http://finishedexams.com/homework_text.php?cat=15981
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The document discusses key concepts in family business management including:
1. Shared beliefs are necessary for a group to function coherently and develop collective action through collective encounters.
2. Strategic management processes are similar for family and non-family firms and involve formulating, implementing, and controlling strategies in context of goals.
3. Family business goals are more likely to be multiple, complex and changing rather than singular, simple and constant. Succession issues include timing, choosing the successor, and ensuring the next generation is interested and capable of managing the business.
Business ethics is a form of applied ethics that examines ethical principles and problems in professional life, especially in commerce. It is important for businesses to have praiseworthy ethics as it builds trust with customers, ensures honest and confidential service, and allows businesses to pursue goals successfully in today's conscience-focused marketplaces. Key elements of good business ethics include trustworthiness, honest service delivery, confidentiality, openness, and integrity.
This document discusses ethics and the need for ethics. It explains that ethics can vary between professions and notes the difference between legal ethics and journalistic ethics as an example. The document also explores how behavior is influenced by peers, heredity, experiences and other factors. It addresses the challenge of maintaining objectives and a healthy bottom line in a profession while staying ethical. The document discusses how industries and workforces should consider ethical issues and standards. It provides examples of fake certificates in certain industries and how data and information can be misrepresented without context. The document outlines Lawrence Kohlberg's stages of moral development and emphasizes that teachers are most important for motivating students and getting them to work together, not technology itself.
This presentation was prepared for a talk I gave at the Canadian Embassy in Kuwait where the Canadian Business Council regularly meets. When you work internationally, you cannot have the same performance expectations from your workforce unless you first address the foreign workers perspective on power and authority.
Please enjoy.
This document discusses an enlightened approach to leadership and management development focusing on emotional intelligence, positive human energy, employee engagement, and optimum productivity. It explains that feelings are linked to energy flow, thoughts influence behaviors, and behaviors reflect energy flow. The approach respects science, creates a self-supporting environment, applies total quality management to workplace ethics, and demonstrates a corporate commitment to health and safety. Benefits include allowing trust and understanding to develop, providing a simple transparent system, systematically developing emotional intelligence in leaders, and ensuring goals and objectives are clear. It allows employees to be heard without fear, takes a proactive approach to behaviors, benchmarks behavior performance, and manages complex knowledge organizations and interdependent workforces requiring large investments in leadership
This document discusses effective communication and positive psychology. It notes that communication improves interpersonal skills, builds trust, diminishes conflict, and increases profitability. Positive psychology cultivates leadership, teamwork and work ethic through communication. While genetics influence emotions, communication skills can help increase good emotions. Positive workplaces understand the need for variety, motivation beyond money, focusing on strengths, and building teams through communication and feedback. Positive managers have higher performing teams and less issues related to staff. Barriers to communication include technology distractions and poor listening skills. The document provides tips for effective listening and getting to know people.
Employee Engagement & Operational Excellence: Two Sides of the Same CoinTKMG, Inc.
To subscribe: http://www.ksmartin.com/subscribe
To learn about Karen's books and products, please visit: http://www.ksmartin.com/books-products/.
These are the slides from my talk at the SHRM Annual Conference on June 26, 2012 in Atlanta, GA.
Operational excellence is impossible to achieve without a highly engaged workforce. But what does employee engagement *really* mean and what's HR's role in creating it? In this session, you will learn how to leverage the growing marriage of people and process, what type of development today's employees need, and how to help your leaders give the frontlines greater control over their work, which produces significant boosts to both engagement scores and your company's bottom line.
These are 7 Keys for creating a healthy safety culture within organization. it helps easily identifying how an organization values safety.
Email: M.Abdelrahim@Hotmail.com
Mobile: +966562524165
WhatsApp:+201002533100
The document discusses key concepts in family business management including:
1. Shared beliefs are necessary for a group to function coherently and develop collective action through collective encounters.
2. Strategic management processes are similar for family and non-family firms and involve formulating, implementing, and controlling strategies in context of goals.
3. Family business goals are more likely to be multiple, complex and changing rather than singular, simple and constant. Succession issues include timing, choosing the successor, and ensuring the next generation is interested and capable of managing the business.
Business ethics is a form of applied ethics that examines ethical principles and problems in professional life, especially in commerce. It is important for businesses to have praiseworthy ethics as it builds trust with customers, ensures honest and confidential service, and allows businesses to pursue goals successfully in today's conscience-focused marketplaces. Key elements of good business ethics include trustworthiness, honest service delivery, confidentiality, openness, and integrity.
This document discusses ethics and the need for ethics. It explains that ethics can vary between professions and notes the difference between legal ethics and journalistic ethics as an example. The document also explores how behavior is influenced by peers, heredity, experiences and other factors. It addresses the challenge of maintaining objectives and a healthy bottom line in a profession while staying ethical. The document discusses how industries and workforces should consider ethical issues and standards. It provides examples of fake certificates in certain industries and how data and information can be misrepresented without context. The document outlines Lawrence Kohlberg's stages of moral development and emphasizes that teachers are most important for motivating students and getting them to work together, not technology itself.
This presentation was prepared for a talk I gave at the Canadian Embassy in Kuwait where the Canadian Business Council regularly meets. When you work internationally, you cannot have the same performance expectations from your workforce unless you first address the foreign workers perspective on power and authority.
Please enjoy.
This document discusses an enlightened approach to leadership and management development focusing on emotional intelligence, positive human energy, employee engagement, and optimum productivity. It explains that feelings are linked to energy flow, thoughts influence behaviors, and behaviors reflect energy flow. The approach respects science, creates a self-supporting environment, applies total quality management to workplace ethics, and demonstrates a corporate commitment to health and safety. Benefits include allowing trust and understanding to develop, providing a simple transparent system, systematically developing emotional intelligence in leaders, and ensuring goals and objectives are clear. It allows employees to be heard without fear, takes a proactive approach to behaviors, benchmarks behavior performance, and manages complex knowledge organizations and interdependent workforces requiring large investments in leadership
This document discusses effective communication and positive psychology. It notes that communication improves interpersonal skills, builds trust, diminishes conflict, and increases profitability. Positive psychology cultivates leadership, teamwork and work ethic through communication. While genetics influence emotions, communication skills can help increase good emotions. Positive workplaces understand the need for variety, motivation beyond money, focusing on strengths, and building teams through communication and feedback. Positive managers have higher performing teams and less issues related to staff. Barriers to communication include technology distractions and poor listening skills. The document provides tips for effective listening and getting to know people.
Employee Engagement & Operational Excellence: Two Sides of the Same CoinTKMG, Inc.
To subscribe: http://www.ksmartin.com/subscribe
To learn about Karen's books and products, please visit: http://www.ksmartin.com/books-products/.
These are the slides from my talk at the SHRM Annual Conference on June 26, 2012 in Atlanta, GA.
Operational excellence is impossible to achieve without a highly engaged workforce. But what does employee engagement *really* mean and what's HR's role in creating it? In this session, you will learn how to leverage the growing marriage of people and process, what type of development today's employees need, and how to help your leaders give the frontlines greater control over their work, which produces significant boosts to both engagement scores and your company's bottom line.
These are 7 Keys for creating a healthy safety culture within organization. it helps easily identifying how an organization values safety.
Email: M.Abdelrahim@Hotmail.com
Mobile: +966562524165
WhatsApp:+201002533100
This document provides an overview of a study conducted on leadership styles at GRASIM Industries in Madhya Pradesh, India. It begins with introducing the Blake-Mouton Managerial Grid model for analyzing leadership styles based on concern for production and concern for people. Five common leadership styles are defined according to this model: impoverished, country club, produce or perish, middle-of-the-road, and team leadership. The objectives and importance of studying leadership styles at GRASIM Industries are described. Key parameters for evaluation include emphasis on goals, empowerment, innovation, emotional intelligence, job satisfaction, and the management-employee relationship. The goal is to understand the prevailing leadership style using the Blake-Mouton model and
This document discusses charismatic leadership and transformational leadership. It addresses questions about defining and developing charismatic leadership skills, criticisms of charismatic leadership, comparing transformational and transactional leadership, and qualities of effective leaders. Key points include that charismatic leadership involves communication skills, quick decision-making, and connecting with people. Transformational leadership causes positive changes and transforms followers into leaders by focusing on vision, motivation, and expectations. Effective leaders guide their teams with influence, motivation, and decision-making to accomplish organizational goals and objectives.
Discussion Board Forum RepliesIn ModulesWeeks 2, 4, 6, and 8 y.docxedgar6wallace88877
Discussion Board Forum Replies:
In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.
1. You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.
1. Use 3rd person.
1. Do not simply revisit what was discussed in the thread.
1. Only the substantive part of the response will be counted toward the word count.
Discussion Post 1 Please reply with 250 or more for each reply please read instructions above.
Discussion Board Thread
Re: Transactional Leadership
Definition:
According to Organizational Management & Leadership: A Christian Perspective the definition of transactional leaders is “Transactional leaders lead by understanding the underlying principles of management and then applying those principles in the workplace; a transactional leader will guide followers to achieve organizational goals. Transactional leaders guide and motivate their followers in the direction of establish goals by clarifying roles and task requirements.”
Satterlee, A. (2013). Organizational Management & Leadership: A Christian Perspective. Raleigh, NC: Synergistics International.
Summary:
Dr. Rabindra Kanungo is currently part of the Faculty of Management at McGill University in Montreal, Quebec. He has been published numerous times and is involved with many research projects concerning work attitudes, work motivation and alienation, and leadership. Dr. Kanungo’s article Ethical Values of Transactional and Transformational Leader’s explores the ethics base for both types of leadership. According to Dr. Kanungo, there is already research that suggests that transformational leadership is based on moral foundation, but he suggests that transactional leadership is based on its own moral foundation from a different perspective. He explains that transactional and transformational leadership can be divided into two different types of moral perspectives: teleological and deontological. The teleological perspective of transactional leadership is more idiocentric or self-centric. It is based more on situational ethics and the ends justifying the means. Transformational leadership has a more deontological perspective which is allocentric or socio-centric. This type of leadership cares about the people involved and is based more on principle based ethics. Dr. Kanungo details how each type of leadership can be viewed as moral from the different perspectives. Transactional leadership act can be viewed as moral if both parties in a contract benefit or a majority benefits. Transformational leadership act would be considered moral if the intentions are altruistic.
Discussion:
No one can deny that ethics in business practices an.
Discussion Board Forum RepliesIn ModulesWeeks 2, 4, 6, and 8 y.docxduketjoy27252
Discussion Board Forum Replies:
In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.
1. You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.
1. Use 3rd person.
1. Do not simply revisit what was discussed in the thread.
1. Only the substantive part of the response will be counted toward the word count.
Discussion Post 1 Please reply with 250 or more for each reply please read instructions above.
Discussion Board Thread
Re: Transactional Leadership
Definition:
According to Organizational Management & Leadership: A Christian Perspective the definition of transactional leaders is “Transactional leaders lead by understanding the underlying principles of management and then applying those principles in the workplace; a transactional leader will guide followers to achieve organizational goals. Transactional leaders guide and motivate their followers in the direction of establish goals by clarifying roles and task requirements.”
Satterlee, A. (2013). Organizational Management & Leadership: A Christian Perspective. Raleigh, NC: Synergistics International.
Summary:
Dr. Rabindra Kanungo is currently part of the Faculty of Management at McGill University in Montreal, Quebec. He has been published numerous times and is involved with many research projects concerning work attitudes, work motivation and alienation, and leadership. Dr. Kanungo’s article Ethical Values of Transactional and Transformational Leader’s explores the ethics base for both types of leadership. According to Dr. Kanungo, there is already research that suggests that transformational leadership is based on moral foundation, but he suggests that transactional leadership is based on its own moral foundation from a different perspective. He explains that transactional and transformational leadership can be divided into two different types of moral perspectives: teleological and deontological. The teleological perspective of transactional leadership is more idiocentric or self-centric. It is based more on situational ethics and the ends justifying the means. Transformational leadership has a more deontological perspective which is allocentric or socio-centric. This type of leadership cares about the people involved and is based more on principle based ethics. Dr. Kanungo details how each type of leadership can be viewed as moral from the different perspectives. Transactional leadership act can be viewed as moral if both parties in a contract benefit or a majority benefits. Transformational leadership act would be considered moral if the intentions are altruistic.
Discussion:
No one can deny that ethics in business practices an.
http://finishedexams.com/homework_text.php?cat=3822
Immediate access to solutions for ENTIRE COURSES, FINAL EXAMS and HOMEWORKS “RATED A+" - Without Registration!
Manager Interview Essay summarizes an interview with Regina Geis, acting supervisor of a county mental health adult day program. Geis discusses how her management style has changed over her first 15 months in a managerial position, becoming more direct. She also emphasizes the importance of demonstrating confidence as a leader and being an effective communicator to advance in management.
Question 12.5 pointsSaveThe OSU studies concluded that le.docxTatianaMajor22
The document contains questions about leadership, motivation, communication, groups/teams, and decision making. The questions assess knowledge of topics like situational leadership theory, Maslow's hierarchy of needs, organizational communication barriers, stages of team development, and group decision making techniques like brainstorming.
The document contains 39 questions about various leadership theories, styles, and concepts including: team leadership and its challenges; the expectancy, path-goal, and servant leadership theories; effects of prejudice and ethnocentrism on leadership; gender differences in leadership skills and styles; and ethical leadership. It also includes short essay questions about creating team commitment, relationships between women's leadership styles and gender roles, and implicit leadership theory.
The document discusses the role of supervisors in management. It begins by outlining the learning objectives which are to identify where supervisors fit in the management team, describe the competencies expected of supervisors, and discuss how supervisors manage resources and balance output with employee needs. The document then covers various aspects of the supervisor role, including that supervisors are essential middle managers who must balance productivity demands with employee concerns through applying management principles.
A2 key influences of the change process leadership and managementCodey Learns Ltd
This document discusses key influences on organizational change processes. It defines the roles of leaders and managers, distinguishing that leaders take a strategic role while managers take a tactical role during times of change. It also discusses factors that affect an organization's success, such as the environment and stakeholders. The document provides lesson objectives about defining leaders and managers, distinguishing their roles, and assessing the importance of leadership.
The document discusses various challenges of leadership, including managing culturally diverse teams, the need for a global mindset, and dealing with increased complexity in the global business environment. It notes that effective leadership requires skills like cultural learning and adaptation to influence groups from different backgrounds. Leadership is seen as an evolving art form, with leaders drawing on experience to meet new challenges through their skills, behaviors and creative processes.
Scientific management, as developed by Frederick Taylor, focused on analyzing workflows to determine the most efficient way to perform tasks. It emphasized specialization of labor, standardized work processes, incentives for meeting productivity targets, and close monitoring and measurement of worker performance. The goal was to maximize productivity. However, it treated workers as extensions of the machines they operated and did not consider their well-being, potentially dehumanizing labor.
The document is from Toronto Training and HR and discusses leadership. It provides definitions of leadership and theories like Theory X and Theory Y. It discusses developing leadership skills, challenges of leadership, tips for better leadership, and becoming a leader. It also includes case studies and elements of lasting success like strategic planning, communication, and developing a positive culture.
This document outlines several theories of leadership. Traditional theories discussed include the Great Man Theory, which posits that leaders are born not made, the Trait Theory, which identifies inherent traits of leaders, and Behavioral Theories, which focus on observable behaviors. Advanced theories examined are Contingency Theory, which emphasizes situational factors; Transformational Theory and Transactional Theory, which focus on the relationship between leaders and followers; and Servant Theory and Quantum Theory. Theories are compared and examples are provided to illustrate key concepts in leadership development.
12The Best LeaderIn the modern times, leaders are.docxmoggdede
1
2
The Best Leader
In the modern times, leaders are identified and recognized based on what they do and deliver. Leaders are categorized in different theories that try to explain who they are, their characteristics, skills, abilities, personalities, roles or responsibilities and limitations.
Leadership Theories
Definition and Characteristics
Advantages
Disadvantages
Path-Goal Theory
It explains a leader’s influence through his behavior to the individual’s performance, especially in an organization.
It is goal oriented. The leader guides the people. It encourages participative, supportive, and directive leadership.
It may frustrate employees, and it may be difficult for them to follow the leadership behaviors styles thus poor performance.
Situational Leadership Theory
It explains that different situations in a company may use different styles of leadership. The behavior involved are telling, selling, participating and delegating.
Easy to apply.
Focus is on maturity.
Availability of competent leaders.
Allows testing of a leadership style.
It does not apply to managers but to leaders.
It is time-consuming when waiting for future predictions of the situations.
Leadership Substitutes Theory
Just like the name of the theory, it explains the conditions in an organization that a leader may not be needed or necessary or prevented from leading.
Provides a substitute or a neutralizer to act on behalf of the leader.
The leader’s actions, decisions or ideas may be prevented thus ineffective.
Multiple Linkage Model
According to developer Gary Yukl, this model explains a leader’s behavior impact on the effectiveness of a group in an organization.
Encourages managerial skills. It also promotes conflict resolution strategies and handling work situations that may arise.
It require a competent and intellectual leader.
The decision-making process may be long.
Transactional Leadership
It concentrates on the leader and followers and maintaining a healthy relationship between the two hence loyalty and realization of advantages.
Encourages follower’s loyalty.
Promotes commitment.
Promotes good relations.
Rewards good work.
Abuse of follower’s loyalty may occur.
Its focus is majorly on short term goals.Transformational Leadership
This theory focuses on the leadership and follower’s exchange of visions, beliefs, and values
It promotes the exchange of ideas through communication. The visions set give directions. There is employee recognition.
The leaders have high expectations and standards. Decision-making process may be time-consuming
Charismatic Leadership
The leaders have a high sense of self-confidence, esteem, and purpose and can easily influence people through their personal behaviors and traits.
Highly influential, visionary, self-confident, social and energetic leaders. The leaders are also self-motivated and focused.
The leader may be self-centered giving their visions and ideas for personal gains of power and influence. The leader may h ...
LDR 531 FINAL EXAM - LDR 531 FINAL EXAM Questions and Answers | StudentwhizJigyasa Bhansali
You get here best a student's guide to learn about LDR 531 final exam questions and answers. Your complete guide to LDR 531 organizational leadership final exam.
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PrintCurrent Debate in Learning Theory Scoring Guide.docxsleeperharwell
PrintCurrent Debate in Learning Theory Scoring Guide
Current Debate in Learning Theory Scoring Guide Grading Rubric
Criteria
Non-performance
Basic
Proficient
Distinguished
Explain how the evolution of learning theories and neuroscience over time has shaped a selected learning controversy.
Does not explain how the evolution of learning theories and neuroscience over time has shaped a selected learning controversy.
Explains how the evolution of learning theories and neuroscience over time, but not how it has shaped a selected learning controversy.
Explains how the evolution of learning theories and neuroscience over time has shaped a selected learning controversy.
Explains how the evolution of learning theories and neuroscience over time has shaped a selected learning controversy. Draws from multiple perspectives and evidence-based research to support explanation.
Evaluate multiple perspectives on the selected learning controversy.
Does not identify multiple perspectives on the selected learning controversy.
Identifies but does not analyze multiple perspectives on the selected learning controversy.
Analyzes multiple perspectives on the selected learning controversy.
Evaluates multiple perspectives on the selected learning controversy.
Assess the implications of this learning controversy on your area of specialization.
Does not assess the implications of this learning controversy on an area of specialization.
Assesses the implications of this learning controversy but does not associate with area of specialization.
Assesses the implications of this learning controversy on one's own area of specialization.
Assesses the implications of this learning controversy on one's own area of specialization. Discusses best practices for staying informed with current research in field.
Write clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics; format paper, citations, and references using APA style.
Does not write clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics; does not format paper, citations, and references correctly using APA style.
Uses sentence structure that is mostly clear, with a few minor spelling or grammatical errors but fails to attribute quotes and citations in a few places, or allows some inconsistencies in APA style.
Writes clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics; formats paper, citations, and references using APA style.
Writes clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics; uses relevant evidence to support a central idea; f.
The document discusses five big ideas that leadership books and research frequently explore: 1) Good leaders have good character, 2) There is no single best way to lead, as the approach depends on many situational factors, 3) Leaders must collaborate with stakeholders and manage conflicting interests, 4) Adaptability is key for leaders to remain effective amid constant change, and 5) Leaders are partly self-made through experimenting with different approaches and developing a personal leadership style. The document also identifies four challenges for leadership research: selection of effective leaders, training leaders, understanding followership, and developing useful metrics for measuring leadership effectiveness.
This document provides an overview of a study conducted on leadership styles at GRASIM Industries in Madhya Pradesh, India. It begins with introducing the Blake-Mouton Managerial Grid model for analyzing leadership styles based on concern for production and concern for people. Five common leadership styles are defined according to this model: impoverished, country club, produce or perish, middle-of-the-road, and team leadership. The objectives and importance of studying leadership styles at GRASIM Industries are described. Key parameters for evaluation include emphasis on goals, empowerment, innovation, emotional intelligence, job satisfaction, and the management-employee relationship. The goal is to understand the prevailing leadership style using the Blake-Mouton model and
This document discusses charismatic leadership and transformational leadership. It addresses questions about defining and developing charismatic leadership skills, criticisms of charismatic leadership, comparing transformational and transactional leadership, and qualities of effective leaders. Key points include that charismatic leadership involves communication skills, quick decision-making, and connecting with people. Transformational leadership causes positive changes and transforms followers into leaders by focusing on vision, motivation, and expectations. Effective leaders guide their teams with influence, motivation, and decision-making to accomplish organizational goals and objectives.
Discussion Board Forum RepliesIn ModulesWeeks 2, 4, 6, and 8 y.docxedgar6wallace88877
Discussion Board Forum Replies:
In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.
1. You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.
1. Use 3rd person.
1. Do not simply revisit what was discussed in the thread.
1. Only the substantive part of the response will be counted toward the word count.
Discussion Post 1 Please reply with 250 or more for each reply please read instructions above.
Discussion Board Thread
Re: Transactional Leadership
Definition:
According to Organizational Management & Leadership: A Christian Perspective the definition of transactional leaders is “Transactional leaders lead by understanding the underlying principles of management and then applying those principles in the workplace; a transactional leader will guide followers to achieve organizational goals. Transactional leaders guide and motivate their followers in the direction of establish goals by clarifying roles and task requirements.”
Satterlee, A. (2013). Organizational Management & Leadership: A Christian Perspective. Raleigh, NC: Synergistics International.
Summary:
Dr. Rabindra Kanungo is currently part of the Faculty of Management at McGill University in Montreal, Quebec. He has been published numerous times and is involved with many research projects concerning work attitudes, work motivation and alienation, and leadership. Dr. Kanungo’s article Ethical Values of Transactional and Transformational Leader’s explores the ethics base for both types of leadership. According to Dr. Kanungo, there is already research that suggests that transformational leadership is based on moral foundation, but he suggests that transactional leadership is based on its own moral foundation from a different perspective. He explains that transactional and transformational leadership can be divided into two different types of moral perspectives: teleological and deontological. The teleological perspective of transactional leadership is more idiocentric or self-centric. It is based more on situational ethics and the ends justifying the means. Transformational leadership has a more deontological perspective which is allocentric or socio-centric. This type of leadership cares about the people involved and is based more on principle based ethics. Dr. Kanungo details how each type of leadership can be viewed as moral from the different perspectives. Transactional leadership act can be viewed as moral if both parties in a contract benefit or a majority benefits. Transformational leadership act would be considered moral if the intentions are altruistic.
Discussion:
No one can deny that ethics in business practices an.
Discussion Board Forum RepliesIn ModulesWeeks 2, 4, 6, and 8 y.docxduketjoy27252
Discussion Board Forum Replies:
In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.
1. You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.
1. Use 3rd person.
1. Do not simply revisit what was discussed in the thread.
1. Only the substantive part of the response will be counted toward the word count.
Discussion Post 1 Please reply with 250 or more for each reply please read instructions above.
Discussion Board Thread
Re: Transactional Leadership
Definition:
According to Organizational Management & Leadership: A Christian Perspective the definition of transactional leaders is “Transactional leaders lead by understanding the underlying principles of management and then applying those principles in the workplace; a transactional leader will guide followers to achieve organizational goals. Transactional leaders guide and motivate their followers in the direction of establish goals by clarifying roles and task requirements.”
Satterlee, A. (2013). Organizational Management & Leadership: A Christian Perspective. Raleigh, NC: Synergistics International.
Summary:
Dr. Rabindra Kanungo is currently part of the Faculty of Management at McGill University in Montreal, Quebec. He has been published numerous times and is involved with many research projects concerning work attitudes, work motivation and alienation, and leadership. Dr. Kanungo’s article Ethical Values of Transactional and Transformational Leader’s explores the ethics base for both types of leadership. According to Dr. Kanungo, there is already research that suggests that transformational leadership is based on moral foundation, but he suggests that transactional leadership is based on its own moral foundation from a different perspective. He explains that transactional and transformational leadership can be divided into two different types of moral perspectives: teleological and deontological. The teleological perspective of transactional leadership is more idiocentric or self-centric. It is based more on situational ethics and the ends justifying the means. Transformational leadership has a more deontological perspective which is allocentric or socio-centric. This type of leadership cares about the people involved and is based more on principle based ethics. Dr. Kanungo details how each type of leadership can be viewed as moral from the different perspectives. Transactional leadership act can be viewed as moral if both parties in a contract benefit or a majority benefits. Transformational leadership act would be considered moral if the intentions are altruistic.
Discussion:
No one can deny that ethics in business practices an.
http://finishedexams.com/homework_text.php?cat=3822
Immediate access to solutions for ENTIRE COURSES, FINAL EXAMS and HOMEWORKS “RATED A+" - Without Registration!
Manager Interview Essay summarizes an interview with Regina Geis, acting supervisor of a county mental health adult day program. Geis discusses how her management style has changed over her first 15 months in a managerial position, becoming more direct. She also emphasizes the importance of demonstrating confidence as a leader and being an effective communicator to advance in management.
Question 12.5 pointsSaveThe OSU studies concluded that le.docxTatianaMajor22
The document contains questions about leadership, motivation, communication, groups/teams, and decision making. The questions assess knowledge of topics like situational leadership theory, Maslow's hierarchy of needs, organizational communication barriers, stages of team development, and group decision making techniques like brainstorming.
The document contains 39 questions about various leadership theories, styles, and concepts including: team leadership and its challenges; the expectancy, path-goal, and servant leadership theories; effects of prejudice and ethnocentrism on leadership; gender differences in leadership skills and styles; and ethical leadership. It also includes short essay questions about creating team commitment, relationships between women's leadership styles and gender roles, and implicit leadership theory.
The document discusses the role of supervisors in management. It begins by outlining the learning objectives which are to identify where supervisors fit in the management team, describe the competencies expected of supervisors, and discuss how supervisors manage resources and balance output with employee needs. The document then covers various aspects of the supervisor role, including that supervisors are essential middle managers who must balance productivity demands with employee concerns through applying management principles.
A2 key influences of the change process leadership and managementCodey Learns Ltd
This document discusses key influences on organizational change processes. It defines the roles of leaders and managers, distinguishing that leaders take a strategic role while managers take a tactical role during times of change. It also discusses factors that affect an organization's success, such as the environment and stakeholders. The document provides lesson objectives about defining leaders and managers, distinguishing their roles, and assessing the importance of leadership.
The document discusses various challenges of leadership, including managing culturally diverse teams, the need for a global mindset, and dealing with increased complexity in the global business environment. It notes that effective leadership requires skills like cultural learning and adaptation to influence groups from different backgrounds. Leadership is seen as an evolving art form, with leaders drawing on experience to meet new challenges through their skills, behaviors and creative processes.
Scientific management, as developed by Frederick Taylor, focused on analyzing workflows to determine the most efficient way to perform tasks. It emphasized specialization of labor, standardized work processes, incentives for meeting productivity targets, and close monitoring and measurement of worker performance. The goal was to maximize productivity. However, it treated workers as extensions of the machines they operated and did not consider their well-being, potentially dehumanizing labor.
The document is from Toronto Training and HR and discusses leadership. It provides definitions of leadership and theories like Theory X and Theory Y. It discusses developing leadership skills, challenges of leadership, tips for better leadership, and becoming a leader. It also includes case studies and elements of lasting success like strategic planning, communication, and developing a positive culture.
This document outlines several theories of leadership. Traditional theories discussed include the Great Man Theory, which posits that leaders are born not made, the Trait Theory, which identifies inherent traits of leaders, and Behavioral Theories, which focus on observable behaviors. Advanced theories examined are Contingency Theory, which emphasizes situational factors; Transformational Theory and Transactional Theory, which focus on the relationship between leaders and followers; and Servant Theory and Quantum Theory. Theories are compared and examples are provided to illustrate key concepts in leadership development.
12The Best LeaderIn the modern times, leaders are.docxmoggdede
1
2
The Best Leader
In the modern times, leaders are identified and recognized based on what they do and deliver. Leaders are categorized in different theories that try to explain who they are, their characteristics, skills, abilities, personalities, roles or responsibilities and limitations.
Leadership Theories
Definition and Characteristics
Advantages
Disadvantages
Path-Goal Theory
It explains a leader’s influence through his behavior to the individual’s performance, especially in an organization.
It is goal oriented. The leader guides the people. It encourages participative, supportive, and directive leadership.
It may frustrate employees, and it may be difficult for them to follow the leadership behaviors styles thus poor performance.
Situational Leadership Theory
It explains that different situations in a company may use different styles of leadership. The behavior involved are telling, selling, participating and delegating.
Easy to apply.
Focus is on maturity.
Availability of competent leaders.
Allows testing of a leadership style.
It does not apply to managers but to leaders.
It is time-consuming when waiting for future predictions of the situations.
Leadership Substitutes Theory
Just like the name of the theory, it explains the conditions in an organization that a leader may not be needed or necessary or prevented from leading.
Provides a substitute or a neutralizer to act on behalf of the leader.
The leader’s actions, decisions or ideas may be prevented thus ineffective.
Multiple Linkage Model
According to developer Gary Yukl, this model explains a leader’s behavior impact on the effectiveness of a group in an organization.
Encourages managerial skills. It also promotes conflict resolution strategies and handling work situations that may arise.
It require a competent and intellectual leader.
The decision-making process may be long.
Transactional Leadership
It concentrates on the leader and followers and maintaining a healthy relationship between the two hence loyalty and realization of advantages.
Encourages follower’s loyalty.
Promotes commitment.
Promotes good relations.
Rewards good work.
Abuse of follower’s loyalty may occur.
Its focus is majorly on short term goals.Transformational Leadership
This theory focuses on the leadership and follower’s exchange of visions, beliefs, and values
It promotes the exchange of ideas through communication. The visions set give directions. There is employee recognition.
The leaders have high expectations and standards. Decision-making process may be time-consuming
Charismatic Leadership
The leaders have a high sense of self-confidence, esteem, and purpose and can easily influence people through their personal behaviors and traits.
Highly influential, visionary, self-confident, social and energetic leaders. The leaders are also self-motivated and focused.
The leader may be self-centered giving their visions and ideas for personal gains of power and influence. The leader may h ...
LDR 531 FINAL EXAM - LDR 531 FINAL EXAM Questions and Answers | StudentwhizJigyasa Bhansali
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PrintCurrent Debate in Learning Theory Scoring Guide.docxsleeperharwell
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Current Debate in Learning Theory Scoring Guide Grading Rubric
Criteria
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Proficient
Distinguished
Explain how the evolution of learning theories and neuroscience over time has shaped a selected learning controversy.
Does not explain how the evolution of learning theories and neuroscience over time has shaped a selected learning controversy.
Explains how the evolution of learning theories and neuroscience over time, but not how it has shaped a selected learning controversy.
Explains how the evolution of learning theories and neuroscience over time has shaped a selected learning controversy.
Explains how the evolution of learning theories and neuroscience over time has shaped a selected learning controversy. Draws from multiple perspectives and evidence-based research to support explanation.
Evaluate multiple perspectives on the selected learning controversy.
Does not identify multiple perspectives on the selected learning controversy.
Identifies but does not analyze multiple perspectives on the selected learning controversy.
Analyzes multiple perspectives on the selected learning controversy.
Evaluates multiple perspectives on the selected learning controversy.
Assess the implications of this learning controversy on your area of specialization.
Does not assess the implications of this learning controversy on an area of specialization.
Assesses the implications of this learning controversy but does not associate with area of specialization.
Assesses the implications of this learning controversy on one's own area of specialization.
Assesses the implications of this learning controversy on one's own area of specialization. Discusses best practices for staying informed with current research in field.
Write clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics; format paper, citations, and references using APA style.
Does not write clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics; does not format paper, citations, and references correctly using APA style.
Uses sentence structure that is mostly clear, with a few minor spelling or grammatical errors but fails to attribute quotes and citations in a few places, or allows some inconsistencies in APA style.
Writes clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics; formats paper, citations, and references using APA style.
Writes clearly and logically, with correct use of spelling, grammar, punctuation, and mechanics; uses relevant evidence to support a central idea; f.
The document discusses five big ideas that leadership books and research frequently explore: 1) Good leaders have good character, 2) There is no single best way to lead, as the approach depends on many situational factors, 3) Leaders must collaborate with stakeholders and manage conflicting interests, 4) Adaptability is key for leaders to remain effective amid constant change, and 5) Leaders are partly self-made through experimenting with different approaches and developing a personal leadership style. The document also identifies four challenges for leadership research: selection of effective leaders, training leaders, understanding followership, and developing useful metrics for measuring leadership effectiveness.
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Communicating effectively and consistently with students can help them feel at ease during their learning experience and provide the instructor with a communication trail to track the course's progress. This workshop will take you through constructing an engaging course container to facilitate effective communication.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Liberal Approach to the Study of Indian Politics.pdf
Mgt 550 week 11 final exam
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MGT 550 Week 11 Final Exam
1. Division manager Cassandra wants to get the most out of her direct
reports. A. good strategy would be for her to
2. The major thrust of the servant leader is to
3. An important way of inspiring people is to
4. An entrepreneurial leader is least likely to
5. The purpose of a tough question by a leader is to help the person or
group
6. A large research study about sex differences in effectiveness between
men and women leaders found that
7. Participative management is likely to work the best with
8. Manufacturing director Tyler engages in management openness when he
9. A top leader is supposed to help promote values and principles that
10. In path-goal theory, the directive leader improves morale when
11. The general thrust of path-goal theory is to specify what the leader
must do to
12. Following Fiedler's contingency model, a leader can increase situational
control by
13. Which one of the following is the least recommended approach to
leadership during a crisis?
14. In path-goal theory, the participative leader is best suited for
improving the morale of
15. The contingency factors in the normative decision model are
16. When asked about leadership effectiveness, an executive said in part,
The length of the leash varies with different people. . . . The executive's
comments support the ____ perspective on leadership.
17. A key part of evidence-based leadership or management is to
18. Rita is a leader of high integrity. According to the technical meaning
of integrity, Rita will
19. An authority cited in the leadership text argues that ethics is at the
center of leadership because the ethical leader
20. According to the idea of entitlement, some corporate executives behave
unethically because they feel they are
21. An example of a whistleblower (in relation to ethics) would be a(n)
22. An ethical screen is used primarily when facing a decision that
23. A principle of ethical and moral leadership is to
24. Which one of the following is the clearest example of socially
responsible behavior on the part of a business firm?
25. When faced with a supplier who uses unsafe working conditions, a
socially responsible alternative is to
This midterm exam consist of 25 multiple choice questions and covers the
material in Chapters 4 through 6.