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Read the article, “10 Tough Truths About Leadership (Links to an external site.)Links to an external site.”. Based on the information in the article, which of the ten truths do you think are the most important for leaders to understand and why? Emotional intelligence has become an important topic in leadership. The 5th truth in this article deals with emotions. What can leaders do to help control emotions? According to the 9th truth, leaders should be relentless in their pursuit of goals. Is it ever appropriate to give up on a goal? Give an example and explain why it is or why it is not appropriate to give up on an achieving a goal. Required Resources Text Northouse, P. (2013). Leadership theory and practice (6th ed.). Thousand Oaks, CA: Sage Publications. ISBN: 9781452203409. Articles Adams, S. (2012, October 4). 10 tough truths about leadership (Links to an external site.) Links to an external site.. Forbes. Retrieved from http://www.forbes.com/sites/susanadams/2012/10/04/10-tough-truths-about-leadership/ Leadership through collaboration and harmony: How to lead without formal authority. (2009, November). Perspectives for Managers, 180, 1-4. Browning, B.W. (2007, May). Leadership in desperate times: An analysis of endurance: Shackleton's incredible voyage through the lens of leadership theory. Advances in Developing Human Resources, 9(2), 183-193. Wickham, K. & Walther, J. (2007, January - March). Perceived behaviors of emergent and assigned leaders in virtual groups. International Journal of E-Collaboration, 3(1), 1-17. Forbes School of Business Faculty References: Emotional intelligence: Developing strong "people skills” (Links to an external site.)Links to an external site. (n.d.). Retrieved from http://www.mindtools.com/pages/article/newCDV_59.htm Elder, L. (1996). Critical thinking and emotional intelligence (Links to an external site.)Links to an external site.. Inquiry: Critical Thinking Across the Disciplines, 16(2). Retrieved from http://www.criticalthinking.org/pages/cognition-and-affect-critical-thinking-and-emotional-intelligence/485 Greg, A. [Allan Greg In Conversation] (2012, March 13). Daniel Goleman explains emotional intelligence (Links to an external site.)Links to an external site. [Video file]. Retrieved from http://youtu.be/NeJ3FF1yFyc Kahn, J. (2013, September 11). Can emotional intelligence be taught? (Links to an external site.)Links to an external site. The New York Times. Retrieved from http://www.nytimes.com/2013/09/15/magazine/can-emotional-intelligence-be-taught.html?_r=0 ...
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![Browning, B.W. (2007, May). Leadership in desperate times:
An analysis of endurance: Shackleton's incredible voyage
through the lens of leadership theory. Advances in Developing
Human Resources, 9(2), 183-193.
Wickham, K. & Walther, J. (2007, January - March). Perceived
behaviors of emergent and assigned leaders in virtual groups.
International Journal of E-Collaboration, 3(1), 1-17.
Forbes School of Business Faculty
References:
Emotional intelligence: Developing strong "people skills”
(Links to an external site.)Links to an external site. (n.d.).
Retrieved from
http://www.mindtools.com/pages/article/newCDV_59.htm
Elder, L. (1996). Critical thinking and emotional intelligence
(Links to an external site.)Links to an external site.. Inquiry:
Critical Thinking Across the Disciplines, 16(2). Retrieved from
http://www.criticalthinking.org/pages/cognition-and-affect-
critical-thinking-and-emotional-intelligence/485
Greg, A. [Allan Greg In Conversation] (2012, March 13).
Daniel Goleman explains emotional intelligence (Links to an
external site.)Links to an external site. [Video file]. Retrieved
from http://youtu.be/NeJ3FF1yFyc](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Running head BUSINESS ETHICSBusiness EthicsCrystal M Ja.docx
Running head: BUSINESS ETHICS
Business Ethics
Crystal M JacksonAshford UniversityOrganizational Behavior (NAB1425A)
Professor: Vanessa Washington
July 13, 2014
Assignment
Robert Nardelli was heavily criticized for his leadership style and methods he used during his tenure as CEO of Home Depot. Using your readings for this week, along with outside research, describe his style of leadership and take a position on whether you think his actions rose to the level of being unethical.
Write a three- to four-page paper (excluding the title and reference pages) addressing the following in your paper:
a. Clearly describe Robert Nardelli’s leadership style in terms of Leadership Theory, incorporating the following theories within your paper:
o Trait Theory
o Behavioral Theory
o Situational and Contingency Theories
b. State whether his actions were ethical or unethical.
c. Cite the text material and research that support your position.
Your paper must use a minimum of three scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center.
The Difference Between Management and Leadership
This week we will be examining the twin concepts of management and leadership. Bolman and Deal (2003) described leadership as the subtle process of mutual influence that creates cooperative efforts toward mutual goals. Bolman and Deal also described several sources of power that can be associated with leadership, but we will only talk about two in this Guidance. The two sources of power for this discussion are ‘position power’, or formal authority, and ‘personal power’, or informal authority.
Examples of official leadership are CEOs, Vice Presidents, and Managers in organizations, Admirals, Generals, and Colonels in the military, and of course, the official leader everyone is familiar with, the President of the United States. These titled leaders have been granted power and authority by virtue of their positions, but leadership is not always associated with these elements (Robbins, 2001). Those with official titles and formal authority can have the power to require or even force the actions of others (Wren, 2005).
Leadership often transcends official titles and granted authority. Consider your kids’ soccer coach. He or she has to be a leader in order to motivate and bring the best out of a would-be-team of 7 year olds. Or how about that person you work with? You know the one. The person who has no lofty title but others follow him as if he was the Pied Piper, simply because they recognize and respect him as a leader.
We have all seen leaders who have no specific or granted authority by way of an official title, yet they are clearly leaders. Famous examples of this type of leadership are Dr. Martin Luther King, Jr. of the Civil Rights Movement and Mohandas Gandhi, non-violent protest leader against British Colonizers in India. Consider also Nelson Mandela, t ...
Definedescribe the 4 personality types of FreudFromm. Which of
Define/describe the 4 personality types of Freud/Fromm. Which of these personality types do you feel best describes your own personality? Describe a productive and unproductive version of your personality type. Do you know someone who is a productive narcissist? What characteristics do you find most beneficial in this type?
Week Five Lecture
This week our focus is on two chapters; Psychodynamic Approach and Women in Leadership.
Chapter 13
Let’s start out by defining what the psychodynamic approach is. According to McLeod (2007), psychodynamic approach includes “all the theories in psychology that see human functioning based upon the interaction of drives and forces within the person, particularly unconscious, and between the different structures of the personality” (para. 1). Another definition would be that “it focuses on the personality of the leader and of followers, the psychodynamic approach ultimately is a way to look at the relationship between a leader and followers” (Northouse, 2013, p. 320-321).
There is a clear connection between leadership and psychology. In psychology there are many theories, just as we have in leadership. How could we approach the topic of psychodynamic approach without touching on some of the theories Freud believed in?
According to our textbook there are three types of personality as outlined by Freud; erotic, obsessive, and marketing. Which do you fall into? Carl Jung believed that “people have preferences for how they think and feel and these preferences become the basis for how people work, relate and play” (Northouse, 2013, p. 330).
Below is an interesting illustration of psychodynamic approach assumptions that you may find interesting according to McLeod (2007, Para7).
Our behavior and feelings are powerfully affected by unconscious motives.
Our behavior and feelings as adults (including psychological problems) are rooted in our childhood experiences.
All behavior has a cause (usually unconscious), even slips of the tongue. Therefore all behavior is determined.
Personality is made up of three parts (i.e. tripartite). The id, ego and super-ego.
Behavior is motivated by two instinctual drives: Eros (the sex drive & life instinct) and Thanatos (the aggressive drive & death instinct). Both these drives come from the “id”.
Parts of the unconscious mind (the id and superego) are in constant conflict with the conscious part of the mind (the ego).
Personality is shaped as the drives are modified by different conflicts at different times in childhood (during psychosexual development).
You are encouraged to take the Psychodynamic Approach Survey in the required text. Did the results match what you thought they would?
Chapter 14
Moving on to Chapter 14, which focused on women in leadership, we find much information presented on how times are changing and the forecast of women in leadership positions in the future. It was not that long ago that the women’s liberation took place. How man ...
Organizational BehaviorSeventeenth EditionChapter 12Leader.docx
Organizational Behavior
Seventeenth Edition
Chapter 12
Leadership
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
If this PowerPoint presentation contains mathematical equations, you may need to check that your computer has the following installed:
1) MathType Plugin
2) Math Player (free versions available)
3) NVDA Reader (free versions available)
Welcome to this Organizational Behavior course that uses the 17th edition of the textbook, Organizational Behavior by Robbins and Judge. This is considered among the most widely used OB textbooks in the world. Robbins and Judge are recognized as definitive aggregators of OB concepts, applications, and practices. The course and this book will provide you with a resource that will benefit you throughout your degree program and your professional life.
Chapter 12: Leadership
1
Learning Objectives (1 of 2)
12.1 Summarize the conclusions of trait theories of leadership.
12.2 Identify the central tenets and main limitations of behavioral theories.
12.3 Contrast contingency theories of leadership.
12.4 Describe the contemporary theories of leadership and their relationship to foundational theories.
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
After studying this chapter, you should be able to:
Summarize the conclusions of trait theories of leadership.
Identify the central tenets and main limitations of behavioral theories.
Contrast contingency theories of leadership.
Describe the contemporary theories of leadership and their relationship to foundational theories.
2
Learning Objectives (2 of 2)
12.5 Discuss the roles of leaders in creating ethical organizations.
12.6 Describe how leaders can have a positive impact on their organizations through building trust and mentoring.
12.7 Identify the challenges to our understanding of leadership.
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Additonal objectives for this chapter 12.
Discuss the roles of leaders in creating ethical organizations.
Describe how leaders can have a positive impact on their organizations through building trust and mentoring.
Identify the challenges to our understanding of leadership.
3
Summarize the Conclusions of Trait Theories of Leadership (1 of 6)
Leadership is the ability to influence a group toward the achievement of a vision or set of goals.
Not all leaders are managers, nor are all managers leaders.
Nonsanctioned leadership is often as important or more important than formal influence.
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Leadership is the ability to influence a group toward the achievement of a vision or set of goals. The source of this influence may be formal, such as that provided by managerial rank in an organization. But not all leaders are managers, nor, for that matter, are all managers leaders. Just because an organiza ...
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Define and describe the glass ceiling. Summarize the reportsres
Define and describe the glass ceiling. Summarize the reports/research results of the glass ceiling’s impact on women. Have you faced barriers similar to those described or observed others’ experiences with any of these barriers? Give an example to illustrate.
Week Five Lecture
This week our focus is on two chapters; Psychodynamic Approach and Women in Leadership.
Chapter 13
Let’s start out by defining what the psychodynamic approach is. According to McLeod (2007), psychodynamic approach includes “all the theories in psychology that see human functioning based upon the interaction of drives and forces within the person, particularly unconscious, and between the different structures of the personality” (para. 1). Another definition would be that “it focuses on the personality of the leader and of followers, the psychodynamic approach ultimately is a way to look at the relationship between a leader and followers” (Northouse, 2013, p. 320-321).
There is a clear connection between leadership and psychology. In psychology there are many theories, just as we have in leadership. How could we approach the topic of psychodynamic approach without touching on some of the theories Freud believed in?
According to our textbook there are three types of personality as outlined by Freud; erotic, obsessive, and marketing. Which do you fall into? Carl Jung believed that “people have preferences for how they think and feel and these preferences become the basis for how people work, relate and play” (Northouse, 2013, p. 330).
Below is an interesting illustration of psychodynamic approach assumptions that you may find interesting according to McLeod (2007, Para7).
Our behavior and feelings are powerfully affected by unconscious motives.
Our behavior and feelings as adults (including psychological problems) are rooted in our childhood experiences.
All behavior has a cause (usually unconscious), even slips of the tongue. Therefore all behavior is determined.
Personality is made up of three parts (i.e. tripartite). The id, ego and super-ego.
Behavior is motivated by two instinctual drives: Eros (the sex drive & life instinct) and Thanatos (the aggressive drive & death instinct). Both these drives come from the “id”.
Parts of the unconscious mind (the id and superego) are in constant conflict with the conscious part of the mind (the ego).
Personality is shaped as the drives are modified by different conflicts at different times in childhood (during psychosexual development).
You are encouraged to take the Psychodynamic Approach Survey in the required text. Did the results match what you thought they would?
Chapter 14
Moving on to Chapter 14, which focused on women in leadership, we find much information presented on how times are changing and the forecast of women in leadership positions in the future. It was not that long ago that the women’s liberation took place. How many in the class remember this? Women fought to change the ways the ...
Please place the number and name next to each reply. Week 5 .docx
Please place the number and name next to each reply.
Week 5 discussion 1 replies
Path Goal Styles
Guided Response
: Review several of your peers’ posts and identify the leadership style that you can relate to. Respond to at least two of your peers and recommend path-goal styles of leadership to extend their thinking. Challenge your peers by asking a question that may cause them to reevaluate their choice of path-goal leadership styles.
#1
Raymond Kong
SundayNov 26 at 5:05pm
Manage Discussion Entry
Directive leadership: 12
Supportive leadership: 14
Participative leadership: 12
Achievement-oriented leadership: 15
Directive leadership and participative leadership are two of my weakest points. Clarifying the instructions to reach the ultimate goal is a challenge for me. Similar to the authoritarian leadership style in which the leaders “perceive followers as needing direction” (Northouse, 2017). Participative leadership is creating a climate that is open to new and diverse opinions. This is primarily similar to relationship leadership in that it helps followers feel comfortable with themselves and the situation (Northouse, 2017).
Both the supportive and achievement-oriented leadership styles are similar to democratic leadership style in which “leaders treat followers as fully capable of doing work on their own”, but more specifically under democratic leadership creates a climate “more friendliness, mutual praise, and group mindedness” (Northouse, 2017). Supportive leadership style “encouraging others when they are engaged in tasks that are boring and unchallenging” (Northouse, 2017) and achievement-oriented leadership style challenges individuals to perform at the highest possible level. Both these concepts deal with a relationship aspect of leadership, but incorporates task leadership style.
Most tasks in the military are mundane and tedious. And most military personnel find themselves unchallenged and unmotivated. In a general sense, as a leader I have to keep them positive and in the right direction. Creating a cohesiveness between my subordinates is secondary. Mission must always come first.
#2
Jeramiah Jones
MondayNov 27 at 1:03pm
Manage Discussion Entry
My questionnaire results turned out to be….
Directive Style 31
Supportive Style 32
Participative Style 26
Achievement- Orientated Style 32
I am again a little surprised by my results, and then again not at all. As far as scoring high in directive style, I do give instruction, set deadlines, let people know what is expected, and generally just clearly stating what I need to happen (Northouse, 2018). The way that it is worded in our text makes it seem a bit more authoritarian that I actually am, but I do want people to know what is expected of them, but it does not come down to me standing over shoulders. Some of my crew might tell you that I run a tight ship, but I don’t think that standing around giving orders is the best way to get anything accomplished.
I sco ...
Please place the number and name next to each reply. Week 5 disc.docx
Please place the number and name next to each reply.
Week 5 discussion 1 replies
Path Goal Styles
Guided Response: Review several of your peers’ posts and identify the leadership style that you can relate to. Respond to at least two of your peers and recommend path-goal styles of leadership to extend their thinking. Challenge your peers by asking a question that may cause them to reevaluate their choice of path-goal leadership styles.
#1Raymond Kong
SundayNov 26 at 5:05pm
Manage Discussion Entry
Directive leadership: 12
Supportive leadership: 14
Participative leadership: 12
Achievement-oriented leadership: 15
Directive leadership and participative leadership are two of my weakest points. Clarifying the instructions to reach the ultimate goal is a challenge for me. Similar to the authoritarian leadership style in which the leaders “perceive followers as needing direction” (Northouse, 2017). Participative leadership is creating a climate that is open to new and diverse opinions. This is primarily similar to relationship leadership in that it helps followers feel comfortable with themselves and the situation (Northouse, 2017).
Both the supportive and achievement-oriented leadership styles are similar to democratic leadership style in which “leaders treat followers as fully capable of doing work on their own”, but more specifically under democratic leadership creates a climate “more friendliness, mutual praise, and group mindedness” (Northouse, 2017). Supportive leadership style “encouraging others when they are engaged in tasks that are boring and unchallenging” (Northouse, 2017) and achievement-oriented leadership style challenges individuals to perform at the highest possible level. Both these concepts deal with a relationship aspect of leadership, but incorporates task leadership style.
Most tasks in the military are mundane and tedious. And most military personnel find themselves unchallenged and unmotivated. In a general sense, as a leader I have to keep them positive and in the right direction. Creating a cohesiveness between my subordinates is secondary. Mission must always come first.
#2Jeramiah Jones
MondayNov 27 at 1:03pm
Manage Discussion Entry
My questionnaire results turned out to be….
Directive Style 31
Supportive Style 32
Participative Style 26
Achievement- Orientated Style 32
I am again a little surprised by my results, and then again not at all. As far as scoring high in directive style, I do give instruction, set deadlines, let people know what is expected, and generally just clearly stating what I need to happen (Northouse, 2018). The way that it is worded in our text makes it seem a bit more authoritarian that I actually am, but I do want people to know what is expected of them, but it does not come down to me standing over shoulders. Some of my crew might tell you that I run a tight ship, but I don’t think that standing around giving orders is the best way to get anything accomplished.
I scored on the cusp of average and .
Recommended
Running head BUSINESS ETHICSBusiness EthicsCrystal M Ja.docx
Running head: BUSINESS ETHICS
Business Ethics
Crystal M JacksonAshford UniversityOrganizational Behavior (NAB1425A)
Professor: Vanessa Washington
July 13, 2014
Assignment
Robert Nardelli was heavily criticized for his leadership style and methods he used during his tenure as CEO of Home Depot. Using your readings for this week, along with outside research, describe his style of leadership and take a position on whether you think his actions rose to the level of being unethical.
Write a three- to four-page paper (excluding the title and reference pages) addressing the following in your paper:
a. Clearly describe Robert Nardelli’s leadership style in terms of Leadership Theory, incorporating the following theories within your paper:
o Trait Theory
o Behavioral Theory
o Situational and Contingency Theories
b. State whether his actions were ethical or unethical.
c. Cite the text material and research that support your position.
Your paper must use a minimum of three scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center.
The Difference Between Management and Leadership
This week we will be examining the twin concepts of management and leadership. Bolman and Deal (2003) described leadership as the subtle process of mutual influence that creates cooperative efforts toward mutual goals. Bolman and Deal also described several sources of power that can be associated with leadership, but we will only talk about two in this Guidance. The two sources of power for this discussion are ‘position power’, or formal authority, and ‘personal power’, or informal authority.
Examples of official leadership are CEOs, Vice Presidents, and Managers in organizations, Admirals, Generals, and Colonels in the military, and of course, the official leader everyone is familiar with, the President of the United States. These titled leaders have been granted power and authority by virtue of their positions, but leadership is not always associated with these elements (Robbins, 2001). Those with official titles and formal authority can have the power to require or even force the actions of others (Wren, 2005).
Leadership often transcends official titles and granted authority. Consider your kids’ soccer coach. He or she has to be a leader in order to motivate and bring the best out of a would-be-team of 7 year olds. Or how about that person you work with? You know the one. The person who has no lofty title but others follow him as if he was the Pied Piper, simply because they recognize and respect him as a leader.
We have all seen leaders who have no specific or granted authority by way of an official title, yet they are clearly leaders. Famous examples of this type of leadership are Dr. Martin Luther King, Jr. of the Civil Rights Movement and Mohandas Gandhi, non-violent protest leader against British Colonizers in India. Consider also Nelson Mandela, t ...
Definedescribe the 4 personality types of FreudFromm. Which of
Define/describe the 4 personality types of Freud/Fromm. Which of these personality types do you feel best describes your own personality? Describe a productive and unproductive version of your personality type. Do you know someone who is a productive narcissist? What characteristics do you find most beneficial in this type?
Week Five Lecture
This week our focus is on two chapters; Psychodynamic Approach and Women in Leadership.
Chapter 13
Let’s start out by defining what the psychodynamic approach is. According to McLeod (2007), psychodynamic approach includes “all the theories in psychology that see human functioning based upon the interaction of drives and forces within the person, particularly unconscious, and between the different structures of the personality” (para. 1). Another definition would be that “it focuses on the personality of the leader and of followers, the psychodynamic approach ultimately is a way to look at the relationship between a leader and followers” (Northouse, 2013, p. 320-321).
There is a clear connection between leadership and psychology. In psychology there are many theories, just as we have in leadership. How could we approach the topic of psychodynamic approach without touching on some of the theories Freud believed in?
According to our textbook there are three types of personality as outlined by Freud; erotic, obsessive, and marketing. Which do you fall into? Carl Jung believed that “people have preferences for how they think and feel and these preferences become the basis for how people work, relate and play” (Northouse, 2013, p. 330).
Below is an interesting illustration of psychodynamic approach assumptions that you may find interesting according to McLeod (2007, Para7).
Our behavior and feelings are powerfully affected by unconscious motives.
Our behavior and feelings as adults (including psychological problems) are rooted in our childhood experiences.
All behavior has a cause (usually unconscious), even slips of the tongue. Therefore all behavior is determined.
Personality is made up of three parts (i.e. tripartite). The id, ego and super-ego.
Behavior is motivated by two instinctual drives: Eros (the sex drive & life instinct) and Thanatos (the aggressive drive & death instinct). Both these drives come from the “id”.
Parts of the unconscious mind (the id and superego) are in constant conflict with the conscious part of the mind (the ego).
Personality is shaped as the drives are modified by different conflicts at different times in childhood (during psychosexual development).
You are encouraged to take the Psychodynamic Approach Survey in the required text. Did the results match what you thought they would?
Chapter 14
Moving on to Chapter 14, which focused on women in leadership, we find much information presented on how times are changing and the forecast of women in leadership positions in the future. It was not that long ago that the women’s liberation took place. How man ...
Organizational BehaviorSeventeenth EditionChapter 12Leader.docx
Organizational Behavior
Seventeenth Edition
Chapter 12
Leadership
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
If this PowerPoint presentation contains mathematical equations, you may need to check that your computer has the following installed:
1) MathType Plugin
2) Math Player (free versions available)
3) NVDA Reader (free versions available)
Welcome to this Organizational Behavior course that uses the 17th edition of the textbook, Organizational Behavior by Robbins and Judge. This is considered among the most widely used OB textbooks in the world. Robbins and Judge are recognized as definitive aggregators of OB concepts, applications, and practices. The course and this book will provide you with a resource that will benefit you throughout your degree program and your professional life.
Chapter 12: Leadership
1
Learning Objectives (1 of 2)
12.1 Summarize the conclusions of trait theories of leadership.
12.2 Identify the central tenets and main limitations of behavioral theories.
12.3 Contrast contingency theories of leadership.
12.4 Describe the contemporary theories of leadership and their relationship to foundational theories.
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
After studying this chapter, you should be able to:
Summarize the conclusions of trait theories of leadership.
Identify the central tenets and main limitations of behavioral theories.
Contrast contingency theories of leadership.
Describe the contemporary theories of leadership and their relationship to foundational theories.
2
Learning Objectives (2 of 2)
12.5 Discuss the roles of leaders in creating ethical organizations.
12.6 Describe how leaders can have a positive impact on their organizations through building trust and mentoring.
12.7 Identify the challenges to our understanding of leadership.
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Additonal objectives for this chapter 12.
Discuss the roles of leaders in creating ethical organizations.
Describe how leaders can have a positive impact on their organizations through building trust and mentoring.
Identify the challenges to our understanding of leadership.
3
Summarize the Conclusions of Trait Theories of Leadership (1 of 6)
Leadership is the ability to influence a group toward the achievement of a vision or set of goals.
Not all leaders are managers, nor are all managers leaders.
Nonsanctioned leadership is often as important or more important than formal influence.
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Leadership is the ability to influence a group toward the achievement of a vision or set of goals. The source of this influence may be formal, such as that provided by managerial rank in an organization. But not all leaders are managers, nor, for that matter, are all managers leaders. Just because an organiza ...
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Essay on Leadership and Communication Skills
Personal Philosophy of Leadership Essay
Effective Leadership Essay
Essay about Women in Leadership Roles
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Essay on Management and Leadership
What Leadership Means to Me Essay
Personal Leadership Statement Essay
Management And Leadership Essay example
Examples Of Leadership Statement
Sample Of Leadership Philosophy
Sample Leadership Essay
Leadership Experience Essay examples
Leadership Traits Essay example
Motivation and Leadership Essay
What is Leadership? Essay
Leadership Interview Essay
Essay about Women in Leadership Roles
Business Leadership Essay
Essay on Management and Leadership
A Leadership Journey
Leadership Essay example
What Leadership Means to Me Essay
Effective Leadership Essay
Management And Leadership Essay example
Define and describe the glass ceiling. Summarize the reportsres
Define and describe the glass ceiling. Summarize the reports/research results of the glass ceiling’s impact on women. Have you faced barriers similar to those described or observed others’ experiences with any of these barriers? Give an example to illustrate.
Week Five Lecture
This week our focus is on two chapters; Psychodynamic Approach and Women in Leadership.
Chapter 13
Let’s start out by defining what the psychodynamic approach is. According to McLeod (2007), psychodynamic approach includes “all the theories in psychology that see human functioning based upon the interaction of drives and forces within the person, particularly unconscious, and between the different structures of the personality” (para. 1). Another definition would be that “it focuses on the personality of the leader and of followers, the psychodynamic approach ultimately is a way to look at the relationship between a leader and followers” (Northouse, 2013, p. 320-321).
There is a clear connection between leadership and psychology. In psychology there are many theories, just as we have in leadership. How could we approach the topic of psychodynamic approach without touching on some of the theories Freud believed in?
According to our textbook there are three types of personality as outlined by Freud; erotic, obsessive, and marketing. Which do you fall into? Carl Jung believed that “people have preferences for how they think and feel and these preferences become the basis for how people work, relate and play” (Northouse, 2013, p. 330).
Below is an interesting illustration of psychodynamic approach assumptions that you may find interesting according to McLeod (2007, Para7).
Our behavior and feelings are powerfully affected by unconscious motives.
Our behavior and feelings as adults (including psychological problems) are rooted in our childhood experiences.
All behavior has a cause (usually unconscious), even slips of the tongue. Therefore all behavior is determined.
Personality is made up of three parts (i.e. tripartite). The id, ego and super-ego.
Behavior is motivated by two instinctual drives: Eros (the sex drive & life instinct) and Thanatos (the aggressive drive & death instinct). Both these drives come from the “id”.
Parts of the unconscious mind (the id and superego) are in constant conflict with the conscious part of the mind (the ego).
Personality is shaped as the drives are modified by different conflicts at different times in childhood (during psychosexual development).
You are encouraged to take the Psychodynamic Approach Survey in the required text. Did the results match what you thought they would?
Chapter 14
Moving on to Chapter 14, which focused on women in leadership, we find much information presented on how times are changing and the forecast of women in leadership positions in the future. It was not that long ago that the women’s liberation took place. How many in the class remember this? Women fought to change the ways the ...
Please place the number and name next to each reply. Week 5 .docx
Please place the number and name next to each reply.
Week 5 discussion 1 replies
Path Goal Styles
Guided Response
: Review several of your peers’ posts and identify the leadership style that you can relate to. Respond to at least two of your peers and recommend path-goal styles of leadership to extend their thinking. Challenge your peers by asking a question that may cause them to reevaluate their choice of path-goal leadership styles.
#1
Raymond Kong
SundayNov 26 at 5:05pm
Manage Discussion Entry
Directive leadership: 12
Supportive leadership: 14
Participative leadership: 12
Achievement-oriented leadership: 15
Directive leadership and participative leadership are two of my weakest points. Clarifying the instructions to reach the ultimate goal is a challenge for me. Similar to the authoritarian leadership style in which the leaders “perceive followers as needing direction” (Northouse, 2017). Participative leadership is creating a climate that is open to new and diverse opinions. This is primarily similar to relationship leadership in that it helps followers feel comfortable with themselves and the situation (Northouse, 2017).
Both the supportive and achievement-oriented leadership styles are similar to democratic leadership style in which “leaders treat followers as fully capable of doing work on their own”, but more specifically under democratic leadership creates a climate “more friendliness, mutual praise, and group mindedness” (Northouse, 2017). Supportive leadership style “encouraging others when they are engaged in tasks that are boring and unchallenging” (Northouse, 2017) and achievement-oriented leadership style challenges individuals to perform at the highest possible level. Both these concepts deal with a relationship aspect of leadership, but incorporates task leadership style.
Most tasks in the military are mundane and tedious. And most military personnel find themselves unchallenged and unmotivated. In a general sense, as a leader I have to keep them positive and in the right direction. Creating a cohesiveness between my subordinates is secondary. Mission must always come first.
#2
Jeramiah Jones
MondayNov 27 at 1:03pm
Manage Discussion Entry
My questionnaire results turned out to be….
Directive Style 31
Supportive Style 32
Participative Style 26
Achievement- Orientated Style 32
I am again a little surprised by my results, and then again not at all. As far as scoring high in directive style, I do give instruction, set deadlines, let people know what is expected, and generally just clearly stating what I need to happen (Northouse, 2018). The way that it is worded in our text makes it seem a bit more authoritarian that I actually am, but I do want people to know what is expected of them, but it does not come down to me standing over shoulders. Some of my crew might tell you that I run a tight ship, but I don’t think that standing around giving orders is the best way to get anything accomplished.
I sco ...
Please place the number and name next to each reply. Week 5 disc.docx
Please place the number and name next to each reply.
Week 5 discussion 1 replies
Path Goal Styles
Guided Response: Review several of your peers’ posts and identify the leadership style that you can relate to. Respond to at least two of your peers and recommend path-goal styles of leadership to extend their thinking. Challenge your peers by asking a question that may cause them to reevaluate their choice of path-goal leadership styles.
#1Raymond Kong
SundayNov 26 at 5:05pm
Manage Discussion Entry
Directive leadership: 12
Supportive leadership: 14
Participative leadership: 12
Achievement-oriented leadership: 15
Directive leadership and participative leadership are two of my weakest points. Clarifying the instructions to reach the ultimate goal is a challenge for me. Similar to the authoritarian leadership style in which the leaders “perceive followers as needing direction” (Northouse, 2017). Participative leadership is creating a climate that is open to new and diverse opinions. This is primarily similar to relationship leadership in that it helps followers feel comfortable with themselves and the situation (Northouse, 2017).
Both the supportive and achievement-oriented leadership styles are similar to democratic leadership style in which “leaders treat followers as fully capable of doing work on their own”, but more specifically under democratic leadership creates a climate “more friendliness, mutual praise, and group mindedness” (Northouse, 2017). Supportive leadership style “encouraging others when they are engaged in tasks that are boring and unchallenging” (Northouse, 2017) and achievement-oriented leadership style challenges individuals to perform at the highest possible level. Both these concepts deal with a relationship aspect of leadership, but incorporates task leadership style.
Most tasks in the military are mundane and tedious. And most military personnel find themselves unchallenged and unmotivated. In a general sense, as a leader I have to keep them positive and in the right direction. Creating a cohesiveness between my subordinates is secondary. Mission must always come first.
#2Jeramiah Jones
MondayNov 27 at 1:03pm
Manage Discussion Entry
My questionnaire results turned out to be….
Directive Style 31
Supportive Style 32
Participative Style 26
Achievement- Orientated Style 32
I am again a little surprised by my results, and then again not at all. As far as scoring high in directive style, I do give instruction, set deadlines, let people know what is expected, and generally just clearly stating what I need to happen (Northouse, 2018). The way that it is worded in our text makes it seem a bit more authoritarian that I actually am, but I do want people to know what is expected of them, but it does not come down to me standing over shoulders. Some of my crew might tell you that I run a tight ship, but I don’t think that standing around giving orders is the best way to get anything accomplished.
I scored on the cusp of average and .
18 Volume 18, Issue 1, March 2017 Review of.docx
This document summarizes and categorizes different leadership styles. It begins by defining leadership and outlining key attributes of effective leadership according to research. It then defines what a leadership style is, noting that a style involves how a leader intentionally influences followers towards goals. The document reviews early theories like trait-based and skills-based styles, as well as situational leadership theory. It concludes by presenting a graphic categorization of leadership styles based on seminal research from Lewin, Lippit and White from 1939.
TRAIT THEORIES Throughout history, strong leaders—Buddha, Napoléon.docx
TRAIT THEORIES Throughout history, strong leaders—Buddha, Napoléon, Mao, Churchill, Roosevelt, Reagan—have been described in terms of their traits. Trait theories of leadership thus focus on personal qualities and characteristics. We recognize leaders like South Africa’s Nelson Mandela, Virgin Group CEO Richard Branson, Apple co-founder Steve Jobs, and American Express Chairman Ken Chenault as charismatic, enthusiastic, and courageous. The search for personality, social, physical, or intellectual attributes that differentiate leaders from non-leaders goes back to the earliest stages of leadership research. Early research efforts to isolate leadership traits resulted in a number of dead ends. A review in the late 1960s of 20 different studies identified nearly 80 leadership traits, but only five were common to four or more of the investigations. By the 1990s, after numerous studies and analyses, about the best we could say was that most leaders “are not like other people,” but the particular traits that characterized them varied a great deal from review to review. It was a confusing state of affairs. A breakthrough, of sorts, came when researchers began organizing traits around the Big Five personality (ambition and energy are part of extraversion, for instance), giving strong support to traits as predictors of leadership. A comprehensive review of the leadership literature, when organized around the Big Five, has found extraversion to be the most important trait of effective leaders, but it is more strongly related to the way leaders emerge than to their effectiveness. Sociable and dominant people are more likely to assert themselves in group situations, but leaders need to make sure they’re not too assertive—one study found leaders who scored very high on assertiveness were less effective than those who scored moderately high. Unlike agreeableness and emotional stability, conscientiousness and openness to experience also showed strong relationships to leadership, though not quite as strong as extraversion. Overall, the trait approach does have something to offer. Leaders who like being around people and are able to assert themselves (extraverted), who are disciplined and able to keep commitments they make (conscientious), and who are creative and flexible (open) do have an apparent advantage when it comes to leadership, suggesting good leaders do have key traits in common. One reason is that conscientiousness and extraversion are positively related to leaders’ self-efficacy, which explained most of the variance in subordinates’ ratings of leader performance.5 People are more likely to follow someone who is confident she’s going in the right direction. Another trait that may indicate effective leadership is emotional intelligence (EI), discussed in Chapter 4. Advocates of EI argue that without it, a person can have outstanding training, a highly analytical mind, a compelling vision, and an endless supply of terrific ideas but still not make a ...
Write 2–3 pages to support a job application in which you provide yo.docx
Write 2–3 pages to support a job application in which you provide your definition of leadership, how it can positively impact an organization, and how it's different from management.
In the 21st century, the study of leadership is multidisciplinary, with contributions from the fields of history, philosophy, psychology, political science, business, and education (Northouse, 2007). There are almost as many definitions of
leadership
as there are people who have tried to define it. Although we intuitively know what the word means, it has different meaning for different people. Manning and Curtis (2012) explained, "Leadership is social influence. It means leaving a mark. It is initiating and guiding, and the result is change" (p. 2).
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By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate the purpose and relevance of leadership.
Develop a definition of leadership.
Explain how leadership can positively impact an organization.
Competency 2: Evaluate how leadership strengths apply in the workplace and within the community.
Explain a strategy to develop leadership skills.
Develop a definition of management.
Explain the differences between leadership and management.
References
Manning, G., & Curtis, K. (2012).
The art of leadership
(4th ed.). New York, NY: McGraw-Hill.
Northouse, G. (2007).
Leadership theory and practice
(4th ed.). Thousand Oaks, CA: Sage
Suggested Resources
The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
BUS-FP3012 – Fundamentals of Leadership
Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Multimedia
Click
Three Circles of Effective Leadership
|
Transcript
to watch a presentation based on Blanchard and Zigarmi's
Leadership and the One-Minute Manager
.
Capella University Library Resources
Hopen, D. (2010).
The changing role and practices of successful leaders
.
Journal for Quality and Participation
,
33
(1), 4–9.
NBC Learn Video
NBC News. (2009, September 2).
Portraits of leadership [Video]
. NBC Learn.
This production assembles a collage of iconic leaders, such as Martin Luther King Jr., to illustrate concepts of everyday leadership.
Bookstore Resources
These resources are available from the
Capella University Bookstore
:
Kouzes, J. M., & Posner, B. Z. (2017).
The leadership challenge: How to make extraordinary things happen in organizations
(6th ed.). Hoboken, NJ: Wiley.
Introduction, "Making Extraordinary Things Happen in Organizations."
Chapter 1, "When Leaders Are at Their Best."
Chapter 3, "Clarify Values."
Chap.
Portable guide to leading orgaizations
Portable guide to leading organizations (Helps you to grow in space of how to be creative and motive others on Leadership and Marketing Matters.
Helps to build both Large and Small scale organizations.
Organizational Leadership Versus Tactical Leadership Essay
The document discusses how leadership styles may affect organizational leadership. It notes that an effective leader influences followers to achieve goals, and that different leadership styles may be a stronger predictor of organizational performance depending on the culture. It also states that organizational culture is influenced by leadership style, which then affects organizational performance. Leadership is important for businesses to ensure smooth operations.
People’S Beliefs On How Individuals Become Leaders Affect
1. Early leadership theories focused on distinguishing innate qualities between leaders and followers, while more recent theories emphasize that leadership skills can be learned and developed through training and experience.
2. Great leaders are often described as having innate characteristics like charisma, confidence, intelligence and social skills. However, other theories posit that leaders are made, not born, and that leadership abilities can be developed through teaching and observation.
3. Modern theories have identified important leadership qualities like vision, communication skills, ability to motivate and inspire followers, adaptability to different situations, and learning from experiences. The most effective leadership style
Running Head EMOTIONAL INTELLIGENCE1EMOTIONAL INTELLIGENCE.docx
Running Head: EMOTIONAL INTELLIGENCE 1
EMOTIONAL INTELLIGENCE 2
EMOTIONAL INTELLIGENCE
Liberty University
Introduction
Demand on managers, employees and executives of enterprises around the world progressively increase and is hypothesized that most emotional intelligence will increasingly participate in a relevant role in the success of a business. The main purpose of this literature is to gain educational knowledge of emotional intelligence, its main importance and exploring the emotional intelligence strategies used by business leaders in the United States to enhance effective team communication. Emotional intelligence is a type of shared intelligence that incorporates monitoring emotions and feelings of an individual as well as that of others, followed by using the data to offer guidance on individual thinking and actions. Emotional intelligence in leaders incorporates understanding their feelings, showing empathy to others as well as regulating individual; emotions to enhance the quality of work in the organization. Emotional intelligence impacts the effectiveness of communication among project team members.
Literature review
Goleman et al. (2015) explain that the main tasks around leadership incorporate generating job passion, creating an atmosphere that encourages cooperation and attaining harmony amid financial and human factors of the organization agenda, which can be achieved through relevant emotional intelligence. Cloud (2016) adds that a complete performance picture ranges from achieving results as well as return on investment to achieving commitment and trust. Kouzes and Posner (2018) explain that if people fail to believe in the person giving information, then they will not even believe the message given by that person. If there is no trust, leaders might not even achieve their vision no matter how important or true the information might be since the data will not be embraced as intended, hence the commitment required will not achieve the organization requirement.
Leaders require emotional intelligence to gain their full potential to achieve their predetermined goals and objectives. Leadership is not something you carry out on people, but it is something that you do with followers. Before understanding others, leaders work on understanding themselves, their behaviors, values goals and objectives. The main leadership instrument is the mastery of leadership starts with mastery of oneself. Self-knowledge is the best tool for transformation in an organization (Goleman, 2018). Understanding individual values and character is an act of emotional intelligence.
There are four main factors for emotional intelligence, as explained by Nguyen et al. (2019) include "self-awareness, self-management, social awareness and relationship management." These are the strategies that most of the United States management use to enhance effective communication amid the team members. Self-awareness incorporates sel.
Running Head EMOTIONAL INTELLIGENCE1EMOTIONAL INTELLIGENCE
This evolving case study is designed for graduate nursing students and focuses on the concept of emotional intelligence. It presents a fictional patient's situation over three stages. In Stage 1, the initial health situation is described. Stage 2 continues with a deterioration in health requiring learner intervention. Stage 3 involves stabilization of the patient if learners take appropriate actions. The case study is meant to promote critical thinking through the use of Socratic questions about pathophysiology, pharmacology, and physical assessment following each stage. It aims to develop learners' emotional intelligence in caring for a complex patient.
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Prior to beginning work on this discussion, read the articles Ethi.docx
Prior to beginning work on this discussion, read the articles Ethical Leaders: An Essay About Being in Love (See Below)and Impact of Ethics on Leadership Standards, (see below) and watch Challenger: The Untold Story Part 7 of 10 (Links to an external site.).
Share what ethical situations came up in the video. Explain how the leader’s decision impacted the results of the Challenger’s mission. What ethical values did you take away from this video that you can apply in your own leadership?
Ethical Leaders: An Essay About Being in Love
flames M. Kouzes Barry Z. Posner
ABSTRACT. What it means to be an ethical leader is the focus of this paper. Leadership is more than an affair of the head, but fundamentally also one of the heart. Leaders are in love. Four esselltial and practical considerations are pres- ented for discovering, developing, and using this perspective.
What does it mean to be ethical? What does it mean to be a leader? What does it mean to be an ethical leader? Is it possible to be an unethical leader? These are just some of the questions that arise when thinking about the topic "ethical leadership." Ethical leadership has been seen as a process both of inquiry - asking questions about what is right and what is wrong - and a mode of conduct - setting an example for others about the rightness or wrongness of particular actions (Guy, 1990). Ethical leadership, as a way of thinking, says Enderle (1987), aims at two goals: to clarify and make explicit the ethical dimension of decisions and to formulate and justify ethical principles. From a similar applied ethics perspective, Nielsen (1990) proposes the idea of dialogic leadership as a process of elevating outcomes to a higher ethical plane (beyond merely win-win decisions). Leaders, as observed by Bennis and Nanus (1985), set the moral tone: "The leader is responsible for the set of ethics or norms that govern the behavior of people in the organization." Ethics and leadership may just go hand-in-hand (Hitt, 1990).
James M. Kouzes is President of The Tom Peters Group~Learning Systems (Palo Alto, CA) and Barry Z. Posner is Associate Dean (Academic Programs) and Professor of Management, Santa Clara University (Santa Clara, CA). They have written The Leader- ship Challenge: How to Get Extraordinary Things Done in Organizations (]ossey-Bass, 1987) and are currently explor- ing what people look for in leaders and the essence of effective working relationships.
!n this essay we want to expiore yet another dimension of ethical leadership which comes out of our continuing studies of peop!e's personal best leadership experiences (Kouzes and Posner, 1987). In addition, rather than taking a particular philosophi- cal approach, which others who are really better qualified than we are have done, we want to offer some practical suggestions for being an_ ethical leader - which emanates not so much from the head as it does from the heart.
"Love 'era and lead 'era"
On September 4, 1986, the Mili ...
Examination of Modern LeadershipModule 1 Leadership History, F.docx
Examination of Modern Leadership
Module 1: Leadership: History, Fundamentals, and the Modern Context
Module 1 content establishes the context for the entire course dedicated to the examination of modern and postmodern leadership. The introduction of critical theory and its use in ORG561 provides a framework for investigation. The context of social, economic, political, and technological environments informs an exploration of modern and postmodern leadership approaches. Emphasis on leader self-awareness sets the stage for reflection, introspection, and personal leadership development.
Learning Outcomes
1. Compare and contrast historical leadership concepts against modern and postmodern organization needs.
2. Analyze leadership approaches using a critical framework.
3. Construct a personal leadership biography.
For Your Success & Readings
A key to success in ORG561 is to start early, build, reflect, reinforce, build, reflect, and reinforce.
Begin each week’s study by reading and comprehending the learning outcomes. Learning outcomes are always revealed in assignments, discussions, and lectures. Likewise, learning outcomes are reflected in rubrics, which are used as objective measures for scoring and grading. Establish the learning outcomes as your checklist for success.
In Module 1 criticaltheory is introduced through the readings, lecture, discussion, and Critical Thinking Assignment. The critical approach provides new frameworks on which to research leadership. You may not be familiar with critical inquiry, so seize the opportunity to advance your analytic skills. You are expected to use one or more critical frames in each module of this course. Take the time this week to fully understand the reasoning and context of critical theory.
Studying the history of leadership requires reading publications from earlier eras. Notice that some of the required and recommended readings for Module 1 are not current publications, but these contribute to understanding the earlier periods of organization and leadership study.
Postmodern leadership literature expounds on the notion that self-awareness is a critical component required to lead. In ORG561, the thread of self-examination is woven throughout the course. You will have opportunities to move beyond reflection to develop a better understanding of personal assumptions and biases, skills and competencies, and professional development plans, all related to leadership. Embrace the opportunity!
Required
· Introduction and Chapters 1 & 2 in Leadership: A Critical Text
· Axley, S. R. (1990). The practical qualities of effective leaders. Industrial Management, 32(5), 29-31.
· Brocato, B., Jelen, J., Schmidt, T., & Gold, S. (2011). Leadership conceptual ambiguities.Journal of Leadership Studies, 5(1), 35-50. doi:10.1002/jls.20203
· Gandolfi, F., & Stone, S. (2016). Clarifying leadership: High-impact leaders in a time of leadership crisis. Revista De Management Comparat International, 17(3), 212-224.
· Blom, M. .
1. Traditional Approaches to Leaders’ Impact on OrganizationsS
1. Traditional Approaches to Leaders’ Impact on Organizations
Scores of research studies are built on the assumption that effective leadership is a key component essential for organizational success. From the battlefield to the boardroom, we are told, wins and losses are determined by decisions and behaviors of those who lead. The plethora of leadership-training programs may be an indicator that many perceive (or even assume) that there is a direct relationship between leaders and organization performance. In The Leadership Gap: Building Capacity for Competitive Advantage, Weiss and Molinaro (2005) established their premise by stating “leadership has become the primary source of competitive advantage in organizations around the world” (p. 4). These authors used case-study methods to reinforce the ideas that organizations’ lack of leadership capacity can be addressed through leadership development.
But both in research and organizations, there are those who challenge the “effective leadership = enhanced performance” supposition (Dihn, Lord, Gardner, Meuser, Liden, & Hu, 2014; Storey, 2010).
LePine, Zhang, Crawford, and Rich (2016) conducted a three-part study to test relationships among charismatic leadership, stress, and performance. Subjects were members of the United States Marine Corps. Findings suggested that charismatic leader behavior negated the negative effects of stressors on performance according to assessments by the leaders or their supervisors. And these authors found that high-level stressors were more positively viewed when charismatic leader behaviors were exhibited. However, the researchers discovered that charismatic leader behavior did not influence how Marines perceived stressors. An underlying assumption in LePine, Zhang, Crawford, and Rich’s (2016) research was that leaders do affect performance. The results, while not conclusive enough to reject the assumption, did open avenues for new dialogue and recommendations for further testing.
Dihn, Lord, Gardner, Meuser, Liden, and Hu (2014) suggested that the preponderance of research on leadership behaviors and traits may have led to assumptions about an overstated influence of the individual. In Module 1 we examined the evolution of leadership approaches from the early modern era to the postmodern era. We know that context—such as environment, capital, and goals—influences organizational design, structure, and management/leadership practices. We learned that a stable organization relies on controls to gain efficiency. Leader-centric thinking was readily accepted in the modern organization. And, research studies were designed around those assumptions, perhaps even reinforcing those assumptions.
More recently, organizations shifted structures, philosophies, and operating procedures to adapt to social, economic, political, and technological pressures. Even so, leadership researchers continued to outpace other scholars who investigated additional variables that might impact org ...
Resources for Papers 1 and 2Part 1 The Culture CompassAs the .docx
This document provides resources for papers on organizational culture and ethics. It includes required and optional readings on organizational culture, values, ethics, and strategic leadership. The document discusses using the DISC assessment tool to coach top performers to improve their interpersonal skills and relationship when working with teams. It provides instructions on completing a DISC assessment and discussing the results with a coach to develop an action plan.
Write an essay detailing a selected individuals leadership style an
Write an essay detailing a selected individual's leadership style and approaches in relationship to his or her communication, using and applying various leadership methods and theories.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria.
Competency 1: Analyze business communication situations.
Analyze a leader's methods of influence.
Competency 2: Analyze the interrelationships of communication within organizational systems.
Apply theories related to leadership styles to describe a leader's communication.
Analyze a leader's communication from a situational leadership perspective.
Describe a leader's use of power bases in relationship to a leader's communication.
Competency 3: Communicate effectively.
Write clearly to convey the intended content and follow APA rules for attributing sources
This assessment focuses on the ever evolving topics of organizational leadership and effective communication competencies:
Who are the truly influential leaders in our organizations and personal lives?
How do we each individually define leadership and how did we come to our current level of understanding?
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Modern thought holds that true leadership versus management occurs when followers willingly choose to follow their leader out of a belief in their ability to manifest a well communicated mission, goal or outcome. Hamel and Prahalad (1996) write, "The role of leader as forecaster is to articulate a future so full of exciting possibilities that no one will be able to rest until it is achieved" (p. 186). According to Farren and Kaye (1996), "Leaders are bridges that connect people to the future. They include others' visions in their own, building alliances and partnerships based on shared aspirations" (p. 187). True leadership results in shared realities and a sense of trust!
In addition, it has been suggested that potential followers engage in both conscious and unconscious evaluations of a potential leader, but they will only follow and strive to perform at their full potential if they believe this leader to be credible. To help support this theory, Bornstein and Smith (1996) have identified what they consider to be the Six Cs of Leadership Credibility:
Conviction: The passion and commitment the person demonstrates toward his or her vision.
Character: Consistent demonstration of integrity, honesty, respect, and trust.
Care: Demonstration of concern for the personal and professional well-being of others.
Courage: Willingness to stand up for one's beliefs, challenge others, admit mistakes, and change one's behavior when necessary.
Composure: Consistent display of appropriate emotional reactions, particularly in tough or crisis situations.
Competence: Proficiency in hard skills, such as technical, functional, and content expertise skills, and soft skills, such as interpersonal, communication, team, and organizat ...
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Analyze contemporary views of leadership presentation.docx
The document provides instructions for an assignment analyzing contemporary views of leadership. Students are asked to:
1) Select three leadership models, with one from each of three categories provided.
2) Develop an analytical framework with three leadership theories and three to five processes for understanding the theories.
3) Create an 8-14 slide PowerPoint presentation analyzing the similarities, differences, sequencing, and gaps of the selected leadership models using literature citations to support assertions.
Post #1Charismatic leaders are essentially very skilled commun.docx
Post #1
Charismatic leaders are essentially very skilled communicators. They understand how to verbally express their thoughts and ideas to their followers on a deep, emotional level. They are able to articulate a compelling or captivating vision, and are able to arouse strong emotions in followers. Charisma is what helps leaders gain the love and support of their followers. They understand how to “work the room” while giving a speech. They pay much attention to the person they are talking to at any one moment, making that person feel like they are, for that time, the most important person in the world. Charismatic Leaders pay a great deal of attention in scanning and reading their environment, and are good at picking up the moods and concerns of both individuals and larger audiences. They then will hone their actions and words to suit the situation.
With communication being a prime trait for the charismatic leader, one way to develop this skill in through practice with public speaking. For example, charismatic leaders such as Obama or Martin Luther King Jr. were masters of public speaking. This is because leadership is a public act. Individuals have to be comfortable standing in front of large or small audiences and speaking with knowledge as well as conviction. This may take some time to practice and develop, especially for individuals who are introverted or have anxiety for public speaking. There are several communication training courses that can help sharpen the skill of public speaking but I believe that the most skill will come from getting comfortable with providing speeches. The more experience one gains from delivering speeches will help to build individual style.
References:
Leanne Atwater, Robert Penn, Linda Rucker. (1991). Personal qualities of charismatic leaders. Leadership & Organization Development Journal, Vol. 12 Issue: 2, pp.7-10
Conger, J. A., and R. N. Kanungo (1998). Charismatic Leadership in Organizations. Thousand Oaks, CA: Sage Publications.
Post #2
Charisma “the ability to communicate a clear, visionary, and inspirational message that captivates and motivates an audience” (Antonakis, Feneley, & Liechti 2012, p. 127). It is important to leadership because as a leader you should be able to persuade others, be able to use powerful and reasoned rhetoric, establish personal and moral credibility, and then rouse followers’ emotions and passions. “If a leader can do those three things well, he or she can then tap into the hopes and ideals of followers, give them a sense of purpose and inspire them to achieve great things” (Antonakis, et al, 2012, p. 127). I do agree that charisma can be learned, to some, charisma is something that comes easy to them due to their personality, they are extroverts, however to those who are introverts and being charismatic does not come naturally, the trait can be learned through the right training. This has been studied by Antonakis, et al, 2012, who trained leaders on charismatic leade.
Leadership Education: Who Needs That?
This document summarizes a presentation on leadership education given by Dr. Eric Kaufman and Dr. Nicole Stedman. The presentation covered why studying leadership is important, how leadership education is changing to address emerging issues, and questions for leadership educators. It discussed moving beyond traditional theories to examine how leadership works in different contexts and conditions. New interdisciplinary programs were highlighted that integrate leadership concepts across fields.
Emotional Intelligence
Emotional intelligence (EI) involves the ability to recognize and regulate emotions in oneself and others. The concept originated in the late 19th century but was popularized by Daniel Goleman in the 1990s. There are three main models used today: Salovey-Mayer focuses on perceiving, facilitating thought with, understanding, and managing emotions; Bar-On comprises self-awareness and social skills; and Goleman emphasizes personal and social competencies leading to superior workplace performance. EI involves self-awareness, self-management, social awareness, and relationship management skills.
Running Head Individual Assignment IIICollege nameIndivid.docx
Running Head: Individual Assignment III
College name
Individual Assignment III
September 9th, 2017
Student’s Name
Abstract
An abstract is a single paragraph, without indentation, that summarizes the key points of the manuscript in 150 to 250 words. For simpler papers in this class, a shorter abstract is fine. The purpose of the abstract is to provide the reader with a brief overview of the paper.
Individual Assignment III
This is where the body of your paper begins. The major components of your paper (abstract, body, references, etc.) each begin on a new page. These components begin with centered headings at the top of the first page
Font should e New Times Roman ( 12 pts, and space between sentences should be doubled.
You simply can paste your text in this document and format it as the destination.
References
Ajournalarticle, R. H., Spud, P. T., & Psychologist, R. M. (2016). Title of journal article goes here. Journal of Research in Personality, 22, 236-252. doi:10.1016/0032-026X.56.6.895*
B’Onlinesourcesareconfusing, S. O. (2010). Search for answers at apastyle.org and include issue numbers after volume numbers when there is no DOI. Journal of Articles Without Digital Object Identifiers, 127 (3), 816-826.
Cmagazinearticle, B. E. (2009, July). Note the last names on this page: Each source type has to be formatted in a different way. [Special issue]. Prose Magazine, 126 (5), 96-134.
Dbookreference, S. M., Orman, T. P., & Carey, R. (1967). Google scholar’s “cite” feature is
Transcending the power
of hierarchy to facilitate
shared leadership
Barry Barnes
Nova Southeastern University, Ft. Lauderdale, Florida, USA
John H. Humphreys, Jennifer D. Oyler and Stephanie S. Pane Haden
Texas A&M University – Commerce, Texas, USA, and
Milorad M. Novicevic
University of Mississippi, Oxford, Mississippi, USA
Abstract
Purpose – Although communal forms of leadership are being called for to provide contemporary
organizations with more responsive leadership platforms, the paper can find no compelling
description as to how such leadership might develop in a world of hierarchy. The purpose of this paper
is to fill this void.
Design/methodology/approach – Attempting to comprehend the sharing of leadership will require
contemplation of unconventional approaches in opposition to the dominant logic associated with
conventional organizational leadership. One current example of such unorthodox deliberation is the
emerging awareness of the Grateful Dead’s influence on business management and leadership.
Accordingly, the paper examined and interpreted the experiences and expressed beliefs of Jerry Garcia
of the Grateful Dead to offer a conceptualization of how shared leadership could emerge in traditional
organizational settings.
Findings – The analysis indicates that Jerry Garcia exhibited aspects of transformational leadership,
servant leadership, and authentic leadership that allowed him to influence the environment needed for
the emergence of share ...
need assistance with the below assignment. I need it by 1 dec 14 by.docx
need assistance with the below assignment. I need it by 1 dec 14 by 5 pm eastern time
Option 1
:
Criminal Justice
Training Job Aid
Select
one of the following criminal justice roles:
·
Police officer
·
Corrections officer
·
Juvenile corrections officer
Write
a training job aid that provides tips on verbal and nonverbal communication in all of the following situations:
·
Public announcement to the press
·
Testifying in court
·
Communicating with peers and inmates in a correctional facility
·
Communicating with peers and inmates in a juvenile correctional facility
Identify
two communication guidelines or preferred practices for each situation.
Include
one to three references to support your findings.
Be
creative as you like and include images when appropriate.
Format
your job aid consistent with APA guidelines.
.
Need assignment back by Wednesday November 12, 2014 at 200 pm Cen.docx
Need assignment back by Wednesday November 12, 2014 at 2:00 pm Central time.
PART 1
1. Must use EXCEL to complete this exercise 7 on (ANOVA)
2.
Answer the questions at the end of the exercise.
First Attachments this for part 1( week7pic)
PART 2
1. Must use EXCEL to complete this exercise 1 on (Regression Analysis).
2.
Answer the questions at the end of the exercise.
2nd two attachments is for part 2
week 7a and 7b
.
More Related Content
Similar to Read the article, 10 Tough Truths About Leadership (Links to an ext.docx
18 Volume 18, Issue 1, March 2017 Review of.docx
This document summarizes and categorizes different leadership styles. It begins by defining leadership and outlining key attributes of effective leadership according to research. It then defines what a leadership style is, noting that a style involves how a leader intentionally influences followers towards goals. The document reviews early theories like trait-based and skills-based styles, as well as situational leadership theory. It concludes by presenting a graphic categorization of leadership styles based on seminal research from Lewin, Lippit and White from 1939.
TRAIT THEORIES Throughout history, strong leaders—Buddha, Napoléon.docx
TRAIT THEORIES Throughout history, strong leaders—Buddha, Napoléon, Mao, Churchill, Roosevelt, Reagan—have been described in terms of their traits. Trait theories of leadership thus focus on personal qualities and characteristics. We recognize leaders like South Africa’s Nelson Mandela, Virgin Group CEO Richard Branson, Apple co-founder Steve Jobs, and American Express Chairman Ken Chenault as charismatic, enthusiastic, and courageous. The search for personality, social, physical, or intellectual attributes that differentiate leaders from non-leaders goes back to the earliest stages of leadership research. Early research efforts to isolate leadership traits resulted in a number of dead ends. A review in the late 1960s of 20 different studies identified nearly 80 leadership traits, but only five were common to four or more of the investigations. By the 1990s, after numerous studies and analyses, about the best we could say was that most leaders “are not like other people,” but the particular traits that characterized them varied a great deal from review to review. It was a confusing state of affairs. A breakthrough, of sorts, came when researchers began organizing traits around the Big Five personality (ambition and energy are part of extraversion, for instance), giving strong support to traits as predictors of leadership. A comprehensive review of the leadership literature, when organized around the Big Five, has found extraversion to be the most important trait of effective leaders, but it is more strongly related to the way leaders emerge than to their effectiveness. Sociable and dominant people are more likely to assert themselves in group situations, but leaders need to make sure they’re not too assertive—one study found leaders who scored very high on assertiveness were less effective than those who scored moderately high. Unlike agreeableness and emotional stability, conscientiousness and openness to experience also showed strong relationships to leadership, though not quite as strong as extraversion. Overall, the trait approach does have something to offer. Leaders who like being around people and are able to assert themselves (extraverted), who are disciplined and able to keep commitments they make (conscientious), and who are creative and flexible (open) do have an apparent advantage when it comes to leadership, suggesting good leaders do have key traits in common. One reason is that conscientiousness and extraversion are positively related to leaders’ self-efficacy, which explained most of the variance in subordinates’ ratings of leader performance.5 People are more likely to follow someone who is confident she’s going in the right direction. Another trait that may indicate effective leadership is emotional intelligence (EI), discussed in Chapter 4. Advocates of EI argue that without it, a person can have outstanding training, a highly analytical mind, a compelling vision, and an endless supply of terrific ideas but still not make a ...
Write 2–3 pages to support a job application in which you provide yo.docx
Write 2–3 pages to support a job application in which you provide your definition of leadership, how it can positively impact an organization, and how it's different from management.
In the 21st century, the study of leadership is multidisciplinary, with contributions from the fields of history, philosophy, psychology, political science, business, and education (Northouse, 2007). There are almost as many definitions of
leadership
as there are people who have tried to define it. Although we intuitively know what the word means, it has different meaning for different people. Manning and Curtis (2012) explained, "Leadership is social influence. It means leaving a mark. It is initiating and guiding, and the result is change" (p. 2).
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate the purpose and relevance of leadership.
Develop a definition of leadership.
Explain how leadership can positively impact an organization.
Competency 2: Evaluate how leadership strengths apply in the workplace and within the community.
Explain a strategy to develop leadership skills.
Develop a definition of management.
Explain the differences between leadership and management.
References
Manning, G., & Curtis, K. (2012).
The art of leadership
(4th ed.). New York, NY: McGraw-Hill.
Northouse, G. (2007).
Leadership theory and practice
(4th ed.). Thousand Oaks, CA: Sage
Suggested Resources
The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
BUS-FP3012 – Fundamentals of Leadership
Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Multimedia
Click
Three Circles of Effective Leadership
|
Transcript
to watch a presentation based on Blanchard and Zigarmi's
Leadership and the One-Minute Manager
.
Capella University Library Resources
Hopen, D. (2010).
The changing role and practices of successful leaders
.
Journal for Quality and Participation
,
33
(1), 4–9.
NBC Learn Video
NBC News. (2009, September 2).
Portraits of leadership [Video]
. NBC Learn.
This production assembles a collage of iconic leaders, such as Martin Luther King Jr., to illustrate concepts of everyday leadership.
Bookstore Resources
These resources are available from the
Capella University Bookstore
:
Kouzes, J. M., & Posner, B. Z. (2017).
The leadership challenge: How to make extraordinary things happen in organizations
(6th ed.). Hoboken, NJ: Wiley.
Introduction, "Making Extraordinary Things Happen in Organizations."
Chapter 1, "When Leaders Are at Their Best."
Chapter 3, "Clarify Values."
Chap.
Portable guide to leading orgaizations
Portable guide to leading organizations (Helps you to grow in space of how to be creative and motive others on Leadership and Marketing Matters.
Helps to build both Large and Small scale organizations.
Organizational Leadership Versus Tactical Leadership Essay
The document discusses how leadership styles may affect organizational leadership. It notes that an effective leader influences followers to achieve goals, and that different leadership styles may be a stronger predictor of organizational performance depending on the culture. It also states that organizational culture is influenced by leadership style, which then affects organizational performance. Leadership is important for businesses to ensure smooth operations.
People’S Beliefs On How Individuals Become Leaders Affect
1. Early leadership theories focused on distinguishing innate qualities between leaders and followers, while more recent theories emphasize that leadership skills can be learned and developed through training and experience.
2. Great leaders are often described as having innate characteristics like charisma, confidence, intelligence and social skills. However, other theories posit that leaders are made, not born, and that leadership abilities can be developed through teaching and observation.
3. Modern theories have identified important leadership qualities like vision, communication skills, ability to motivate and inspire followers, adaptability to different situations, and learning from experiences. The most effective leadership style
Running Head EMOTIONAL INTELLIGENCE1EMOTIONAL INTELLIGENCE.docx
Running Head: EMOTIONAL INTELLIGENCE 1
EMOTIONAL INTELLIGENCE 2
EMOTIONAL INTELLIGENCE
Liberty University
Introduction
Demand on managers, employees and executives of enterprises around the world progressively increase and is hypothesized that most emotional intelligence will increasingly participate in a relevant role in the success of a business. The main purpose of this literature is to gain educational knowledge of emotional intelligence, its main importance and exploring the emotional intelligence strategies used by business leaders in the United States to enhance effective team communication. Emotional intelligence is a type of shared intelligence that incorporates monitoring emotions and feelings of an individual as well as that of others, followed by using the data to offer guidance on individual thinking and actions. Emotional intelligence in leaders incorporates understanding their feelings, showing empathy to others as well as regulating individual; emotions to enhance the quality of work in the organization. Emotional intelligence impacts the effectiveness of communication among project team members.
Literature review
Goleman et al. (2015) explain that the main tasks around leadership incorporate generating job passion, creating an atmosphere that encourages cooperation and attaining harmony amid financial and human factors of the organization agenda, which can be achieved through relevant emotional intelligence. Cloud (2016) adds that a complete performance picture ranges from achieving results as well as return on investment to achieving commitment and trust. Kouzes and Posner (2018) explain that if people fail to believe in the person giving information, then they will not even believe the message given by that person. If there is no trust, leaders might not even achieve their vision no matter how important or true the information might be since the data will not be embraced as intended, hence the commitment required will not achieve the organization requirement.
Leaders require emotional intelligence to gain their full potential to achieve their predetermined goals and objectives. Leadership is not something you carry out on people, but it is something that you do with followers. Before understanding others, leaders work on understanding themselves, their behaviors, values goals and objectives. The main leadership instrument is the mastery of leadership starts with mastery of oneself. Self-knowledge is the best tool for transformation in an organization (Goleman, 2018). Understanding individual values and character is an act of emotional intelligence.
There are four main factors for emotional intelligence, as explained by Nguyen et al. (2019) include "self-awareness, self-management, social awareness and relationship management." These are the strategies that most of the United States management use to enhance effective communication amid the team members. Self-awareness incorporates sel.
Running Head EMOTIONAL INTELLIGENCE1EMOTIONAL INTELLIGENCE
This evolving case study is designed for graduate nursing students and focuses on the concept of emotional intelligence. It presents a fictional patient's situation over three stages. In Stage 1, the initial health situation is described. Stage 2 continues with a deterioration in health requiring learner intervention. Stage 3 involves stabilization of the patient if learners take appropriate actions. The case study is meant to promote critical thinking through the use of Socratic questions about pathophysiology, pharmacology, and physical assessment following each stage. It aims to develop learners' emotional intelligence in caring for a complex patient.
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Prior to beginning work on this discussion, read the articles Ethi.docx
Prior to beginning work on this discussion, read the articles Ethical Leaders: An Essay About Being in Love (See Below)and Impact of Ethics on Leadership Standards, (see below) and watch Challenger: The Untold Story Part 7 of 10 (Links to an external site.).
Share what ethical situations came up in the video. Explain how the leader’s decision impacted the results of the Challenger’s mission. What ethical values did you take away from this video that you can apply in your own leadership?
Ethical Leaders: An Essay About Being in Love
flames M. Kouzes Barry Z. Posner
ABSTRACT. What it means to be an ethical leader is the focus of this paper. Leadership is more than an affair of the head, but fundamentally also one of the heart. Leaders are in love. Four esselltial and practical considerations are pres- ented for discovering, developing, and using this perspective.
What does it mean to be ethical? What does it mean to be a leader? What does it mean to be an ethical leader? Is it possible to be an unethical leader? These are just some of the questions that arise when thinking about the topic "ethical leadership." Ethical leadership has been seen as a process both of inquiry - asking questions about what is right and what is wrong - and a mode of conduct - setting an example for others about the rightness or wrongness of particular actions (Guy, 1990). Ethical leadership, as a way of thinking, says Enderle (1987), aims at two goals: to clarify and make explicit the ethical dimension of decisions and to formulate and justify ethical principles. From a similar applied ethics perspective, Nielsen (1990) proposes the idea of dialogic leadership as a process of elevating outcomes to a higher ethical plane (beyond merely win-win decisions). Leaders, as observed by Bennis and Nanus (1985), set the moral tone: "The leader is responsible for the set of ethics or norms that govern the behavior of people in the organization." Ethics and leadership may just go hand-in-hand (Hitt, 1990).
James M. Kouzes is President of The Tom Peters Group~Learning Systems (Palo Alto, CA) and Barry Z. Posner is Associate Dean (Academic Programs) and Professor of Management, Santa Clara University (Santa Clara, CA). They have written The Leader- ship Challenge: How to Get Extraordinary Things Done in Organizations (]ossey-Bass, 1987) and are currently explor- ing what people look for in leaders and the essence of effective working relationships.
!n this essay we want to expiore yet another dimension of ethical leadership which comes out of our continuing studies of peop!e's personal best leadership experiences (Kouzes and Posner, 1987). In addition, rather than taking a particular philosophi- cal approach, which others who are really better qualified than we are have done, we want to offer some practical suggestions for being an_ ethical leader - which emanates not so much from the head as it does from the heart.
"Love 'era and lead 'era"
On September 4, 1986, the Mili ...
Examination of Modern LeadershipModule 1 Leadership History, F.docx
Examination of Modern Leadership
Module 1: Leadership: History, Fundamentals, and the Modern Context
Module 1 content establishes the context for the entire course dedicated to the examination of modern and postmodern leadership. The introduction of critical theory and its use in ORG561 provides a framework for investigation. The context of social, economic, political, and technological environments informs an exploration of modern and postmodern leadership approaches. Emphasis on leader self-awareness sets the stage for reflection, introspection, and personal leadership development.
Learning Outcomes
1. Compare and contrast historical leadership concepts against modern and postmodern organization needs.
2. Analyze leadership approaches using a critical framework.
3. Construct a personal leadership biography.
For Your Success & Readings
A key to success in ORG561 is to start early, build, reflect, reinforce, build, reflect, and reinforce.
Begin each week’s study by reading and comprehending the learning outcomes. Learning outcomes are always revealed in assignments, discussions, and lectures. Likewise, learning outcomes are reflected in rubrics, which are used as objective measures for scoring and grading. Establish the learning outcomes as your checklist for success.
In Module 1 criticaltheory is introduced through the readings, lecture, discussion, and Critical Thinking Assignment. The critical approach provides new frameworks on which to research leadership. You may not be familiar with critical inquiry, so seize the opportunity to advance your analytic skills. You are expected to use one or more critical frames in each module of this course. Take the time this week to fully understand the reasoning and context of critical theory.
Studying the history of leadership requires reading publications from earlier eras. Notice that some of the required and recommended readings for Module 1 are not current publications, but these contribute to understanding the earlier periods of organization and leadership study.
Postmodern leadership literature expounds on the notion that self-awareness is a critical component required to lead. In ORG561, the thread of self-examination is woven throughout the course. You will have opportunities to move beyond reflection to develop a better understanding of personal assumptions and biases, skills and competencies, and professional development plans, all related to leadership. Embrace the opportunity!
Required
· Introduction and Chapters 1 & 2 in Leadership: A Critical Text
· Axley, S. R. (1990). The practical qualities of effective leaders. Industrial Management, 32(5), 29-31.
· Brocato, B., Jelen, J., Schmidt, T., & Gold, S. (2011). Leadership conceptual ambiguities.Journal of Leadership Studies, 5(1), 35-50. doi:10.1002/jls.20203
· Gandolfi, F., & Stone, S. (2016). Clarifying leadership: High-impact leaders in a time of leadership crisis. Revista De Management Comparat International, 17(3), 212-224.
· Blom, M. .
1. Traditional Approaches to Leaders’ Impact on OrganizationsS
1. Traditional Approaches to Leaders’ Impact on Organizations
Scores of research studies are built on the assumption that effective leadership is a key component essential for organizational success. From the battlefield to the boardroom, we are told, wins and losses are determined by decisions and behaviors of those who lead. The plethora of leadership-training programs may be an indicator that many perceive (or even assume) that there is a direct relationship between leaders and organization performance. In The Leadership Gap: Building Capacity for Competitive Advantage, Weiss and Molinaro (2005) established their premise by stating “leadership has become the primary source of competitive advantage in organizations around the world” (p. 4). These authors used case-study methods to reinforce the ideas that organizations’ lack of leadership capacity can be addressed through leadership development.
But both in research and organizations, there are those who challenge the “effective leadership = enhanced performance” supposition (Dihn, Lord, Gardner, Meuser, Liden, & Hu, 2014; Storey, 2010).
LePine, Zhang, Crawford, and Rich (2016) conducted a three-part study to test relationships among charismatic leadership, stress, and performance. Subjects were members of the United States Marine Corps. Findings suggested that charismatic leader behavior negated the negative effects of stressors on performance according to assessments by the leaders or their supervisors. And these authors found that high-level stressors were more positively viewed when charismatic leader behaviors were exhibited. However, the researchers discovered that charismatic leader behavior did not influence how Marines perceived stressors. An underlying assumption in LePine, Zhang, Crawford, and Rich’s (2016) research was that leaders do affect performance. The results, while not conclusive enough to reject the assumption, did open avenues for new dialogue and recommendations for further testing.
Dihn, Lord, Gardner, Meuser, Liden, and Hu (2014) suggested that the preponderance of research on leadership behaviors and traits may have led to assumptions about an overstated influence of the individual. In Module 1 we examined the evolution of leadership approaches from the early modern era to the postmodern era. We know that context—such as environment, capital, and goals—influences organizational design, structure, and management/leadership practices. We learned that a stable organization relies on controls to gain efficiency. Leader-centric thinking was readily accepted in the modern organization. And, research studies were designed around those assumptions, perhaps even reinforcing those assumptions.
More recently, organizations shifted structures, philosophies, and operating procedures to adapt to social, economic, political, and technological pressures. Even so, leadership researchers continued to outpace other scholars who investigated additional variables that might impact org ...
Resources for Papers 1 and 2Part 1 The Culture CompassAs the .docx
This document provides resources for papers on organizational culture and ethics. It includes required and optional readings on organizational culture, values, ethics, and strategic leadership. The document discusses using the DISC assessment tool to coach top performers to improve their interpersonal skills and relationship when working with teams. It provides instructions on completing a DISC assessment and discussing the results with a coach to develop an action plan.
Write an essay detailing a selected individuals leadership style an
Write an essay detailing a selected individual's leadership style and approaches in relationship to his or her communication, using and applying various leadership methods and theories.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria.
Competency 1: Analyze business communication situations.
Analyze a leader's methods of influence.
Competency 2: Analyze the interrelationships of communication within organizational systems.
Apply theories related to leadership styles to describe a leader's communication.
Analyze a leader's communication from a situational leadership perspective.
Describe a leader's use of power bases in relationship to a leader's communication.
Competency 3: Communicate effectively.
Write clearly to convey the intended content and follow APA rules for attributing sources
This assessment focuses on the ever evolving topics of organizational leadership and effective communication competencies:
Who are the truly influential leaders in our organizations and personal lives?
How do we each individually define leadership and how did we come to our current level of understanding?
SHOW LESS
Modern thought holds that true leadership versus management occurs when followers willingly choose to follow their leader out of a belief in their ability to manifest a well communicated mission, goal or outcome. Hamel and Prahalad (1996) write, "The role of leader as forecaster is to articulate a future so full of exciting possibilities that no one will be able to rest until it is achieved" (p. 186). According to Farren and Kaye (1996), "Leaders are bridges that connect people to the future. They include others' visions in their own, building alliances and partnerships based on shared aspirations" (p. 187). True leadership results in shared realities and a sense of trust!
In addition, it has been suggested that potential followers engage in both conscious and unconscious evaluations of a potential leader, but they will only follow and strive to perform at their full potential if they believe this leader to be credible. To help support this theory, Bornstein and Smith (1996) have identified what they consider to be the Six Cs of Leadership Credibility:
Conviction: The passion and commitment the person demonstrates toward his or her vision.
Character: Consistent demonstration of integrity, honesty, respect, and trust.
Care: Demonstration of concern for the personal and professional well-being of others.
Courage: Willingness to stand up for one's beliefs, challenge others, admit mistakes, and change one's behavior when necessary.
Composure: Consistent display of appropriate emotional reactions, particularly in tough or crisis situations.
Competence: Proficiency in hard skills, such as technical, functional, and content expertise skills, and soft skills, such as interpersonal, communication, team, and organizat ...
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Analyze contemporary views of leadership presentation.docx
The document provides instructions for an assignment analyzing contemporary views of leadership. Students are asked to:
1) Select three leadership models, with one from each of three categories provided.
2) Develop an analytical framework with three leadership theories and three to five processes for understanding the theories.
3) Create an 8-14 slide PowerPoint presentation analyzing the similarities, differences, sequencing, and gaps of the selected leadership models using literature citations to support assertions.
Post #1Charismatic leaders are essentially very skilled commun.docx
Post #1
Charismatic leaders are essentially very skilled communicators. They understand how to verbally express their thoughts and ideas to their followers on a deep, emotional level. They are able to articulate a compelling or captivating vision, and are able to arouse strong emotions in followers. Charisma is what helps leaders gain the love and support of their followers. They understand how to “work the room” while giving a speech. They pay much attention to the person they are talking to at any one moment, making that person feel like they are, for that time, the most important person in the world. Charismatic Leaders pay a great deal of attention in scanning and reading their environment, and are good at picking up the moods and concerns of both individuals and larger audiences. They then will hone their actions and words to suit the situation.
With communication being a prime trait for the charismatic leader, one way to develop this skill in through practice with public speaking. For example, charismatic leaders such as Obama or Martin Luther King Jr. were masters of public speaking. This is because leadership is a public act. Individuals have to be comfortable standing in front of large or small audiences and speaking with knowledge as well as conviction. This may take some time to practice and develop, especially for individuals who are introverted or have anxiety for public speaking. There are several communication training courses that can help sharpen the skill of public speaking but I believe that the most skill will come from getting comfortable with providing speeches. The more experience one gains from delivering speeches will help to build individual style.
References:
Leanne Atwater, Robert Penn, Linda Rucker. (1991). Personal qualities of charismatic leaders. Leadership & Organization Development Journal, Vol. 12 Issue: 2, pp.7-10
Conger, J. A., and R. N. Kanungo (1998). Charismatic Leadership in Organizations. Thousand Oaks, CA: Sage Publications.
Post #2
Charisma “the ability to communicate a clear, visionary, and inspirational message that captivates and motivates an audience” (Antonakis, Feneley, & Liechti 2012, p. 127). It is important to leadership because as a leader you should be able to persuade others, be able to use powerful and reasoned rhetoric, establish personal and moral credibility, and then rouse followers’ emotions and passions. “If a leader can do those three things well, he or she can then tap into the hopes and ideals of followers, give them a sense of purpose and inspire them to achieve great things” (Antonakis, et al, 2012, p. 127). I do agree that charisma can be learned, to some, charisma is something that comes easy to them due to their personality, they are extroverts, however to those who are introverts and being charismatic does not come naturally, the trait can be learned through the right training. This has been studied by Antonakis, et al, 2012, who trained leaders on charismatic leade.
Leadership Education: Who Needs That?
This document summarizes a presentation on leadership education given by Dr. Eric Kaufman and Dr. Nicole Stedman. The presentation covered why studying leadership is important, how leadership education is changing to address emerging issues, and questions for leadership educators. It discussed moving beyond traditional theories to examine how leadership works in different contexts and conditions. New interdisciplinary programs were highlighted that integrate leadership concepts across fields.
Emotional Intelligence
Emotional intelligence (EI) involves the ability to recognize and regulate emotions in oneself and others. The concept originated in the late 19th century but was popularized by Daniel Goleman in the 1990s. There are three main models used today: Salovey-Mayer focuses on perceiving, facilitating thought with, understanding, and managing emotions; Bar-On comprises self-awareness and social skills; and Goleman emphasizes personal and social competencies leading to superior workplace performance. EI involves self-awareness, self-management, social awareness, and relationship management skills.
Running Head Individual Assignment IIICollege nameIndivid.docx
Running Head: Individual Assignment III
College name
Individual Assignment III
September 9th, 2017
Student’s Name
Abstract
An abstract is a single paragraph, without indentation, that summarizes the key points of the manuscript in 150 to 250 words. For simpler papers in this class, a shorter abstract is fine. The purpose of the abstract is to provide the reader with a brief overview of the paper.
Individual Assignment III
This is where the body of your paper begins. The major components of your paper (abstract, body, references, etc.) each begin on a new page. These components begin with centered headings at the top of the first page
Font should e New Times Roman ( 12 pts, and space between sentences should be doubled.
You simply can paste your text in this document and format it as the destination.
References
Ajournalarticle, R. H., Spud, P. T., & Psychologist, R. M. (2016). Title of journal article goes here. Journal of Research in Personality, 22, 236-252. doi:10.1016/0032-026X.56.6.895*
B’Onlinesourcesareconfusing, S. O. (2010). Search for answers at apastyle.org and include issue numbers after volume numbers when there is no DOI. Journal of Articles Without Digital Object Identifiers, 127 (3), 816-826.
Cmagazinearticle, B. E. (2009, July). Note the last names on this page: Each source type has to be formatted in a different way. [Special issue]. Prose Magazine, 126 (5), 96-134.
Dbookreference, S. M., Orman, T. P., & Carey, R. (1967). Google scholar’s “cite” feature is
Transcending the power
of hierarchy to facilitate
shared leadership
Barry Barnes
Nova Southeastern University, Ft. Lauderdale, Florida, USA
John H. Humphreys, Jennifer D. Oyler and Stephanie S. Pane Haden
Texas A&M University – Commerce, Texas, USA, and
Milorad M. Novicevic
University of Mississippi, Oxford, Mississippi, USA
Abstract
Purpose – Although communal forms of leadership are being called for to provide contemporary
organizations with more responsive leadership platforms, the paper can find no compelling
description as to how such leadership might develop in a world of hierarchy. The purpose of this paper
is to fill this void.
Design/methodology/approach – Attempting to comprehend the sharing of leadership will require
contemplation of unconventional approaches in opposition to the dominant logic associated with
conventional organizational leadership. One current example of such unorthodox deliberation is the
emerging awareness of the Grateful Dead’s influence on business management and leadership.
Accordingly, the paper examined and interpreted the experiences and expressed beliefs of Jerry Garcia
of the Grateful Dead to offer a conceptualization of how shared leadership could emerge in traditional
organizational settings.
Findings – The analysis indicates that Jerry Garcia exhibited aspects of transformational leadership,
servant leadership, and authentic leadership that allowed him to influence the environment needed for
the emergence of share ...
Similar to Read the article, 10 Tough Truths About Leadership (Links to an ext.docx (20)
TRAIT THEORIES Throughout history, strong leaders—Buddha, Napoléon.docx
TRAIT THEORIES Throughout history, strong leaders—Buddha, Napoléon.docx
Write 2–3 pages to support a job application in which you provide yo.docx
Write 2–3 pages to support a job application in which you provide yo.docx
Organizational Leadership Versus Tactical Leadership Essay
Organizational Leadership Versus Tactical Leadership Essay
People’S Beliefs On How Individuals Become Leaders Affect
People’S Beliefs On How Individuals Become Leaders Affect
Running Head EMOTIONAL INTELLIGENCE1EMOTIONAL INTELLIGENCE.docx
Running Head EMOTIONAL INTELLIGENCE1EMOTIONAL INTELLIGENCE.docx
Running Head EMOTIONAL INTELLIGENCE1EMOTIONAL INTELLIGENCE
Running Head EMOTIONAL INTELLIGENCE1EMOTIONAL INTELLIGENCE
Prior to beginning work on this discussion, read the articles Ethi.docx
Prior to beginning work on this discussion, read the articles Ethi.docx
Examination of Modern LeadershipModule 1 Leadership History, F.docx
Examination of Modern LeadershipModule 1 Leadership History, F.docx
1. Traditional Approaches to Leaders’ Impact on OrganizationsS
1. Traditional Approaches to Leaders’ Impact on OrganizationsS
Resources for Papers 1 and 2Part 1 The Culture CompassAs the .docx
Resources for Papers 1 and 2Part 1 The Culture CompassAs the .docx
Write an essay detailing a selected individuals leadership style an
Write an essay detailing a selected individuals leadership style an
Analyze contemporary views of leadership presentation.docx
Analyze contemporary views of leadership presentation.docx
Post #1Charismatic leaders are essentially very skilled commun.docx
Post #1Charismatic leaders are essentially very skilled commun.docx
Running Head Individual Assignment IIICollege nameIndivid.docx
Running Head Individual Assignment IIICollege nameIndivid.docx
More from veachflossie
need assistance with the below assignment. I need it by 1 dec 14 by.docx
need assistance with the below assignment. I need it by 1 dec 14 by 5 pm eastern time
Option 1
:
Criminal Justice
Training Job Aid
Select
one of the following criminal justice roles:
·
Police officer
·
Corrections officer
·
Juvenile corrections officer
Write
a training job aid that provides tips on verbal and nonverbal communication in all of the following situations:
·
Public announcement to the press
·
Testifying in court
·
Communicating with peers and inmates in a correctional facility
·
Communicating with peers and inmates in a juvenile correctional facility
Identify
two communication guidelines or preferred practices for each situation.
Include
one to three references to support your findings.
Be
creative as you like and include images when appropriate.
Format
your job aid consistent with APA guidelines.
.
Need assignment back by Wednesday November 12, 2014 at 200 pm Cen.docx
Need assignment back by Wednesday November 12, 2014 at 2:00 pm Central time.
PART 1
1. Must use EXCEL to complete this exercise 7 on (ANOVA)
2.
Answer the questions at the end of the exercise.
First Attachments this for part 1( week7pic)
PART 2
1. Must use EXCEL to complete this exercise 1 on (Regression Analysis).
2.
Answer the questions at the end of the exercise.
2nd two attachments is for part 2
week 7a and 7b
.
Need a PowerPoint PresentationSee activity 8Activity 8 - Pre.docx
The document provides instructions for a PowerPoint presentation assignment, asking students to develop a 15-20 minute PowerPoint presentation summarizing their Database Life Cycle Project and submit it to the assignment Dropbox by the specified due date. It lists two deliverables - a PowerPoint slide presentation approximating 15-20 minutes if presented live, and submitting it to the assigned Dropbox folder.
Need anwser 250-300 words , no plagirism , no work cited from wikipe.docx
Need anwser 250-300 words , no plagirism , no work cited from wikipedia. Due 3/25/15
As you will discover in your readings, there are three rock types: igneous, sedimentary, and metamorphic. Choose a rock and describe its characteristics, how it formed, and any usage it might have today or had in the past
.
Need a little help with couple of psychology questions...How did.docx
Need a little help with couple of psychology questions...
How did the influence of animal psychology on behaviorism differ from the influence of functional psychology?
The 20
th
century for psychology was changing. The idea of introspection was no longer. Functionalists began to modify the work on Wundt and Titchener making a new form of psychology. Functionalists were not looking to rid structuralism, but instead were building upon it. What is your understanding of both structuralism and functionalism?
What does Priscilla the Fastidious Pig have to do with the history of psychology? By what techniques was this animal trained?
Describe the three stages in the evolution of the behaviorist school of thought…
.
Need a functioning design in Unity Game Engine. The rough draft only.docx
Need a functioning design in Unity Game Engine. The rough draft only needs the game level scene, skybox, the terrain (shaped, textured, with trees and grass), the buildings (with functioning doors), the avatar, and being able to "pick up" the two items.
* Please provide some proof of C# and Unity knowledge*
Do you have extensive knowledge of editing and C# Scripting in Unity Game Engine to be able to create a complete game loop from title screen, to game play, to credits, and back to the title screen!
.
Need a simple anwser possibly 250 words explaing this question. No p.docx
Need a simple anwser possibly 250 words explaing this question. No plagirism and Wikipedia can not be used as a source. Due 11/20/14
This week, we study several personality models and learn how personality shapes the workplace environment. In what ways does personality inform how we interact with supervisors and co-workers? What does the most current research indicate about how at least one facet of personality (e.g., conscientiousness, extraversion, emotional stability, agreeableness, and openness to experience) interacts with the work environment? Provide one or more examples from your experience to illustrate your points.
.
Need a 4 page essay w 4 scholarly sorces APA Formatread attac.docx
Need a 4 page essay w/ 4 scholarly sorces APA Format
read attached article:
Prammer, K., & Neugebauer, C. (2012).
Consulting organizational change
cooperation-challenges, issues and solutions in theory and practice
.
Journal of Management & Change
,
29
(1), 24–45.
use rubric to complete paper
.
Need a 3 year Strategin Plan , 12 point font, 10 page , double space.docx
Need a 3 year Strategin Plan , 12 point font, 10 page , double spaced, by tomorrow, 14 December, 7 pm est.
You will have to identify and explain the key issues related to the company's strategic plan
Recognize stakeholders and their relationship to the strategy
Clearly state the chosen stragety
Examine and evaluate assumptions and preises used in developing the chosen strategy
Clearly explain the rational used in developing the strategy ,i.e. identify and evaluate the information used
I have attached documents that can be helpful. originally is important
.
Need 800 words added to uploaded document the following are the addi.docx
Need 800 words added to uploaded document the following are the addition I have worked on some portions
Project Risks Identification
Thoroughly describe each project risk (at least 8), which includes the source for identifying the risk.
Identify and show the specific technique that you used to identify the risks, such as cause and effect, a fishbone diagram, a SWOT analysis, interview notes, and an assumption list.
.
Need 300+ words total.1. In their commentaries on the .docx
Need 300+ words total.
1. In their commentaries on the
McLean v. Arkansas
court case, Michael Ruse and Larry Laudan agree that creation science does not belong in the school science curriculum. However, they offer different reasons for this conclusion. Briefly explain the reasons that each of them offers?
2. In the materials we have reviewed for the two court cases, we have seen the statement “Evolution is both a fact and a theory”. Explain what the statement means, and provide an example illustrating the facticity of evolution.
.
Need 2 paragraphs eachFrom the scenario, examine the concept o.docx
Need 2 paragraphs each
From the scenario, examine the concept of health care ethics, and ascertain the fundamental way in which such concepts apply to procreation-related issues. Speculate on the major ramifications of using moral principles to make decisions concerning such issues.
Consider the concept of ethics in health care predicated on ethical theories and moral theories, and explore the connection of such ethics with ethics committee decision making. Rationalize the primary concerns of conception, wrongful birth, and abortion from the perspective of health care professionals who must make these decisions.
.
NATO Simulation What is Turkeys position in these issues (academi.docx
NATO Simulation: What is Turkey's position in these issues? (academic sources are required to answer these questions) (one page at least for each question with appropriate and correct answer)
Whether to arm Ukraine (Turkey's perspective)
How to move forward on NATO/EU working defence? (Turkey's perspective)
Whether to launch NATO operation in Libya in response to ISIS threat (Turkey's perspective)
4-What are Turkey’s military interests?
5-What compromises would Turkey be willing to make?
6-What is Turkey’s position in NATO?
You are simulating the counrty (Turkey) NOT your own ideas. Find out about its interests, its political demands, its military capacity, its behaviour in the past, its cannot cross lines and areas of possible compromise, etc.
.
Natural Selection and Patterns of Evolution WorksheetComplete .docx
Natural Selection and Patterns of Evolution Worksheet
Complete the worksheet writing 100- to 200-word short answers for each question. Format your references consistent with APA guidelines.
1.
What is the direct evidence in support of the theory of natural selection? Include at least four examples.
2.
Humans shape their environment in ways that other organisms cannot. Are humans subject to the same pressures of natural selection as other organisms? Why?
3.
Provide an example of convergent and divergent evolution, adaptive radiation, and co-evolution. Then, choose one of the examples you provided. What implications might this example have for future humans?
4.
How does a new species evolve from a pre-existing species? Include a brief analysis of the factors affecting speciation.
.
ndividual Student Design Choose a Dynamic Process (in the tech.docx
ndividual Student Design
Choose a Dynamic Process (in the tech area of your interest)
Develop a process Dynamic Model
Study the dynamic performance of the process without control (Simulation)
Define system performance specifications
Use
Four
techniques for designing a proper controller:
a. Digitized PID
b. Direct Methods (Closed Form and with Diophantine) c.
Pole Placement (Ackerman’s Formula)
d. Optimal Control
Study system performance with the designed controllers
Write a formal report (MSWord IEEE Single Column Standard).
.
Native Americans tribes and Bedouin tribes in Saudi Arabia. Whats c.docx
Native Americans tribes and Bedouin tribes in Saudi Arabia. What's common? And how they are both alike? I know that they are two different things, but I'm from Saudi Arabia and I'm taking Native American study class. I have to hand four pages essay. Explain the ways we used to live and how it's similar and the history behind it.
.
NarrativeStorytellingOur textbook sets up a distinction between.docx
Narrative/Storytelling
Our textbook sets up a distinction between story and plot, stating that story is what happens in a movie, and plot is
how
it happens. The distinction may seem minor; however, throughout this course, we will be scrutinizing the various aesthetic choices and cinematic techniques that work together to create meaning in any movie. With that in mind, we can understand that the way a film presents action can be as important as the action it is presenting.
For your initial blog post
Select a full-length film and identify the title, writer, director, major actors, and the year it was released.
Summarize the story and plot of your chosen movie.
Discuss whether your film is presented chronologically or non-linearly. In your discussion, address the following:
How did this aesthetic choice contribute to the general effect on the audience?
How are elements like character development or foreshadowing impacted by the choice of storytelling methods?
If the film had followed a different presentation style, how would the general effect on the audience have been different?
You must use at least two outside sources, in any combination of embedded video clips, still photos, or scholarly sources. All sources should be documented in APA style.
chapters 1, 3 and 10 are attached
.
Nature of Sustainability As It Relates to Social ResponsibilityOrg.docx
Organizations are increasingly being asked to consider how their business operations affect local communities, society, and the environment in terms of sustainability and social responsibility. While some may disagree with organizations having to take on this responsibility, others point to examples like companies that have taken steps to lessen their environmental impact or give back to local communities through philanthropic initiatives.
National Media AssignmentI am willing to pay $60 because I need .docx
National Media Assignment
I am willing to pay $60 because I need it very quickly on Wednesday May 27th at 18:00 EST.
Each student will be assigned a country from the developing world.
(Ghana)
1. You must research how that State
(Ghana)
has used at least two media platforms to promote a shared national identity among its citizens as well as how it has attempted to manage competing and/or dissenting national visions. You may choose among radio, television, film, newspapers, telecommunications, the internet, and social media.
2. Please consider the unique dimensions of each medium in terms of the opportunities and challenges it presents for helping foster a national imaginary.
3. Please explore the political economic dimensions of these media outlets (who owns them? who pays for them? how are they regulated? how large is their reach? how much competition do they encounter?, etc.) and assess how their embeddedness within political and economic systems shape the types of national narratives that might be told?
4. Finally, please identify a minority national group within the host state and explore how the state has attempted to incorporate them into the national narrative through media as well as how that group has used alternate media outlets to circulate its national imaginings.
This is a short assignment. I am expecting 4 single-spaced pages in Times New Roman 12 point font, MLA citations (include both a cover page and a works cited page, though neither count toward age length requirements).
.
Narrative essays explore topics at greater length and depth, and are.docx
Narrative essays explore topics at greater length and depth, and are opportunities for students who enjoy writing to reflect on their experience of different cultures, living abroad, migrating to the U.S., serving in a diverse military, coming out, supporting a sibling or best friend that comes out, being friends with or married to a person of a different ethnicity, being discriminated against, etc. The essay should address how the experience shaped or changed your way of thinking, values or attitudes. Students are expected to integrate the topics learned in class into the essay.
The essays should contain no less than 500 words of content (about two pages) excluding the title and reference pages, typewritten, double spaced in 12 font
and in APA style
.
.
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need assistance with the below assignment. I need it by 1 dec 14 by.docx
need assistance with the below assignment. I need it by 1 dec 14 by.docx
Need assignment back by Wednesday November 12, 2014 at 200 pm Cen.docx
Need assignment back by Wednesday November 12, 2014 at 200 pm Cen.docx
Need a PowerPoint PresentationSee activity 8Activity 8 - Pre.docx
Need a PowerPoint PresentationSee activity 8Activity 8 - Pre.docx
Need anwser 250-300 words , no plagirism , no work cited from wikipe.docx
Need anwser 250-300 words , no plagirism , no work cited from wikipe.docx
Need a little help with couple of psychology questions...How did.docx
Need a little help with couple of psychology questions...How did.docx
Need a functioning design in Unity Game Engine. The rough draft only.docx
Need a functioning design in Unity Game Engine. The rough draft only.docx
Need a simple anwser possibly 250 words explaing this question. No p.docx
Need a simple anwser possibly 250 words explaing this question. No p.docx
Need a 4 page essay w 4 scholarly sorces APA Formatread attac.docx
Need a 4 page essay w 4 scholarly sorces APA Formatread attac.docx
Need a 3 year Strategin Plan , 12 point font, 10 page , double space.docx
Need a 3 year Strategin Plan , 12 point font, 10 page , double space.docx
Need 800 words added to uploaded document the following are the addi.docx
Need 800 words added to uploaded document the following are the addi.docx
Need 300+ words total.1. In their commentaries on the .docx
Need 300+ words total.1. In their commentaries on the .docx
Need 2 paragraphs eachFrom the scenario, examine the concept o.docx
Need 2 paragraphs eachFrom the scenario, examine the concept o.docx
NATO Simulation What is Turkeys position in these issues (academi.docx
NATO Simulation What is Turkeys position in these issues (academi.docx
Natural Selection and Patterns of Evolution WorksheetComplete .docx
Natural Selection and Patterns of Evolution WorksheetComplete .docx
ndividual Student Design Choose a Dynamic Process (in the tech.docx
ndividual Student Design Choose a Dynamic Process (in the tech.docx
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NarrativeStorytellingOur textbook sets up a distinction between.docx
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Nature of Sustainability As It Relates to Social ResponsibilityOrg.docx
National Media AssignmentI am willing to pay $60 because I need .docx
National Media AssignmentI am willing to pay $60 because I need .docx
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Narrative essays explore topics at greater length and depth, and are.docx
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- 1. Read the article, “10 Tough Truths About Leadership (Links to an external site.)Links to an external site.”. Based on the information in the article, which of the ten truths do you think are the most important for leaders to understand and why? Emotional intelligence has become an important topic in leadership. The 5th truth in this article deals with emotions. What can leaders do to help control emotions? According to the 9th truth, leaders should be relentless in their pursuit of goals. Is it ever appropriate to give up on a goal? Give an example and explain why it is or why it is not appropriate to give up on an achieving a goal. Required Resources Text Northouse, P. (2013). Leadership theory and practice (6th ed.). Thousand Oaks, CA: Sage Publications. ISBN: 9781452203409. Articles Adams, S. (2012, October 4). 10 tough truths about leadership (Links to an external site.) Links to an external site.. Forbes. Retrieved from http://www.forbes.com/sites/susanadams/2012/10/04/10-tough- truths-about-leadership/ Leadership through collaboration and harmony: How to lead without formal authority. (2009, November). Perspectives for Managers, 180, 1-4.
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