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Leadership presentation I need a personal interview one leader of his/her choice. Examples of leaders can include, but are not limited to, former or current managers or supervisors, educational leaders, civic/business leaders, and religious leaders. This interview can take place via phone, via e-mail, or in person. The questions below need to be answered in the interview. 1. What are the most important qualities an effective leader should have? 2. What is the importance of trust in leadership? 3. What are the qualities you want most in an employee? Why? 4. What is the role of effective communication in leadership? 5. How do you as a leader ensure all employees work effectively as a team? 6. Why is it important to be committed to the growth or yourself and employees, both personally and professionally? After conducting the interview, I need to create a leadership profile of his/her chosen leader within a PowerPoint presentation (5-6 slides). Be sure to include the following in your individual leadership profile: A slide that introduces your chosen leader A summary of the answers to the interview questions A description of the leadership model with which the leader seems most closely aligned .
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Interview a leader of choice. Examples of leaders can include, but .docx
Interview a leader of choice. Examples of leaders can include, but are not limited to, former or current managers or supervisors, educational leaders, civic/business leaders, and religious leaders. This interview can take place via phone, via e-mail, or in person.
After conducting the interview, create a leadership profile of chosen leader within a PowerPoint presentation (5-6 slides). Be sure to include the following in your individual leadership profile:
1.A slide that introduces your chosen leader
2.A summary of the answers to the interview questions
3.A description of the leadership model with which the leader seems most closely aligned
Interview questions:
What qualities should a leader have?
What Qualities should an employee have?
Who had the most influence on your leadership style? Why?
What is the role of effective communication in Leadership?
What is your leadership style? Why?
How have previous leaders affected the way you lead? Why?
...
Professional Development PlanLeadership as a vocation .docx
Professional Development Plan
Leadership as a vocation requires a commitment to professional excellence and integrity, which can be achieved through establishing habits of self-reflection, life-long learning, and professional development. The purpose of this assignment is for you to reflect on where you currently are in your leadership capabilities; define where you want to go; and specify goals, plans, and a timeframe for achieving your professional objectives. Your professional development plan will be composed of three parts: Vision, Goals/Objectives, and Plans.
Vision:
The ability to create, communicate, and compel vision is critical to inspiring and effective leadership. While ultimately many leaders are responsible for developing visions to guide complex organizations, effective leadership begins on a much more personal level—a vision of yourself as a leader. Who are you and who do you want to become in your field or sphere of influence? Once you are clear about that, you can then confidently establish how you will help others and your organization achieve their visions.
Your leadership vision is based on a number of factors including your attitude, values, personal beliefs, guiding principles, and how you behave. It may also be influenced by theoretical, philosophical, or religious frameworks and the leadership traits, values, and behaviors of others. A leadership vision is also dynamic. No great leader ever "arrived." Those who have adopted leadership as their vocation can spend a lifetime in self-reflection in order to continue to learn and more effectively motivate and inspire others.
Spend some time reflecting below on where you currently are in your leadership capabilities, what you have learned about leadership in the course, and how you want to develop and improve as you continue your leadership studies and move forward in your field. Review the document “Essential Leadership Competencies” for an overview of the scope of effective leadership capabilities.
Reflection:
Vision:
Then, in 300-500 words, briefly articulate your vision for yourself as a leader 3-5 years from now. Where do you want to be? What kind of leader do you want to become?
Goals/Objectives:
After you have stated your vision, create five to eight leadership goals/objectives you will strive to meet in the next 3-5 years. Try to formulate at least one goal/objective related to the four major leadership competencies included in "Essential Leadership Competencies": self-leadership, leading others, leading an organization, and leadership as a vocation. Include a brief justification for each goal/objective to explain how it will help you achieve the qualities of professional excellence and integrity required of excellent leaders.
Plan:
Specify activities you will engage in to achieve your goals/objectives. You may find it helpful to research professional development activities in your field or organization to determine what resource.
From Peer to Leader: How to Develop Your First-Time Managers
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
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Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
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MBA 550 Final Project Part I Guidelines and Rubric Fi.docx
MBA 550 Final Project Part I Guidelines and Rubric
Final Project Part I Overview
MBA 550 has two final projects: Final Project Part I: Self-Assessment Investigation, due in Module Three, and Final Project Part II: Leadership Assessment, due in
Module Nine. The course has a milestone assignment in each of the following modules: Two, Four, Five, and Seven. You will select a corporate or organizational
leader who could be a personal role model. The professional self-assessment taken during the course will be the lens through which you will select this leader.
You will research the leader’s professional career track, management and leadership styles, team-building skills, organizational vision and culture, and problem-
solving and conflict-management abilities. You will then compare aspects of your own leadership style to the leadership style of the person you selected.
The leadership and management of a business or organization must have a strong mission and vision and be able to communicate this information well. This
successful communication process is vital because the mission and vision are the base of the organizational culture. Organizational culture, in turn, affects job
performance, employee engagement, job satisfaction, and personal growth and development. Leadership and management skills are foundational for leading an
organization and making managerial decisions. In Final Project Part I, you will review your leadership self-assessment and your chosen leader analysis by
researching the leader and comparing your leadership abilities to those of the leader.
Final Project Part I: Self-Assessment Investigation is due in Module Three. For this assessment, you will select a leader in Module Two from the list provided (or
you may select a leader not on the list with instructor consultation and approval). Your selection of a leader should be informed by the self-assessment you
completed in Milestone One in Module Two. Ideally, the leader you select will be similar to you in many areas. After selecting a leader, you will analyze the
results of your self-assessment and then focus on your chosen leader, analyzing his or her career track and explaining what impact his or her leadership skills had
on the organization and how the leader’s management style helped him or her accomplish goals.
Final Project Part I addresses the following course outcomes:
Analyze results of professional self-assessment tools for informing personal appreciation of leadership skills and areas of professional development
Differentiate between leadership skills and management roles and functions for improving organizational structure, operations, and communication
Final Project Part I Prompt
Your chosen leader analysis should answer the following prompt: Select a leader from the list below. Your selection should be informed by the professional self-
assessment that you completed in Module Two. With instructor consultation and approval ...
Write a 4–6-page analysis of a leader you either interviewed persona
Write a 4–6-page analysis of a leader you either interviewed personally or researched thoroughly. In your analysis, address specific ways the leader demonstrates effective leadership.
Effective leaders realize that employees should be recognized for a job well done. While some people prefer public praise and others prefer personal recognition, most employees want to be recognized in some way. Kouzes and Posner (2017) state that effective leaders begin their leadership development by first learning to lead themselves. Effective leadership begins from within and expands outward to affect others. This development cascades into effective leadership.
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate the purpose and relevance of leadership.
Analyze how a leader reflects the definition of leadership.
Evaluate leadership style, characteristics, or themes in relation to the purpose and relevance of effective leadership.
Competency 2: Evaluate how leadership strengths apply in the workplace and within the community.
Analyze how a leader models leadership.
Analyze how a leader inspires a shared vision.
Analyze how a leader looks for new opportunities that may require experimentation or taking risks.
Analyze how a leader empowers and recognizes the contributions of others.
Toggle Drawer
Questions to Consider
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
How does having or not having a shared vision affect your work? What strategies have you seen used that inspire a shared vision?
How do the leaders you know recognize and acknowledge exceptional work?
Preparation
Throughout your career, you could undoubtedly benefit from analyzing leadership and management characteristics of other leaders and managers you consider effective and successful. This assessment provides an opportunity and framework to do that in the context of effective leadership.
To complete this assessment, you have two options. You may choose to base your assessment on a leader you know personally or on a leader who is well-known. Be sure to read the complete instructions for both options carefully before making a decision.
Instructions
Option A: Interview a Leader You Know Personally
Identify someone you know who is currently serving in a leadership capacity at an organization. You may choose a leader affiliated with your employer, a community leader, a political or church leader, or anyone whose leadership skil ...
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Nurse Leader Interview
Week Two
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What is your background?
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How would you describe a leader?
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What are important qualities or characteristics of leaders?
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What is your personal philosophy of leadership?
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What learning experiences have had the most influence on your own personal development as a leader?
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How do you see leadership evolving in nursing today?
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What are the most challenging issues in your current position?
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As a leader (or manager) in your career, have you had a mentor?
If so, how did this influence your leadership style?
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What advice would you give someone who is aspiring to a leadership position?
Write
a 1,250- to 1,500-word summary of
the interview.
Format
your paper consistent with APA guidelines.
Content
5 points possible
Points available
Points earned
·
Introduction
0.5
·
Leader described or defined as
0.5
·
Important qualities or characteristics
0.5
·
Personal philosophy of leadership
0.5
·
Learning experiences that most influence personal development as a leader
0.5
·
How leadership is evolving in nursing
0.5
·
How mentor has affected leadership style
0.5
·
Advice for aspiring leader
0.5
·
Conclusion and Recommendations
1
Format
2 points possible
Points available
Points earned
·
Follows rules of grammar, usage, and punctuation
·
Has a structure that is clear, logical, and easy to follow
·
Consistent with APA guidelines for title page, running head, formatting and citation of outside works
·
Submit paper to Writepoint and include report with assignment
2
Total
7
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Transforming mindsets for effective leadership
Critical Success Levers:
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2. Engagement - involvement and enthusiasm about the work and the company
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Interview a leader of choice. Examples of leaders can include, but .docx
Interview a leader of choice. Examples of leaders can include, but are not limited to, former or current managers or supervisors, educational leaders, civic/business leaders, and religious leaders. This interview can take place via phone, via e-mail, or in person.
After conducting the interview, create a leadership profile of chosen leader within a PowerPoint presentation (5-6 slides). Be sure to include the following in your individual leadership profile:
1.A slide that introduces your chosen leader
2.A summary of the answers to the interview questions
3.A description of the leadership model with which the leader seems most closely aligned
Interview questions:
What qualities should a leader have?
What Qualities should an employee have?
Who had the most influence on your leadership style? Why?
What is the role of effective communication in Leadership?
What is your leadership style? Why?
How have previous leaders affected the way you lead? Why?
...
Professional Development PlanLeadership as a vocation .docx
Professional Development Plan
Leadership as a vocation requires a commitment to professional excellence and integrity, which can be achieved through establishing habits of self-reflection, life-long learning, and professional development. The purpose of this assignment is for you to reflect on where you currently are in your leadership capabilities; define where you want to go; and specify goals, plans, and a timeframe for achieving your professional objectives. Your professional development plan will be composed of three parts: Vision, Goals/Objectives, and Plans.
Vision:
The ability to create, communicate, and compel vision is critical to inspiring and effective leadership. While ultimately many leaders are responsible for developing visions to guide complex organizations, effective leadership begins on a much more personal level—a vision of yourself as a leader. Who are you and who do you want to become in your field or sphere of influence? Once you are clear about that, you can then confidently establish how you will help others and your organization achieve their visions.
Your leadership vision is based on a number of factors including your attitude, values, personal beliefs, guiding principles, and how you behave. It may also be influenced by theoretical, philosophical, or religious frameworks and the leadership traits, values, and behaviors of others. A leadership vision is also dynamic. No great leader ever "arrived." Those who have adopted leadership as their vocation can spend a lifetime in self-reflection in order to continue to learn and more effectively motivate and inspire others.
Spend some time reflecting below on where you currently are in your leadership capabilities, what you have learned about leadership in the course, and how you want to develop and improve as you continue your leadership studies and move forward in your field. Review the document “Essential Leadership Competencies” for an overview of the scope of effective leadership capabilities.
Reflection:
Vision:
Then, in 300-500 words, briefly articulate your vision for yourself as a leader 3-5 years from now. Where do you want to be? What kind of leader do you want to become?
Goals/Objectives:
After you have stated your vision, create five to eight leadership goals/objectives you will strive to meet in the next 3-5 years. Try to formulate at least one goal/objective related to the four major leadership competencies included in "Essential Leadership Competencies": self-leadership, leading others, leading an organization, and leadership as a vocation. Include a brief justification for each goal/objective to explain how it will help you achieve the qualities of professional excellence and integrity required of excellent leaders.
Plan:
Specify activities you will engage in to achieve your goals/objectives. You may find it helpful to research professional development activities in your field or organization to determine what resource.
From Peer to Leader: How to Develop Your First-Time Managers
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
MBA 550 Final Project Part I Guidelines and Rubric Fi.docx
MBA 550 Final Project Part I Guidelines and Rubric
Final Project Part I Overview
MBA 550 has two final projects: Final Project Part I: Self-Assessment Investigation, due in Module Three, and Final Project Part II: Leadership Assessment, due in
Module Nine. The course has a milestone assignment in each of the following modules: Two, Four, Five, and Seven. You will select a corporate or organizational
leader who could be a personal role model. The professional self-assessment taken during the course will be the lens through which you will select this leader.
You will research the leader’s professional career track, management and leadership styles, team-building skills, organizational vision and culture, and problem-
solving and conflict-management abilities. You will then compare aspects of your own leadership style to the leadership style of the person you selected.
The leadership and management of a business or organization must have a strong mission and vision and be able to communicate this information well. This
successful communication process is vital because the mission and vision are the base of the organizational culture. Organizational culture, in turn, affects job
performance, employee engagement, job satisfaction, and personal growth and development. Leadership and management skills are foundational for leading an
organization and making managerial decisions. In Final Project Part I, you will review your leadership self-assessment and your chosen leader analysis by
researching the leader and comparing your leadership abilities to those of the leader.
Final Project Part I: Self-Assessment Investigation is due in Module Three. For this assessment, you will select a leader in Module Two from the list provided (or
you may select a leader not on the list with instructor consultation and approval). Your selection of a leader should be informed by the self-assessment you
completed in Milestone One in Module Two. Ideally, the leader you select will be similar to you in many areas. After selecting a leader, you will analyze the
results of your self-assessment and then focus on your chosen leader, analyzing his or her career track and explaining what impact his or her leadership skills had
on the organization and how the leader’s management style helped him or her accomplish goals.
Final Project Part I addresses the following course outcomes:
Analyze results of professional self-assessment tools for informing personal appreciation of leadership skills and areas of professional development
Differentiate between leadership skills and management roles and functions for improving organizational structure, operations, and communication
Final Project Part I Prompt
Your chosen leader analysis should answer the following prompt: Select a leader from the list below. Your selection should be informed by the professional self-
assessment that you completed in Module Two. With instructor consultation and approval ...
Write a 4–6-page analysis of a leader you either interviewed persona
Write a 4–6-page analysis of a leader you either interviewed personally or researched thoroughly. In your analysis, address specific ways the leader demonstrates effective leadership.
Effective leaders realize that employees should be recognized for a job well done. While some people prefer public praise and others prefer personal recognition, most employees want to be recognized in some way. Kouzes and Posner (2017) state that effective leaders begin their leadership development by first learning to lead themselves. Effective leadership begins from within and expands outward to affect others. This development cascades into effective leadership.
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate the purpose and relevance of leadership.
Analyze how a leader reflects the definition of leadership.
Evaluate leadership style, characteristics, or themes in relation to the purpose and relevance of effective leadership.
Competency 2: Evaluate how leadership strengths apply in the workplace and within the community.
Analyze how a leader models leadership.
Analyze how a leader inspires a shared vision.
Analyze how a leader looks for new opportunities that may require experimentation or taking risks.
Analyze how a leader empowers and recognizes the contributions of others.
Toggle Drawer
Questions to Consider
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
How does having or not having a shared vision affect your work? What strategies have you seen used that inspire a shared vision?
How do the leaders you know recognize and acknowledge exceptional work?
Preparation
Throughout your career, you could undoubtedly benefit from analyzing leadership and management characteristics of other leaders and managers you consider effective and successful. This assessment provides an opportunity and framework to do that in the context of effective leadership.
To complete this assessment, you have two options. You may choose to base your assessment on a leader you know personally or on a leader who is well-known. Be sure to read the complete instructions for both options carefully before making a decision.
Instructions
Option A: Interview a Leader You Know Personally
Identify someone you know who is currently serving in a leadership capacity at an organization. You may choose a leader affiliated with your employer, a community leader, a political or church leader, or anyone whose leadership skil ...
Nurse Leader InterviewWeek TwoInterview a nurse leader. Ask th.docx
Nurse Leader Interview
Week Two
Interview
a nurse leader. Ask the leader the following questions:
o
What is your background?
o
How would you describe a leader?
o
What are important qualities or characteristics of leaders?
o
What is your personal philosophy of leadership?
o
What learning experiences have had the most influence on your own personal development as a leader?
o
How do you see leadership evolving in nursing today?
o
What are the most challenging issues in your current position?
o
As a leader (or manager) in your career, have you had a mentor?
If so, how did this influence your leadership style?
o
What advice would you give someone who is aspiring to a leadership position?
Write
a 1,250- to 1,500-word summary of
the interview.
Format
your paper consistent with APA guidelines.
Content
5 points possible
Points available
Points earned
·
Introduction
0.5
·
Leader described or defined as
0.5
·
Important qualities or characteristics
0.5
·
Personal philosophy of leadership
0.5
·
Learning experiences that most influence personal development as a leader
0.5
·
How leadership is evolving in nursing
0.5
·
How mentor has affected leadership style
0.5
·
Advice for aspiring leader
0.5
·
Conclusion and Recommendations
1
Format
2 points possible
Points available
Points earned
·
Follows rules of grammar, usage, and punctuation
·
Has a structure that is clear, logical, and easy to follow
·
Consistent with APA guidelines for title page, running head, formatting and citation of outside works
·
Submit paper to Writepoint and include report with assignment
2
Total
7
.
Transforming mindsets for effective leadership
Critical Success Levers:
1. Accountability - feeling responsible to deliver on commitment, no matter what
2. Engagement - involvement and enthusiasm about the work and the company
3. Collaboration - effective team-work focused on overall organization's goal
Uop nur 492 week 2 assignment interview of health care leader
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1773 Understanding and Leveraging the Importance of Leadership Coaching
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Join us in this session to learn more about the practice of executive coaching and gain a deeper understanding of how coaching can help uncover your potential and inspire you to become a more effective leader, capable of handling the diverse span of circumstances we face in today’s workforce. Leadership coaching can help individuals at all levels (new professionals to senior executives) more accurately gain better perspective about their abilities, blind spots, and how to better make use of them. Working with an executive coach can provide professionals with key career development benefits, such as:
· Managing Change
· Managing Stress
· Employee Engagement
· Professional Development
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At the end of this seminar, participants will be able to:?
Help with special areas such as managing Imposter Syndrome, operating in the majority vs operating in the minority, and moving from an Individual Contributor (IC) role to a leadership role.
Learn how companies like Apple, Google, LinkedIn, Amazon, General Motors, military (Army, Navy, Air Force, and Marine Corps) and nonprofit organizations are using coaching to strengthen employee capabilities and capacity.
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Interview a woman or minority person in a leadership position. The person must be responsible in some capacity for other employees. The interview may be conducted by phone, email, or in person.
Write a 500-750-word paper in which you reflect upon the interview and concepts discussed throughout the module. Submit both the interview transcript and reflection paper.
In your interview transcript, include the name of the leader and his or her position, organization or field the leader works in, and length of time in position. Include a minimum of 10 questions and responses addressing the following:
1.Describe the organization that you work in, including the culture of the organization and your responsibilities as a leader.
2.Describe your leadership style.
3.Describe the steps taken to get in your current leadership position.
4.What has been your biggest challenge as a leader?
5.What has been your greatest achievement as a leader?
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Leadership curriculum (english)
Our standardized leadership curriculum, that we can adjust to your organizations values and leadership preferences.
Apollo Development Personality Report
The Apollo Personality Test is an online personality test supported by our Psychologists in Hong Kong and Singapore and partners across Asia. Designed to measure personality, work preferences, motivations, and values, Apollo is used to help decisions involving recruitment and selection, training and development, and careers advice.
Rationale behind the Apollo Personality Test
Building on established psychological theories and a model of excellence put forward in the Karpin report “Enterprising Nation”, the Apollo Profile is a comprehensive psychometric test. Designed from the outset to be used internationally, the profile is different to other personality assessments in that it compares test-takers to a model of excellence rather than to the average person.
In assignment 3 using leadership to improve
FOR MORE CLASSES VISIT
tutorialoutletdotcom
In Assignment 3: Using Leadership to Improve Ethical Performance, you will conduct an interview with someone who you consider a leader (e.g., current or former boss, a pastor or spiritual advisor, a friend who can be considered a leader, etc.). You will then use the information that you gather during the interview to write about the leadership characteristics he / she possesses. Take a few minutes to review the specific criteria for Assignment 3 before you begin creating the Leader Profile. Next, complete the following steps:
Pair 1Each team pair is required to complete Sections 1 and 2 of.docx
Pair 1
Each team pair is required to complete Sections 1 and 2 of this form. Provide a solid rationale as to why you view this person as a leader. Begin to apply concepts and theories from Chapters 8 and 9.
Section 1 - Overview
Leader Name:
Monica Tolson
Student Names:
Stephanie Scott & Alexia Charlton
Email address:
[email protected]
Name of Organization:
B.C. Pension Corporation
Position or Title:
Assistant Director Business and Information Services
One paragraph summary of why you chose to interview this individual:
Stephanie’s father has worked at the Pension Corporation for a while now. He has always spoke very highly of the friendly atmosphere within the business. He describes his work environment to be more like a second family. We were really curious to see what type of leadership styles/traits help to make this such a family friendly environment. Not only is going to work an enjoyable experience for employees, the organization is very Work-Life balanced by providing flex days, family days and in some cases the ability to do some work from home. We were excited to discuss all of this with Monica and see just what it takes to make this environment possible.
Section 2 – Pair 1 Post Reflection - Two paragraphs
1. What conclusions can you make about the individual’s leadership style?
2. How does she motivate others within the organization?
Bus 150 Assignment 2
1
Pair 2
Each team pair is required to complete Sections 1 and 2 of this form. Provide a solid rationale as to why you view this person as a leader. Begin to apply concepts and theories from Chapters 8 and 9.
Section 1 - Overview
Leader Name:
Student Names:
Email address:
Name of Organization:
Position or Title:
One paragraph summary of why you chose to interview this individual:
Section 2 – Pair 2 Post Reflection - Two paragraphs
1. What conclusions can you make about the individual’s leadership style?
2. How does s/he motivate others within the organization?
2
Section 3 -- INTERVIEW SUMMARY TABLE
Complete the following table for each of the leaders that you interviewed.
Integrate Chapters 8 and 9 leadership and motivation theories and concepts into your summaries.
Criteria
Monica Tolson/Stephanie S. & Lexi
Leader 2 Name/Student Names
Leadership
What leadership style/s were identified? How does their particular style fit in with the theories discussed in Chapter 8?
Democratic Style & Laissez-faire Style.
Monica is very people oriented. She is very open-minded, transparent, collaborative. She works very hard to have a relationship with each employee so build trust and to inspire them. Monica’sMonicas leadership style falls between the DemocraticDemorcatic and Laissez-faire. Most of the employees already know what they have to do and come to her if they need guidance.
· Identified; Democratic Style & Laissez-faire Style-Monica falls between these two styles.
· Monica also talked about being open-minded, transparent, and collabor.
Respond to...I honestly do believe that the percentage of 50 t.docx
Respond to...
I honestly do believe that the percentage of 50 to 75% is true. The reason that is, is because I have seen in my own eyes so many leaders that have not been great examples. They were in a position when in reality they should of not been there. Leaders are the example and when we put leaders that are not fit. It sets the tone for the entire organization. Leadership is extremely important in any role and an effective should always be in that place of authority. I do not believe that this percentage is to low or high because that is the number that I have seen of ineffective leaders in an organization. According to our lecture, some great traits of a leader include intelligence, honesty, self-confidence, and appearance. If a leader exhibits these traits they are able to be an effective leader. I truly believe that these are some of the main factors of what a leader should actually be. An ineffective leader shows traits such as communication problems, no time management skills, and they are always stressed. I had a leader once who was always stressed and always worried. Which in that case as he was my leader caused me to do the same. He was always worried about us not hitting goal when needed and that we were all going to get fired. He always had me worked up and worried, which I never really am. Due to his ineffective leadership traits, they started to rub off on me. After time, I was able to handle it and learn to not learn from him because of his ineffective leadership traits. As I soon became my own leader and attempted to do what is right for my employees.
Warrick, D.D. (2016).
Leadership: A high impact approach
[Electronic version]. Retrieved from https://content.ashford.edu/
Respond to...
One major aspect of effective leadership is the ability to get others to do things. Effective leaders have the ability to motivate and sway employees’ opinions in order to accomplish what they (the leaders) want. The 50% to 75% rate of incompetence in leadership roles is definitely too high but not at all alarming. The reason is that leaders today do not invest time and effort to develop interpersonal relationships with their employees. While many organizations evaluate people in leadership roles for competence on how to do a job, they do not conduct interpersonal competency evaluations. Interpersonal competency is the process in which people interact effectively (Spitzberg & Cupach, 1988). One of the reasons there is a high percentage of managerial incompetence is because most assessments used in the selection process do not include interpersonal competence as a criterion. Additionally, most managers are not willing to change their leadership style(s) in order to be more effective (Nowack, 2010).
Over the span of my career, I have worked with effective as well as ineffective leaders. The effective leader, one in particular, had the ability to engage with the employees in a way that motivated the employees to work harder than .
DetailsNOTE Please review the attached document Leadership R
Details:
NOTE: Please review the attached document Leadership Reflection, located under course materials, before beginning this assignment.
In 750 words reflect on what you learned from your leadership interview.
Describe what you learned from your interview.
Describe how you will use the information in your own leadership experiences.
Prepare this assignment according to the guidelines found in the APA Style Guide and Typing Template, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills.
Attachment #1:
PSY-693 Professional Capstone
Benchmark Assignment - Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Step 2:
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
Step 3:
From the list below, choose at least four questions you would like to ask your leader. You are also required to
create three of your own questions
, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Step 4:
Conduct your interview using a recording device or taking effective notes. Include the date, time, and location of your interview.
What you will turn in:
three original questions, notes from interview (questions and answers), and reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills
Attachment #2: This is the interview
Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exempla ...
DQ 2-11.In my ranking of leadership qualities, I will prov.docx
DQ 2-1
1.
In my ranking of leadership qualities, I will provide my top 5, as there are many traits that a good leader could have.
Honesty
Commitment
Communication
Positivity
Inspiring
I believe honesty to be central to leadership, because honesty fosters trust and trust from subordinates and superiors is essential to be effective in a leadership role. Commitment is ranked second because there needs to be a level of focus on the job and being committed to success has shown time and time again that leaders are driven toward success (CCL.org, 2019). Ranked third is communication – a leader must be able to communicate clearly and effectively at multiple levels; running a team means guiding different people and knowing how each one communicates is key to getting a point across. Positivity is ranked at four because it is important to have a positive attitude with subordinates even if they are struggling because that positivity could lead to increased production. Lastly, I put inspiring at sixth, because as a leader, you are looked up to and people look to be inspired by a leader to carve their own path to success.
As far as ethics is concerned, as a leader it is imperative to have ethical standing and be focused on being ethical and practical. Especially with peers that are struggling there is an important factor to focus on regarding communicating properly with subordinates to avoid HR situations. The ethical strengths would be making sure the peer is okay and focusing on their wellbeing, as well as their output. The only issue would come from executive leadership looking down upon an individual and having to stick up for the struggling person, even though its toward executives. Situations like that can put a leader on shaky ground to look out for themselves and their subordinates as well.
Center for Creative Leadership. (2019). What are the Characteristics of a Good Leader?
Retrieved From: https://www.ccl.org/blog/characteristics-good-leader/
2.
Every leader has certain strengths and weaknesses. I believe that a leader has to focus on certain qualities and adjust them to accommodate their followers and goal. According to an article I read some of the qualities associated with a great leader consist of effectiveness, engagement, active listening, effective delegation and more. (Hartman,2018). I agree with all of these qualities, but would also include empathy in that list. I believe that a great leader is empathetic and understands the reasons and emotions of his followers.
1) Empathy
2) Active listener
3) Easy to approach
4) Ability to get things done
These are some of the qualities a good leader has in my eyes ranked in order of importance. I think that each quality compliments the one below it and they cannot be achieved if the one prior is not present. Ethics in leadership is also crucial! Without ethics, a leader can guide their followers into a storm. By being ethical, a leader is allowing room for growth, and cr ...
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
Newly promoted managers face long odds for success. In fact, most of them fail. The sad truth of the matter is the failure rates for newly promoted managers can be attributed more to organizational failures than to the failures or shortcomings of the managers themselves. So, what can we do as HR and learning professionals to change the odds of success? In this program, Chris Osborn of BizLibrary will discuss effective strategies to tilt the odds towards success. After all, we promote people because we see them having the potential to succeed in their next role. So let's figure out effective ways to facilitate that success with changes in our approach to learning and development, support, and socialization.
www.bizlibrary.com
Personal Interview with a Leader.docx
Personal Interview with a Leader
The following is an interview I undertook with the Apple Corporation Chief Executive Officer, Tim Cook.
1. Do you think a leader should be feared or liked?
In my opinion, a leader should always be liked and respected. It is crucial for a leader to be open-minded and be able to accommodate views from other people and the people he leads. A leader who is feared cannot be able to amicably communicate with his subject. The essence of communication needs not to be overemphasized. Effective communication is key to the success of any organization. The art of effective communication is only possible in a friendly environment. It is the responsibility of a leader to ensure there is such an environment in their area of leadership. In a nutshell, a leader should do all that they can to have those that serve under him like and respect him rather than fear him/her.
2. What is a leader’s best asset?
The best asset of a leader is the ability to assemble, motivate and inspire a team to work together towards achieving the goals of the organization. As I had mentioned earlier on, this will still zero down to effective communication of a leader. Effective communication will always matter for the successful leadership of any person.
3. What motivates you as a leader?
I get motivated when I learn that my organization is impacting positively the people in our society and yearn to get associated with our organization.
4. How can a leader fail? Have you ever failed as a leader?
A leader may fail if he becomes too obsessed with achieving the goals of an organization. This is through neglecting the welfare the team he or she is leading by, for example, failing to afford a safe working environment for the employee. Personally I have failed in the past but after learning the mistake I made I corrected it.
5. How do you motivate your team?
I get to interact with them at a personal level and discuss with them the problems they are experiencing and how best to solve them. I also reward them accordingly, and this motivates them to achieve better results.
Summary
I chose Apple Corporation because of exemplary work it is doing making it a household name. I wanted to find out what makes them be where they are. I have always admired Apple Corporation and their leadership that makes it very successful in the world. I interviewed the Chief Executive Officer because he is the one overseeing the overall performance of Apple Corporation. He works in close collaboration with the organization’s board of directors and other senior managers in the competent and smooth running of its day-to-day activities. Aspiring leaders should emulate the leadership of Apple Corporation for them to be successful in their business organization. The Board of Directors usually set standards that met with the success of the enterprise. They have various committees that establish guidelines followed plus its internal bylaws that guide their operation. The c ...
Leadership Accelerator: Unleashing Potential in Younger Employees.pptx
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
7 Strategic Decisions for Building an Effective Leadership Development Program
7 Strategic Decisions for Building an Effective Leadership Development ProgramAnisa Aven, BCC, NLPC: 281-469-4244
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
List and discuss five important criteria that a state must meet in.docx
List and discuss five important criteria that a state must meet in order to be approved by OSHA for safety- and health-related responsibility.
Please provide approximately 200-300 words and a reference citation for your source material in your response.
Make certain that all of your sources (including your textbook) are referenced at the end of the written response and that directly quoted information within your written response is cited to show the difference between your ideas and the exact words of your sources.
.
List and define the five traits included in the Big Five theory of p.docx
List and define the five traits included in the Big Five theory of personality. What are the limitations of this approach?
Post your message on the topic by Day 3 or Day 5 of this week. Comment on at least 1 colleagues' postings, selecting, if applicable, postings that have not yet received feedback. Reply to other discussion developments.
The Big Five theory of personality traits is described as extraversion, agreeableness, conscientiousness, neuroticism and openness.
1.
Extraversion: Includes characteristics such as enthusiasm, sociability, dominance, talkativeness and energetic. It also refers to people that is shy, submissive and quite as an extrovert.
2.
Agreeableness is individuals who are friendly, warm, trusting and cooperative. On the other hand, individuals who are low on this component are usually cold, confrontational and unkind.
3.
Conscientiousness: dimension includes people who are dependable, courteous, persistent, and responsible and organize. It also characterizes some people as being impulsive, these individuals tend to be careless, undependable and antisocial.
4.
Neuroticism: Are individuals, who are emotional instability, they tend to be nervous, moody, sad and anxious. While emotionally sound individuals are usually calm and contented.
5.
Openness this trait highlight characteristics such as imagination, insightful, witty, original and artistic. Individuals who are low on openness tend to be shallow and plain (Friedman& Schustack, 2012).
The limitation of the Big Five theory is it cannot accurately predict any particular behavior for the simple fact that, human behavior is formed on many different factors, not only personality. The model is also limited by its extensive Universalism doctrines. For instance, when we think of a person, one must consider all facets such as
religious beliefs, and philosophical concepts with universal application. The Big Five does not give us a better understanding of gender, culture, age, or personality expressions.
Friedman& Schustack (2012) suggest that, “One has to be careful when using the big five personality trait because it can underestimate some avenue of other parts of our personality and the role in a social situation. It sometimes fails to notice personal situation or even the fact that basic dimensions do a better job in describing some person than others (Friedman& Schustack, 2012, p. 275)
Discussion 2 - Week 7
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List and define three of Henry Murray's needs. For one of the needs, provide an example of an occupation that would help to satisfy that need and explain why. For another need, describe how the need can cause trouble for a person in an occupational role.
Post your message on the topic by Day 3 or Day 5 of this week. Comment on at least 1 colleagues' postings, selecting, if applicable, postings that have not yet received feedback. Reply to other discussion developments.
When Henry
Bott.
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Uop nur 492 week 2 assignment interview of health care leader
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1773 Understanding and Leveraging the Importance of Leadership Coaching
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Interview a woman or minority person in a leadership position. The.docx
Interview a woman or minority person in a leadership position. The person must be responsible in some capacity for other employees. The interview may be conducted by phone, email, or in person.
Write a 500-750-word paper in which you reflect upon the interview and concepts discussed throughout the module. Submit both the interview transcript and reflection paper.
In your interview transcript, include the name of the leader and his or her position, organization or field the leader works in, and length of time in position. Include a minimum of 10 questions and responses addressing the following:
1.Describe the organization that you work in, including the culture of the organization and your responsibilities as a leader.
2.Describe your leadership style.
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Building on established psychological theories and a model of excellence put forward in the Karpin report “Enterprising Nation”, the Apollo Profile is a comprehensive psychometric test. Designed from the outset to be used internationally, the profile is different to other personality assessments in that it compares test-takers to a model of excellence rather than to the average person.
In assignment 3 using leadership to improve
FOR MORE CLASSES VISIT
tutorialoutletdotcom
In Assignment 3: Using Leadership to Improve Ethical Performance, you will conduct an interview with someone who you consider a leader (e.g., current or former boss, a pastor or spiritual advisor, a friend who can be considered a leader, etc.). You will then use the information that you gather during the interview to write about the leadership characteristics he / she possesses. Take a few minutes to review the specific criteria for Assignment 3 before you begin creating the Leader Profile. Next, complete the following steps:
Pair 1Each team pair is required to complete Sections 1 and 2 of.docx
Pair 1
Each team pair is required to complete Sections 1 and 2 of this form. Provide a solid rationale as to why you view this person as a leader. Begin to apply concepts and theories from Chapters 8 and 9.
Section 1 - Overview
Leader Name:
Monica Tolson
Student Names:
Stephanie Scott & Alexia Charlton
Email address:
[email protected]
Name of Organization:
B.C. Pension Corporation
Position or Title:
Assistant Director Business and Information Services
One paragraph summary of why you chose to interview this individual:
Stephanie’s father has worked at the Pension Corporation for a while now. He has always spoke very highly of the friendly atmosphere within the business. He describes his work environment to be more like a second family. We were really curious to see what type of leadership styles/traits help to make this such a family friendly environment. Not only is going to work an enjoyable experience for employees, the organization is very Work-Life balanced by providing flex days, family days and in some cases the ability to do some work from home. We were excited to discuss all of this with Monica and see just what it takes to make this environment possible.
Section 2 – Pair 1 Post Reflection - Two paragraphs
1. What conclusions can you make about the individual’s leadership style?
2. How does she motivate others within the organization?
Bus 150 Assignment 2
1
Pair 2
Each team pair is required to complete Sections 1 and 2 of this form. Provide a solid rationale as to why you view this person as a leader. Begin to apply concepts and theories from Chapters 8 and 9.
Section 1 - Overview
Leader Name:
Student Names:
Email address:
Name of Organization:
Position or Title:
One paragraph summary of why you chose to interview this individual:
Section 2 – Pair 2 Post Reflection - Two paragraphs
1. What conclusions can you make about the individual’s leadership style?
2. How does s/he motivate others within the organization?
2
Section 3 -- INTERVIEW SUMMARY TABLE
Complete the following table for each of the leaders that you interviewed.
Integrate Chapters 8 and 9 leadership and motivation theories and concepts into your summaries.
Criteria
Monica Tolson/Stephanie S. & Lexi
Leader 2 Name/Student Names
Leadership
What leadership style/s were identified? How does their particular style fit in with the theories discussed in Chapter 8?
Democratic Style & Laissez-faire Style.
Monica is very people oriented. She is very open-minded, transparent, collaborative. She works very hard to have a relationship with each employee so build trust and to inspire them. Monica’sMonicas leadership style falls between the DemocraticDemorcatic and Laissez-faire. Most of the employees already know what they have to do and come to her if they need guidance.
· Identified; Democratic Style & Laissez-faire Style-Monica falls between these two styles.
· Monica also talked about being open-minded, transparent, and collabor.
Respond to...I honestly do believe that the percentage of 50 t.docx
Respond to...
I honestly do believe that the percentage of 50 to 75% is true. The reason that is, is because I have seen in my own eyes so many leaders that have not been great examples. They were in a position when in reality they should of not been there. Leaders are the example and when we put leaders that are not fit. It sets the tone for the entire organization. Leadership is extremely important in any role and an effective should always be in that place of authority. I do not believe that this percentage is to low or high because that is the number that I have seen of ineffective leaders in an organization. According to our lecture, some great traits of a leader include intelligence, honesty, self-confidence, and appearance. If a leader exhibits these traits they are able to be an effective leader. I truly believe that these are some of the main factors of what a leader should actually be. An ineffective leader shows traits such as communication problems, no time management skills, and they are always stressed. I had a leader once who was always stressed and always worried. Which in that case as he was my leader caused me to do the same. He was always worried about us not hitting goal when needed and that we were all going to get fired. He always had me worked up and worried, which I never really am. Due to his ineffective leadership traits, they started to rub off on me. After time, I was able to handle it and learn to not learn from him because of his ineffective leadership traits. As I soon became my own leader and attempted to do what is right for my employees.
Warrick, D.D. (2016).
Leadership: A high impact approach
[Electronic version]. Retrieved from https://content.ashford.edu/
Respond to...
One major aspect of effective leadership is the ability to get others to do things. Effective leaders have the ability to motivate and sway employees’ opinions in order to accomplish what they (the leaders) want. The 50% to 75% rate of incompetence in leadership roles is definitely too high but not at all alarming. The reason is that leaders today do not invest time and effort to develop interpersonal relationships with their employees. While many organizations evaluate people in leadership roles for competence on how to do a job, they do not conduct interpersonal competency evaluations. Interpersonal competency is the process in which people interact effectively (Spitzberg & Cupach, 1988). One of the reasons there is a high percentage of managerial incompetence is because most assessments used in the selection process do not include interpersonal competence as a criterion. Additionally, most managers are not willing to change their leadership style(s) in order to be more effective (Nowack, 2010).
Over the span of my career, I have worked with effective as well as ineffective leaders. The effective leader, one in particular, had the ability to engage with the employees in a way that motivated the employees to work harder than .
DetailsNOTE Please review the attached document Leadership R
Details:
NOTE: Please review the attached document Leadership Reflection, located under course materials, before beginning this assignment.
In 750 words reflect on what you learned from your leadership interview.
Describe what you learned from your interview.
Describe how you will use the information in your own leadership experiences.
Prepare this assignment according to the guidelines found in the APA Style Guide and Typing Template, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills.
Attachment #1:
PSY-693 Professional Capstone
Benchmark Assignment - Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Step 2:
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
Step 3:
From the list below, choose at least four questions you would like to ask your leader. You are also required to
create three of your own questions
, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Step 4:
Conduct your interview using a recording device or taking effective notes. Include the date, time, and location of your interview.
What you will turn in:
three original questions, notes from interview (questions and answers), and reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills
Attachment #2: This is the interview
Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exempla ...
DQ 2-11.In my ranking of leadership qualities, I will prov.docx
DQ 2-1
1.
In my ranking of leadership qualities, I will provide my top 5, as there are many traits that a good leader could have.
Honesty
Commitment
Communication
Positivity
Inspiring
I believe honesty to be central to leadership, because honesty fosters trust and trust from subordinates and superiors is essential to be effective in a leadership role. Commitment is ranked second because there needs to be a level of focus on the job and being committed to success has shown time and time again that leaders are driven toward success (CCL.org, 2019). Ranked third is communication – a leader must be able to communicate clearly and effectively at multiple levels; running a team means guiding different people and knowing how each one communicates is key to getting a point across. Positivity is ranked at four because it is important to have a positive attitude with subordinates even if they are struggling because that positivity could lead to increased production. Lastly, I put inspiring at sixth, because as a leader, you are looked up to and people look to be inspired by a leader to carve their own path to success.
As far as ethics is concerned, as a leader it is imperative to have ethical standing and be focused on being ethical and practical. Especially with peers that are struggling there is an important factor to focus on regarding communicating properly with subordinates to avoid HR situations. The ethical strengths would be making sure the peer is okay and focusing on their wellbeing, as well as their output. The only issue would come from executive leadership looking down upon an individual and having to stick up for the struggling person, even though its toward executives. Situations like that can put a leader on shaky ground to look out for themselves and their subordinates as well.
Center for Creative Leadership. (2019). What are the Characteristics of a Good Leader?
Retrieved From: https://www.ccl.org/blog/characteristics-good-leader/
2.
Every leader has certain strengths and weaknesses. I believe that a leader has to focus on certain qualities and adjust them to accommodate their followers and goal. According to an article I read some of the qualities associated with a great leader consist of effectiveness, engagement, active listening, effective delegation and more. (Hartman,2018). I agree with all of these qualities, but would also include empathy in that list. I believe that a great leader is empathetic and understands the reasons and emotions of his followers.
1) Empathy
2) Active listener
3) Easy to approach
4) Ability to get things done
These are some of the qualities a good leader has in my eyes ranked in order of importance. I think that each quality compliments the one below it and they cannot be achieved if the one prior is not present. Ethics in leadership is also crucial! Without ethics, a leader can guide their followers into a storm. By being ethical, a leader is allowing room for growth, and cr ...
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
Newly promoted managers face long odds for success. In fact, most of them fail. The sad truth of the matter is the failure rates for newly promoted managers can be attributed more to organizational failures than to the failures or shortcomings of the managers themselves. So, what can we do as HR and learning professionals to change the odds of success? In this program, Chris Osborn of BizLibrary will discuss effective strategies to tilt the odds towards success. After all, we promote people because we see them having the potential to succeed in their next role. So let's figure out effective ways to facilitate that success with changes in our approach to learning and development, support, and socialization.
www.bizlibrary.com
Personal Interview with a Leader.docx
Personal Interview with a Leader
The following is an interview I undertook with the Apple Corporation Chief Executive Officer, Tim Cook.
1. Do you think a leader should be feared or liked?
In my opinion, a leader should always be liked and respected. It is crucial for a leader to be open-minded and be able to accommodate views from other people and the people he leads. A leader who is feared cannot be able to amicably communicate with his subject. The essence of communication needs not to be overemphasized. Effective communication is key to the success of any organization. The art of effective communication is only possible in a friendly environment. It is the responsibility of a leader to ensure there is such an environment in their area of leadership. In a nutshell, a leader should do all that they can to have those that serve under him like and respect him rather than fear him/her.
2. What is a leader’s best asset?
The best asset of a leader is the ability to assemble, motivate and inspire a team to work together towards achieving the goals of the organization. As I had mentioned earlier on, this will still zero down to effective communication of a leader. Effective communication will always matter for the successful leadership of any person.
3. What motivates you as a leader?
I get motivated when I learn that my organization is impacting positively the people in our society and yearn to get associated with our organization.
4. How can a leader fail? Have you ever failed as a leader?
A leader may fail if he becomes too obsessed with achieving the goals of an organization. This is through neglecting the welfare the team he or she is leading by, for example, failing to afford a safe working environment for the employee. Personally I have failed in the past but after learning the mistake I made I corrected it.
5. How do you motivate your team?
I get to interact with them at a personal level and discuss with them the problems they are experiencing and how best to solve them. I also reward them accordingly, and this motivates them to achieve better results.
Summary
I chose Apple Corporation because of exemplary work it is doing making it a household name. I wanted to find out what makes them be where they are. I have always admired Apple Corporation and their leadership that makes it very successful in the world. I interviewed the Chief Executive Officer because he is the one overseeing the overall performance of Apple Corporation. He works in close collaboration with the organization’s board of directors and other senior managers in the competent and smooth running of its day-to-day activities. Aspiring leaders should emulate the leadership of Apple Corporation for them to be successful in their business organization. The Board of Directors usually set standards that met with the success of the enterprise. They have various committees that establish guidelines followed plus its internal bylaws that guide their operation. The c ...
Leadership Accelerator: Unleashing Potential in Younger Employees.pptx
We recognize that our young professionals possess immense talent, fresh perspectives, and boundless energy. We believe in their potential to become the next generation of exceptional leaders. That's why we have developed this transformative program designed specifically to harness and amplify their abilities.
7 Strategic Decisions for Building an Effective Leadership Development Program
7 Strategic Decisions for Building an Effective Leadership Development ProgramAnisa Aven, BCC, NLPC: 281-469-4244
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
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Uop nur 492 week 2 assignment interview of health care leader
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Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
Leadership Accelerator: Unleashing Potential in Younger Employees.pptx
Leadership Accelerator: Unleashing Potential in Younger Employees.pptx
7 Strategic Decisions for Building an Effective Leadership Development Program
7 Strategic Decisions for Building an Effective Leadership Development Program
More from jesseniasaddler
List and discuss five important criteria that a state must meet in.docx
List and discuss five important criteria that a state must meet in order to be approved by OSHA for safety- and health-related responsibility.
Please provide approximately 200-300 words and a reference citation for your source material in your response.
Make certain that all of your sources (including your textbook) are referenced at the end of the written response and that directly quoted information within your written response is cited to show the difference between your ideas and the exact words of your sources.
.
List and define the five traits included in the Big Five theory of p.docx
List and define the five traits included in the Big Five theory of personality. What are the limitations of this approach?
Post your message on the topic by Day 3 or Day 5 of this week. Comment on at least 1 colleagues' postings, selecting, if applicable, postings that have not yet received feedback. Reply to other discussion developments.
The Big Five theory of personality traits is described as extraversion, agreeableness, conscientiousness, neuroticism and openness.
1.
Extraversion: Includes characteristics such as enthusiasm, sociability, dominance, talkativeness and energetic. It also refers to people that is shy, submissive and quite as an extrovert.
2.
Agreeableness is individuals who are friendly, warm, trusting and cooperative. On the other hand, individuals who are low on this component are usually cold, confrontational and unkind.
3.
Conscientiousness: dimension includes people who are dependable, courteous, persistent, and responsible and organize. It also characterizes some people as being impulsive, these individuals tend to be careless, undependable and antisocial.
4.
Neuroticism: Are individuals, who are emotional instability, they tend to be nervous, moody, sad and anxious. While emotionally sound individuals are usually calm and contented.
5.
Openness this trait highlight characteristics such as imagination, insightful, witty, original and artistic. Individuals who are low on openness tend to be shallow and plain (Friedman& Schustack, 2012).
The limitation of the Big Five theory is it cannot accurately predict any particular behavior for the simple fact that, human behavior is formed on many different factors, not only personality. The model is also limited by its extensive Universalism doctrines. For instance, when we think of a person, one must consider all facets such as
religious beliefs, and philosophical concepts with universal application. The Big Five does not give us a better understanding of gender, culture, age, or personality expressions.
Friedman& Schustack (2012) suggest that, “One has to be careful when using the big five personality trait because it can underestimate some avenue of other parts of our personality and the role in a social situation. It sometimes fails to notice personal situation or even the fact that basic dimensions do a better job in describing some person than others (Friedman& Schustack, 2012, p. 275)
Discussion 2 - Week 7
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List and define three of Henry Murray's needs. For one of the needs, provide an example of an occupation that would help to satisfy that need and explain why. For another need, describe how the need can cause trouble for a person in an occupational role.
Post your message on the topic by Day 3 or Day 5 of this week. Comment on at least 1 colleagues' postings, selecting, if applicable, postings that have not yet received feedback. Reply to other discussion developments.
When Henry
Bott.
List and describe the six (6) parts of a speech.Describe.docx
List and describe the six (6) parts of a speech.
Describe Audience Analysis. Why is it important to know your audience?
3.
What are the 4 methods of delivery? Briefly explain each one.
4.
Discuss controlling the voice. Why is volume important? Why should you vary your pitch? Why should you adjust your speaking rate?
.
List 2 characteristics of each period listed below1-2. Renais.docx
List 2 characteristics of each period listed below:
1-2. Renaissance
3-4. Mannerism
5-6. Baroque
7-8. Byzantine
Multiple choices
9. Which family controlled Florence during the Renaissance?
a) Sforza
b) Medici
c) Borgia
d) Duccio
10) Which family controlled Milan during the Renaissance?
a) Sforza
b) Medici
c) Montagues
d) DaVinci
11) Whose return to Rome from France made the resurgence of Rome possible?
a) Victor Emannuel I
b) Frederick Barbarossa
c) The Papacy
12) Whose European invention of the printing press brought about religious change?
a) DaVinci
b) Johannes Gutenburg
c) Marco Polo
d) Machiavelli
13) What major events occurred in 1492?
a) Columbus discovery of America
b) Expulsion of Jews and Arabs from Spain
c) Discovery of gold in California
d) all of the above
e) a and b only
14) Which Pope brought a new Golden Age to Rome?
a) Leo X
b) John Paul II
c) Innocent IX
d) Julius II
15) What famous philosopher was expelled from Florence and wrote “The Prince?”
a) Francis Bacon
b) Aristotle
c) Niccolo Macchiavelli
d) Immanuel Kant
16) What was the first domed building since Roman times?
a) Santa Maria Novella
b) Duomo of Florence
c) Tempietto
d) St Peter’s
17) Which artist invented pendentives for decorative purposes only?
a) Giotto
b) Talenti
c) Di Cambio
d) Alberti
18) Who gave the East Doors of the Florence baptistery the nickname – ‘the gates of paradise?’
a) Michelangelo
b) DaVinci
c) Raphael
d) another ninja turtle
19) What statue and by whom was the first nude since antiquity?
a) David-Michelangelo
b) David – Bernini
c) David- Bellini
d) David – Donatello
20) What is the name of the 1
st
painting to use true perspective?
a) Battle of San Romano
b) The Tribute Money
c) Holy Trinity
d) David
21) Which artist is famous for his return to classical pagan themes in the Renaissance?
a) Raphael
b) Botticelli
c) Rembrandt
d) Rubens
22) What is the only work Michelangelo signed?
a) Sistine Chapel
b) David
c) Pieta
d) Last Judgment
23) What famous American president’s home was based on the Villa Rotunda?
a) Jefferson’s Monticello
b) Washington’s Mt Vernon
c) Munroe’s Peoria
24) Who nailed the 95 thesis to the door of Wittenburg Cathedral and started the Protestant Reformation?
a) Henry VIII
b) Martin Luther
c) John Calvin
25) Who started his own church, called the Anglican Church, in order to get a divorce? a) Henry VIII
b) Martin Luther
c) John Calvin
d) Thomas More
26) Which artist’s creations made art available to the general public for the 1
st
time?
a) van Eyck
b) Breughel the Younger
c) Holbein the Elder
d) Albrecht Durer
27) Which artist gained fame for portraying ordinary people doing everyday things?
a) van Eyck
b) Breughel the Elder
c) Holbein the Younger
d) Albrecht Durer
28) What style of art did the French excel at during the Renaissance?
a) painting
b) pottery
c) architecture
d) sculpture
29) During the Renaissance, what was the strang.
Linking or actionThe government opertaion many large parks.Many .docx
Linking or action
The government opertaion many large parks.
Many people were homeless.
The armchair feels comfortable.
Everyone ran for shelter.
A hurricane swept the island.
The syation wagon is a front-wheel drive car.
Meyers was an All-American from UCLA
Reporters uncovered a scandal.
.
Limit responses to less than one page each using 12 pt. Time News Ro.docx
Limit responses to less than one page each using 12 pt. Time News Roman font and 1 inch margins.
(Please answer all parts of each question)
1.
I
n your view, what are some current of emerging trends that will beimportant to understand for a Recreation Specialist? WHY are these mostimportant? HOW would you integrate them into Mecklenburg Park and
R
ecreation?HOW do you stay informed of emerging trends?
WHAT resources do you use to track the industry and trends?
2.
Describe an
innovative program that will involve approximately (10) 55 and older adults. Prepare a timeline of all the steps needed to implement your
program from beginning to end. Please include a budget for you program and creative funding
sources that
could
supplement the program.
3.
4.
Please describe two innovative
partnership
programming ideas that would reach and be implemented for the following ta
rget groups: Teens (13-17) and
older Adults
(55+)
.
.
Limit responses to less than one page each using 12 pt. Time News .docx
Limit responses to less than one page each using 12 pt. Time News Roman font and 1 inch margins.
(Please answer all parts of each question)
1.
I
n your view, what are some current of emerging trends that will beimportant to understand for a Recreation Specialist? WHY are these mostimportant? HOW would you integrate them into Mecklenburg Park and
R
ecreation?HOW do you stay informed of emerging trends?
WHAT resources do you use to track the industry and trends?
2.
Describe an
innovative program that will involve approximately (10) 55 and older adults. Prepare a timeline of all the steps needed to implement your
program from beginning to end. Please include a budget for you program and creative funding
sources that
could
supplement the program.
3.
4.
Please describe two innovative
partnership
programming ideas that would reach and be implemented for the following ta
rget groups: Teens (13-17) and
older Adults
(55+)
.
.
Likewise with each new investigative finding there will dependably b.docx
Likewise with each new investigative finding there will dependably be some uncertainty. The lessened jaw muscle change in the development of people was not tended to regarding its versatile hugeness. Granted, it permitted the cranial ability to expand, alongside the mind, however it is vague how such a change got to be "altered" in the primate populace (implying that the transformation was by one means or another valuable, and wasn't simply wiped out of presence), prompting the immense increment in the quantity of the Homo species on the planet. Currie voices his assessments on this matter when he expresses, "A few clarifications could be progressed to counter this ideological road obstruction, for example, a contemporaneous move in eating regimen (say, to an expanded dependence on meat eating), or a developing reliance on hands instead of the jaw in sustenance arrangement" (Currie, 374). These conceivable circumstances could have been the reason that such a change got to be "settled" in the primate populace. Be that as it may, not at all like the crevice in the human DNA grouping that the change causes, Currie's recommendations remain presumptions. Along these lines, the motivation behind why the weaker-jaw ripped Homo species got to be "settled" in development has yet to be replied, and will probably draw a considerable measure of consideration sooner rather than later from flow researchers inspired by such research.
Since I know without a doubt that we are genuine relatives of chimp like species, it will make me take a gander at them in an unexpected way. Also, realizing that such a little transformation in the genome arrangement of an animal categories can bring about a completely new species to develop is extremely captivating. Sometime in the future, possibly sooner rather than later, there will be a little change in Homo sapiens genome succession, bringing on a completely new species to rise that may be more canny than us. Possibly they will compass the whole planet as we have, assuming control as the predominant species, and completion the Human guideline. The potential outcomes are inestimable and eccentric, and this tries for everything in science which is the reason it is so interesting to such a large number of individuals. You and I are both ready to peruse and grasp the words on this page, alongside having the capacity to do many different errands that no different species has the capacity do, because of a little, strong hereditary change that happened in primates 2.4 million years back, offering ascent to the family Homo, and inevitably Homo sapiens.
.
Lifelong Learning PlanIntroductionLife long learning is a concep.docx
Lifelong Learning Plan
Introduction
Life long learning is a concept or really a process that has generated much enthusiasm in the business management world. In the twenty-first century, I believe we will see more remarkable leaders and managers who develop their skills through lifelong learning, because a rapidly changing environment is increasingly rewarding that pattern of growth. In an ever-changing world, we can never learn it all, even if we keep growing into our nineties. As the rate of change increases, the willingness and ability to keep developing become central to career success for individuals and economic success for organizations. Many successful leaders and manager I have known did not begin their careers with the most money or the most intelligence. They were successful nevertheless because they we able to out grow their rivals. They developed the capacity to handle a complex and changing health care environment. They grow to become unusually competent in advancing organizational transformation. The best of them learned to become leaders.
Just as health care organizations are going to be forced to learn, change, and constantly reinvent themselves in the twenty-first century, so will increasing numbers of individuals. So what are the habits of life long learners? There is no single formula, and individuals accomplish it through varying paths, often with more than one major career change. However, if I had to identify the five most important characteristics of life long learners, it would be the following:
·
Risk taking
: Willingness to push oneself out of comfort zones
·
Humble self-reflection:
Honest assessment of successes and failures, especially the latter.
·
Solicitation of opinions
: Aggressive collection of information and ideas from others
·
Careful listening
: Propensity to listen to others
·
Openness to new ideas:
Willingness to view life with an open mind.
The beauty is that that listening with an open mind, trying new things, or reflecting honestly on successes and failures do not require a high IQ, a Ph.D., or a privileged background. But beware of the simplicity of these habits. There is a major reason why so few individuals develop them -- in the short term, its painful. Risk taking brings failure as well as success. Honest reflection, listening solicitation of opinions, and openness bring bad news and negative feedback as well as interesting ideas. In the short term, life is generally more pleasant without failure and negative feedback.
Effective lifelong learners overcome a natural human tendency to shy away from or abandon habits that produce short-term pain. By surviving difficult experiences, they build up certain immunity to hardship. With clarity of thought, they come to realize the importance of both these habits and lifelong learning. But most of all, their goals and aspirations facilitate the development of humility, openness, willingness to take risks, and the capacity to listen..
Library Research AssignmentYou are new member of internal affairs .docx
Library Research Assignment
You are new member of internal affairs and are still getting to know everybody. You have been asked by your lieutenant to write a report using his notes on a case. Although there is a great deal of paperwork marked "Confidential," he told you to only write the report based on what was in the blue folder. As you are writing the report, you opened the other folders in the packet and noticed that some information was left out—information that could implicate another officer in the field. The officer in the field is your lieutenant's brother, who is a major in the city's police department. You start to think that there may be a cover-up going on.
Using the library, Internet, or other media sources, find various articles pertaining to police corruption and misconduct to write a paper of 2–4 pages that discusses the following:
Should you do exactly what was asked of you, or should you approach the lieutenant's supervisor?
What are the implications of writing the report as asked?
What are the implications of approaching your lieutenant's supervisor?
What are theimplications of the actions or nonactions in this situation that can impact your job status, other parties involved, and the community?
Incorporate theoretical concepts to associate this scenario with morality, ethics, and specific behaviors that influence the consequences (good or bad) associated with moral and immoral behaviors.
.
Library Research AssignmentUse the library and other Web resources.docx
Library Research Assignment
Use the library and other Web resources to complete the following:
Identify and describe a case in which an employer's activities were restricted because of religious rights of employees.
Be sure to explain how the U.S. Equal Employment Opportunity Commission's criteria for religious discrimination apply to the case.
Clearly connect the employer's activities to EEOC religious discrimination criteria.
Include citations for all resources using APA style
.
Let U = {8, 9, 10, 11, 12, 13, 14}, .docx
Let
U
= {
8
,
9
,
10
,
11
,
12
,
13
,
14
},
A
= {
8
,
9
,
10
,
11
},
B
= {
8
,
9
,
12
,
13
}, and
C
= {
10
,
12
,
14
}. List all the members of the given set. (Enter your answers as a comma-separated list.)
A
∪
(
B
∩
C
)
.
Letter of CreditThe text describes problems exporters have with le.docx
Letter of Credit
The text describes problems exporters have with letters of credit. Since letters of credit transactions are document-based, the slightest discrepancies between documents can snag a transaction. In 200 to 300 words, describe how an organization can mitigate one risk in writing a letter of credit.
.
Lets start this discussion by sharing public observations. Spend ti.docx
Let's start this discussion by sharing public observations. Spend time either walking around or sitting and watching people in a very busy public place. Look for things that you associate with people from race/ethnic, cultural, gender, and social-class backgrounds that are different from your own. Look for the kinds of common interactions or behaviors between different groups and those like your own. For example, do they acknowledge the other's presence if eye contact happens to occur? Do any behaviors change in the presence of other groups?
Consider what you expect to see based on your assumptions and understandings about persons of different backgrounds (how you expect them to dress, walk, talk, interact with each other, interact with others, etc). Make note of those things that catch your attention. Pay special attention to what you don't see as well. In two to three paragraphs, share your observations with the class. Please begin your post with, "In my observation..."
lass the opening scenario outlines a number of observations to consider....choose just one or two that you are aware of in your work environment!
Begin your post with "In my observation.....(any pet peeves?)
.
Lets look to the 20th century portion of the Modules for this Discu.docx
Let's look to the 20th century portion of the Modules for this Discussion. Select one of the following to compare and contrast:
#1.
An artist from the Dada Movement with an artist from the Surrealist Movement
. Discuss the artist and the artwork as well as the art movements. Discuss similarities and differences. Embedded images are required. Choose an artist that hasn't been chosen yet (you can't ALL choose Dali!). Don't limit yourself to men, we have women in both movements who made notable contributions.
OR
#2.
An artist from the Futurist movement with an artist from Cubism
(note: there are two different types of Cubism - Analytic and Synthetic Cutism - know the difference!). There are fewer choices in Cubism but enough works of art in both movements to provide lots of interest. Very few women in these two movements. (note: Futurist movement was an Italian movement). Discuss what the Futurists were trying to achive and what the Cubists were trying to achieve. Be specific with your artist and artwork chosen.
Use vocabulary from the applicable module.
Emphasize
the words.
100 words required for discussion. Use your own words.
.
Leiningers Theory of Cultural Care Diversity and Universality.docx
Leininger's Theory of Cultural Care: Diversity and Universality:
Based on Leininger's Theory of Cultural Care: Diversity and Universality, the goal was to provide culturally congruent holistic care. Share an experience in which you used this theory for an ethnically diverse patient.
To support your work, use your course and text readings and also use outside sources. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
.
Length PowerPoint presentation with 10 - 15 slides (not including.docx
Length:
PowerPoint presentation with 10 - 15 slides (not including title/reference slide) 75 Word speaker notes
Due
11/3/2014
Use APA style
Case Study
As the department head of the Risk Management Department at Lincoln Terrace Community Hospital, you are responsible for providing training for all newly hired employees and in-service training for current staff. After recent, negative publicity of Lincoln Terrace Community Hospital in the community’s newspaper, the chief executive officer requests immediate training. You are informed that not all staff members are familiar with the legal, ethical, and regulatory terms associated with healthcare issues. You are asked to research a healthcare case that involves an unintentional medical tort and respond to the following bullets:
·
Identify and discuss the source and type of law that governs the case
·
Discuss unintentional and intentional torts, and identify the tort applicable to this case
·
Identify the following parties in the case:
o
a. Plaintiff
o
b. Defendant
·
Discuss the different types of defenses that can be utilized and what defense, if applicable, the defendant’s lawyer used in the case?
·
Were the four elements of negligence evident in the case? Discuss how each element relates to the case
o
Duty of care
o
Dereliction (Breach of duty of care)
o
Damage
o
Direct Cause
·
Discuss whether or not the standard of care was practiced in this case?
·
Was the principle of Prudent Person observed? Why/Why not?
·
Discuss if damages were awarded in the case. If damages were awarded, discuss why the judge/jury awarded the damages. If no damages were awarded, discuss why the judge/jury didn't award damages.
·
Discuss the history of malpractice insurance and its current impact on the healthcare industry
.
Length PowerPoint presentation with 15 slides (not including ti.docx
Length:
PowerPoint presentation with 15 slides (not including title/reference slide)
Due :
11/10/2014
Case Study:
After witnessing your presentation to the staff of Lincoln Terrace Community Hospital, the chief executive officer is impressed and asks you to conduct more in-service training regarding a current case against the hospital. You are given the details of the case, but told to observe the Health Insurance Portability and Accountability Act (HIPAA) standards of privacy, security, and confidentiality of the patient in the case. You are asked to address the ethical, legal, and regulatory considerations of patient care, and the goals, standards, and requirements of effective health provider/patient relationships in a scholarly manner.
J. R. vs. Lincoln Terrace Community Hospital
J. R., a 35 year old woman, at 37 weeks pregnant began feeling intense pain in her lower abdomen. Upon arrival at the emergency room (ER), she was assessed and then sent home. Over the next 2 weeks J.R. returned to the ER three times with complaints of pressure in her lower pelvic area and pain at level 7. On all three occasions J.R was assessed and sent home. Three days later the pain became unbearable and J. R. once again returned to the ER. This time her blood pressure was 180/130, and her pain level was 9. She was immediately admitted. Nine hours after her admission was completed, J. R. still had not dilated. The decision for cesarean was made, which was successful. While in the hospital she received custodial care from a patient care associate (PCA), but never saw a physician. Once she saw a woman with a badge, “RN’. But no one cleaned the wound site, nor did J. R. receive instructions on how to clean her wound. The education checklist J. R. received upon discharge from the maternity unit indicating areas requiring patient education was blank, but signed by the registered nurse. Three days after discharge from the hospital J. R. returned to the ER with infection at the post-surgical wound site.
A month later J. R. contacted a lawyer who requested her medical records. After the third request to the medical records department was unsuccessful, the lawyer requested a subpoena for the medical records. An unidentified woman representing the hospital left a detailed message of the specifics of the subpoena and the status of the release of the medical record on the lawyer’s office voice mail. A week later, finally J. R.’s medical records arrived at her lawyer’s office. The education checklist was found after a thorough review of the medical record. The signature on the education checklist in the medical records was the same on the education checklist J. R. produced to the lawyer, the dates were the same. The difference was, the education checklist in the medical record was complete, indicating J. R. received proper care for her wound site while in the hospital, and received instructions on how to clean her post-surgical wound site.
In 15 slides, 75 w.
Length is 3-4 pages not including References. references should be a.docx
Length is 3-4 pages not including References. references should be another page. Double space size 12 fonts.
Use APA Format for references, i want the reseaech paper to include History of the diseases, descrription of the diseases, effects on other body system, cause of the diseases, complications if any, Treatment and side effects. conclusion should include brief mention of current or proposed research that may significantly impact the disease. prevention strategy and your insight and opinion.
.
Length1,000 words maximumThere are five general ethical t.docx
Length:
1,000 words maximum
There are five general ethical topics and you are required to select one of these topics and clearly define one focused and specific ethical question which you will investigate. The five topics are
1.
Information and technology (Internet, social media, robotics, artificial intelligence etc.)
2.
Immigration and refugees (Detention, humanitarian intake, skills migration etc.)
3.
Media and advertising (Dishonesty, sexualisation, public interest, press freedom etc.)
4.
Sport (Drugs, cheating, sledging, prize money etc.)
5.
Whistleblowing (WikiLeaks, Snowden, protection of whistle blowers, corporate secrets etc.)
Present your assignment under clearly separated headings which answer parts ‘a to f’ below and provide a list of references at the end of your ethical analysis. No other introductions or summaries are required.
a.
Clearly define your specific ethical question. (1 mark)
b.
Provide a brief background discussion of your chosen ethical question that explains why it is important and in need of analysis. (2 marks)
c.
Identify and fully reference facts relevant to the analysis of your ethical question. (2 marks)
d.
What assumptions are needed to fill gaps in the available facts? (1 mark)
e.
Analyse the ethical question using act utilitarianism. (3 marks)
f.
Provide an ethical conclusion. (1 mark)
About salary for this assignment, we can discuss on other software. eg: QQ or Wechat
.
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Likewise with each new investigative finding there will dependably b.docx
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Unit 2- Research Aptitude (UGC NET Paper I).pdf
This slide describes the research aptitude of unit 2 in the UGC NET paper I.
2024.06.01 Introducing a competency framework for languag learning materials ...
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
The Challenger.pdf DNHS Official Publication
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Operation Blue Star - Saka Neela Tara
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Chapter 3 - Islamic Banking Products and Services.pptx
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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.
Honest Reviews of Tim Han LMA Course Program.pptx
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The French Revolution Class 9 Study Material pdf free download
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
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The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
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The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
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Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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