadership That Gets Results
https://www.youtube.com/watch?v=Fy_EgWWlqCsIn the article and video, what are Goleman’s 6 leadership styles?
Article: Leadership That Gets Results: Summary of 6 Leadership Styles: OverallStyleDescription Negative or PositiveCoerciveAuthoritativeAffiliativeDemocraticPacesetting Coaching
Article: Leadership That Gets Results: Summary of 6 Leadership Styles: Overall AnswersStyleDescription Negative or PositiveCoerciveCommanding, top down NAuthoritativeFollow mePAffiliativeMostly about peoplePDemocraticEverybody gets a sayPPacesetting High performance standardsNCoachingMentoringP
Article: Leadership That Gets Results: Details of 6 Leadership Styles: Coercive & AuthoritativeCoerciveAuthoritativeLeader’s MOStyle in a phraseUnderlying EM competenciesWhen style works bestImpact on climate
Article: Leadership That Gets Results: Details of 6 Leadership Styles: Coercive & Authoritative AnswersCoerciveAuthoritativeLeader’s MODemands immediate complianceMobilizes people towards a visionStyle in a phraseDo what I tellCome with meUnderlying EM competenciesDrive to achieve, initiative, self-controlSelf-confidence, empathy, change catalystWhen style works bestIn a crisis, to kick start a turn around or problem with employeeWhen changes require a new vision or clear direction is neededImpact on climateNegativePositive
Article: Leadership That Gets Results: Details of 6 Leadership Styles: Affiliative & DemocraticAffiliativeDemocraticLeader’s MOStyle in a phraseUnderlying EM competenciesWhen style works bestImpact on climate
Article: Leadership That Gets Results: Detail.
Leadership vs Management
Management Vs Leadership Essay
Management vs. Leadership
Essay on Management and Leadership
Essay on Management vs. Leadership
Essay on Leadership vs. Management
Essay Management vs. Leadership
Leadership vs. Management Essay
Management vs. Leadership Essay
Leadership vs. Management
Global Leadership 1
GLOBAL LEADERSHIP 7
MBA6026 The Global Leader Unit 1 Assignment 1
Global Leadership Agenda and Theory
Deidre Connor
Professor Michael McGivern
Global Leadership Agenda and Theory
Howard Gardener Five Minds of Future Book reveals the objectives that leaders globally ought to follow. These objectives are, a synthesizing mind, stating that leaders should have the ability to decode ideas from different disciplines and process the information as a whole and in a way that they can convey it to other people. Secondly, is the disciplinary mind, meaning a leader should be able to master all the schools of thought. For example, professional crafts, mathematics, history and science. On the other hand is the creative mind. A leader should be able to identify problems, solve them amicably and bring up strategies to prevent them from happening in the future.
In the model also, he included the ethical mind which stated that a leader should always be able to fulfill what is expected of them both as citizens and employees. Finally, he included the respectful mind. Meaning that one had to differentiate between human groups and human beings. It is evident that Gardener had several means through which he derived his model. However, it is not in every organization that you will find this model being emphasized. Most global leaders nowadays use their strategies to ensure that they have everything under control within the organization. However, it would be of great importance if they took the leadership role more seriously.
Leaders, however, have to forecast in the future. This will enable them to know what to change, maintain and mend in their strategies. For example, nowadays most organizations are working on ensuring that they integrate Supply chain management in the organization. However, after integration of these strategies, they have no more plans. In organizations like Coca Cola where they have already integrated the Supply chain systems, the leaders are now focusing on other means that would enable them to retain their market base, ensure that there is employee involvement and also ensure that their continuous development of their strategies.
To ensure this, the leaders are looking for other ways like the development of their managerial strategies. This has not been easy for most leaders globally to implement. That is because they have to do more than expected in these strategies. (Gardner) For example, ensuring that they have better strategies for time management, have better and specific priorities, improved decision-making strategies, strategic thinking amongst others. In short, they have to ensure that there are more effective means to work. Meaning that they get the jobs done on time, production of high-end quality products and services thus ensuring that the organiza ...
•Reflective Log•Your reflective log should include the.docxtawnyataylor528
•
Reflective Log
•
Your
reflective
log
should include the following
•
What was your role within the business simulation company?
Demonstrate how you used the resources critically to make decisions
while you were running the company.
.
•The philosophers Thomas Hobbes and John Locke disagreed on the un.docxtawnyataylor528
•The philosophers Thomas Hobbes and John Locke disagreed on the understanding of political authority, with Locke taking what is commonly called the “liberal” view. Choose a side (be brave perhaps; take a side you actually disagree with). Using the writings of each given in our class text or at the Websites below, make your case for the side you chose and against the other side. Identify one (1) modern situation in the world where these issues are significant.
Philosophers Debate Politics
•Chapter 24 (pp. 768-9)
•Hobbes: text at
http://oregonstate.edu/instruct/phl302/texts/hobbes/leviathan-contents.html
;
Summary at http://plato.stanford.edu/entries/hobbes-moral/; also
http://jim.com/hobbes.htm
•Locke: text at http://www.thenagain.info/Classes/Sources/Locke-2ndTreatise.html; General
background of the concept at
http://www.digitalhistory.uh.edu/teachers/lesson_plans/pdfs/unit1_12.pdf
.
•From the first e-Activity, examine two (2) economic effects that yo.docxtawnyataylor528
•From the first e-Activity, examine two (2) economic effects that you believe the Iranian elections have on other countries that are currently allies with this nation. Provide a rationale for your response.
•Suggest two (2) factors that make the United States, Saudi Arabia, and the European Union allies on the world stage of politics. Provide two (2) pieces of evidence to support your rationale.
.
• What are the NYS Physical Education Standards, and how do they ali.docxtawnyataylor528
• What are the NYS Physical Education Standards, and how do they align with the National PE standards?.
• What is adaptive physical education? Are there a set of standards? If so, what are they?
• Create a chart or table listing each set of standards, and show their alignment.
.
• Choose a health problem in the human population. Some examples i.docxtawnyataylor528
• Choose a health problem in the human population. Some examples include cardiovascular disease, diabetes, cancer of a specific organ, an infectious disease, etc.
• Describe the biological and physiological aspects of the health problem and potential chemical treatments or pathways that are affected.
• Discuss the natural progression of chronic diseases, or the natural history of infectious or exposure-related illnesses.
• What are the potential outcomes of the disease (recovery or death), and what leads to those potential outcome(s)?
• The paper should be at least 975 words in length.
• Include a list of references in APA format, including the information used from the modules.
.
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12The Best LeaderIn the modern times, leaders are.docxmoggdede
1
2
The Best Leader
In the modern times, leaders are identified and recognized based on what they do and deliver. Leaders are categorized in different theories that try to explain who they are, their characteristics, skills, abilities, personalities, roles or responsibilities and limitations.
Leadership Theories
Definition and Characteristics
Advantages
Disadvantages
Path-Goal Theory
It explains a leader’s influence through his behavior to the individual’s performance, especially in an organization.
It is goal oriented. The leader guides the people. It encourages participative, supportive, and directive leadership.
It may frustrate employees, and it may be difficult for them to follow the leadership behaviors styles thus poor performance.
Situational Leadership Theory
It explains that different situations in a company may use different styles of leadership. The behavior involved are telling, selling, participating and delegating.
Easy to apply.
Focus is on maturity.
Availability of competent leaders.
Allows testing of a leadership style.
It does not apply to managers but to leaders.
It is time-consuming when waiting for future predictions of the situations.
Leadership Substitutes Theory
Just like the name of the theory, it explains the conditions in an organization that a leader may not be needed or necessary or prevented from leading.
Provides a substitute or a neutralizer to act on behalf of the leader.
The leader’s actions, decisions or ideas may be prevented thus ineffective.
Multiple Linkage Model
According to developer Gary Yukl, this model explains a leader’s behavior impact on the effectiveness of a group in an organization.
Encourages managerial skills. It also promotes conflict resolution strategies and handling work situations that may arise.
It require a competent and intellectual leader.
The decision-making process may be long.
Transactional Leadership
It concentrates on the leader and followers and maintaining a healthy relationship between the two hence loyalty and realization of advantages.
Encourages follower’s loyalty.
Promotes commitment.
Promotes good relations.
Rewards good work.
Abuse of follower’s loyalty may occur.
Its focus is majorly on short term goals.Transformational Leadership
This theory focuses on the leadership and follower’s exchange of visions, beliefs, and values
It promotes the exchange of ideas through communication. The visions set give directions. There is employee recognition.
The leaders have high expectations and standards. Decision-making process may be time-consuming
Charismatic Leadership
The leaders have a high sense of self-confidence, esteem, and purpose and can easily influence people through their personal behaviors and traits.
Highly influential, visionary, self-confident, social and energetic leaders. The leaders are also self-motivated and focused.
The leader may be self-centered giving their visions and ideas for personal gains of power and influence. The leader may h ...
Journal of Economic Development, Management, IT, Finance and .docxaryan532920
Journal of Economic Development, Management, IT, Finance and Marketing, 7(1), 30-46, March 30
Leadership Styles of Effective Project Managers: Techniques and Traits to Lead High
Performance Teams
Melissa DuBois, John Hanlon, Jodi Koch, Betty Nyatuga, Nathan Kerr
College of Engineering, Drexel University, USA
[email protected], [email protected], [email protected], [email protected], [email protected]
Abstract
Project management is a growing practice and is being utilized in an increasing number of
facilities. The project manager is at the head of this project process, and has an important role of
overseeing the project and project team, and ultimately ensuring the project ends in success.
Analyzing critical qualities of leadership and determining their positive impact can benefit
project managers in any industry and therefore promote project success. A few of these
leadership styles include: team building, establishing clear relations and roles between project
members, openness, self-confidence, organization, and clearly defining project successes,
reevaluating when necessary. These leadership styles and traits were researched and analyzed to
determine the extent they contribute to the construction, execution, and closure of the project. By
adopting these qualities, the project’s stakeholders such as investors, clients, or patients are more
likely to feel the positive impact of a successful project. Projects can also move more smoothly
and efficiently, receiving positive results in less time. This is beneficial not only to the
stakeholders, but to all members involved: the organization, the project manager, executive staff,
team members, and outsourced facilities. It is not enough to possess one of these crucial traits.
As seen in literature and historical examples, a combination is necessary to create balance and
develop into a leader that can produce an efficient team and satisfactory end results.
mailto:[email protected]
mailto:[email protected]
Journal of Economic Development, Management, IT, Finance and Marketing, 7(1), 30-46, March 31
Introduction
In today’s increasingly complex global economy and shrinking geography, corporations,
governments, and other organizations are turning to a project management model to facilitate
successful endeavors that enhance their products, services, policies, and procedures. Project
management has proven to be a vehicle to oversee these short-term but strategic ventures. More
than ever, these organizations are recognizing that these projects require not just a project
manager, but a project leader. According to Pandya (2014), project leaders are accountable for
the day-to-day oversight of the project, the triple constraint of time, budget, and quality as any
manager is. However, they also need to manage change, assure resource availability, address
behavioral and emotional flares with internal and external stakeholders ...
Executive summary The traditional leadership styles a.docxgitagrimston
Executive summary
The traditional leadership styles are continuously changing with the adoption of globalization. This is because convergence is all over whereby the competitors are the customers, suppliers and the industry in general. This means that new development strategies are required to be able to cope in the dynamic world as well as in future. In this report, it will discuss some of the leadership concerns on the basis of the global trends which require some leadership attention.
The report will also discuss emerging theories that are applicable in the global changing world. This will then be followed by a discussion on the kind of responsibilities that the leaders have towards coping with competition in the workplace, complexity as well as diversity in the organization. The report will further provide a personal plan on development of proper leadership skills. Under this, it will outline some of the personal development goals. This will be followed by a summary of the relevant steps to be taken to accomplish the goals. An evaluation on how to check for progress in each step will be established. The report will end with a summary regarding how the plan will facilitate personal growth as a leader as well as the growth of others.
Introduction
Leadership has been in place and also undergoing changes based on the changes happening in outside world. With increased globalization, there is the need for leaders to acquire some global competencies. The current workplace is demanding for some emergent practices and there are expectations for digital competencies. In order to survive as a leader, it would be necessary to have a sense of learning and continuous improvement.
In order to create a professional knowledge sharing connection, it requires a kind of trust which will be developed over time and facilitated very effective leadership roles (Cameron & Green, 2008). Therefore, to succeed in the industry, it will be necessary for a leader to set reasonable and measurable goals through focusing on trust, knowledge and credibility together with being updated on changes in global trend affecting leadership roles.
Global leadership concerns for the future
To be a high performance organization, it is necessary to tackle challenges of leadership development with a combined broad thinking. There are quite a number of trends that are linked with leadership. Globalization is the first trend as it is the new business world. This thus requires personnel thinking globally. The trend towards having connected markets will be much stronger. This is because the leaders will be required to understand the cultural, legal, economic, cultural as well as political ramifications (Rothstein & Burke, 2010). Therefore, leaders will be required to see themselves as citizens of the world with expanded field of vision. Leaders will be required to have knowledge on how to effectively manage global producti ...
1LEADERSHIP THEORIES Leadership approaches describe the metho.docxhyacinthshackley2629
1
LEADERSHIP THEORIES
Leadership approaches describe the methods and the different models that are adopted in the managerial process by the managers who act as the leaders of the organization. The styles range from small businesses to huge and wide businesses. The contingency and the path theories are ways taken up in the analyzing leadership. Which analyze and describe the different models taken up by leaders and the followers and the strategies that are taken up. The relationship between the leaders the followers as well as the main basics taken up also are defined in the models of the leadership.
The contingency theory is a behavioral theory which is based on the view that there is not a specific best way to lead an organization make a decision or to organize cooperation. The theory must take account of the situations in which the leaders operate (Paulsen, 2013). The theory spells that the moves and decisions as well as the leadership systems are influenced by both the external and the internal factors. Basically there is no single theory of contingency management rather there are certain important contingencies for organizations which are the technology, customers and competitors, suppliers, distributers the government (Quader, 2011). In addition the decision making process for any organization is determined by a variety of factors. These factors range from the importance of the decision, the amount and nature of the available information, the likelihood of the decision to be accepted by the subordinates to how well the employees are motivated. This theory proposes that a person’s actions cannot be predetermined. However they are dependent on the situation at that moment and instance.
The contingent theory of management emphasizes that the effectiveness of leadership is dependent on the combination and the matching between the leadership style and the situation. Hereby the situation is defined in terms of the relation between the leader and the member; measure of the leadership acceptance between the different hierarchies in the organization, the task structure; a measure of the clarity of the tasks or projects as well as the positional power which measures the amount of authority the leader has to influence the productivity of the followers.
The leaders style is defined as either task or relations oriented. These tasks are simply the projects that are taken up and the relations are defined as the different relations that exist between the leaders and the followers (McShane & Glinow, 2014). The contingency theory is one of the more common leadership theories. Its basis is that leadership emerges when different kinds of people are encased in different kinds of situations.
The path goal theory of leadership was developed to describe the way that the leaders encourage and support their followers in the achievement of the goals set by setting up a clear and easy path to be taken in the goal attainment process (Quader, 2011). The leaders tak.
1LEADERSHIP THEORIES Leadership approaches describe the m.docxhyacinthshackley2629
1
LEADERSHIP THEORIES
Leadership approaches describe the methods and the different models that are adopted in the managerial process by the managers who act as the leaders of the organization. The styles range from small businesses to huge and wide businesses. The contingency and the path theories are ways taken up in the analyzing leadership. Which analyze and describe the different models taken up by leaders and the followers and the strategies that are taken up. The relationship between the leaders the followers as well as the main basics taken up also are defined in the models of the leadership.
The contingency theory is a behavioral theory which is based on the view that there is not a specific best way to lead an organization make a decision or to organize cooperation. The theory must take account of the situations in which the leaders operate (Paulsen, 2013). The theory spells that the moves and decisions as well as the leadership systems are influenced by both the external and the internal factors. Basically there is no single theory of contingency management rather there are certain important contingencies for organizations which are the technology, customers and competitors, suppliers, distributers the government (Quader, 2011). In addition the decision making process for any organization is determined by a variety of factors. These factors range from the importance of the decision, the amount and nature of the available information, the likelihood of the decision to be accepted by the subordinates to how well the employees are motivated. This theory proposes that a person’s actions cannot be predetermined. However they are dependent on the situation at that moment and instance.
The contingent theory of management emphasizes that the effectiveness of leadership is dependent on the combination and the matching between the leadership style and the situation. Hereby the situation is defined in terms of the relation between the leader and the member; measure of the leadership acceptance between the different hierarchies in the organization, the task structure; a measure of the clarity of the tasks or projects as well as the positional power which measures the amount of authority the leader has to influence the productivity of the followers.
The leaders style is defined as either task or relations oriented. These tasks are simply the projects that are taken up and the relations are defined as the different relations that exist between the leaders and the followers (McShane & Glinow, 2014). The contingency theory is one of the more common leadership theories. Its basis is that leadership emerges when different kinds of people are encased in different kinds of situations.
The path goal theory of leadership was developed to describe the way that the leaders encourage and support their followers in the achievement of the goals set by setting up a clear and easy path to be taken in the goal attainment process (Quader, 2011). The leaders t.
Leadership StylesExercise in Managing People.docxpauline234567
Leadership Styles
Exercise in Managing People
Exercise in Managing PeopleOne difference between managers and leaders is that:Managers know and use the unique abilities of their staff to build an efficient team and the department’s advantagesLeaders look more at the overall business to capitalize on the competitive advantagesThis exercise may start you to think about how knowledge of a person’s outlook and skills and what is important to them might influence how you manage that type of person
Exercise in Managing People
For this exercise, there are 9 types of people:
The Reformer
The Helper
The Motivator
The Artist
The Thinker
The Loyalist
The Generalist
The Leader
The Peacemaker
Exercise in Managing People
In this exercise answer the following questions:
If you were a manager of this type of person, how would you approach them to get them to happily take on a project?
How would you manage them during the project?
What types of jobs and/or positions would be best for this type of person? (It doesn’t have to be an accounting position)
Name people, real or fictional, who you feel fits this description
Article: Leadership That Gets Results by Daniel Goleman
Article: Leadership That Gets Results: Leadership Styles by Michael GolemanWhat are some leadership styles?28 Goleman’s Leadership That Gets Results
https://www.youtube.com/watch?v=Fy_EgWWlqCsIn the article and video, what are Goleman’s 6 leadership styles?
Article: Leadership That Gets Results: Summary of 6 Leadership Styles: OverallStyleDescription Negative or PositiveCoerciveAuthoritativeAffiliativeDemocraticPacesetting Coaching
Article: Leadership That Gets Results: Summary of 6 Leadership Styles: Overall AnswersStyleDescription Negative or PositiveCoerciveCommanding, top down NAuthoritativeFollow mePAffiliativeMostly about peoplePDemocraticEverybody gets a sayPPacesetting High performance standardsNCoachingMentoringP
Article: Leadership That Gets Results: Details of 6 Leadership Styles: Coercive & AuthoritativeCoerciveAuthoritativeLeader’s MOStyle in a phraseUnderlying EM competenciesWhen style works bestImpact on climate
Article: Leadership That Gets Results: Details of 6 Leadership Styles: Coercive & Authoritative AnswersCoerciveAuthoritativeLeader’s MODemands immediate complianceMobilizes people towards a visionStyle in a phraseDo what I tellCome with meUnderlying EM competenciesDrive to achieve, initiative, self-controlSelf-confidence, empathy, change catalystWhen style works bestIn a crisis, to kick start a turn around or problem with employeeWhen changes require a new vision or clear direction is neededImpact on climateNegativePositive
Article: Leadership That Gets Results: Details of 6 Leadership Styles: Affiliative & DemocraticAffiliativeDemocraticLeader’s MOStyle in a phraseUnderlying EM competenciesWhen style works bestImpact on climate
Article: Leadership That Gets Results: Detail.
Leadership vs Management
Management Vs Leadership Essay
Management vs. Leadership
Essay on Management and Leadership
Essay on Management vs. Leadership
Essay on Leadership vs. Management
Essay Management vs. Leadership
Leadership vs. Management Essay
Management vs. Leadership Essay
Leadership vs. Management
Global Leadership 1
GLOBAL LEADERSHIP 7
MBA6026 The Global Leader Unit 1 Assignment 1
Global Leadership Agenda and Theory
Deidre Connor
Professor Michael McGivern
Global Leadership Agenda and Theory
Howard Gardener Five Minds of Future Book reveals the objectives that leaders globally ought to follow. These objectives are, a synthesizing mind, stating that leaders should have the ability to decode ideas from different disciplines and process the information as a whole and in a way that they can convey it to other people. Secondly, is the disciplinary mind, meaning a leader should be able to master all the schools of thought. For example, professional crafts, mathematics, history and science. On the other hand is the creative mind. A leader should be able to identify problems, solve them amicably and bring up strategies to prevent them from happening in the future.
In the model also, he included the ethical mind which stated that a leader should always be able to fulfill what is expected of them both as citizens and employees. Finally, he included the respectful mind. Meaning that one had to differentiate between human groups and human beings. It is evident that Gardener had several means through which he derived his model. However, it is not in every organization that you will find this model being emphasized. Most global leaders nowadays use their strategies to ensure that they have everything under control within the organization. However, it would be of great importance if they took the leadership role more seriously.
Leaders, however, have to forecast in the future. This will enable them to know what to change, maintain and mend in their strategies. For example, nowadays most organizations are working on ensuring that they integrate Supply chain management in the organization. However, after integration of these strategies, they have no more plans. In organizations like Coca Cola where they have already integrated the Supply chain systems, the leaders are now focusing on other means that would enable them to retain their market base, ensure that there is employee involvement and also ensure that their continuous development of their strategies.
To ensure this, the leaders are looking for other ways like the development of their managerial strategies. This has not been easy for most leaders globally to implement. That is because they have to do more than expected in these strategies. (Gardner) For example, ensuring that they have better strategies for time management, have better and specific priorities, improved decision-making strategies, strategic thinking amongst others. In short, they have to ensure that there are more effective means to work. Meaning that they get the jobs done on time, production of high-end quality products and services thus ensuring that the organiza ...
•Reflective Log•Your reflective log should include the.docxtawnyataylor528
•
Reflective Log
•
Your
reflective
log
should include the following
•
What was your role within the business simulation company?
Demonstrate how you used the resources critically to make decisions
while you were running the company.
.
•The philosophers Thomas Hobbes and John Locke disagreed on the un.docxtawnyataylor528
•The philosophers Thomas Hobbes and John Locke disagreed on the understanding of political authority, with Locke taking what is commonly called the “liberal” view. Choose a side (be brave perhaps; take a side you actually disagree with). Using the writings of each given in our class text or at the Websites below, make your case for the side you chose and against the other side. Identify one (1) modern situation in the world where these issues are significant.
Philosophers Debate Politics
•Chapter 24 (pp. 768-9)
•Hobbes: text at
http://oregonstate.edu/instruct/phl302/texts/hobbes/leviathan-contents.html
;
Summary at http://plato.stanford.edu/entries/hobbes-moral/; also
http://jim.com/hobbes.htm
•Locke: text at http://www.thenagain.info/Classes/Sources/Locke-2ndTreatise.html; General
background of the concept at
http://www.digitalhistory.uh.edu/teachers/lesson_plans/pdfs/unit1_12.pdf
.
•From the first e-Activity, examine two (2) economic effects that yo.docxtawnyataylor528
•From the first e-Activity, examine two (2) economic effects that you believe the Iranian elections have on other countries that are currently allies with this nation. Provide a rationale for your response.
•Suggest two (2) factors that make the United States, Saudi Arabia, and the European Union allies on the world stage of politics. Provide two (2) pieces of evidence to support your rationale.
.
• What are the NYS Physical Education Standards, and how do they ali.docxtawnyataylor528
• What are the NYS Physical Education Standards, and how do they align with the National PE standards?.
• What is adaptive physical education? Are there a set of standards? If so, what are they?
• Create a chart or table listing each set of standards, and show their alignment.
.
• Choose a health problem in the human population. Some examples i.docxtawnyataylor528
• Choose a health problem in the human population. Some examples include cardiovascular disease, diabetes, cancer of a specific organ, an infectious disease, etc.
• Describe the biological and physiological aspects of the health problem and potential chemical treatments or pathways that are affected.
• Discuss the natural progression of chronic diseases, or the natural history of infectious or exposure-related illnesses.
• What are the potential outcomes of the disease (recovery or death), and what leads to those potential outcome(s)?
• The paper should be at least 975 words in length.
• Include a list of references in APA format, including the information used from the modules.
.
•Key elements to GE’s learning culture include active experimentat.docxtawnyataylor528
•Key elements to GE’s learning culture include active experimentation and action-based learning, as the talented people GE attracts and recruits apply themselves to unravel the most challenging problems of the future. GE leaders are evaluated on how well they guide the professional growth of their people, providing counsel and goal setting. Leaders are responsible for ensuring functional competence and overall business excellence of their teams, in an operating climate that emphasizes unyielding integrity.
•Use GE’s website write a 3-4 page (body of the paper should be 3-4 pages) paper discussing how training, development, and learning programs have contributed to GE’s success Review the following information about GE’s Training and Development to help get you started:
Leadership and Learning Programs – to go to the website click on the links below
•Entry-level Leadership Programs:
GE's Corporate Entry-level Leadership Programs offer recent college graduates prized development opportunities that combine real-world experience with formal classroom study. Through a series of rotating assignments — typically over a period of two years — young professionals receive accelerated professional development, world-class mentors, and global networking that cuts across GE's businesses.
•Experienced Leadership Programs:
Experienced professionals who wish to accelerate their careers find fitting opportunity in our Experienced Leadership Programs. The programs position high-potential talent in collaboration with some of the top innovators in their fields, offering intensive on-the-job development in the areas of Corporate Audit, Human Resources and Sales and Marketing.
•John F. Welch Leadership Development Center:
At GE, learning is a cultural force and Crotonville is its epicenter. For more than 50 years, the legendary John F. Welch Leadership Center has been at the forefront of real-world application for cutting-edge thinking in organizational development, leadership, innovation and change. Established in 1956, the 53-acre corporate learning campus was the first of its kind in the world.
The Crotonville campus attracts the world's brightest and most influential minds in academia and business. Every year, for thousands of our people from entry-level employees to our highest-performing executives, a journey to Crotonville is something of a pilgrimage — a transformative learning experience that, for many, becomes a defining career event.
.
• This summative assessment can be completed in class or at any .docxtawnyataylor528
• This summative assessment can be completed in class or at any other convenient location.
• Students are required to complete this task using digital tools and ensure to submit in an acceptable format, e.g. .docx, .pdf, .pptx, or as advised by your assessor.
• Please use the following formatting guidelines to complete this assessment task:
• Font Size: 12; Line Spacing: Double; Font Style: Times New Roman
• Assessment activities can be completed either in real workplace environment or in a simulated environment such as your classroom. In both cases, appropriate evidence of the assessment activities must be provided.
Instruction to Assessors:
https://zealtutors.com/2021/05/11/assuming-your-organization-was-awarded-the-following-tender-atm-id-naa-rft-20xx-105/
• You must assess student’s assessment according to the provided Marking Criteria.
• You must complete and record any evidence related to assessment activities including role-plays and presentations using appropriate forms which must be attached with student assessment submission.
• You must provide students with detailed feedback within 10 working days from submission.
Assuming your organization was awarded the following tender:
ATM ID: NAA RFT 20xx/1058
Agency: National Archives of Australia
Category: 81110000 – Computer services
Close Date & Time: 15-Aug-20xx 2:00 pm (ACT Local Time)
Publish Date: 15-Jul-20xx
Location: ACT Canberra
ATM Type: Request for Tender
APP Reference: NAA20XX-1
Multi Agency Access: No
Panel Arrangement: No
Description:
A service provider is being sought for the technical upgrade of the Archives’ website Destination: Australia. In order to ensure the best value for money and optimal functionality (for the website and related exhibition interactive) going forward, it is necessary for the website to be transferred from a proprietary CMS to a commonly available CMS (including, but not limited to, an Open Source CMS).
https://4assignmenthelpers.com/assuming-your-organization-was-awarded-the-following-tender-atm-id-naa-rft-20xx-105/
The website will enable the National Archives of Australia to collect user contributed data about the photographic collection featured on the site. The interface must be modern, engaging and user-friendly, designed to meet the needs of people of all ages, and differing levels of computer and English literacy. The website must interact successfully with an exhibition interactive via an existing API. There is an option for hosting, maintenance and support services to be provided from contract execution until 31 December 2019.
Timeframe for Delivery: November/December 20XX with a possible extension of up to 3 years for hosting and maintenance.
http://assignmenthelp4u.com/assuming-your-organization-was-awarded-the-following-tender-atm-id-naa-rft-20xx-105/
The Requirement
The National Archives of Australia (Archives) (the Customer) is responsible under the Archives Act 1983 (Cth) for the preservation and storage of .
• 2 pages• APA• how the airport uses sustainability at the o.docxtawnyataylor528
• 2 pages
• APA
•
h
ow the airport uses sustainability at the operational side/airside (everything behind the gate and basically where the airplanes are) at an airport
• e.g. use of electric cars at the airfield, like buses for passengers etc.
• Due 6 PM (NY Time)
Thank you so much!
.
¿Lógico o ilógicoIndicate whether each of the doctors statemen.docxtawnyataylor528
¿Lógico o ilógico?
Indicate whether each of the doctor's statements is
lógico
or
ilógico
.
"En este hospital se prohíben exámenes médicos."
"Esta mañana se me rompió la mano; tuve que cancelar todas las citas de esta semana."
"Se necesitan medicinas porque hay pacientes enfermos."
"En mi consultorio se regalan radiografías."
"A un enfermero se le cayeron unas botellas; por eso el paciente se quitó los zapatos."
Oraciones con
se
Rewrite the sentences using
se
.
Modelo
Buscamos médicos bilingües.
Se buscan médicos bilingües.
No pueden hablar por teléfono.
Mariela sufre muchos dolores de cabeza. Debe trabajar más.
Fiebre
se escribe así: efe - i - e - be - ere - e.
A Felipe no le gustan mucho las películas; va al cine constantemente.
Conversaciones
Choose the correct adverbs to complete the conversations.
—Éstas son las pastillas que usted debe tomar. Recuerde, son cuatro pastillas al día; debe tomarlas...
—Perdone, doctora, ¿puede hablar más ? Es que con este dolor de cabeza escucho.
—¿Te enfermas ?
— , me enfermo una vez al año.
—¿Qué te dijo el médico?
—Que debo nadar una hora, tres veces por semana porque siento dolor en los huesos. La natación es muy buena para la circulación y no lastima los huesos.
Adverbios
Fill in the blanks with words from the list. Two words will not be used.
a tiempo
casi
muchas veces
poco
rápido
tarde
Mi amigo Onofre y yo estudiamos medicina. A nuestra profesora de biología le importa mucho la puntualidad. Si los estudiantes llegan
(1) [removed],
ella está de buen humor; pero si no, ¡ojo (
watch out
)!
(2) [removed]
Onofre y yo llegamos
(3) [removed]
a clase, y ahora bajaron nuestras notas (
grades
). ¡Vamos a tener que caminar
(4) [removed]
a clase!
.
·Which of the following is considered a hybrid organizational fo.docxtawnyataylor528
·
Which of the following is considered a hybrid organizational form?
·
sole proprietorship
·
corporation
·
limited liability partnership
·
partnership
.
·Write aresearch paper of three (3) body pages on a narrow aspec.docxtawnyataylor528
·
Write aresearch paper of three (3) body pages on a narrow aspect of the topic
“
how a specific innovation or discovery from the past has impacted or changed some aspect of human history.”
The paper may be either an argumentative or analytical essay. Utiliz
e
at least three
high-quality academic references that you access through FDU on-line or physical libraries.
At least one must be a scholarly/peer reviewed article.
Use of Wikipedia, blogs, .com websites of people not known as experts in their fields, and similar sources do
not
meet this “high-quality” requirement.
·
Develop a clear thesis statement that you will support in your paper. This requires researching, analyzing, appropriately quoting, paraphrasing and summarizing the resources as well as synthesizing material. Utilize information from your resources to draw implications that support your thesis. Be SPECIFIC and EXPLICIT in providing data and in drawing conclusions
·
Your paper will be written in APA format and must include:
·
Title page
·
Abstract
·
Fully researched body with appropriate in text citations
·
References
·
Appendices (if appropriate)
Cover, Abstract/Prefatory Information, References, Appendix, Illustrations and other support materials
are in addition
to the three body pages noted above.
Your paper
must
be double space, 12 pt. Times New Roman, with paragraph indents, no extra spaces between paragraphs, on US letter paper. Margins must be 1 inch top, bottom and
both sides, with alignment flush left and uneven, or
ragged
, on right.
·
In-text citations (including secondary source citations) and references must follow APA guidelines as covered in class and in handouts that are distributed to you.
Your OUTLINE/graphic organizer will be graded separately and will be worth 10 points. Your paper will be worth 90 points, for a total of 100 points on this assignment.
.
·InterviewConduct an interview and document it.During this c.docxtawnyataylor528
·
Interview
Conduct an interview and document it.
During this course we have learned about organizational culture and structure, we have spoken of feedback and job types. As project that pulls together all concepts from this course you will conduct an interview. Document the interview and draw a conclusion in a short four to five sentence summary of the experience.
1.
create 8 to 10 professional and quality interview questions
2.
decide how you are going to document the interview (audio, video or type)
3.
conduct the interview
4.
confirm that the interview was documented
5.
write the summary paragraph
6.
submit your assignment
The topic and interviewee are to be of your choice and should allow you to learn something that will help in pursuit of your career.
.
·Submit a 50- to 100-word response to each of the followin.docxtawnyataylor528
·
Submit
a 50- to 100-word response to
each of
the following questions:
o
Understanding a Will
1.
What is
a will and what is
the benefit of having
one
?
2.
Why is it important to also have a living revocable trust with a will?
o
Creating a Durable Power of Attorney for Health Care
What is a Durable Power of Attorney for Healthcare? What information does the document provide? How is this document related to an advance directive (aka living will)?
o
Understanding the Purpose of the Must-Have Documents
4.
Why might these forms need to be
updated?
How would you go about making these updates to ensure they are valid?
5.
In what ways did you find any of these forms to be difficult to complete? What did you learn as a result of completing these forms?
.
·Section 3·Financial management, quality and marketing asp.docxtawnyataylor528
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Section 3
·
Financial management, quality and marketing aspects of the organization
·
Financial
·
Analysis of the service reimbursement for the organization (State, Federal, Insurance and Private Pay)
·
Methods of funding
·
Research issues
·
Quality and Ethics
·
Accreditation
·
Awards
·
Regulation
·
Ethical issues regarding who receives care at the organization
·
Marketing
·
Strategies
·
Branding
·
Community and employee involvement
·
Section 4
·
Impact of economic and outside influences to the organization
·
National and world economy impact
·
Explanation of the sustainability of this organizational care model
·
Healthcare reform
·
Regulations
·
Section 5
·
Conclusion for your paper and combine all the sections into a project paper
·
Recap the info regarding organization
·
Glimpse into the future for the organization based on your learning
·
Combine all parts into a APA formatted product
.
·Why is the effort to standardize the language used in reporti.docxtawnyataylor528
·
Why is the effort to standardize the language used in reporting clinical trials (MedDRA) important to harmonization throughout the world?
IMPORTANCE OF STANDARDIZING THE LANGUAGE USED IN
(MedDRA)
Reason for standardizing the language used in MedDRA)
.
·Humans belong to the genus Homo and chimpanzees to the genus .docxtawnyataylor528
·
Humans belong to the genus Homo and chimpanzees to the genus Pan, yet studies of primate genes show that chimpanzees and humans are more closely related to one another than each is to any other animals. In light of this result, some researchers suggest that chimpanzees should be renamed as members of the genus Homo. Discuss at least three (3) practical, scientific, and / or ethical issues that might be raised by such a change in naming. aleast 400 words.
.
·Crash House II and add resources and costs—remember, only crash.docxtawnyataylor528
·
Crash House II and add resources and costs—remember, only crash tasks on the critical path and start with the lowest cost.
•
Perform resource allocation and crash House II for House III homework.
I need an Email address to send the attachment I can't uploade it here.
.
·What is the main difference between the approaches of CONFLICT .docxtawnyataylor528
·
What is the main difference between the approaches of CONFLICT THEORY and FUNCTIONALIST THEORY about the nature of crime and criminality? Elaborate with examples.
D DO you agree or disagree with the premise that the media portrays women as sexual objects.
·
Describe the boundaries you think that the media should adhere to when it comes to issues of sexuality.
.
·What is the work of art’s historical and cultural context·.docxtawnyataylor528
·
What is the work of art’s historical and cultural context?
·
Does the work adhere to the conventions of the style movement / artistic period, or does it go against those conventions?
·
How are the two works of art similar? How are they different?
o
What can we conclude from those similarities and differences?
Your draft should be 2 – 3 pages long and include at least
four
scholarly sources (two for each work of art). Check out these databases from the
Shapiro Library website
to help you get started:
·
JSTOR: you can search by subject; “Art & Art History” is your best bet here
·
Project MUSE: you can search for articles by subject here as well; look for articles under “Art and Architecture”
.
·Review the steps of the SDLC. Explain why quality service deliv.docxtawnyataylor528
·
Review the steps of the SDLC. Explain why quality service delivery depends on the execution of the service delivery life cycle. Discuss the aspects of the SDLC that are critical to quality service management. Explain your answer.
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From the e-Activity, explain how the service delivery model used within an organization impacts an IT organization at the enterprise level.
.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Journal of Economic Development, Management, IT, Finance and M.docx
1. Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 1
An Empirical Study of Leadership Styles
Cameron Boykins, Scott Campbell, Michelle Moore, Shikha
Nayyar
Drexel University, USA
[email protected], [email protected], [email protected],
[email protected]
Abstract
This study examined the usage of different leadership styles as
they relate to position, industry and
various situations. Both project team members and project
managers from four different industries
completed surveys. Initially, we believed that participant’s
position, industry and different
situations would have no effect on the leadership styles being
employed in a project, and our target
was to find the best leadership style. Upon deeper analysis of
the data gathered from various
2. industries, the results were surprisingly different. The analysis
of the study revealed how the
participant’s position and industry affected the leadership styles
and how the opinions of both the
Team Members and Project Managers change when subjected to
various circumstances. Some
very interesting questions and situations have been analyzed in
this report even though the number
of subjects and industries surveyed were limited in scope.
Keywords: Leadership style, project managers, team members
Introduction
In terms of leadership styles a wide variety exists for one to
employ. There isn’t firm consensus as
to which styles prove to be the most effective. Different
situations call for different approaches,
however, is there a correlation between industry, team
demographics, and age as to which method
is most utilized? The team seeks to examine these numerous
methods of managerial leadership to
3. determine which are most applied and considered most
effective. Furthermore, respondents were
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 2
asked which style they preferred their own managers to employ.
As a counterpart, the team was
also interested in understanding which styles were least
utilized. A sample of thirty respondents
from four different industries and backgrounds were surveyed to
assist the team with several
questions. First, a short series of demographic questions were
asked of the respondents to
determine the makeup of the sampling pool. Ideally, the group
sought to survey a diverse pool of
male and female managers and team members. Also, different
ages were examined as a way of
determining if there are new trends emerging in management.
Second, a variety of situationally
based questions were asked to determine which method would
be applied under given
4. circumstances. This revealed what method managers employed
despite earlier notions of what
styles they preferred. Both qualitatively and quantitatively, the
group believes that the results will
reveal that a mix of styles will be applied for various
circumstances, and indeed in real life
situations. If a manager is met with changing scenarios then a
mix of styles will be employed.
Literature Review
Command & Control Leadership
According to the article, Five Leadership Styles for Successful
Project Management, the Command
& Control Style is a form of leadership that is useful in
situations in which one is more familiar
with what is needed to execute an objective and the
person/persons that one are working with are
unfamiliar. The Command & Control style is utilized mainly
when there is a crisis or when
working with individuals who are not knowledgeable about a
particular task. People who have
little to no knowledge about a task or assignment need
direction, which makes it useful to use this
5. technique with beginners. Those who are very effective
managers are able to determine when it is
necessary to use this technique, as it is not a very popular
leadership style amongst project team
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 3
members (Meyers, 2012).
A leader utilizing the Command & Control style of management
can be very helpful in getting an
organization back on the right track. This type of leader is
excellent in problem solving and dealing
with challenges that arise throughout a project, as well as
helping to find solutions or alternative
ways to handle situations. Command & Control leaders work
best when directive leadership is
expected. An example of this would be the military, in which
there is one clear-cut leader and
subordinates that follow his direction.
In the article, How Command and Control as a Change
Leadership Style Causes Transformational
6. Change Efforts to Fail, it points out that Command & Control is
centered on keeping power over people and processes within an
organization. In projects that can
be separated or protected from outside influences and the outset
and the plan of the project can be
created and performed through a number of stabilized
circumstances. In a Command & Control
environment, employees don’t have to change significantly and
do not have to be fully on board
with a project to ensure that it is successful. However, this does
not mean that a project under this
type of leadership will be successful, especially in projects in
which there is a transitional period.
These projects are rarely successful when using Command &
Control (Anderson, Anderson, 2013).
An article entitled, The Command and Control Management
Method points out one of the
downsides to the Command & Control Style approach. The
article says that oftentimes,
management may not have much time to micromanage an entire
team, especially when there are
not many managers. With projects in which everyone is working
on something different, this type
7. Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 4
of management can really prove ineffective because
management may take place for an instance,
but will disappear over time due to a manager having to be
responsible for micromanaging other
members of the team. This can cause major problems because a
manager will not be able to see if
what they were responsible for managing was executed
effectively to create the outcome desired
(Spolesky, 2006).
Relations-Oriented Leadership
The article Five Leadership Styles for Successful Project
Management states, “effective managers
build rapport among people on their team. They encourage them
to bond with each other, work as
a team and focus people on common goals” (Meyers, 2012).
Leaders utilizing the Relations-
Oriented style of management focus on motivating other team
members as well as their overall
well-being.
8. An article entitled, Tasks vs. Relationship Leadership Theories,
illustrates that a Relations-
Oriented leader is one that is more concerned about their
interactions with people and as “those
who often act as mentors to their subordinates.” These leaders
take time to set up appointments
with their employees and take the feedback given as a factor in
the decision- making process and
try to make the work environment as enjoyable and positive
(Morley, 2013.)
Leadership Styles - Leadership Skills from Mindtools, outlines
many of the qualities of the Relating
style of management. Leaders who take on this type of
management are focused on “organizing,
supporting and developing the people on their teams.” This
style works well in that it encourages
participation and working as a team to execute goals. These
types of leaders encourage strong
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 5
9. communication and the utilization of good collaboration and
teamwork. With Relations-Oriented
leadership, everyone is treated equally on the team and are very
approachable.
These types of leaders focus on the everyone’s well-being in the
group and try to make themselves
as available as possible for those members in need of advice.
The article also addresses the benefits
and downsides of this type of leadership. It illustrates that “the
benefit of this leadership style is
that people-oriented leaders create teams that everyone wants to
be a part of” and oftentimes,
members of a team will be more than likely to take risks due to
the fact that they have a leader that
will provide them with support. In regards to the downside of
Relations-Oriented leadership, it
states that “some leaders can take this approach too far”, and
may put more focus into their team’s
development as opposed to task (MindTools.com, 2013).
Hands-On Leadership
Five Leadership Styles for Successful Project Management
states that the Hands-On style of
10. management is most effective “when project managers need to
step in and get a job done” (Meyers,
2012).
A piece by writer Linda Ray entitled, What is Hands-On
Leadership? describes true Hands-on
leadership as being able to fully assume the role of leadership,
steering from the front, and having
the ability to work together with employees to achieve the
objectives that the company has in mind.
An article from another website, written by Eryn Travis, also
entitled What is Hands-On
Leadership? defines hands-on leaders as those who “straddle the
worlds of leadership and
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 6
management by creating a vision and modeling behavior but
never completely detaching from the
day-to-day needs and operations of the business.” Hands-on
leadership entails the blending of
leadership with management and giving feedback on a
consistent basis, establishing coaching
11. sessions with employees, demonstrating by example, and
keeping the line of communication open.
An advantage that comes with this style is having both the
positive and negative organization and
customer news because this allows a hands-on leader to have a
better understanding of the industry
they are in. A disadvantage is that the Hands-On style of
leadership may not be useful in situations
in which there may be en experienced and effective worker
already performing at a high level
(Travis, 2013).
The piece, Hands on Managers vs. Micromanagers discusses
some of the basics, as well as pros
and cons of Hands-On style management. A manager that uses
this approach
is involved along with employees that are working on tasks.
One of the pros of Hands-On managers
is their ability to lead by example, due to their “willingness to
engage in the same type of work as
their employees.” As a result, they are also more cognizant of
members that need to be coached or
trained. However, this close involvement with employees can
also be negative, because it can
12. “alienate workers and prevent the manager from supervising and
coaching his team” (Kokemuller,
2013).
Coaching Leadership
The Coaching Management is described in the article, Five
Leadership Styles for Successful
Project Management, as a style that is meant to help with the
development of people from a long-
term standpoint. Leaders using this style advise their team
members and then follow up with them
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 7
to make sure that their goals are met on time (Meyers, 2012).
The article, 6 Leadership Styles, And When You Should Use
Them, expresses similar sentiments
on leaders that take on the Coaching style. It mentions that a
coaching leader “develops people for
the future” and as a style that is most effective “when the leader
wants to help teammates build
13. lasting personal strengths that make them more successful
overall.” The article also points out that
this technique is least effective when members of a team are not
open to feedback or willing to
learn (Benincasa, 2012).
Another article titled, How Coaching as a Leadership Style
Boosts Morale, goes in more depth
about the Coaching leadership style, naming five reasons for
why it works. The article notes these
five reasons for its success, saying that “coaching levels the
playing field, coaching builds up
confidence and competence, coaching promotes individual and
team excellence, coaching
develops high commitment to common goals and coaching
produces valuable leaders.”
The Coaching style of leadership is also good for boosting
morale. Leaders are able to boost the
morale of team members by trying to find areas in which they
are strong and weak in and being
able to tie these in with a team member’s career goals. Leaders
who are good at utilizing the
Coaching style are able to assign challenging tasks. For leaders
looking to build up another’s skill
14. capacity, the Coaching leadership style is very effective and
intelligent from an emotional
standpoint.
The article also discusses how some managers used Coaching
management on their selves as a
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 8
way of self-coaching and were able to find solutions to their
own problems with good results. As
a result, these managers became more confident and more in
control, as well as experiencing a
lesser amount of stress (Henson, 2013).
Democratic Leadership
The Democratic management style emphasizes the importance
of input from team members. The
article, Five Leadership Styles for Successful Project
Management describes the Democratic style
as being about building the team consensus and being great
when managers use it in planning. It
15. is beneficial in planning because the input that gained from
people, especially those that actually
implement the plan, it will become “reality-based” and it
minimizes the chance of leaving
something out that is critical to an objective. The article also
says great managers use Democratic
leadership in planning because it gives people the perception
that “their voice has been heard and
they own the plan.” This method of democratic planning makes
all parties involved want to buy-
in to the plan (Meyers, 2012).
According to the article from MindTools.com entitled,
Leadership Styles –
Leadership Skills from Mindtools.com, democratic leaders are
able to make final decisions while
also including team members in the process of making
decisions. Democratic leaders encourage
creativity amongst the team, and members of the team are also
very engaged in the projects.
Mentioned in the article are also some of the positives and
negatives of the Democratic
management style. Due to the inclusion of team members in
many of the decisions made regarding
16. the project, team members are said to be very satisfied with
their job and production. This enables
team members to feel like they are in control of the outcome,
which makes them more motivated
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 9
to work in an efficient manner other than just for the reward
they receive from a financial
standpoint.
One of the downsides to Democratic leadership is that it can
take time for participation to occur,
which can slow down the decision-making process. However,
the result of this approach is good
when it is essential to work as a collective unit, and also “when
quality is more important than
efficiency or production.” Another negative that comes with this
style of leadership is that because
it is better used when working as a group and in a patient
manner, it can “hinder situations when
speed or efficiency is essential.” This is true in situations in
which there is a crisis and a team does
17. not have the time needed to gather opinions from everyone. In
addition to this, team members may
not be knowledgeable enough to give high quality feedback
(MindTools, 2013).
An article on leadership-toolbox.com entitled The Democratic
Leadership Style describes the
Democratic leadership style as being a very open style of
leadership in which discussion amongst
the team is free-flowing. It involves the encouragement of
people sharing their ideas, and then
processing the ideas to figure out the best solution possible.
Some good fits that were listed as
good first for Democratic leadership were creative groups that
focus on advertising or design,
consulting, most of the service industry, and education.
One of the ways in which this style is most effective is when the
line of communication is open.
Everyone needs to feel comfortable enough to communicate
their ideas so that all options are
examined. Another way in which this style can be successful is
when the discussion is focused. It
18. Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 10
cannot be a random assortment of ideas. The leader is
responsible for keeping the discussion on-
topic (Leadership-Toolbox, 2008).
Methodology
Participants
Participants included 21 project team members and nine project
managers (19 males and 11
females) in four different industries. The project team members
included personnel from shared
services as well as personnel from the project management
office. All participants were also
categorized into five specific age groupings.
Materials
A questionnaire (Appendix A) was developed with four
demographic questions and nine scenario
based questions relating to project management leadership. Each
of the nine questions had six
answer choices, five predetermined leadership styles, and blank
19. line where the participant could
write in their own answer to the question. There was comments
section provided on the last page.
Each participant would receive a paper or electronic copy of the
questionnaire.
Procedure
Individuals volunteering for the study were provided a brief
description of the study and asked to
complete the demographics questions prior to starting the
survey. The individuals were briefed on
the five predetermined project management styles. They were
also briefed that they could select
to insert a different leadership style if they believed that none
of the five would be correct for the
scenario. Each member of the study was provided a paper or
electronic copy of the questionnaire.
The participants were asked to put a check in the box next to the
answer that they believe to be
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 11
correct. At the end of the questionnaire participants were given
a comments section to expound on
20. any of the questions or to comment about project management
leadership in general. All
participants were given 4 days to complete the survey and
return it to the individual who provided
it to them. The complete survey was conducted over a twelve
day period from 21 November to 3
December 2013, in Virginia, Maryland, New Hampshire and
Colorado.
Description and Analysis of Project
Data gathered (Appendix B) is analyzed using various statistical
tools. The group analyzed data
and divided it into two parts: Quantitative and Qualitative
analysis.
Quantitative Analysis
In this analysis, the main focus was on the data gathered from
Q1, 3, 4 and 5 of Appendix A. This
analysis has been divided into further subgroups. These are:
(i). Least and Most utilized methods
Graph 1: Analysis of Q1 of questionnaire showing the most and
least utilized method based on
21. Gender (F=Female and M=Male)
Based on the analysis of Q1of questionnaire, the group can
analyze that method ‘E’ i.e. ‘The
Coaching Management Style’ is the most utilized style with 11
participants out of 30 opting for it.
3 1
5
21
6
3
1
6
2
0
5
10
15
A B C D E F
F M
22. Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 12
On the other hand, for least utilized method, there is a tie
between method ‘A’ and ‘D’ i.e. ‘The
Command and Control Style’ and ‘The Hands-on Style’
respectively.
(ii). Team Members response v/s Project Managers response
Row Labels A B C D E F Grand Total
PM 1 2 2 2 2 9
TM 7 2 1 9 2 21
Grand Total 1 9 4 1 11 4 30
Table1: Response table of Project Managers (PM) and Team
Members (TM) for Q1of
questionnaire
Graph 2: Analysis of Q1of questionnaire showing the difference
in response between Project
Managers and Team Members
Based on the analysis of Q1 of questionnaire and from the Table
and Graph above, we can conclude
23. that Project Managers do not have an inclination towards any
one specific style. On the other hand,
Team Members have a huge inclination towards style ‘E’ and
‘B’ i.e. ‘The Coaching Management
Style’ and ‘The Relating Management Style’.
0
5
10
15
20
25
PM TM
F
E
D
C
B
A
24. Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 13
(iii). Effect of leadership styles on various industries
Row Labels B C D E
Grand
Total
EDUCATION INDUSTRY 0.00% 66.67% 0.00% 33.33%
100.00%
GOVERNMENT
CONTRACTING 23.08% 7.69% 0.00% 69.23% 100.00%
LOGISTICS 16.67% 50.00% 0.00% 33.33% 100.00%
MEDICAL DEVICES INDUSTRY 25.00% 0.00% 12.50%
62.50% 100.00%
Grand Total 20.00% 20.00% 3.33% 56.67% 100.00%
Table 2: Percentage analyses of Q5 of questionnaire to detect
the effect of leadership
styles on various industries
Graph 3: Percentage analysis of Q5 of questionnaire to detect
the effect of leadership
25. styles on various industries
Based on the analysis of Q5 of questionnaire, one can see that
while some industries like
the ‘Government Contracting Industry’ and the ‘Medical
Devices Industry’ prefer method
‘E’ i.e. ‘The Coaching Management Style’, other industries like
the ‘Education
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 14
Industry’ and the ‘Logistics Industry’ have an inclination
towards method ‘C’ i.e. ‘The
Democratic Management Style’.
Qualitative Analysis
In this analysis, the main focus was on the data gathered of Q6,
7, 8, 9, 10 of Appendix A.
The analysis has been divided further into various situations:
(i). Situation-1
Graph 3: Responses of Project Managers (PM) and Team
Members (TM) for Q6 of
26. questionnaire
When a situation, where time was a constraint, was provided to
Project Managers (PMs)
and Team Members (TM), analyzed from Q6 of our
questionnaire that both PMs and TMs
preferred method of style changed to style ‘D’ i.e. ‘The Hands-
On Style’.
3
1
5
5
2
12
1 10
2
4
6
8
10
12
27. 14
16
18
A B C D E F
PM TM
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 15
(ii). Situation-2
Graph 5: Responses of Project Managers (PM) and Team
Members (TM) for Q8 of
questionnaire
When subjected under a situation where the absence of a team
member would affect the
project deadline, the response of the Project Managers and the
Team Members shifted
drastically to method ‘D’ i.e. ‘The Hands-On Style’.
(iii). Situation-3
29. 5
10
15
20
25
A B C E
PM TM
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 16
Graph 4: Responses of Project Managers (PM) and Team
Members (TM) for Q9 of
questionnaire
When a situation was provided to both PMs and TMs that in
case of a project where no-
one on the project team has worked with any of the others prior
to the project, which
management method would you prefer; we got a huge response
for method ‘B’ i.e. ‘The
30. Relating Management Style’.
Summary
1.
From the analysis of the data, there is a clear difference in
opinions of Project Managers
and Team Members and how their responses change when
subjected to different
circumstance. Project managers realized from the start that no
one management style was
applicable 100% of the time, and that situation along with the
ability of the team had a
determination in which leadership style would be used. In all
questions, the team members
selected twice as many options for answers as did the project
managers.
The group also analyzed that while the Team Members prefer a
specific method to be
employed by their Project Managers, the Project Managers
themselves prefer switching
between various methods when working on a particular project.
Team members
overwhelmingly selected the two “softest” style of management
31. (“Relating” and
“Coaching”) when asked which style they believed was best
when managing a project.
However their answers changed dramatically when given the
scenario based questions that
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 17
put them in the position of the project manager. The Team
members were more apt to select
“Hands-on” or “Command and Control”.
The study seems to conclude that no one particular management
style is correct any all
situations and that within the project teams, multiple
management styles are needed to get
the best results from all team members. It also seems to
conclude that particular industries
may manage projects differently, which raises additional
questions about the type of
individuals that work within specific industries and how they
manage or are managed. In
32. the end every leadership style is important when subjected to
particular circumstances.
Conclusion
As previously discussed in the summary the team’s initial
assumptions were proven both
correct and incorrect. From the limited pool of respondents we
gleaned that the softer
management styles were preferred overall to both manage with,
and to be managed with.
A slight preference was chosen for the coaching management
style over the relating style
but both have similar attributes. The least preferred methods
would be the (harder) styles
of management although the qualitative questions revealed their
necessity to get the job
done.
The demographics of the respondent pool, however small, might
offer a glimpse of the
future of Project Management. Despite age, gender, and
industry most of the respondents
seem to have similar inclinations towards softer styles being
utilized unless circumstances
require otherwise. This study demonstrates that effective
33. management correlates to the use
of a mix of approaches in team leading. It also provided an
exercise in empathy, as team
members were forced to reflect on how they would proceed in
given situations. Some of
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 18
the respondent’s answers were contradictory, in that their
preferred method of being
managed was not always their chosen method of handling crises.
Perhaps, respondents
completed the survey with a renewed sense of the complexities
that face their respective
managers. If there is any single conclusion to draw from our
data set it is that management
and leadership call for good judgment, and that judgment will
be needed to determine what
style to use, and when.
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 19
34. References
Spolesky, J. (2006, August 8). The Command and Control
Management Method - Joel on
Software. Retrieved November 19, 2013, from
http://www.joelonsoftware.com/items/2006/08/08.html
Anderson, D., & Anderson, L. A. (2013). How Command and
Control as a Change
Leadership Style Causes Transformational Change Efforts to
Fail | Change
Leader's NetworkChange Leader's Network. Retrieved
November 20, 2013, from
http://changeleadersnetwork.com/free-resources/how command-
and-control-as-a-
change leadership-style-causes-transformational-change-
efforts-to fail
Meyer, S. (2012, October 20). Five Leadership Styles for
Successful Project Management
|Lead on Purpose. Retrieved November 19, 2013, from
http://leadonpurposeblog.com/2012/10/20/five-leadership-
35. styles-for-successful-
project-management/
Kokemuller, N. (2013). Hands-On Managers Vs. Micromanagers
| Chron.com. Retrieved
November 26, 2013, from http://work.chron.com/handson-
managers-vs-
micromanagers-3516.html
Ray, L. (2013). What is Hands-On Leadership? | Business &
Entrepreneurship -
azcentral.com. Retrieved November 26, 2013, from
http://yourbusiness.azcentral.com/handson-leadership-
7838.html
Travis, E. (2013). What Is Hands-On Leadership? | Chron.com.
Retrieved November 26,
2013, from http://smallbusiness.chron.com/handson-leadership-
24933.html
MindTools (2013). Leadership Styles - Leadership Skills from
MindTools.com. Retrieved
November 26, 2013, from
http://www.mindtools.com/pages/article/newLDR_84.htm
36. Morley, M. (2013). Task vs. Relationship Leadership Theories |
Chron.com. Retrieved
November 26, 2013, from http://smallbusiness.chron.com/task-
vs-relationship-
leadership-theories-35167.html
Benincasa, R. (2012, June). 6 Leadership Styles, And When You
Should Use Them | Fast
Company | Business + Innovation. Retrieved November 26,
2013, from
http://www.fastcompany.com/1838481/6-leadership-styles-and-
when-you-should-
use-them
Henson, R. (2013, January 14). How coaching as a leadership
style boosts morale.
Retrieved November 26, 2013, from
http://blog.manageelitetraining.com/coaching-
boosts-morale/
Leadership-Toolbox (2008). The Democratic Leadership Style.
Retrieved November 26,
http://www.joelonsoftware.com/items/2006/08/08.html
38. Appendix A
Survey of PMs and TMs
Please answer the three demographic questions below before
proceeding to the
survey.
1) Industry currently employed in:
_________________________
2) Current Position: Project Team Member Project
Manager
3) Gender: Male Female
4) Age: 20-30 30-40 40-50 50-60 60+
Please choose one of the five styles of Management choices
below you feel is best for
managing projects. If none is applicable please select answer F
and provide your own
choice.
A. The Command & Control Style: The Project Manager
provides specific direction
39. for everything.
B. The Relating Management Style: The Project Manager
encourage the team to bond
with each other, work as a team and focusing people on common
goals
C. The Democratic Management Style: This style is all
about gaining buy-in and
building team consensus
D. The Hands-On Style: When the managers feels the need
to step in and get the job
done.
E. The Coaching Management Style: The Project Manager
understands the value of
asking questions that direct people to uncover their own
solutions. They advise and
follow up to be sure people meet their goals on time.
F. ____________________________
Journal of Economic Development, Management, IT, Finance
40. and Marketing, 5(2), 1-31 Sept 2013 22
Q3. Which of the following leadership styles do you believe
most project managers
have?
A. The Command & Control Style
B. The Relating Management Style
C. The Democratic Management Style
D. The Hands-On Style
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 23
E. The Coaching Management Style
F. ____________________________
Q4. Which of the following leadership styles do you or your
project manager
currently have?
41. A. The Command & Control Style
B. The Relating Management Style
C. The Democratic Management Style
D. The Hands-On Style
E. The Coaching Management Style
F. ____________________________
Q5. If you were a team member, which of the following
leadership styles would you
like your project manager to have?
A. The Command & Control Style
B. The Relating Management Style
C. The Democratic Management Style
D. The Hands-On Style
E. The Coaching Management Style
F. ____________________________
Q6. If you find yourself in the middle of a situation where you
42. know that you won’t
be able to complete your project on time, which style would you
choose to succeed?
A. The Command & Control Style
B. The Relating Management Style
C. The Democratic Management Style
D. The Hands-On Style
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 24
E. The Coaching Management Style
F. ____________________________
Q7. A team member is creating friction and bad chemistry for
the team but has very
good productivity. Other team members tell you that he needs to
be taken off, but
his productivity has been held in high regard by the project
sponsor. What
43. leadership style would you use to handle the situation?
A. The Command & Control Style
B. The Relating Management Style
C. The Democratic Management Style
D. The Hands-On Style
E. The Coaching Management Style
F. ____________________________
Q8. A hard-working project team member calls out for a week
due to an illness.
Although he is one of the hardest working team members, his
absence could set the
project back 2 weeks after the original deadline. What
leadership style would you
use to continue toward a successful project outcome?
A. The Command & Control Style
B. The Relating Management Style
C. The Democratic Management Style
D. The Hands-On Style
44. E. The Coaching Management Style
F. ____________________________
Q9. You are the project manager for a project where no-one on
the project team has
worked with any of the others prior to this project. Which of the
following leadership
styles would you first attempt to employ?
A. The Command & Control Style
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 25
B. The Relating Management Style
C. The Democratic Management Style
D. The Hands-On Style
E. The Coaching Management Style
F. ____________________________
45. Q10. You are a member of a NEW project team. Which of the
following leadership
styles would you prefer your project manager to employ?
A. The Command & Control Style
B. The Relating Management Style
C. The Democratic Management Style
D. The Hands-On Style
E. The Coaching Management Style
F. ____________________________
Comments:___________________________________________
___________________
_____________________________________________________
___________________
_____________________________________________________
___________________
_____________________________________________________
___________________
_____________________________________________________
___________________
47. Q
3
Q
4
Q
5
Q
6
Q
7
Q
8
Q
9
Q1
0
GOVERNMENT
CONTRACTING PM M 50-60 F E F E D B D B A
GOVERNMENT
CONTRACTING TM F 30-40 F F F E F E F B B
GOVERNMENT
CONTRACTING TM F 40-50 E F A E B E D E E
GOVERNMENT
CONTRACTING PM M 40-50 B B B E D B D B A
48. GOVERNMENT
CONTRACTING TM M 40-50 E B E E D B D B E
GOVERNMENT
CONTRACTING TM M 30-40 E B E E D A A B A
GOVERNMENT
CONTRACTING PM M 40-50 F B F E D B D C B
GOVERNMENT
CONTRACTING TM M 30-40 B B B B B B A B B
GOVERNMENT
CONTRACTING TM F 40-50 B A B B D A D B B
GOVERNMENT
CONTRACTING TM F 40-50 B C C E D B D B B
GOVERNMENT
CONTRACTING PM M 30-40 A D A B D B C B A
GOVERNMENT
CONTRACTING PM M 40-50 C B C C A B E B A
GOVERNMENT
CONTRACTING TM M 30-40 B E B E D E B A E
LOGISTICS PM M 50-60 C E C C D B D B E
LOGISTICS TM M 30-40 B B E E A C A E B
LOGISTICS TM M 20-30 E E E C D C D E E
LOGISTICS TM M 40-50 B C B B A E D B B
LOGISTICS TM M 40-50 C B B C D B D B E
49. LOGISTICS TM M 30-40 E C E E D E D B E
MEDICAL
DEVICES
INDUSTRY PM F 20-30 E A E E A B E B E
MEDICAL
DEVICES
INDUSTRY TM F 40-50 E E E E E B D B E
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 27
MEDICAL
DEVICES
INDUSTRY TM F 20-30 C A D B D B D C E
MEDICAL
DEVICES
INDUSTRY PM M 50-60 E C E E C B D B E
MEDICAL
DEVICES
INDUSTRY TM M 30-40 D E E D A B A C D
MEDICAL
DEVICES
INDUSTRY TM M 20-30 E B B E A E D B B
MEDICAL
DEVICES
50. INDUSTRY TM F 20-30 E A A E A A A B B
MEDICAL
DEVICES
INDUSTRY PM M 50-60 B A B B A E D B B
EDUCATION
INDUSTRY TM F 60+ F A A C D E A C C
EDUCATION
INDUSTRY TM F 60+ E D A E D B D B C
EDUCATION
INDUSTRY TM F 20-30 B D A C D B A C E
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 28
51. Appendix C
Summary of Survey
Question
s
Tables Graphs
Q1 Row
Labels PM TM
Grand
Total
A 1 1
B 2 7 9
C 2 2 4
D 1 1
E 2 9 11
F 2 2 4
Grand
Total 9 21 30
Q3 Row
52. Labels PM TM
Grand
Total
A 2 4 6
B 3 6 9
C 1 3 4
D 1 2 3
E 2 4 6
F 2 2
Grand
Total 9 21 30
1 2 2 2 2
7
2
1
9
2
0
2
54. A B C D E F
PM TM
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 29
Q4 Row
Labels PM TM
Grand
Total
A 1 5 6
B 2 6 8
C 2 1 3
D 1 1
E 2 7 9
F 2 1 3
Grand
Total 9 21 30
Q5
55. Row Labels PM TM
Grand
Total
B 2 4 6
C 2 4 6
D 1 1
E 5 12 17
Grand Total 9 21 30
Q6 Row Labels PM TM Grand Total
A 3 5 8
B 2 2
C 1 1
D 5 12 17
E 1 1
F 1 1
Grand Total 9 21 30
1 2 2 2 2
5
57. 5
10
15
20
B C D E
PM TM
3 1
5
5
2
12
1 10
5
10
15
20
A B C D E F
PM TM
58. Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 30
Q7
Row Labels PM TM
Grand
Total
A 3 3
B 8 9 17
C 2 2
E 1 7 8
Grand Total 9 21 30
Q8 Row
Labels PM TM
Grand
Total
A 7 7
B 1 1
C 1 1
D 6 12 18
59. E 2 2
F 1 1
Grand
Total 9 21 30
Q9 Row
Labels PM TM
Grand
Total
A 1 1
B 8 13 21
C 1 4 5
E 3 3
Grand
Total 9 21 30
Q10 Row
Labels PM TM
Grand
Total
A 4 1 5
B 2 8 10
60. C 2 2
D 1 1
E 3 9 12
Grand
Total 9 21 30
8
13
9
2
7
0
10
20
A B C E
PM TM
1
62. A B C E
PM TM
4 2 3
1
8
2 1
9
0
5
10
15
A B C D E
PM TM
Journal of Economic Development, Management, IT, Finance
and Marketing, 5(2), 1-31 Sept 2013 31
Appendix D
Project Managers’ Comments
63. “While the different management styles are all unique, one
often has to adopt
combinations of management styles and at different stages of a
situation. This is what
makes an effective and successful manager- adapting to each of
these as subordinates are
all different, and learn and execute differently based on the
management. There is no
silver bullet approach.”
“An effective manager will be required to use multiple styles of
management in leading
his team and ensuring successful project completion. Although
individuals can represent
a single style for managing a project, a project manager must
have the knowledge, skill
and ability to shift his/her style of management depending in
the project, project team
and/or required outcome. A combination of each of the proposed
five styles is the better
approach.”
“Combination of all styles to effectively support project
execution and successful
completion of all project tasks.”
64. “You may have considered “negative” management styles as a
means to doing sensitivity
analysis of the five styles outlined in the survey. For example,
the “Hands-Off” style of
management, where the project manager refrains from stepping
in when the job needs to
get done, simply allowing his team to find a way to get the work
completed.”
“Regardless of which type of style a PM chooses, he must
always be in-charge. Some
situations require a more participative approach, yet other
require a more authoritative
approach. Situations and people usually dictate the type
required.”
Team Members’ Comments:
“As part of the shared services division, I tend to lean towards
the coaching management
style because it affords team members the opportunity to work
towards (with proper
guidance/support) as opposed to just being handed the answer.”
“Coaching style promotes growth, work hard for a paycheck,
work harder for a program,
work hardest for a person.”
65. “The right style is not hard and fast answer, even with the same
program, manager and
team. Probably best described as situational management, the
manager uses the style
appropriate to the given situation from the toolbox of styles
available to him/her.”
Reproduced with permission of the copyright owner. Further
reproduction prohibited without
permission.