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Please respond to the discussion questions listed below: - You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. All comments should be posted to the appropriate topic in this Discussion #1 My current organization’s leadership consists of a Principal, six Assistant Principals, a Student Activities Coordinator, and a School Improvement Specialist. This team is known as our Administration Team. Everything and all final decisions are up to the Principal before they are passed on to the Principal’s supervisor, which is the Director of High Schools and then the overall Superintendent of the school district. Our Principal is a democratic, ethical leader who relies on the Administration team for support, ideas, and structure. A democratic leader, as discussed in our text, is a leader that provides rewards when necessary and sticks to the least discipline of the employees (Argosy, 2018). This allows leadership to focus on the objectives while the district deals with any disciplinary action against any employee. The leadership of this organization is grounded in ethical decisions and remembering that education and safety are most important. When thinking of effective change leadership in my organization, the two features that allow the organization to progress through changes and lead effectively through change are communication and collaboration. As effective leaders of change focus on what the change is and why it is important, communication is imperative because leaders must continuously communicate with all individuals involved to connect everyone to the purpose and urgency for the change (Smith, 2008). The other important feature of effective change leadership is collaboration. School districts like the one I work with are built on collaboration. Many people work together daily to make things happen for the greater vision of the organization. Change leadership or change, in general, cannot happen without effective collaboration in the capacity of every wanting the same outcome to be positive and beneficial (Anderson & Anderson, 2010). Effective change leadership also requires ethics to play a huge role. Ethical decisions by leadership are crucial in and through change. Imagine a leader who has personal interests in personal gain. This will cause all decisions to be bias and unethical. An effective leader must follow the ethics of the organization and have the interest of the organization in mind always. A dishonest and untrustworthy leader cannot lead effective change leadership. Thinking positively, I recommend that my organization continually stand on the ethical principles of alignment and integrity. Alignment will allow everyone to be directed toward the same goals and direction while strategically inspiring and engaging each other (Nolen & Putten, 2007). Integrity will als ...
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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:
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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.”
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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:
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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.
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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.
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Transactional Leadership
It concentrates on the leader and followers and maintaining a healthy relationship between the two hence loyalty and realization of advantages.
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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.
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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:
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1) Ethical leaders prioritize effective communication, quality, collaboration, succession planning, and tenure to establish high standards and build trust with followers.
2) Factors like communication, quality processes, consulting advisors, training, and long-term planning help ethical leaders achieve goals and control outcomes.
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For transformational theory, the leader connects with team members to raise morality and motivation, focuses on collective good, inspires and stimulates intellectual thought, and considers individuals' concerns. For servant leadership theory, the leader prioritizes serving others and allows subordinates decision-making power. For adaptive leadership theory, the leader provides support during challenges and develops short-term solutions to ease organizational issues.
The document suggests that as a new CEO, applying transformational and adaptive leadership styles could help the company succeed by establishing a compelling vision, empowering employees, addressing challenges, and strengthening adaptability.
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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.
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Continuing Academic Success
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Leadership has been in place and also undergoing changes based on the changes happening in outside world. With increased globalization, there is the need for leaders to acquire some global competencies. The current workplace is demanding for some emergent practices and there are expectations for digital competencies. In order to survive as a leader, it would be necessary to have a sense of learning and continuous improvement.
In order to create a professional knowledge sharing connection, it requires a kind of trust which will be developed over time and facilitated very effective leadership roles (Cameron & Green, 2008). Therefore, to succeed in the industry, it will be necessary for a leader to set reasonable and measurable goals through focusing on trust, knowledge and credibility together with being updated on changes in global trend affecting leadership roles.
Global leadership concerns for the future
To be a high performance organization, it is necessary to tackle challenges of leadership development with a combined broad thinking. There are quite a number of trends that are linked with leadership. Globalization is the first trend as it is the new business world. This thus requires personnel thinking globally. The trend towards having connected markets will be much stronger. This is because the leaders will be required to understand the cultural, legal, economic, cultural as well as political ramifications (Rothstein & Burke, 2010). Therefore, leaders will be required to see themselves as citizens of the world with expanded field of vision. Leaders will be required to have knowledge on how to effectively manage global producti ...
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Organizational development (OD) aims to improve an organization's effectiveness and the well-being of its employees. It involves systematically applying behavioral science knowledge to help organizations better adapt to challenges through planned interventions. Key elements of OD include assessing strategies, structures, and processes to help organizations function more effectively. The overall goal is to establish self-renewing organizations that can continuously monitor and improve themselves.
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This document provides an introduction to a dissertation on leadership. It discusses the background of the study, which involves assessing the leader-researcher's personal traits and professional skills based on evaluations from subordinates in various sectors. Specifically, it aims to determine if there is a relationship between these traits and skills, and to propose a model for dynamic leadership. The study has limitations in its scope, involving evaluations from 76 subordinates across 4 sectors. However, the results intend to provide a leadership framework that could benefit various industries including business, technology, and education.
Organizational Development And Change
The article provides a literature review of organizational development (OD) theories from early teachings to more recent research. It highlights disconnects among OD researchers and shortcomings in OD research. Specifically, it discusses implications for researchers, practitioners, and teaching of OD. The author aims to give an in-depth analysis of OD theories and models over time to provide context to the field of OD.
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Leadership Styles Of A Leadership
The document discusses different leadership styles, focusing on three styles identified by psychologist Kurt Lewin: autocratic, democratic, and laissez-faire. It describes the key characteristics of each style, with autocratic leaders setting clear guidelines and separating themselves from their group, democratic leaders involving group members in decision making, and laissez-faire leaders taking a hands-off approach. The document analyzes which leadership styles are most effective depending on the situation.
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##FINAL-POSTED-GRADE##
Add question on this page
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While there are many different definitions of leadership, there are three core characteristics that are always present in ethical leadership. They are character, stewardship, and experience (Gini & Green, 2014). Character can be most commonly related to how others see a person. When a situation happens, and a well-known person is involved in an incident, such as a fight, it might be hard for some people to believe that a person was involved. Because the person usually displays a very calm demeanor, it would be hard to believe that this person was involved in an altercation. The phrase “that is out of character” is used when something happens that a person would not normally be associated with. When using the term character, it is used to describe how others see a person. A person’s character is displayed in how they treat others as well as their values.
According to author Peter Senge, steward means that leaders recognize that the ultimate purpose of their work is others and not self (1990).A steward just like a leader is focused on others around him/her. A good steward will ensure that they are looking out for the best interest of those around them. When peeling back the onion on stewardship, the ability to ensure the it is closely and intimately like leadership. The steward looks to implement policies and procedures that will guarantee a positive change occurs for the benefit of those around him/her.
It is interesting how there are countless books about how to become successful in any given area of life. However, there are very few if any on how to fail. Although no one wants to fail, without failures, the successes would not be so sweet. Nelson Mandela attributed his success as a leader to being in prison. ...
Process assumptions-values-n-beliefs-of-od
Organizational development (OD) aims to increase organizational effectiveness through planned interventions. The typical OD process consists of 9 steps over a minimum of one year: initial diagnosis, data collection, data feedback, selecting interventions, implementing interventions, action planning, team building, inter-group development, and evaluation. Key values of OD include being humanistic by respecting individuals, optimistic by believing in progress through reason and cooperation, and democratic by respecting individual rights and fairness. These values imply treating individuals with support, challenge, and responsibility, and groups with investment in development, team leadership, and interactive solutions.
My Experiences After Attending The Practice Of Public...
The document discusses the author's experiences after taking a public health leadership course in 2015. The author learned that effective leadership depends on teamwork, recognizing strengths and weaknesses, and incorporating diversity. Personal reflection and knowing oneself are also important lessons. The course challenged, developed, and inspired the author as a leader.
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Essay on Management vs. Leadership
Essay on Leadership vs. Management
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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.
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The document discusses the five levels of leadership. Level one is leadership from position, where people follow due to one's job title and authority. Level two is leadership by permission, where people follow due to respect and trust. Level three is leadership by production, where people follow due to what one has done for the organization. Level four is leadership by people development, where people follow due to what one has done for them personally and professionally. Level five is leadership by personhood, where people follow due to who one is and what one represents.
Running head LEADERSHIP THEORIES AND STYLES .docx
Running head: LEADERSHIP THEORIES AND STYLES 1
LEADERSHIP THEORIES AND STYLES 2
Leadership Theories and Styles
Anniesha Overton
Strayer University
Dr. Kristie Roberts-Lewis
Introduction
Leaders need to understand essential elements that define a greater understanding of important processes that determine positive development. Leaders have complex roles which they are expected to accomplish regardless of the underlying challenges. An effective leader is not all about having the best leadership qualities, but it involves having an equal engagement on the underlying traits and individual behavior to understand that successful development is based on strong commitment across all aspects of personal well-being. Therefore, good leaders can adequately assess the needs of their followers and make strategic decisions that have a positive influence on the decisions that are made. Thus, successful leadership encompasses different concepts, which include leadership style qualities of the followers and the current situation. The diversity of a given leadership approach integrates essential concepts that are essential in improving the underlying level of commitment. Comment by Kristie Roberts-Lewis: Why specifically? Comment by Kristie Roberts-Lewis: Good introduction
Public and Behavioral Leadership Theories
Public leadership focuses on developing a greater need to evaluate different elements that define a highly effective leadership under which it is possible to make better decisions that can ensure the development of important concepts which represent a greater organization development. The leadership theories that define public leaders include trait and behavioral approaches. These theories provide an understanding of important elements which define a greater understanding of important factors that determine a highly successful engagement (Giltinane, 2013). Trait theory highlight that people are born with inherited traits thus some of the characteristics are adequately suited to leadership. Behavioral leadership theory assumes that leaders are made thus anyone can learn to be a leader. Leadership integrates essential elements which help define a greater emphasis on critical factors that determine better and positive direction. Therefore, public leaders provide focus on these theories in making their determination regarding the influence they have within their respective organizational development (Sajjadi, Karimkhani, & Mehrpour, 2014). Comment by Kristie Roberts-Lewis: Citation
Leadership style focuses on specific elements which define a greater understanding of particular features which are integrated within an organizational context where it is possible to make greater elements that illustrate specific concepts that define positive organization development. The critical leadership styl.
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12.74.16.18/22
Then find the number of addresses in the network, the first address, and the last address.
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Calculate the Sum, Wrapped Sum and Checksum from the following header values.
Version number = 4, Header Length = 12, Service Type = 0, Total Length = 28
Identification = 56781, Flags = reset, Fragmentation offset = 0
Time-to-live = 8, Protocol = OSPF, Header Checksum = 0
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Destination address = 10.10.10.10
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1
WEEK TWO ASSIGNMENT
3
Continuing Academic Success
Student Name
GEN/201
Date
Instructor
Continued Academic Success
Introduction (Thesis from week #2 here) Create an Opening statement and core theme for your Paper: Continuing Academic Success (50-75 words).
Heading #1 (Example Idea: Educational and Career Goals)
Include at least one educational goal and one career goal and how setting goals can lead to success (150-200 words).
Heading #2 (Example Idea: The Writing Process)
Discuss how the writing process can help you advance in your education and your career (150-200 words).
Heading #3 (Example Idea: Ethical Lens)
Share an example of how the information from your Ethical Lens Inventory can help you make better decisions (150-200 words).
Heading #4 (Example Idea: Critical Thinking Skills)
Elaborate on the steps will you take to improve your critical-thinking skills (150-200 words).
Heading #5 (Example Idea: UOPX Resources)
Highlight the university resources you will use to ensure academic success and also consider the benefits and challenges of working with outside sources (150-200 words).
Conclusion
Summarize your three or four main points and illustrate your closing viewpoints. As you conclude the paper feel free to include any other important lessons you learned in this course (150-200 words).
References (Place the “Reference(s)” on its own page.)
List at least three sources of reference. You should use the articles from the Sources assignment in week #4. (Saves time!)
Refer to the Reference and Citation Generator for proper formatting in the Center for Writing Excellence,
Revised 7/5/16
Module 01: Judgment in Managerial Decision-Making
Learning Outcomes
1. Critique the components of the decision-making process.
2. Explore prescriptive and descriptive decision-making.
3. Assess the use of heuristics in decision-making.
4. Evaluate the role of critical thinking in decision-making.
1. Leadership and Decision-Making
In this module, we will examine leadership and decision-making within the organization. As such, we will discuss the importance of decision-making and the organizational leader. Further, we will examine these important decision-making concepts in light of the various challenges that confront 21st-century organizations. As an organizational leader, it is important for you to have a solid understanding of leadership and decision-making as you help lead your organization toward its goals, objectives, and overall mission.
Leadership and Decision-Making
Leadership and decision-making go together hand-in-hand. In fact, leaders are often confronted with important decisions continually, even in the midst of uncertainty. Nevertheless, great leaders understand how to make decisions that have a positive impact on their organizations, employees, and stakeholders (Kase, 2010). In today's highly volatile global environment, organizational leaders are required to face challenges that confront their organizations with incr ...
The Importance Of Development In Organizational...
Organizational culture has a significant impact on team development and performance. A positive culture that values collaboration, innovation and continuous learning will foster high-performing teams. As teams form and interact over time, they develop their own norms, values and ways of working that are influenced by the larger organizational culture. Leaders play a key role in shaping culture and can reinforce behaviors that support team goals. If the culture is not aligned with team objectives, it can create barriers like silos and risk aversion that prevent teams from achieving their full potential. Assessing and strategically shaping organizational culture is important for developing effective teams.
Introduction to Organizational Development
This document provides an introduction to organizational development (OD). It begins with the most comprehensive definition of OD by French and Bell, which describes it as a long-term, collaborative effort led by top management to improve an organization's vision, empowerment, learning, problem-solving and culture. It emphasizes the importance of intact work teams. The definition stresses that OD focuses on processes and culture, encourages collaboration, views organizations as complex systems, and relies on an action research model. Successful OD requires the involvement of change agents who can facilitate collaboration to define and resolve problems. The document then discusses how to assess an organization's readiness for change and outlines the typical action research process involved in OD interventions.
Executive summary The traditional leadership styles a.docx
Executive summary
The traditional leadership styles are continuously changing with the adoption of globalization. This is because convergence is all over whereby the competitors are the customers, suppliers and the industry in general. This means that new development strategies are required to be able to cope in the dynamic world as well as in future. In this report, it will discuss some of the leadership concerns on the basis of the global trends which require some leadership attention.
The report will also discuss emerging theories that are applicable in the global changing world. This will then be followed by a discussion on the kind of responsibilities that the leaders have towards coping with competition in the workplace, complexity as well as diversity in the organization. The report will further provide a personal plan on development of proper leadership skills. Under this, it will outline some of the personal development goals. This will be followed by a summary of the relevant steps to be taken to accomplish the goals. An evaluation on how to check for progress in each step will be established. The report will end with a summary regarding how the plan will facilitate personal growth as a leader as well as the growth of others.
Introduction
Leadership has been in place and also undergoing changes based on the changes happening in outside world. With increased globalization, there is the need for leaders to acquire some global competencies. The current workplace is demanding for some emergent practices and there are expectations for digital competencies. In order to survive as a leader, it would be necessary to have a sense of learning and continuous improvement.
In order to create a professional knowledge sharing connection, it requires a kind of trust which will be developed over time and facilitated very effective leadership roles (Cameron & Green, 2008). Therefore, to succeed in the industry, it will be necessary for a leader to set reasonable and measurable goals through focusing on trust, knowledge and credibility together with being updated on changes in global trend affecting leadership roles.
Global leadership concerns for the future
To be a high performance organization, it is necessary to tackle challenges of leadership development with a combined broad thinking. There are quite a number of trends that are linked with leadership. Globalization is the first trend as it is the new business world. This thus requires personnel thinking globally. The trend towards having connected markets will be much stronger. This is because the leaders will be required to understand the cultural, legal, economic, cultural as well as political ramifications (Rothstein & Burke, 2010). Therefore, leaders will be required to see themselves as citizens of the world with expanded field of vision. Leaders will be required to have knowledge on how to effectively manage global producti ...
Why is od important
Organizational development (OD) aims to improve an organization's effectiveness and the well-being of its employees. It involves systematically applying behavioral science knowledge to help organizations better adapt to challenges through planned interventions. Key elements of OD include assessing strategies, structures, and processes to help organizations function more effectively. The overall goal is to establish self-renewing organizations that can continuously monitor and improve themselves.
Final file reviewed 10192016-re-edited
This document provides an introduction to a dissertation on leadership. It discusses the background of the study, which involves assessing the leader-researcher's personal traits and professional skills based on evaluations from subordinates in various sectors. Specifically, it aims to determine if there is a relationship between these traits and skills, and to propose a model for dynamic leadership. The study has limitations in its scope, involving evaluations from 76 subordinates across 4 sectors. However, the results intend to provide a leadership framework that could benefit various industries including business, technology, and education.
Organizational Development And Change
The article provides a literature review of organizational development (OD) theories from early teachings to more recent research. It highlights disconnects among OD researchers and shortcomings in OD research. Specifically, it discusses implications for researchers, practitioners, and teaching of OD. The author aims to give an in-depth analysis of OD theories and models over time to provide context to the field of OD.
Contingency Management
This document discusses contingency management as a treatment for substance abuse issues. While contingency management has shown short-term effectiveness, more research is needed to demonstrate long-term benefits and sustained results. Relapse is a particular issue for treatments like smoking addiction. Developing schemes to combat relapse and create more effective intervention programs is important. Contingency management is also not as well known as other addiction treatments, so increasing public awareness of it could help more substance users seek treatment. Providing alternative rewards beyond just money or vouchers, like meals or employment assistance, may also help treatment centers while potentially being more cost effective than other addiction treatment options in the long run.
Leadership Styles Of A Leadership
The document discusses different leadership styles, focusing on three styles identified by psychologist Kurt Lewin: autocratic, democratic, and laissez-faire. It describes the key characteristics of each style, with autocratic leaders setting clear guidelines and separating themselves from their group, democratic leaders involving group members in decision making, and laissez-faire leaders taking a hands-off approach. The document analyzes which leadership styles are most effective depending on the situation.
##FINAL-POSTED-GRADE##Add question on this pag.docx
##FINAL-POSTED-GRADE##
Add question on this page
ETHICAL LEADERSHIP
Within any organization, there are certain responsibilities that begin and end with the leadership. One of the most important aspects is the ethical behavior of any organization. In different types of organizations, different ethical practices must be observed. There is not a one size fits all approach to every organization and making sure that they are making ethical decisions. Add two sentences here In this paper, the author will discuss diversity in the workplace, ethical behavior and guidelines that govern ethical practices.
Definition of Ethical Leadership
What is the definition of ethical leadership? Bennis defined “leadership is really a matter of character. The process of becoming a leader is no different than the process of becoming a fully integrated human being” (as cited in Gini & Green, 2014, p. 1). This quote really sums up the idea that there is no one definition of leadership. The definition of leadership can vary depending upon the people who are involved, time, place, and always the situation being addressed. A Coach of a basketball team and a Sales Manager will have a different definition for ethical leadership.
While there are many different definitions of leadership, there are three core characteristics that are always present in ethical leadership. They are character, stewardship, and experience (Gini & Green, 2014). Character can be most commonly related to how others see a person. When a situation happens, and a well-known person is involved in an incident, such as a fight, it might be hard for some people to believe that a person was involved. Because the person usually displays a very calm demeanor, it would be hard to believe that this person was involved in an altercation. The phrase “that is out of character” is used when something happens that a person would not normally be associated with. When using the term character, it is used to describe how others see a person. A person’s character is displayed in how they treat others as well as their values.
According to author Peter Senge, steward means that leaders recognize that the ultimate purpose of their work is others and not self (1990).A steward just like a leader is focused on others around him/her. A good steward will ensure that they are looking out for the best interest of those around them. When peeling back the onion on stewardship, the ability to ensure the it is closely and intimately like leadership. The steward looks to implement policies and procedures that will guarantee a positive change occurs for the benefit of those around him/her.
It is interesting how there are countless books about how to become successful in any given area of life. However, there are very few if any on how to fail. Although no one wants to fail, without failures, the successes would not be so sweet. Nelson Mandela attributed his success as a leader to being in prison. ...
Process assumptions-values-n-beliefs-of-od
Organizational development (OD) aims to increase organizational effectiveness through planned interventions. The typical OD process consists of 9 steps over a minimum of one year: initial diagnosis, data collection, data feedback, selecting interventions, implementing interventions, action planning, team building, inter-group development, and evaluation. Key values of OD include being humanistic by respecting individuals, optimistic by believing in progress through reason and cooperation, and democratic by respecting individual rights and fairness. These values imply treating individuals with support, challenge, and responsibility, and groups with investment in development, team leadership, and interactive solutions.
My Experiences After Attending The Practice Of Public...
The document discusses the author's experiences after taking a public health leadership course in 2015. The author learned that effective leadership depends on teamwork, recognizing strengths and weaknesses, and incorporating diversity. Personal reflection and knowing oneself are also important lessons. The course challenged, developed, and inspired the author as a leader.
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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 Five Levels Of Leadership Essay
The document discusses the five levels of leadership. Level one is leadership from position, where people follow due to one's job title and authority. Level two is leadership by permission, where people follow due to respect and trust. Level three is leadership by production, where people follow due to what one has done for the organization. Level four is leadership by people development, where people follow due to what one has done for them personally and professionally. Level five is leadership by personhood, where people follow due to who one is and what one represents.
Running head LEADERSHIP THEORIES AND STYLES .docx
Running head: LEADERSHIP THEORIES AND STYLES 1
LEADERSHIP THEORIES AND STYLES 2
Leadership Theories and Styles
Anniesha Overton
Strayer University
Dr. Kristie Roberts-Lewis
Introduction
Leaders need to understand essential elements that define a greater understanding of important processes that determine positive development. Leaders have complex roles which they are expected to accomplish regardless of the underlying challenges. An effective leader is not all about having the best leadership qualities, but it involves having an equal engagement on the underlying traits and individual behavior to understand that successful development is based on strong commitment across all aspects of personal well-being. Therefore, good leaders can adequately assess the needs of their followers and make strategic decisions that have a positive influence on the decisions that are made. Thus, successful leadership encompasses different concepts, which include leadership style qualities of the followers and the current situation. The diversity of a given leadership approach integrates essential concepts that are essential in improving the underlying level of commitment. Comment by Kristie Roberts-Lewis: Why specifically? Comment by Kristie Roberts-Lewis: Good introduction
Public and Behavioral Leadership Theories
Public leadership focuses on developing a greater need to evaluate different elements that define a highly effective leadership under which it is possible to make better decisions that can ensure the development of important concepts which represent a greater organization development. The leadership theories that define public leaders include trait and behavioral approaches. These theories provide an understanding of important elements which define a greater understanding of important factors that determine a highly successful engagement (Giltinane, 2013). Trait theory highlight that people are born with inherited traits thus some of the characteristics are adequately suited to leadership. Behavioral leadership theory assumes that leaders are made thus anyone can learn to be a leader. Leadership integrates essential elements which help define a greater emphasis on critical factors that determine better and positive direction. Therefore, public leaders provide focus on these theories in making their determination regarding the influence they have within their respective organizational development (Sajjadi, Karimkhani, & Mehrpour, 2014). Comment by Kristie Roberts-Lewis: Citation
Leadership style focuses on specific elements which define a greater understanding of particular features which are integrated within an organizational context where it is possible to make greater elements that illustrate specific concepts that define positive organization development. The critical leadership styl.
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The goal of this exercise is to observe a 'cultural scene' as an anthropologist would (i.e. based on everything you have learned in the course to-date). The student will analyze their observations in terms of themes from the subfield of cultural anthropology such as how it helps frame our societies (family, lifestyle, lineage, language and communication) and, in some ways, its evolution.
Description:
Culture as we have discussed in our readings and lecture notes is an incredible advantage that has allowed humans to enter almost every niche in nature. The development and maintenance of culture is what sets humans apart from other species. Culture varies by time and location. For this assignment, students will be observing a particular setting for 25 minutes, writing up your observations, and then analyzing them.
Directions:
In a 3-5 page written assignment, answer the following questions.
1) 1) Discuss culture and its importance to anthropology.
a. This should include defining culture using the text and/or lecture notes.
2)
2)
Choose a time and location for where/when you are going to conduct your observations of an ethnographic scene
a.
Examples of Possible Ethnographic Scenes
i.
The coming and going of shoppers in a mall
ii.
Getting on and riding the bus
iii.
Buying coffee at a coffee shop
iv.
Crossing at a cross-walk
3)
3)
Go to the specified location and proceed with your observations.
a.
The easiest way to do this is to find a place to sit quietly and to simply watch what is going on.
i.
Please do not talk to or interview people during this time.
b.
Take handwritten (recommended) notes in a small notebook and/or mental notes of:
i.
details about the scene itself (time of day, lighting, furniture, plants, sounds, temperature, smell, vibe/energy, etc)
ii.
the people around you, not only their behavior but general information about their characteristics (age, race/ethnicity, gender, class, etc)
iii.
what you see people doing
1.
this is the heart of your description and should provide the instructor of how the people you saw were involved in the scene you were observing
iv.
your thoughts and feelings while observing may be a brief section of the paper.
4) 4) When your 25 minutes are finished, leave the scene. In a quiet place, fill out your notes. Be sure you include more details about the topics from step 3.
a. At this time, you should start to think about what themes, patterns, or conclusions you saw.
This step is critical.
b.
Type up your notes (you will add them to the end of your write-up)
5)
5)
Write a 3 - 5 page reaction paper about your observations Your paper should include
a.
Discussion about and definition of culture
b.
a ‘thick description’ of the location
i.
i.e. building you were in (what is the architecture like), descriptions of people there (in terms of characteristics: age, race/ethnicity, gender, socio-.
Q1 Describe the ways in which Elena challenges gender expectation f.docx
Q1: Describe the ways in which Elena challenges gender expectation for women? What are the internal struggles she experiences as an activist and as a partner to Antonio? How does she resolve these struggles?
Q2: Analyze three scenes in the novel in which Longoria's masculinity is being shaped by the military. How did his genderreality shift from the moment he was taken from the military at 17 years old? How does his masculinity inform the way he interacts with women and men?
Q3:Analyze three scenes in the novel in which Antonio questions his manhood. How did his gender reality shift from the moment he found his family murdered in Guatemala? How does his gender reality shift in Los Angeles as a refugee?
Q4: Find two quotes in the novel that reinforces patriarchy, homophobia, and sexism (two quotes for each theme)
Q5: Pick a scene in the noval and re-write the gender script for the character in that scene
*
PLEASE PROVIDE THE PAGE NUMBER OF THE NOVEL TO YOUR RESPONSES.
.
Q 1Over the past 16 years, only two building permits for new h.docx
Q 1
Over the past 16 years, only two building permits for new housing construction have been issued in Sedgwick County, Colorado. This is consistent with the depopulation (particularly of younger persons) and economic diminution that is attributed to a declining rainfall since the 1970s. These are quantitative details. It is unclear how much of the depopulation was due to perceived opportunities elsewhere, to copycat or fad behavior, and to perceived change in local economic opportunity. Is qualitative analysis more likely to identify the leading cause of Sedgwick County's out-migration than are quantitative econometric methods? Why or why not? Which characteristics of qualitative research exerted the most influence as you formed your view on this topic? [300 words required, 3References, 3 Intext Citations and Original Writing only.]
.
Q 2In qualitative studies, individual or institutional harm an.docx
Q 2
In qualitative studies, individual or institutional harm and data bias may occur in many forms over variable time horizons. What are the most effective steps researchers can take in the research design phase to mitigate these harms and biases? Why are these most effective? [300 words, 3 references, 3 Intext Citations Original Writing Only]
.
Purpose This assignment gives you a chance to produce a scholar.docx
Purpose
:
This assignment gives you a chance to produce a scholarly paper
(
10
+ pages**)
about current research in Information Science (IS) and related domains (security, business, finance, analytics, communications, social networks, etc.). By
preparing it, you will familiarize yourself with information system issues, scientific methods of investigation, and theories and models used by IS researchers. See optional textbook for ideas: Davis and Shaw, ed. (2013)
Introduction to Information Science and Technology.
You are citing others’ ideas mainly as in a “literature review “and are not required to have original research or ideas. So your conclusion represents a synthesis of your research and conclusions.
(
**Longer is better.)
Because you have “research” and peer-reviewed publications to consider, the
topic areas vary
and include retrieval theory, knowledge management and information architecture, as well as user behavior, theories and models covering computer interactions, cognition, psychology, and human factors. The IS field of study includes search engines and meta-data analysis; statistical formulas and quantitative pattern analyses are evaluated. Computer-based technologies are investigated in IS to improve data base administration and information systems through knowledge-based systems (expert systems), artificial intelligence, decision support systems, data mining tools, encryption/decryption, system security (access, viruses, etc.), networking (handheld, wireless applications), collaboration, and object-oriented programming. Current topics: healthcare databases, social networking, spam, wireless, apps, informatics, blogs, wikis, RFIDs, grids.
DEVELOP A THESIS STATEMENT
based on what you know that is related to news or a scholarly reference(s) you read.
Thesis Example
: “The need for effective network security has increased since 9/11;
however
, the technology used by hackers advances each year ahead of IT efforts.
Therefore
, this paper will explore proven security approaches.”
That is, use a 3-Part THESIS STRUCTURE:
Positive statement (
theory or observed “truth”)
However statement… (problem to research)
Therefore statement… (approach you intend to use to resolve)
FINAL PAPER REQUIREMENTS
Write a 10-12 page paper (including charts, figures, bulleted lists, and other graphics; as well as reference list or bibliography).See outline and rubric below.
Suggested
Outline
: (Note that illustrations such as charts or figures are very good to have; a cognitive style issue.)
I.
Abstract (write this last to summarize)
II.
Thesis statement
III.
Literature review (or background on topic)
IV.
Argument/discussion of research
V.
Results and conclusion
VI.
References (sources cited/bibliography in APA style)
VII.
(optional) appendices (supporting material)
.
PurposeThe purpose of this assignment is to provide the student .docx
Purpose
The purpose of this assignment is to provide the student an opportunity to reflect on the weekly concepts learned in the course.
Activity Learning Outcomes
Through this assignment, the student will demonstrate the ability to:
CO1: Integrate evidence-based and research to support advancement of holistic nursing care in diverse healthcare settings. (PO 1,4)
CO2: Integrate knowledge related to evidence-based practice and person-centered care to improve health outcome. (PO 1, 2)
CO3: Demonstrate professional and personal growth through a spirit of inquiry, scholarship, and service in diverse healthcare settings. (PO 3, 4)
CO4: Develop knowledge related to research and evidence-based practice as a basis for designing and critiquing research studies. (PO 1, 5)
CO5: Analyze research findings and evidence-based practice to advance holistic care initiatives that promote positive healthcare outcomes. (PO 1, 2, 5)
Requirements:
Reflection:
write 1-2 paragraphs reflecting on your learning for the week. Guiding questions are provided or you may write about what you felt was most significant to you for the week.
You will need to post your reflection here before you are able to see other students' posts.
How hard was it to find a quantitative article related to your area of interest?
Did you have any difficulty determining whether the articles you reviewed were quantitative?
Is the quantitative approach appropriate for your area of interest? Would you be able to replicate the study you found?
.
PurposeTo assess your ability toDescribe technologies that unde.docx
Purpose
To assess your ability to:
Describe technologies that underlie pervasive computing, providing examples of how businesses can utilize each one.
Explain how the four major threats to wireless networks can damage a business.
Action Items
Research the following areas related to protecting sensitive data for the Woodworker Cabinet company. Write a two-to three-page report to the CIO addressing the following issues:
Methods used by various companies to protect organization data. Consider:
Data encryption;
Authentication and authorization; and
Network security measures (e.g., firewalls, spyware protection, etc.).
Ethical issues regarding protection of data. Consider:
Privacy considerations;
Trade secrets (e.g., manufacturing processes, etc.);
Client lists; and
Organizational financial information.
.
Purpose The purpose of Draft 3 is to build upon Draft 2 and.docx
Purpose:
The purpose of Draft 3 is to build upon Draft 2 and to move your drafting process forward so that you can add (1) a body, and (2) a conclusion
, and (3) an abstract to your paper (due Unit/Week 8), making it a cohesive, whole academic paper.
Description:
In this assignment,
you will take Draft 2
(introduction and review of literature), written in Unit VI, and
add the body of your paper
.
Your body paragraphs should contain the six elements indicated below and be developed in an appropriate manner. If the body does not contain these elements, it is likely you have not fully developed the body, and this lack of development can severely impact your grade for this assignment.
You will need to
write at least four body paragraphs
and
incorporate five academic sources
for this assignment. The paragraphs should be thorough and cover all the listed elements. Your Draft 3 (introduction, review of literature, and body) should include the elements listed below.
Elements:
Your grade for Draft 3 is based on your inclusion of various elements and the overall quality of your writing. Your Draft 3 must contain the following elements.
1.
Cover page and APA formatting:
The running head should include up to fifty (50) characters from the title of the paper, along with a sequential page number in the upper right-hand corner.
2.
Introduction:
Using the comments that you received on your Draft 2, revise your introduction
. To avoid pitfalls to writing an introductory paragraph, review the Checklist “Avoid Certain Mistakes in the Introduction” on p. 495 of
Strategies for Writing Successful Research Papers
.
3.
Review of literature:
Using the comments that you received on your Draft 1, revise your review of literature, and include it with this newest draft.
4.
Body paragraphs:
Each paragraph of the body of your Research Paper should be a cohesive unit. It should be tight, but developed. It should serve a function, and its purpose should always be to bolster the thesis. Therefore, you should use the following order for each paragraph in the body.
a.
Topic sentence:
This sentence summarizes the entire paragraph in one strong, well-written sentence, and it directly supports the thesis statement.
b.
Explanation of topic sentence (1-2 sentences):
Often times there is more to be said about the topic sentence, more explanation that is necessary in order for it to be a clear idea, so there are usually a few sentences that follow the topic sentence that explicate the idea more for the reader. These sentences not only “unpack” the topic sentence, but they also anticipate the evidence that will be used to support the topic sentence, usually indirectly.
c.
Introduction to evidence (1-2 sentences):
No piece of evidence (quotation, example, paraphrase, etc.) should be dropped into a paragraph without first introducing it. An introduction might include the title of the source, the author, and/or a short description of .
Purpose of the paper is to examine the issues related to corrections.docx
Purpose of the paper is to examine the issues related to corrections as well as the best strategies and options designed to meet the goals of corrections. Paper should include the Following:
A) An explantion of the history of the corrections system and varying approaches to corrections by era.
B) A complete description of the participants of the corrections system and their role.
C) A detailed analysis of the impediments, or issues, faced by corrections administrations when running a prison.
D) A complete description of the rights of prisoners, and the administration of required services by prison officials.
E) A detailed description of alternative forms of corrections, including methods of rehablitation and reintroduction to society
F) A comprehensive list of alternative strategies to incarceratation wtih an assessment, both pro and con, showing their worth as related to traditional, incarceration strategies
Paper should be formatted in APA
8-10 pages double spaced
At least 5 scholarly sources
.
Public speaking is different from conversation. Explain differences.docx
Public speaking is different from conversation. Explain differences
and
similarities
of these two types of speaking by addressing an issue from your personal life or from current events.
NOTE: You may conduct research to complete any of these discussions (if you are still waiting on the book), using the Internet or other resources. Be certain to properly cite your sources and provide a bibliography in appropriate format. This information is also addressed in this week's audio lessons.
Remember that your discussion response must include the following:
A reflection on the concept we are discussing. Give us a summary of things you learned about this concept from your assigned chapter readings.
A thorough example/discussion to support your reflection.
A final statement that tells us what you take away from this week's lesson.
Properly formatted in-text citations and references.
Strong grammar, spelling, and mechanics.
In total your discussion should be at least 250 words.
.
Published on The Root (httpwww.theroot.com) ! Why I A.docx
Byron Hurt grew up witnessing his father verbally abuse his mother. This led him to resent his father's dominance in the household and influenced how he later treated women. After graduating college, he took a job with the Mentors in Violence Prevention Project, which aimed to prevent gender-based violence. Through this work, Hurt learned about feminism and came to see the importance of challenging patriarchal systems and traditions of masculinity that normalize the domination of women. He now identifies as a male feminist and uses documentary filmmaking to promote anti-sexist ideas and healthy relationships between men and women.
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- 1. Please respond to the discussion questions listed below: - You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. All comments should be posted to the appropriate topic in this Discussion #1 My current organization’s leadership consists of a Principal, six Assistant Principals, a Student Activities Coordinator, and a School Improvement Specialist. This team is known as our Administration Team. Everything and all final decisions are up to the Principal before they are passed on to the Principal’s supervisor, which is the Director of High Schools and then the overall Superintendent of the school district. Our Principal is a democratic, ethical leader who relies on the Administration team for support, ideas, and structure. A democratic leader, as discussed in our text, is a leader that provides rewards when necessary and sticks to the least discipline of the employees (Argosy, 2018). This allows leadership to focus on the objectives while the district deals with any disciplinary action against any employee. The leadership of this organization is grounded in ethical decisions and remembering that education and safety are most important. When thinking of effective change leadership in my organization, the two features that allow the organization to progress through changes and lead effectively through change are communication and collaboration. As effective leaders of change focus on what the change is and why it is important,
- 2. communication is imperative because leaders must continuously communicate with all individuals involved to connect everyone to the purpose and urgency for the change (Smith, 2008). The other important feature of effective change leadership is collaboration. School districts like the one I work with are built on collaboration. Many people work together daily to make things happen for the greater vision of the organization. Change leadership or change, in general, cannot happen without effective collaboration in the capacity of every wanting the same outcome to be positive and beneficial (Anderson & Anderson, 2010). Effective change leadership also requires ethics to play a huge role. Ethical decisions by leadership are crucial in and through change. Imagine a leader who has personal interests in personal gain. This will cause all decisions to be bias and unethical. An effective leader must follow the ethics of the organization and have the interest of the organization in mind always. A dishonest and untrustworthy leader cannot lead effective change leadership. Thinking positively, I recommend that my organization continually stand on the ethical principles of alignment and integrity. Alignment will allow everyone to be directed toward the same goals and direction while strategically inspiring and engaging each other (Nolen & Putten, 2007). Integrity will also require everyone to do what they preach and expect the same of others. With both principals, I think my organization will only become stronger leading through and beyond change. References: Anderson, D., & Anderson, L. A. (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership (Vol. 36). John Wiley & Sons.
- 3. Argosy University Online. (2018). Module 1. L7451 Leading Through and Beyond Change, Faculty: Dr. Vicky Black. Nolen, A. L., & Putten, J. V. (2007). Action research in education: Addressing gaps in ethical principles and practices. Educational Researcher , 36 (7), 401-407. Smith, L. (2008). Schools that change: Evidence-based improvement and effective change leadership. Corwin Press. Discussion #2 Identify two features of effective change leadership and explain why you believe they are effective. There are several features of effective change leadership. One being to rrecognize embedded tensions and paradoxes and invest in new organizational capabilities. (Ready, Douglas, 2016). being able to recognize current embedded tensions and organizational paradoxes are key components to know before proceeding with organizational changes. Identifying challenges and preparing for questions that could potentially arise prepares not only the leadership but it eases the fears of those staff that's being affected. Therefore, being able to commit to changes and
- 4. seeing it through with effective communication planning and training, i believe, will put leadership in the best position to execute changes. As we begin to implement change, its necessary that we redirect our resources in a way that staff can thrive from the new changes. This is could be through process improvement initiatives, investing more into talent training, or any capital improvement projects, just to name a few. Understanding the culture and potential paradigms in your organization and aligning resources to new changes, would surely assist in the transition. Discuss the role of ethics in change leadership and decision making and explain how this might be significant in leading change. In researching ethics and change, i came across an interesting article that highlighted four things to consider ethically when implementing change: 1) employees, 2) disruption, 3) communication and 4) teamwork. (Lewis, Jared). I consider these factors to be the leading thoughts before considering change. Due diligence must be done in order to determine how change would impact any of these four components. If indeed the impact would be too significant, its best for any leader to rethink their approach. This is important to consider each factors because if any one of these elements are not thoroughly thought through, it could cause the organization talent and other resources. Recommend 1–2 ethical principles that may assist your organization's leadership and decision-making framework; support your response with a rationale and professional literature. In my current organization, I know it would be beneficial for leadership to 1) consider its employees and 2) communicate effectively to the lower level staff that's expected to follow and
- 5. in some cases, lead new changes. All too often, changes are only implemented when processes go wrong and once leadership acknowledges these challenges, they are usually the ones making improvements to the process without the input of the staff that actually does the work. This is the ultimate fail. Change and and innovation are disruptive to everyone in the organization. This disruption requires that leadership take into account everyone involved in the process of change. (Lewis, Jared) Ready, Douglas. 2016. 4 Things Successful Change Leaders Do Well. retrieved from https://hbr.org/2016/01/4-things-successful-change-leaders-do- well Lewis, Jared. The role of Ethics & Responsibilities In Leading Innovation and Change. Retrieved from http://smallbusiness.chron.com/role-ethics-responsibilities- leading-innovation-change-38298.html