SELF in the Diamond Model
Andrew Rockfish’s Opening Remarks
This week we have a few truths to remember as we explore relationship building to create competitive advantage. Motivation and empowerment are two words that you have heard throughout your business education. Managers motivate and leaders empower. The lines are blurring at GDD. Managers are giving decision-making authority to teams and leaders are motivating other leaders to get the job done well. But good relationship building gets at the heart of the relationship of the leader and follower: trust, respect, and expertise. You cannot bring about change at GDD or any organization if the people do not trust. Like the earlier example of Robbins at Plastic Lumber Company, the inappropriate leadership style gave the impression to the floor workers that Robbins was weak, confused and therefore not in need of respect. Employees would not follow someone who seemingly was not worth following. Understanding who you are and what you want people to do is the first step in building relationships that influence others to follow you.
This week our discussion will focus on the skills needed as an individual leader to create and maintain relationships within GDD. We will also discuss the nature of the leader-follower relationship. Look carefully at the results of the personal assessment that you will take. There are two points to understanding the full import of the results. First, the results tell you a lot about the personal strength and weaknesses you may possess allowing you to contemplate areas of improvement and how you as a person relate to others. The second aspect of this information is how others relate to one another and the organization. For example, understanding how a candidate for a new job will fit into the department requires you know the personal traits of those in the department as well as the candidates to make an effective decision on the hire; one that will benefit the organization.
THEME ONE: Creating your own leadership energy as Clawson would suggest starts with knowing who are as person.
Before you can build relationships with others, it is important to reflect upon the personal skills you bring to the table. Knowing your leadership style is a start but using assessment tools and feedback from others will help define the extent to which you possess a personal “soft” skill set equal to the task of leading. Also, you will gain insight into how others perceive you and how you perceive others. The former skill helps the leader better sell their story and implement change while the latter skill set helps align and design the organization for greater effectiveness.
Read and View:
How Implicit Personality Affects Leadership
Personality and How It Relates to Leadership
Emotional Intelligence and Leadership
What is emotional intelligence?
Interview of Daniel Goleman, Emotional Intelligence Social Intelligence and Leadership
Personality and Leadership 9.5min
Pers.
The document discusses effective leadership for developing employees. It explains that employees reach higher performance levels through receiving the appropriate leadership styles over time. The key leadership skills are diagnosing an employee's development level, applying the right direction and support, and partnering to define responsibilities. Leaders must determine an employee's competence and commitment levels to diagnose their development stage and apply the flexible leadership style to best help the employee improve. Partnering ensures employees understand and agree to the leader's approach. Effective leadership can increase productivity, morale and business results.
The document discusses the five levels of leadership. Level one is leadership from position, where people follow due to one's job title and authority. Level two is leadership by permission, where people follow due to respect and trust. Level three is leadership by production, where people follow due to what one has done for the organization. Level four is leadership by people development, where people follow due to what one has done for them personally and professionally. Level five is leadership by personhood, where people follow due to who one is and what one represents.
This document summarizes the results of an online leadership assessment taken by Pasquale Genova Jr., MBA. It identifies his top 5 leadership characteristics as Managing Up, Acting with Honor and Character, Keeping on Point, Relating Skills, and Managing Diverse Relationships. It also analyzes potential blind spots, hidden strengths, problem areas, and how his skills compare based on research by leadership development company Korn/Ferry.
Spending only 14,99$, you can find in this Test, an accurate description of my personality, at work or non-work situations.
I believe that spreading that type of tests inside our Companies will improve a lot our effectiveness and joy to work together.
We are different human beings, but often we consider ourselves as identic as everyone else, so spreading conflicts every day.
You can apply for your test here: https://www.123test.com/
The document provides guidance on developing leadership skills. It discusses that leadership can be learned and improved through continuous effort. Some key points covered include:
- Leadership styles should match the needs of the situation and followers. Different contexts call for different leadership approaches.
- Self-awareness is important for effective leadership. Leaders should understand their strengths, weaknesses, goals, and how others perceive them.
- Formal training programs and experiences like coaching, mentoring, and stretch assignments can help build leadership skills.
- Leaders must be careful not to let relationships interfere with their judgment or mimic others' styles too closely. True leadership comes from developing one's own strengths and adapting to situations.
The document provides guidance on developing leadership skills. It discusses that leadership can be learned through practice and continuous self-improvement. Some key points covered include understanding different leadership styles, acquiring leadership knowledge through courses and mentors, increasing self-awareness through assessments, and applying skills through new opportunities. The document also cautions against mirroring other leaders too closely without understanding one's own style, failing to continuously work on skills, and pursuing leadership for ego-driven reasons rather than a desire to serve others.
The document discusses Warren Bennis' quote that managers do things right while leaders do the right thing. It then discusses several key aspects of leadership, including that good leaders are made, not born; the importance of inspiring others and developing leadership skills; and different theories on how people become leaders.
The document discusses effective leadership for developing employees. It explains that employees reach higher performance levels through receiving the appropriate leadership styles over time. The key leadership skills are diagnosing an employee's development level, applying the right direction and support, and partnering to define responsibilities. Leaders must determine an employee's competence and commitment levels to diagnose their development stage and apply the flexible leadership style to best help the employee improve. Partnering ensures employees understand and agree to the leader's approach. Effective leadership can increase productivity, morale and business results.
The document discusses the five levels of leadership. Level one is leadership from position, where people follow due to one's job title and authority. Level two is leadership by permission, where people follow due to respect and trust. Level three is leadership by production, where people follow due to what one has done for the organization. Level four is leadership by people development, where people follow due to what one has done for them personally and professionally. Level five is leadership by personhood, where people follow due to who one is and what one represents.
This document summarizes the results of an online leadership assessment taken by Pasquale Genova Jr., MBA. It identifies his top 5 leadership characteristics as Managing Up, Acting with Honor and Character, Keeping on Point, Relating Skills, and Managing Diverse Relationships. It also analyzes potential blind spots, hidden strengths, problem areas, and how his skills compare based on research by leadership development company Korn/Ferry.
Spending only 14,99$, you can find in this Test, an accurate description of my personality, at work or non-work situations.
I believe that spreading that type of tests inside our Companies will improve a lot our effectiveness and joy to work together.
We are different human beings, but often we consider ourselves as identic as everyone else, so spreading conflicts every day.
You can apply for your test here: https://www.123test.com/
The document provides guidance on developing leadership skills. It discusses that leadership can be learned and improved through continuous effort. Some key points covered include:
- Leadership styles should match the needs of the situation and followers. Different contexts call for different leadership approaches.
- Self-awareness is important for effective leadership. Leaders should understand their strengths, weaknesses, goals, and how others perceive them.
- Formal training programs and experiences like coaching, mentoring, and stretch assignments can help build leadership skills.
- Leaders must be careful not to let relationships interfere with their judgment or mimic others' styles too closely. True leadership comes from developing one's own strengths and adapting to situations.
The document provides guidance on developing leadership skills. It discusses that leadership can be learned through practice and continuous self-improvement. Some key points covered include understanding different leadership styles, acquiring leadership knowledge through courses and mentors, increasing self-awareness through assessments, and applying skills through new opportunities. The document also cautions against mirroring other leaders too closely without understanding one's own style, failing to continuously work on skills, and pursuing leadership for ego-driven reasons rather than a desire to serve others.
The document discusses Warren Bennis' quote that managers do things right while leaders do the right thing. It then discusses several key aspects of leadership, including that good leaders are made, not born; the importance of inspiring others and developing leadership skills; and different theories on how people become leaders.
The document provides the results of Brian Cosgrove's assessment using Korn/Ferry's ProSpective Assessment tool. It identifies his top five leadership characteristics as Understanding the Business, Creating the New and Different, Communicating Effectively, Making Complex Decisions, and Acting with Honor and Character. It also analyzes potential blind spots, hidden strengths, and compares his skills to research on characteristics correlated with career success.
Leadership is the ability to influence others to achieve organizational goals, which requires skills like vision, motivation, and setting an example. Good leaders also establish trust by communicating effectively, caring for employees, recognizing their contributions, and ensuring tasks are understood and accomplished. The principles of leadership include knowing yourself, being technically proficient, making timely decisions, training employees as a team, and dealing with criticism constructively.
Ramaa Pichumani's top 5 leadership characteristics according to an assessment are caring about others, relating skills, inspiring others, acting with honor and character, and demonstrating personal flexibility. Potential blind spots identified are getting work done through others and being open and receptive. Potential hidden strengths include managing up and communicating effectively. The assessment did not identify any problem areas.
This document discusses developing self-awareness as a leader. It begins by stating that lack of self-awareness is the most common cause of leadership derailment. It then introduces the MAPS framework for increasing self-awareness, which examines one's Abilities, Mission, Perceptions, and how they align with organizational Standards. The document provides details on each element of the MAPS framework and suggests questions leaders can ask themselves to better understand how they are performing and developing based on their own view and the views of others. It emphasizes that self-awareness allows leaders to understand their personality and how it affects others, enabling them to motivate and influence more effectively.
This document provides the results of an online leadership assessment for Mohammad Akhtar completed through Korn/Ferry's ProSpective Assessment tool. It identifies his top 5 leadership characteristics as Creating the New and Different, Relating Skills, Being Organizationally Savvy, Caring About Others, and Making Tough People Calls. It also examines potential blind spots, hidden strengths, and problem areas to provide insight into development opportunities.
LEADERSHIP AND CORPORATE CHARACTER KNOW THE IMPORTANCE OF CORPORATE CHARACTERPROF. PAUL ALLIEU KAMARA
INTRODUCTION
WHAT IS CHARACTER
What is the definition of a character?
Britannica Dictionary definition of CHARACTER. 1. [Count]: the way someone thinks, feels, and behaves: someone's personality — usually singular. He rarely shows his true character—that of a kind and sensitive person.
Leadership vs Character
Great leadership is a combination of competence, character, and commitment. Character is an individual's unique combination of internalized beliefs and moral habits that motivates and shapes how that individual relates to others.
Why Character Matters in Leadership
Every leader wants to be successful. But sometimes, the results achieved come at the cost of character. Civil rights leader Martin Luther King Jr. suggested that the most dangerous person is likely gifted with reason but no morals. A blind passion for results damages a leader's reputation and the organization. Evidence from workplace studies on the benefits of character suggests that leaders with high character scores outperform others on company performance metrics. Leadership behaviors guide actions, but a leader's character determines how and if the leader acts. Great leadership is a combination of competence, character, and commitment. This article provides three practical steps to help you develop your character strengths and pass your next character test.
Why is Character Important to Your Success?
Leadership creates moments not defined by policy or procedures - situations where leaders have to choose between right and right.
Every day you make character decisions, consciously or unconsciously, such as between speed or quality and long-term or short-term results. The impact of these decisions either reinforces your team's desired or undesired thoughts, feelings, and behaviors.
Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate, only love can do that. Martin Luther King, Jr.
In a study of executive leaders and their organizations over a two-year period, CEOs who scored high on aspects of character had an average return on assets (ROA) of 9.35%, in contrast to CEOs with low ratings had a ROA of 1.93%.
Leadership character is shown to align the leader-follower relationship, increasing both leader and follower productivity, effectiveness, and creativity. Leadership character plays a vital role in unifying a team.
Followers will give more when they respect the leader's character. A focus on helping others is essential to providing effective strategic leadership. Also, character helps leaders navigate change more effectively.
This document summarizes the results of an online leadership assessment taken by Scott Drzonsc through Korn/Ferry's ProSpective Assessment tool. It identifies Scott's top 5 leadership characteristics as Being Organizationally Savvy, Communicating Effectively, Inspiring Others, Acting with Honor and Character, and Managing Diverse Relationships. It also discusses potential blind spots, hidden strengths, and compares Scott's skills to research on skills at different leadership levels.
Purpose The purpose of this assignment is for you to develop .docxmakdul
This document provides instructions for developing a Relationship Building Action Plan. It outlines 6 steps for the plan, which include reviewing leadership assessments and feedback, completing a leadership table, assessing leadership skills, and creating an action plan for improvement. The goal is for the individual to evaluate their leadership strengths and weaknesses, understand how their skills impact relationships, and develop a plan to strengthen weak areas.
This assessment summarizes the results of Paul Daly's online leadership assessment provided by Korn/Ferry. It identifies his top 5 leadership characteristics as Acting with Honor and Character, Making Complex Decisions, Relating Skills, Managing Diverse Relationships, and Keeping on Point. It also analyzes potential blind spots, hidden strengths, and provides insights into how Paul's skills compare to research on what skills are important for career success. No problem areas were identified.
Leadership A Transferrable Skill - Part DSelf-Reflected Summary.docxsmile790243
This document provides instructions for a leadership project that requires students to submit a self-reflection on their leadership strengths and areas for development. It explains that Part D of the project involves revisiting previous self-assessments and leadership insights in order to write a 2-4 page summary identifying the student's top 3 strengths and 2-3 skills that could be improved. The summary will be evaluated based on its demonstration of the student's leadership abilities and understanding of transferable skills relevant for potential employers.
The document discusses 10 common mistakes people make when climbing the corporate ladder and provides advice on how to avoid them. It recommends getting to know the management hierarchy, choosing influential sponsors to advocate for promotions, and developing business and financial acumen. The key is setting career goals, taking initiative to gain experience and visibility through training, mentoring others, and asking for feedback to improve performance. Overall, the document provides strategies to understand career advancement and avoid complacency by continuously developing skills and responsibility.
This document provides an overview of the field of human relations and its importance in career success. It discusses how the study of human relations has evolved from a focus on efficiency in the early 1900s to incorporating behavioral science perspectives starting in the 1950s. Key points covered include:
- Human relations skills like communication, conflict resolution and teamwork are critical for career success in addition to technical skills.
- Organizations benefit from employees having strong human relations skills as it leads to less conflict, better productivity and a more motivated workforce.
- Technology and globalization have significantly impacted human relations by increasing communication challenges and requiring interaction with more diverse groups.
8 proven ways to develop your leadership skills with Tony.pdfRUPAK BHATTACHARJEE
When faced with problems as a business leader, focusing inward on developing one's own leadership skills is important. There are always areas for improvement, such as building empathy, communication skills, decision making, reducing micromanagement, and providing constructive feedback. Some ways to develop leadership skills include making a plan to address weaknesses, being passionate, modeling good leadership, using strengths, setting goals, admitting failures, inspiring others, and finding a higher purpose. Developing leadership skills is essential for any organization to facilitate strong teams and efficient task completion.
The document provides an overview and summary of the book "Walk Your Talk: Take Ownership and Lead Like You Mean It" by Amy Walker. It discusses the key skills and strategies the book aims to teach readers about leadership. The summary highlights that effective leadership requires emotional intelligence, integrity, communication skills and understanding people. It also emphasizes taking ownership of results and learning to adjust leadership style to different situations. The book provides templates and scripts for difficult conversations. It argues leadership is a learnable skill that can improve business results and personal growth.
Project Two Assessing SelfPurpose The purpose of this a.docxbfingarjcmc
Project Two: Assessing Self
Purpose:
The purpose of this assignment is for you to develop a Relationship Building Action Plan.
Outcome Met by Completing This Assignment
·
use leadership theories, assessment tools, and an understanding of the role of ethics, values, and attitudes to evaluate and enhance personal leadership skills
·
develop and implement methods for establishing a constructive organizational structure and culture that fosters positive employee and employer relationships
·
assess the interactions between the external environment and the organization to foster responsible and effective leadership and organizational practices
Background:
After a relaxing weekend, you come to work, sit down at your desk and open your email. The following is an email to you from Andrew Rockfish:
I am sending this email to you because of the personal nature of the material contained within your next assignment. It is incumbent upon all good leaders to assess continuously their personal leadership skills, style, and approach.
You will be developing a personal relationship building assessment plan. Much like an annual doctor’s check-up, the goal of the assessment plan is to develop a procedure for evaluating the status of your personal skills, style, and attitude in your work with others. Included in the assessment plan is a review of your leadership strengths, weaknesses, results of leadership assessments, feedback methodology, attitude, and leadership style.
Relationship building is a dynamic process just as situations change so too can the people skills needed to address the situation. Periodic review of those skills will benefit you by noting weaknesses and areas of change or improvement needed in your behavior.
So, what exactly am I asking you to do that needs confidentiality? Well, your plan is going to be the result of the following hypothetical evaluation you received after your first year with GDD. Although the hypothetical evaluation could be much better, we have found that the results provide trainees the opportunity to reflect upon one’s actual results and to prepare for personal growth moving forward.
The hypothetical scenario is one in which you were promoted a year ago into a leadership position. However, the past year has proved to show several issues and the results are not at all what we were hoping for when we promoted you. Still, experience has taught us that help starts with an employee taking stock of their personal skills. Since we believe that you have the potential for being an excellent department head, we would like to take measures toward your development. Please follow the instructions below:
Instructions:
NOTE:
All submitted work is to be your original work (only created and prepared by you). You may not use any work from another student, the Internet or an online clearinghouse. You are expected to understand the Academic Dishonesty and Plagiarism Policy, and know that it is your respon.
This document outlines the agenda and content for a Promising Leaders Program on thriving in an organizational setting. The agenda includes sessions on interpersonal skills like communication and feedback; professional development like goal-setting; and coaching. Key topics covered are creating strong first impressions, maximizing on-the-job learning, and establishing the link between school and work. The program aims to provide interns tools and guidance for professional success through coaching, evaluations, and advice from experienced leaders.
Week 4: Sept 11-17
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Week 4: Leadership Approach and the Diamond Model
Rockfish Background Thoughts
I was pleased when I thought about how well last week went with the new mentoring program. The others leaders seem to be happy as well. Josie Jasper, head of shipping, expressed as much. Josie commented that she had not known about the idea behind Flatarchies. She struggled with transition problems in her department. She thought she might review the idea some more.
So far so good Rockfish mused. Implied in last week’s work was the important idea of a leader’s approach. Leadership definitions and styles can help a leader begin to frame a way of thinking about leading others but leadership is far more complex. The leader must develop a leadership point of view or perspective if they are going to be successful. Separate from leadership style he thought, a leader needs to define leading for one’s self. Exposure to Clawson’s Diamond Model of Leadership is the focus of this week’s take away. Rockfish remembered that Clawson’s book “The Three Levels of Leadership”, makes the ascertain that leadership is a point of view, a way of looking at the world that holds value in both the position a person holds and in his or her attitude. Further, a leader will never be successful if they do not manage their own energy as well as those around them.
This week’s agenda will start with the idea that successful leaders have a leadership perspective.
Theme 1: A leadership approach is a way of looking at the world around us.
Most people when thinking of leaders focus on the idea of the CEO, people in the positions 10,000 feet up in the organization. However, Clawson (2009) suggested that leadership is not about position but about approach. People who inhabit positions of authority may or may not be leaders.
This week our discussion will focus on what is meant by a leadership perspective and what it is not.
A leadership view is, as Clawson (2009) suggested, a habitual way of seeing the world around us much like the answer to the glass is half-full or half empty question. A leader's viewpoint may bias the way they perceive their relationships, work habits, and leadership skills. The approach of a leader is most often seen in their attitude. So, what exactly is a leadership perspective? Well, Clawson first defined it by showing how the attitude of the leader differs from other persons in an organization. Below is a short comparison chart that helps summarize the attitude cues of those people that may appear in an organization.
Attitude
Language Cues
Follower
What do you want me to do?
Do I get more authority?
Can you clear the obstacles from upstairs in getting this done?
Bureaucrat
That’s not my job.
Have you filled out the form yet?
I’ll pass that along.
We’ve never done it that way before.
Administrator
What did we do last time?
What is the rule on that?
This is too different than what we have done .
The document outlines 10 common mistakes people make when climbing the corporate ladder and provides advice on how to avoid them. It recommends developing business and financial acumen, seeking feedback, prioritizing work, sharing knowledge, and making solutions rather than complaints known. The key is to understand your role, set goals, be persistent through setbacks, and look for visibility opportunities to take on more responsibility.
Articles of harvard business review on leadershipFaiz Subhani
This document summarizes several articles from Harvard Business Review on leadership. It discusses Daniel Goleman's concept of emotional intelligence and its five components: self-awareness, self-regulation, motivation, empathy, and social skill. It also summarizes articles on what makes an effective executive according to Peter Drucker, the differences between management and leadership outlined by John Kotter, and adapting to change through leadership described by Ronald Heifetz. Additionally, it discusses establishing trust with followers from Robert Goffee and Gareth Jones, the role of difficult experiences in shaping leaders by Warren Bennis, and achieving humility and resolve as a Level 5 leader according to Jim Collins.
This document summarizes several articles from Harvard Business Review on leadership. It discusses Daniel Goleman's concept of emotional intelligence and its five components: self-awareness, self-regulation, motivation, empathy, and social skill. It also summarizes articles on what makes an effective executive according to Peter Drucker, the differences between management and leadership outlined by John Kotter, and adapting to change through leadership described by Ronald Heifetz. Additionally, it discusses the importance of followership, revealing weaknesses as a leader, and developing authentic leadership qualities.
Issues Identify at least seven issues you see in the case1..docxbagotjesusa
Issues: Identify at least seven issues you see in the case
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What is the Key issue you see in the case: __________________________
What facts pertain to the case: Identify at least three important facts that pertain to the case
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What assumptions do you plan to make in your analysis: None is an acceptable answer
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What people and organizations may have an impact on the case: There should be at least five.
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You are writing the case from the perspective of which person or organization:______________
What tools of Analysis would you use in this case: You only need to identify them and explain what information each will give you that you feel is important.
Based upon the above information – provide three alternatives
Alternative 1 is the Status Quo or to do nothing different that the current situation.
Identify at least three arguments in favor and three against this approach
Pros
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Alternative 2 ____________________________________________________
Identify at least three arguments in favor and three against this approach
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Alternative 3 ______________________________________________
Identify at least three arguments in favor and three against this approach
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Given the information above select your recommended alternative and explain why you feel it is the best alternative: This should take three to five paragraphs and be based upon the information presented in your case.
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Issues and disagreements between management and employees lead.docxbagotjesusa
Issues and disagreements between management and employees lead to formation of labor unions. Over the decades, the role of labor unions has been interpreted in various ways by employees across the globe.
What are some of the reasons employees join labor unions?
Did you ever belong to a labor union? If you did, do you think union membership benefited you?
If you've never belonged to a union, do you think it would have benefited you in your current or past employment? Why or why not?
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Leadership is the ability to influence others to achieve organizational goals, which requires skills like vision, motivation, and setting an example. Good leaders also establish trust by communicating effectively, caring for employees, recognizing their contributions, and ensuring tasks are understood and accomplished. The principles of leadership include knowing yourself, being technically proficient, making timely decisions, training employees as a team, and dealing with criticism constructively.
Ramaa Pichumani's top 5 leadership characteristics according to an assessment are caring about others, relating skills, inspiring others, acting with honor and character, and demonstrating personal flexibility. Potential blind spots identified are getting work done through others and being open and receptive. Potential hidden strengths include managing up and communicating effectively. The assessment did not identify any problem areas.
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LEADERSHIP AND CORPORATE CHARACTER KNOW THE IMPORTANCE OF CORPORATE CHARACTERPROF. PAUL ALLIEU KAMARA
INTRODUCTION
WHAT IS CHARACTER
What is the definition of a character?
Britannica Dictionary definition of CHARACTER. 1. [Count]: the way someone thinks, feels, and behaves: someone's personality — usually singular. He rarely shows his true character—that of a kind and sensitive person.
Leadership vs Character
Great leadership is a combination of competence, character, and commitment. Character is an individual's unique combination of internalized beliefs and moral habits that motivates and shapes how that individual relates to others.
Why Character Matters in Leadership
Every leader wants to be successful. But sometimes, the results achieved come at the cost of character. Civil rights leader Martin Luther King Jr. suggested that the most dangerous person is likely gifted with reason but no morals. A blind passion for results damages a leader's reputation and the organization. Evidence from workplace studies on the benefits of character suggests that leaders with high character scores outperform others on company performance metrics. Leadership behaviors guide actions, but a leader's character determines how and if the leader acts. Great leadership is a combination of competence, character, and commitment. This article provides three practical steps to help you develop your character strengths and pass your next character test.
Why is Character Important to Your Success?
Leadership creates moments not defined by policy or procedures - situations where leaders have to choose between right and right.
Every day you make character decisions, consciously or unconsciously, such as between speed or quality and long-term or short-term results. The impact of these decisions either reinforces your team's desired or undesired thoughts, feelings, and behaviors.
Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate, only love can do that. Martin Luther King, Jr.
In a study of executive leaders and their organizations over a two-year period, CEOs who scored high on aspects of character had an average return on assets (ROA) of 9.35%, in contrast to CEOs with low ratings had a ROA of 1.93%.
Leadership character is shown to align the leader-follower relationship, increasing both leader and follower productivity, effectiveness, and creativity. Leadership character plays a vital role in unifying a team.
Followers will give more when they respect the leader's character. A focus on helping others is essential to providing effective strategic leadership. Also, character helps leaders navigate change more effectively.
This document summarizes the results of an online leadership assessment taken by Scott Drzonsc through Korn/Ferry's ProSpective Assessment tool. It identifies Scott's top 5 leadership characteristics as Being Organizationally Savvy, Communicating Effectively, Inspiring Others, Acting with Honor and Character, and Managing Diverse Relationships. It also discusses potential blind spots, hidden strengths, and compares Scott's skills to research on skills at different leadership levels.
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This document provides instructions for developing a Relationship Building Action Plan. It outlines 6 steps for the plan, which include reviewing leadership assessments and feedback, completing a leadership table, assessing leadership skills, and creating an action plan for improvement. The goal is for the individual to evaluate their leadership strengths and weaknesses, understand how their skills impact relationships, and develop a plan to strengthen weak areas.
This assessment summarizes the results of Paul Daly's online leadership assessment provided by Korn/Ferry. It identifies his top 5 leadership characteristics as Acting with Honor and Character, Making Complex Decisions, Relating Skills, Managing Diverse Relationships, and Keeping on Point. It also analyzes potential blind spots, hidden strengths, and provides insights into how Paul's skills compare to research on what skills are important for career success. No problem areas were identified.
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This document provides an overview of the field of human relations and its importance in career success. It discusses how the study of human relations has evolved from a focus on efficiency in the early 1900s to incorporating behavioral science perspectives starting in the 1950s. Key points covered include:
- Human relations skills like communication, conflict resolution and teamwork are critical for career success in addition to technical skills.
- Organizations benefit from employees having strong human relations skills as it leads to less conflict, better productivity and a more motivated workforce.
- Technology and globalization have significantly impacted human relations by increasing communication challenges and requiring interaction with more diverse groups.
8 proven ways to develop your leadership skills with Tony.pdfRUPAK BHATTACHARJEE
When faced with problems as a business leader, focusing inward on developing one's own leadership skills is important. There are always areas for improvement, such as building empathy, communication skills, decision making, reducing micromanagement, and providing constructive feedback. Some ways to develop leadership skills include making a plan to address weaknesses, being passionate, modeling good leadership, using strengths, setting goals, admitting failures, inspiring others, and finding a higher purpose. Developing leadership skills is essential for any organization to facilitate strong teams and efficient task completion.
The document provides an overview and summary of the book "Walk Your Talk: Take Ownership and Lead Like You Mean It" by Amy Walker. It discusses the key skills and strategies the book aims to teach readers about leadership. The summary highlights that effective leadership requires emotional intelligence, integrity, communication skills and understanding people. It also emphasizes taking ownership of results and learning to adjust leadership style to different situations. The book provides templates and scripts for difficult conversations. It argues leadership is a learnable skill that can improve business results and personal growth.
Project Two Assessing SelfPurpose The purpose of this a.docxbfingarjcmc
Project Two: Assessing Self
Purpose:
The purpose of this assignment is for you to develop a Relationship Building Action Plan.
Outcome Met by Completing This Assignment
·
use leadership theories, assessment tools, and an understanding of the role of ethics, values, and attitudes to evaluate and enhance personal leadership skills
·
develop and implement methods for establishing a constructive organizational structure and culture that fosters positive employee and employer relationships
·
assess the interactions between the external environment and the organization to foster responsible and effective leadership and organizational practices
Background:
After a relaxing weekend, you come to work, sit down at your desk and open your email. The following is an email to you from Andrew Rockfish:
I am sending this email to you because of the personal nature of the material contained within your next assignment. It is incumbent upon all good leaders to assess continuously their personal leadership skills, style, and approach.
You will be developing a personal relationship building assessment plan. Much like an annual doctor’s check-up, the goal of the assessment plan is to develop a procedure for evaluating the status of your personal skills, style, and attitude in your work with others. Included in the assessment plan is a review of your leadership strengths, weaknesses, results of leadership assessments, feedback methodology, attitude, and leadership style.
Relationship building is a dynamic process just as situations change so too can the people skills needed to address the situation. Periodic review of those skills will benefit you by noting weaknesses and areas of change or improvement needed in your behavior.
So, what exactly am I asking you to do that needs confidentiality? Well, your plan is going to be the result of the following hypothetical evaluation you received after your first year with GDD. Although the hypothetical evaluation could be much better, we have found that the results provide trainees the opportunity to reflect upon one’s actual results and to prepare for personal growth moving forward.
The hypothetical scenario is one in which you were promoted a year ago into a leadership position. However, the past year has proved to show several issues and the results are not at all what we were hoping for when we promoted you. Still, experience has taught us that help starts with an employee taking stock of their personal skills. Since we believe that you have the potential for being an excellent department head, we would like to take measures toward your development. Please follow the instructions below:
Instructions:
NOTE:
All submitted work is to be your original work (only created and prepared by you). You may not use any work from another student, the Internet or an online clearinghouse. You are expected to understand the Academic Dishonesty and Plagiarism Policy, and know that it is your respon.
This document outlines the agenda and content for a Promising Leaders Program on thriving in an organizational setting. The agenda includes sessions on interpersonal skills like communication and feedback; professional development like goal-setting; and coaching. Key topics covered are creating strong first impressions, maximizing on-the-job learning, and establishing the link between school and work. The program aims to provide interns tools and guidance for professional success through coaching, evaluations, and advice from experienced leaders.
Week 4: Sept 11-17
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Week 4: Leadership Approach and the Diamond Model
Rockfish Background Thoughts
I was pleased when I thought about how well last week went with the new mentoring program. The others leaders seem to be happy as well. Josie Jasper, head of shipping, expressed as much. Josie commented that she had not known about the idea behind Flatarchies. She struggled with transition problems in her department. She thought she might review the idea some more.
So far so good Rockfish mused. Implied in last week’s work was the important idea of a leader’s approach. Leadership definitions and styles can help a leader begin to frame a way of thinking about leading others but leadership is far more complex. The leader must develop a leadership point of view or perspective if they are going to be successful. Separate from leadership style he thought, a leader needs to define leading for one’s self. Exposure to Clawson’s Diamond Model of Leadership is the focus of this week’s take away. Rockfish remembered that Clawson’s book “The Three Levels of Leadership”, makes the ascertain that leadership is a point of view, a way of looking at the world that holds value in both the position a person holds and in his or her attitude. Further, a leader will never be successful if they do not manage their own energy as well as those around them.
This week’s agenda will start with the idea that successful leaders have a leadership perspective.
Theme 1: A leadership approach is a way of looking at the world around us.
Most people when thinking of leaders focus on the idea of the CEO, people in the positions 10,000 feet up in the organization. However, Clawson (2009) suggested that leadership is not about position but about approach. People who inhabit positions of authority may or may not be leaders.
This week our discussion will focus on what is meant by a leadership perspective and what it is not.
A leadership view is, as Clawson (2009) suggested, a habitual way of seeing the world around us much like the answer to the glass is half-full or half empty question. A leader's viewpoint may bias the way they perceive their relationships, work habits, and leadership skills. The approach of a leader is most often seen in their attitude. So, what exactly is a leadership perspective? Well, Clawson first defined it by showing how the attitude of the leader differs from other persons in an organization. Below is a short comparison chart that helps summarize the attitude cues of those people that may appear in an organization.
Attitude
Language Cues
Follower
What do you want me to do?
Do I get more authority?
Can you clear the obstacles from upstairs in getting this done?
Bureaucrat
That’s not my job.
Have you filled out the form yet?
I’ll pass that along.
We’ve never done it that way before.
Administrator
What did we do last time?
What is the rule on that?
This is too different than what we have done .
The document outlines 10 common mistakes people make when climbing the corporate ladder and provides advice on how to avoid them. It recommends developing business and financial acumen, seeking feedback, prioritizing work, sharing knowledge, and making solutions rather than complaints known. The key is to understand your role, set goals, be persistent through setbacks, and look for visibility opportunities to take on more responsibility.
Articles of harvard business review on leadershipFaiz Subhani
This document summarizes several articles from Harvard Business Review on leadership. It discusses Daniel Goleman's concept of emotional intelligence and its five components: self-awareness, self-regulation, motivation, empathy, and social skill. It also summarizes articles on what makes an effective executive according to Peter Drucker, the differences between management and leadership outlined by John Kotter, and adapting to change through leadership described by Ronald Heifetz. Additionally, it discusses establishing trust with followers from Robert Goffee and Gareth Jones, the role of difficult experiences in shaping leaders by Warren Bennis, and achieving humility and resolve as a Level 5 leader according to Jim Collins.
This document summarizes several articles from Harvard Business Review on leadership. It discusses Daniel Goleman's concept of emotional intelligence and its five components: self-awareness, self-regulation, motivation, empathy, and social skill. It also summarizes articles on what makes an effective executive according to Peter Drucker, the differences between management and leadership outlined by John Kotter, and adapting to change through leadership described by Ronald Heifetz. Additionally, it discusses the importance of followership, revealing weaknesses as a leader, and developing authentic leadership qualities.
Similar to SELF in the Diamond Model Andrew Rockfish’s Opening RemarksThi.docx (20)
Issues Identify at least seven issues you see in the case1..docxbagotjesusa
Issues: Identify at least seven issues you see in the case
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
What is the Key issue you see in the case: __________________________
What facts pertain to the case: Identify at least three important facts that pertain to the case
1.
2.
3.
4.
5.
What assumptions do you plan to make in your analysis: None is an acceptable answer
1.
2.
3
What people and organizations may have an impact on the case: There should be at least five.
1.
2.
3.
4.
5.
6.
7.
8.
9.
You are writing the case from the perspective of which person or organization:______________
What tools of Analysis would you use in this case: You only need to identify them and explain what information each will give you that you feel is important.
Based upon the above information – provide three alternatives
Alternative 1 is the Status Quo or to do nothing different that the current situation.
Identify at least three arguments in favor and three against this approach
Pros
1.
2.
3.
4.
5.
Cons
1.
2.
3.
4.
5.
Alternative 2 ____________________________________________________
Identify at least three arguments in favor and three against this approach
Pros
1.
2.
3.
4.
5.
Cons
1.
2.
3.
4.
5.
Alternative 3 ______________________________________________
Identify at least three arguments in favor and three against this approach
Pros
1.
2.
3.
4.
5.
Cons
1.
2.
3.
4.
5.
Given the information above select your recommended alternative and explain why you feel it is the best alternative: This should take three to five paragraphs and be based upon the information presented in your case.
.
Issues and disagreements between management and employees lead.docxbagotjesusa
Issues and disagreements between management and employees lead to formation of labor unions. Over the decades, the role of labor unions has been interpreted in various ways by employees across the globe.
What are some of the reasons employees join labor unions?
Did you ever belong to a labor union? If you did, do you think union membership benefited you?
If you've never belonged to a union, do you think it would have benefited you in your current or past employment? Why or why not?
.
ISSA Journal September 2008Article Title Article Author.docxbagotjesusa
ISSA Journal | September 2008Article Title | Article Author
1�1�
ISSA The Global Voice of Information Security
Extending the McCumber Cube
to Model Network Defense
By Sean M. Price – ISSA member Northern Virginia, USA chapter
This article proposes an extension to the McCumber
Cube information security model to determine the best
countermeasures to achieve a desired security goal.
Confidentiality, integrity, and availability are the se-curity services of a system. In other words they are the security goals of system defense, intangible at-
tributes� providing assurances for the information protected.
Each service is realized when the appropriate countermea-
sures for a given information state are in place. But, it is not
enough to select countermeasures ad hoc. Countermeasures
should be selected to defend a system and its information
against specific types of attacks. When attacks against partic-
ular information states are considered, the necessary coun-
termeasures can be selected to achieve the desired security
service or goal. This article proposes an extension to the Mc-
Cumber Cube information security model as a way for the
security practitioner to consider the best countermeasures to
achieve the desired security goal.
Security models
Models are useful tools to help understand complex topics. A
well-developed model can often be represented graphically,
allowing a deeper understanding of the relationships of the
components that make the whole. A formal security model
is broadly applicable and rigorously developed using formal
methods.2 In contrast, an informal model is considered lack-
ing one or both of these qualities. There are a variety of in-
formal models in the information security world which are
regularly used by security practitioners to understand basic
information and concepts.
� Security goals often lack explicit definitions and are difficult to quantify. They are
usually based on policies with broad interpretations and tend to be qualitative. It is
true that security goals emerge from the confluence of information states and coun-
termeasures which have measurable attributes. But, the subjective nature of security
goals combined with informal modeling characterizes their attributes as intangible.
2 P. T. Devanbu and S. Stubblebine, “Software Engineering for Security: A Roadmap,”
Proceedings of the Conference on The Future of Software Engineering (2000), 227-239.
One such informal model is the generally accepted risk as-
sessment framework. This model is used to assess risk by
estimating asset values, vulnerabilities, threats with their
likelihood of exploiting a vulnerability, and losses. Figure �
illustrates this model. Note that this commonly used model
requires a substantial amount of estimating on the part of
the risk assessment participants. This is problematic when
reliable estimates cannot be obtained. Another problem with
this model is that it does not guide th.
ISOL 536Security Architecture and DesignThreat Modeling.docxbagotjesusa
ISOL 536
Security Architecture and Design
Threat Modeling
Session 6a
“Processing Threats”
Agenda
• When to find threats
• Playing chess
• How to approach software
• Tracking threats and assumptions
• Customer/vendor
• The API threat model
• Reading: Chapter 7
When to Find Threats
• Start at the beginning of your project
– Create a model of what you’re building
– Do a first pass for threats
• Dig deep as you work through features
– Think about how threats apply to your mitigations
• Check your design & model matches as you
get close to shipping
Attackers Respond to Your Defenses
Playing Chess
• The ideal attacker will follow the road you
defend
– Ideal attackers are like spherical cows — they’re a
useful model for some things
• Real attackers will go around your defenses
• Your defenses need to be broad and deep
“Orders of Mitigation”
Order Threat Mitigation
1st Window smashing Reinforced glass
2nd Window smashing Alarm
3rd Cut alarm wire Heartbeat signal
4th Fake heartbeat Cryptographic signal integrity
By Example:
• Thus window smashing is a first order threat, cutting
alarm wire, a third-order threat
• Easy to get stuck arguing about orders
• Are both stronger glass & alarms 1st order
mitigations? (Who cares?!)
• Focus on the concept of interplay between
mitigations & further attacks
How to Approach Software
• Depth first
– The most fun and “instinctual”
– Keep following threats to see where they go
– Can be useful skill development, promoting “flow”
• Breadth first
– The most conservative use of time
• Best when time is limited
– Most likely to result in good coverage
Tracking Threats and Assumptions
• There are an infinite number of ways to
structure this
• Use the one that works reliably for you
• (Hope doesn’t work reliably)
Example Threat Tracking Tables
Diagram Element Threat Type Threat Bug ID
Data flow #4, web
server to business
logic
Tampering Add orders without
payment checks
4553 “Need
integrity controls on
channel”
Info disclosure Payment
instruments sent in
clear
4554 “need crypto”
#PCI
Threat Type Diagram Element(s) Threat Bug ID
Tampering Web browser Attacker modifies
our JavaScript order
checking
4556 “Add order-
checking logic to
server”
Data flow #2 from
browser to server
Failure to
authenticate
4557 “Add enforce
HTTPS everywhere”
Both are fine, help you iterate over diagrams in different ways
Example Assumption Tracking
Assumption Impact if it’s
wrong
Who to talk
to
Who’s
following up
Follow-up
by date
Bug #
It’s ok to
ignore
denial of
service
within the
data center
Availability
will be
below spec
Alice Bob April 15 4555
• Impact is sometimes so obvious it’s not worth filling out
• Who to talk to is not always obvious, it’s ok to start out blank
• Tracking assumptions in bugs helps you not lose track
• Treat the assumption as a bug – you need to resolve it
The Customer/Vendor Boundary
• There is always.
ISOL 533 Project Part 1OverviewWrite paper in sections.docxbagotjesusa
ISOL 533 Project Part 1
Overview
Write paper in sections
Understand the company
Find similar situations
Research and apply possible solutions
Research and find other issues
Health network inc
You are an Information Technology (IT) intern
Health Network Inc.
Headquartered in Minneapolis, Minnesota
Two other locations
Portland Oregon
Arlington Virginia
Over 600 employees
$500 million USD annual revenue
Data centers
Each location is near a data center
Managed by a third-party vendor
Production centers located at the data centers
Health network’s Three products
HNetExchange
Handles secure electronic medical messages between
Large customers such as hospitals and
Small customers such as clinics
HNetPay
Web Portal to support secure payments
Accepts various payment methods
HNetConnect
Allows customers to find Doctors
Contains profiles of doctors, clinics and patients
Health networks IT network
Three corporate data centers
Over 1000 data severs
650 corporate laptops
Other mobile devices
Management request
Current risk assessment outdated
Your assignment is to create a new one
Additional threats may be found during re-evaluation
No budget has been set on the project
Threats identified
Loss of company data due to hardware being removed from production systems
Loss of company information on lost or stolen company-owned assets, such as mobile devices and laptops
Loss of customers due to production outages caused by various events, such as natural disasters, change management, unstable software, and so on
Internet threats due to company products being accessible on the Internet
Insider threats
Changes in regulatory landscape that may impact operations
Part 1 project assignment
Conduct a risk assessment based on the information from this presentation
Write a 5-page paper properly APA formatted
Your paper should include
The Scope of the risk assessment i.e. assets, people, processes, and technologies
Tools used to conduct the risk assessment
Risk assessment findings
Business Impact Analysis
.
Is the United States of America a democracyDetailed Outline.docxbagotjesusa
Is the United States of America a democracy?
Detailed Outline:
-Introduction (2-3 Paragraphs):
Define and discuss the criteria for democracy.
What does a country need to be democratic?
-Thesis Statement (1 Paragraph):
Clearly state whether or not you think America is a democracy. Briefly preview the three pieces of evidence you are going to use. Your thesis statement is your argument. It must be clear and strongly stated so I know what you are arguing.
-Supporting Evidence 1 (1-3 Paragraphs)
Using Freedom House’s 2021 (2020 if 21 is not available)analysis of the U.S., support your argument regarding democracy in the U.S analysis of the U.S., support your argument regarding democracy in the U.S.
Supporting Evidence 2 (1-3 Paragraphs)
Choose a news article and explain the event covered in the article and how it
supports your argument.
Supporting Evidence 3 (1-3 Paragraphs)
Choose another news article
-Conclusion (1-2 Paragraphs)
Summarize your supporting evidence and how it supports your overall argument. This should include a brief discussion about how the other argument could be right
Citations: You will need outside sources for this paper. All sources must be properly cited. This means that the sources need to be parenthetically cited in the text of the paper and need to be included in a bibliography page. You are not allowed to use any user edit web sites (Wikipedia, Yahoo Answers, Ask.com, etc.) or social media as sources
4-5 papers
.
Islamic Profession of Faith (There is no God but God and Muhammad is.docxbagotjesusa
Islamic Profession of Faith (There is no God but God and Muhammad is his prophet.)
1. [contextualize] How are they a reflection of the time and culture which produced them?
2. [evaluate] What were the implications of these beliefs and values during the Middle Ages?
3. [compare] How do the beliefs and values of these cultures compare to your own?
.
IS-365 Writing Rubric Last updated January 15, 2018 .docxbagotjesusa
IS-365 Writing Rubric
Last updated: January 15, 2018
Student:
Score (out of 50):
General Comments:
Other comments are embedded in the document.
Criterion <- Higher - Quality - Lower ->
Persuasiveness The reader is
compelled by solid
critical reasoning,
appropriate usage of
sources, and
consideration of
alternative
viewpoints.
The document is
logical and coherent
enough that the
reader can accept its
points and
conclusions
Gaps in logic and
uncritical review of
sources cause the
reader to have some
doubts about the
points made by the
document, or
whether they’re
relevant to the
question asked.
The reader is unsure
of what the document
is trying to
communicate, or is
wholly unconvinced
by its arguments
Not
applicable
Evidence and support Exceptional use of
authoritative and
relevant sources,
properly cited,
providing strong
support of the
document’s points
Sufficient relevant
and authoritative
sources give
confidence that the
document is based
on adequate
research
Sources are
insufficient in
number, not
authoritative, not
relevant, or
improperly cited
No sources are used,
undermining the
document’s
foundations
Not
applicable
Writing Word choices, flow
of logic, and
sentence and
paragraph structure
engage the reader,
making for a
pleasurable
experience
Writing is clear and
adequately fulfills
the document’s
purpose
Some issues with
word choice and
sentence and
paragraph structure
interfere with the
conveyance of the
document’s ideas
Frequent questionable
choices in writing
make it difficult to
read and understand
Not
applicable
Language Essentially free of
language errors
Minor errors in
grammar,
punctuation, or
spelling
Noticeable language
errors that detract
from the readability
of the document
Significant language
errors that call the
credibility of the
document into
question
Not
applicable
Formatting (heading
styles, fonts, margins,
white space, tables
and graphics)
Professional and
consistent formatting
that enhances
readability.
Appropriate use of
tables and graphics.
Generally acceptable
formatting choices.
Some missed
opportunities for
displaying data via
tables or graphics.
Inconsistent or
questionable
formatting choices
that detract from the
document’s
readability
Critical formatting
issues that make the
document
unprofessional-
looking
Not
applicable
Page 1
Page 1
Page 2
(Name deleted)
IS-365
Art Fifer
2/17/2017
Technical Documents for Varying Audiences
In this paper, I’ll be exploring the differences in presenting technical communications to audiences of varying knowledge. The topic of these two general summaries will be the manner in which computers connect to each other, including summaries of several communication protocols, how information traverses the network, and how it arrives at its destination and is read by th.
ISAS 600 – Database Project Phase III RubricAs the final ste.docxbagotjesusa
ISAS 600 – Database Project Phase III Rubric
As the final step to your proposed database, you submitted your Project Plan. This document should communicate how you intend to complete the project. Include timelines and resources required.
Area
Does not meet expectations
Meets expectations
Exceeds expectations
A. Analysis - how will you determine the needs of the database
Did not identify appropriate plan for analysis phase
Identified appropriate plan for analysis phase
Identified appropriate plan for analysis phase and included additional content
Design - what process will you use to design the database (tables, forms, queries, reports)
Did not sufficiently identify detail on the appropriate process for design phase
Identified appropriate process for design phase
Identified appropriate process for design phase and included additional detail
Prototype/End user feedback - Will you show users a prototype before building the system?
Did not sufficiently identify method for feedback and prototypes during building of the system
Identified method for feedback and prototypes during building of the system
Identified method for feedback and prototypes during building of the system and provided additional detail
Coding - what process will you use to build the database?
Did not sufficiently identify appropriate process for coding the database
Identified appropriate process for coding the database
Identified appropriate process for coding the database and provided additional detail.
Testing - How will you test it?
to build the database?
Did not sufficiently identify appropriate process for testing the database
Identified appropriate process for testing the database
Identified appropriate process for testing the database and provided additional detail.
User Acceptance - describe the final step of determining if you met the user's needs?
Did not sufficiently identify an appropriate process for User Acceptance phase - How to determine if the database meets user’s needs.
Identified appropriate process for User Acceptance phase - How to determine if the database meets user’s needs.
Identified appropriate process for User Acceptance phase - How to determine if the database meets user’s needs. Answer provided additional detail
Training - what is the plan for training end users?
Did not identify appropriate detail for training plan
Identified appropriate detail for training plan
Identified appropriate detail for a training plan and provided additional detail.
Project close out - what steps will you take to finalize the project?
Did not sufficiently identify appropriate steps for closing out the project
Identified appropriate steps for closing out the project
Identified appropriate steps for closing out the project and provided additional detail.
Entity Relationship Diagram1
ERD:
Normalization:
1NF:
For the 1st NF we will have to check the tables’ attributes, like there must not be any multivalued attribute, if there is any multivalued at.
Is teenage pregnancy a social problem How does this topic reflect.docxbagotjesusa
Is teenage pregnancy a social problem? How does this topic reflect the social construction of problems? How does social location impact if you view this as a social problem?
Explain why media representation of social problems is an important issue using the example of teenage pregnancy. What is an example of a problematic representation? Does this vary across race, ethnicity, religion, socioeconomic status and gender?
.
Is Texas so conservative- (at least for the time being)- as many pun.docxbagotjesusa
Is Texas so conservative- (at least for the time being)- as many pundits and observers claim? Or is that just an opinion not supported by analysis and facts? Not only does Texas vote Republican in many elections but has done so for many years. It is also the birthplace of the so-called Tea Party movement and of Ron Paul's campaigns for president. Texas also appears to espouse conservative approaches to government and to issues. You will need to define in a concrete and operational way what conservative means as conservative is more than voting behavior or party affiliation.
Texas is the 2nd largest state in population compared to California and.like California made up of many differing migrant and immigrant groups. Texas like California was also part of Northern Mexico. but Texas is very, very different from California in voting behavior and positions on social issues. Why? Texas and California are good comparisons or are they? Provide explanations of the differences and similarities in this ideological context
Texas was once "Democratic" but even that was not really the case in terms of either past or current Democratic ideals and goals but a historic reaction to the consequences of the civil war and the fact that Texas was on the losing side in that war and of the attempt to defend agrarian interests in the form of slavery.. Being Democratic from post civil war to the middle of the 20th century in part meant for decades being in favor of inequality for minorities and defenders in spirit, if not in fact, of slavery.net
So Texas was never "Democratic" and never a more liberal interpretation of reality but a reflection of conservative thought and a particular view of individualistic man.
Is Texas conservative and why? ( you will need a social, cultural, historical and economic analysis here
with supporting evidence)?
? Need much more than opinions here.
.
Irreplaceable Personal Objects and Cultural IdentityThink of .docxbagotjesusa
Irreplaceable: Personal Objects and Cultural Identity
Think of a
personal object
that is
irreplaceable
to you.
Please answer the following:
1. Describe the item and tell a brief story, memory, or ritual related to the item.
2. How does this possession influence your identity?
3. How does this item represent your cultural identity?
4. How is your selection of this item influenced by your identity and culture?
Instructions:
please answer all 4 questions accordingly. Each answer should have the question re-typed following the answer. A minimum of 500 words in all excluding the re-typed questions. No reference is needed.
.
IRB is an important step in research. State the required components .docxbagotjesusa
IRB is an important step in research. State the required components one should look for in a project to determine if IRB submission is needed. Discuss an example of a research study found in one of your literature review articles that needed IRB approval. Specifically, describe why IRB approval was needed in this instance.
.
irem.org/jpm | jpm® | 47
AND
REWARD
RISK
>>
BY KRISTIN GUNDERSON HUNT
THE FIGHT TO FILL VACANT COMMERCIAL REAL ESTATE SPACE IN RECENT YEARS
HAS FORCED REAL ESTATE OWNERS AND MANAGERS TO CONSIDER NEW USES
FOR THEIR PROPERTIES—EVEN IF THEY REQUIRE TAKING ADDITIONAL RISKS.
especially vacancies,” said Janice
Ochenkowski, managing director
for Jones Lang LaSalle and the com-
mercial real estate firm’s director of
global risk management in Chicago.
“But property owners and manag-
ers have been very creative in how
to use their existing facilities.”
Traditional retail stores have been
transformed into everything from
medical office space and churches
to fitness centers and breweries. In
addition, special events and pop-
up stores are more commonplace;
traditional office spaces have been
converted to daycare centers; in-
dustrial warehouses are being used
as practice facilities for youth base-
ball teams; and the list goes on.
“From a risk management per-
spective, these new uses can bring
new challenges,” Ochenkowski said.
“However, it is the primary goal
of the risk manager to support the
business, which means we need to
be more creative in the way we deal
with these risks.”
DOESN’T MEAN YOU HAVE TO WALK AWAY.”–JANICE OCHENKOWSKI, JONES
LANG LASAL
LE
DO THE ASSESSMENT HONESTLY. JUST BECAUSE THERE IS A HI
GHER RISK
“DON’T BE AFRAID TO THINK ABOUT WHAT THE RISKS ARE.
the tough economy has resulted in a lot of challenges—“
DUE DILIGENCE
The risks associated with new-use tenants are as varied as the tenants them-
selves.
First and foremost, certain tenants could present additional life safety
risks, said Jeffrey Shearman, a Pittsburgh-based senior risk engineering con-
sultant and real estate industry practice leader for commercial insurance
provider, Zurich.
For example, restaurant tenants create increased exposure to fire; church
and/or educational institutions might spur egress concerns because they en-
courage large gatherings in spaces formerly used for different occupancy;
and hazardous waste can be a risk with some medical tenants.
“You have to recognize that certain types of work are going to create cer-
tain types of hazards,” Shearman said.
Beyond life safety risks, certain tenants might be more susceptible than
previous tenants to codes and regulations imposed by state or federal laws,
such as licensing regulations for daycares or American Disabilities Act re-
quirements for medical tenants, said Pat Pollan, CPM, principal at Pollan
Hausman Real Estate Services in Houston.
New-use tenant risks don’t stop there: financial risks also exist. Replac-
ing a unique tenant with a similar occupant after the lease expires can be
difficult—a particular concern if a lot of money was spent customizing the
space for an alternative use.
“It’s not just the risk of liability, it’s the risk of the tenant going out of busi-
ness and losing any money you put into the tenant, or its space, .
IoT References:
https://www.techrepublic.com/article/how-to-secure-your-iot-devices-from-botnets-and-other-threats/
https://www.peerbits.com/blog/biggest-iot-security-challenges.html
https://www.bankinfosecurity.asia/securing-iot-devices-challenges-a-11138
https://www.sumologic.com/blog/iot-security/
https://news.ihsmarkit.com/press-release/number-connected-iot-devices-will-surge-125-billion-2030-ihs-markit-says
https://cdn.ihs.com/www/pdf/IoT_ebook.pdf
https://go.armis.com/hubfs/Buyers%E2%80%99%20Guide%20to%20IoT%20Security%20-Final.pdf
https://www.techrepublic.com/article/smart-farming-how-iot-robotics-and-ai-are-tackling-one-of-the-biggest-problems-of-the-century/
Video Resources:What is the Internet of Things (IoT) and how can we secure it?
https://www.youtube.com/watch?v=H_X6IP1-NDc
What is the problem with IoT security? - Gary explains
https://www.youtube.com/watch?v=D3yrk4TaIQQ
Classmate 1
The Rise of the Republican Party
The Republican Party was formed due to a split in the Whig Party. The anti-slavery
“Conscience Whigs” split from the pro-slavery “Cotton Whigs”. Some anti-slavery Whigs joined
the American “Know-Nothing” Party, while the remainder joined with independent Democrats
and Free-Soilers to form a new party, the Republicans. The initial members stood for one
principle: the exclusion of slavery from the western territories (Shi, p. 462). Knowing the
Republicans ideology, we will look at how the events leading up to the Kansas-Nebraska Act led
to greater political division that eventually caused the formation of the Republican Party and it’s
rise to the presidency in 1860.
In the 1850’s, America was becoming increasingly divided between those for and against
slavery. The Compromise of 1850 had temporarily appeased both sides by admitting California
as a free state, allowing no slavery restrictions in New Mexico and Utah, paying Texas,
abolishing slave trade but no slavery in the District of Columbia, establishing the Fugitive Slave
Act, and denying congress authority to interfere with interstate slave trade (Shi, p. 457). This
Fugitive Slave Act was highly contested, although very few slaves were returned to the south
under this Act. In fact, it ended up uniting anti-slavery people, more than aiding the South. It was
during this time that Uncle Tom’s Cabin was written, selling more than a million copies
worldwide and detailing the harsh brutality of slavery (Shi, p. 460-461).
In the mid-1850’s, the Kansas-Nebraska Act was passed. The main reason for it was to the
settle the vast territory west of Missouri and Iowa, and to create a transcontinental railroad to
capitalize on Asian markets and goods. New territories brought up questions of whether slavery
would be allowed, with many supporting “popular sovereignty” where voters chose whether they
would have slavery or not. The issue here was that the 1820 Missouri Compromise had said there
would be no new slaver.
In two paragraphs, respond to the prompt below. Journal entries .docxbagotjesusa
In two paragraphs, respond to the prompt below. Journal entries must contain proper grammar, spelling and capitalization.
Consider the communication pattern within your family of origin. How does your family's conversation orientation (how open your family is to discuss a range of topics) and conformity orientation (how strongly your family reinforces the uniformity of attitudes, values and beliefs) affect your interactions with your partner? If you don't think there is any effect, explain your reasoning.
.
Investigative Statement AnalysisInitial statement given by Ted K.docxbagotjesusa
Investigative Statement Analysis
Initial statement given by Ted Kennedy in reference to the accident that occurred on July 18, 1969 in Chappaquiddick, Massachusetts.
Date:
October 30, 2007
Analyst Comments:
Narrative Balance: The Prologue begins with sentence #1 and ends with sentence #3. The Central Issue begins with sentence #4 and ends with sentence #9. The Epilogue begins with sentence #10 and ends with sentence #14. Thus the breakdown is:
Prologue = 3 sentences
Central Issue = 6 sentences
Epilogue = 5 sentences
The narrative is somewhat unbalanced due to the short Prologue and thus can be considered to be possibly deceptive on its face. It is not unbalanced enough to say this conclusively.
Mean Length of Unit:
The narrative has 14 sentences and 237 words, thus giving a MLU of 16.9 rounded to 17. Thus any sentences 23 words or longer and any sentences 11 words or less can be considered deceptive on their face.
Structure of Analysis:
The actual sentences from the narrative are in bold italicized type. After each sentence are the number of words in the sentence, whether or not it is deceptive on its face, and the analyst’s comments. All of these will be in normal type.
1.
On July 18th, 1969, at approximately 11:15 P.M. in Chappaquiddick, Martha’s Vineyard, Massachusetts, I was driving my car on Main Street on my way to get the ferry back to Edgartown.
30 words – Deceptive on its face. There is no mention of the passenger in this sentence. All of the pronouns are singular. It is “my car” “on my way”, etc. When the passenger is mentioned later, it is almost an afterthought. The deception in this sentence may be the last part of the sentence where he relates why he was driving the car. He very well may have been driving for some reason other than to get the ferry. This would be an area to be further explored in an interview.
2.
I was unfamiliar with the road and turned right onto Dike Road, instead of bearing hard left on Main Street.
20 words. “I was unfamiliar with the road” is an explanatory phrase telling us why he ended up on Dike Road. The phrase “instead of bearing hard left on Main Street” is a strange way of phrasing. Most people would say something like “instead of staying on Main Street.”
3.
After proceeding for approximately one-half mile on Dike Road I descended a hill and came upon a narrow bridge.
20 words. There is nothing particularly deceptive about this sentence. The phrasing of the sentence is very formal. The phrasing is almost like a police type report or a legal/lawyer way of phrasing. It also appears that the phrase “came upon a narrow bridge” is almost a passive way of phrasing that indicates he was taken by surprise and had no control over what he was doing.
4.
The car went off the side of the bridge.
9 words – This sentence is deceptive on its face. This is the very first sentence of the Central Issue. It is interesting to note that four of the six s.
Investigating Happiness at College SNAPSHOT T.docxbagotjesusa
Investigating Happiness at College
SNAPSHOT:
TOPIC Either a specific group related to college or a factor within
college life that possibly affects a specified group of college
students or students in general.
PITCH Present your topic and your research question to the class—
shark tank! Sound too scary? How about guppy tank ?).
Tentative due date: 2/5 & 2/7
ESSAY 1 The prospectus and the annotated bibliography.
Tentative due date: 2/21
ESSAY 2 Change in your topic or conducting your own study
Tentative due date: 3/16
ESSAY 3 Argument about a specific controversy within your topic
Tentative due date: 4/6
ESSAY 4 Answers and argues your refined research question about the
importance of your topic.
Tentative due date: 4/24
♥ Rough drafts with reflections about what is working and not working and
WHY will be required for the prospectus and essays 2 and 3. The work
on the rough draft and the reflections will count toward your essay grade.
♥ Final reflections submitted the class period after you submit your final
draft for essays 2-4 will also count as part of your essay grade.
♥ You will upload your drafts on Moodle. You will be asked to identify the
portions of the sources you used and submit hard copies of your sources
in a folder or files of your sources online.
Investigating Happiness at College:
Some questions that will help you form your own research
questions:
● Is happiness a necessity or a perk in college life?
● What do the expectations of happiness and the pursuit of
happiness reveal about a specific college group, college
students in general, or another college-related group?
● Considering both on-campus factors and off-campus factors
(at least at first), what most influences your group’s
happiness (or unhappiness)?
● Is there one major factor (on campus or off campus) you
would want to investigate that affects students’ happiness?
● How do the expectations about happiness that society has in
general or a certain specific segment of society (for
instance, parents) has, relate to college or college students?
● How much do preconceived notions and expectations about
college life affect student happiness?
● Hard work is hard to enjoy. So how do students balance that
hard work with the .
Investigate Development Case Death with Dignity Physician-Assiste.docxbagotjesusa
Investigate Development Case: Death with Dignity / Physician-Assisted Suicide
MAKE A DECISION: Is Ben's decision making being affected by his depression?
Yes
No
Why? Give reasons for why you chose the way you did. Consider the following factors in your reasons:
The effects of depression on decision making
Other stresses in Ben's life contributing to his state of mind
Ben's current quality of life
The family's values and beliefs
Your own values and beliefs
Please see attachment
.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
SELF in the Diamond Model Andrew Rockfish’s Opening RemarksThi.docx
1. SELF in the Diamond Model
Andrew Rockfish’s Opening Remarks
This week we have a few truths to remember as we explore
relationship building to create competitive advantage.
Motivation and empowerment are two words that you have
heard throughout your business education. Managers motivate
and leaders empower. The lines are blurring at GDD.
Managers are giving decision-making authority to teams and
leaders are motivating other leaders to get the job done well.
But good relationship building gets at the heart of the
relationship of the leader and follower: trust, respect, and
expertise. You cannot bring about change at GDD or any
organization if the people do not trust. Like the earlier example
of Robbins at Plastic Lumber Company, the inappropriate
leadership style gave the impression to the floor workers that
Robbins was weak, confused and therefore not in need of
respect. Employees would not follow someone who seemingly
was not worth following. Understanding who you are and what
you want people to do is the first step in building relationships
that influence others to follow you.
This week our discussion will focus on the skills needed as an
individual leader to create and maintain relationships within
GDD. We will also discuss the nature of the leader-follower
relationship. Look carefully at the results of the personal
assessment that you will take. There are two points to
understanding the full import of the results. First, the results
tell you a lot about the personal strength and weaknesses you
may possess allowing you to contemplate areas of improvement
and how you as a person relate to others. The second aspect of
this information is how others relate to one another and the
organization. For example, understanding how a candidate for a
new job will fit into the department requires you know the
personal traits of those in the department as well as the
candidates to make an effective decision on the hire; one that
2. will benefit the organization.
THEME ONE: Creating your own leadership energy as Clawson
would suggest starts with knowing who are as person.
Before you can build relationships with others, it is important to
reflect upon the personal skills you bring to the table. Knowing
your leadership style is a start but using assessment tools and
feedback from others will help define the extent to which you
possess a personal “soft” skill set equal to the task of leading.
Also, you will gain insight into how others perceive you and
how you perceive others. The former skill helps the leader
better sell their story and implement change while the latter
skill set helps align and design the organization for greater
effectiveness.
Read and View:
How Implicit Personality Affects Leadership
Personality and How It Relates to Leadership
Emotional Intelligence and Leadership
What is emotional intelligence?
Interview of Daniel Goleman, Emotional Intelligence Social
Intelligence and Leadership
Personality and Leadership 9.5min
Personality and creating your Leadership style
Moral Compass Leading with Values
Moral Intelligence for Successful Leadership
Ultimate Ethics Quiz
Why Leaders Lose Their Way
Communication
Communication skills are the leader's great set of paintbrushes
as they cover and color every aspect of a leader's job and are
essential to creating change.
Read:
Critical Leadership Skills
How Good Are Your Communication Skills
View:
Communicating in the Workplace
Leadership Communication Why it is Important
3. Complete:
Learning Activity 1 Theme One: Creating your own leadership
energy as Clawson would suggest starts with knowing who are
as person.
Take the following quizzes.
After a review and reflection of the results, discuss how
knowing more about your personality, emotional IQ,
communication, ethics and your natural inclinations to be a
leader can improve your relationships with others in the
workplace. (Students can reflect generally or specifically on the
results to the class. Privacy is important to us all so if you
choose not to give actual numbers and just the results in
general, that is fine.)
Think over your experiences in the workplace and find five
examples where personality, emotional IQ, communication, or
ethics helped to create trust or lose trust, for you, in a leader.
Jung Typology Test
EQ Test
Ultimate Ethics Quiz
How Good Are Your communication Skills
Would You Make a Good Leader?
Leadership Skills
Learning Activity 2
Assess how Bloom might go about solving her leadership
relationship building problems. Take into consideration her
personality traits, organizational values, emotional intelligence
and the social leadership aspects of her role as leader. In short,
how can you make her a new woman; one that the department
would want to follow?
Orlanda Bloom was made Director of Accounting of GDD. She
worked hard in her new post. Having worked at GDD over the
last twenty-five years, Bloom was known for being tough but
fair in her approach to her workers. She was civil to everyone
but was considered a loner by her peers and remote in her
dealings with others. Fearful that should would not be treated
with respect and determined that she would be obeyed in her
4. new job, Bloom became overly attentive to her workers. She
micromanaged everyone from the lowest bookkeeper to her
immediate assistant director. She penalized workers and put
negative reports in people’s personnel files for the smallest
infraction. The accounting department personnel, who were
known to have the best morale in the company became the most
demoralized and unresponsive workers. HR director, Simon
was flooded for transfer requests. Worse yet, several people
left for jobs in other companies. Simon reviewed the situation
and decided that it might be best to consider giving Bloom one
more chance in view of her long history with the company.
However, imposing a probationary period for six months was
seen as necessary and if the negative reports continued she
would be asked to retire or fired if she refused to retire.
Scared and worried for her career, Bloom comes to you to ask
for advice.
Assignments
Bottom of Form
Project Two: Leadership Styles/Approach
Purpose:
The purpose of this assignment is for you to develop a
Relationship Building Action Plan.
Outcome Met by Completing This Assignment
use leadership theories, assessment tools, and an understanding
of the role of ethics, values, and attitudes to evaluate and
enhance personal leadership skills
develop and implement methods for establishing a constructive
organizational structure and culture that fosters positive
employee and employer relationships
assess the interactions between the external environment and
the organization to foster responsible and effective leadership
and organizational practices
Background:
After a relaxing weekend, you come to work, sit down at your
5. desk and open your email. The following is an email to you
from Andrew Rockfish:
I am sending this email to you because of the personal nature of
the material contained within your next assignment. It is
incumbent upon all good leaders to assess continuously their
personal leadership skills, style, and approach.
You will be developing a personal relationship building
assessment plan. Much like an annual doctor’s check-up, the
goal of the assessment plan is to develop a procedure for
evaluating the status of your personal skills, style, and attitude
in your work with others. Included in the assessment plan is a
review of your leadership strengths, weaknesses, results of
leadership assessments, feedback methodology, attitude, and
leadership style.
Relationship building is a dynamic process just as situations
change so too can the people skills needed to address the
situation. Periodic review of those skills will benefit you by
noting weaknesses and areas of change or improvement needed
in your behavior.
So, what exactly am I asking you to do that needs
confidentiality? Well, your plan is going to be the result of the
following hypothetical evaluation you received after your first
year with GDD. Although the hypothetical evaluation could be
much better, we have found that the results provide trainees the
opportunity to reflect upon one’s actual results and to prepare
for personal growth moving forward.
The hypothetical scenario is one in which you were promoted a
year ago into a leadership position. However, the past year has
proved to show several issues and the results are not at all what
we were hoping for when we promoted you. Still, experience
has taught us that help starts with an employee taking stock of
their personal skills. Since we believe that you have the
potential for being an excellent department head, we would like
to take measures toward your development. Please follow the
instructions below:
6. Instructions:
Step 1: Preparation for the Assignment
Before you begin writing the report, you will read the following
requirements that will help you meet the writing and APA
requirements. Not reading this information will lead to a lower
grade:
Review “How to Analyze a Case Study” under Week 5 Content.
You are expected to use the facts from the case scenario
focusing on using this information to determine opportunities
and solve problems.
Read the grading rubric for the assignment. Use the grading
rubric while writing the report to ensure all requirements are
met that will lead to the highest possible grade.
In writing this assignment, you will read and following these
tasks:
Task 1: Third person writing is required. Third person means
that there are no words such as “I, me, my, we, or us” (first
person writing), nor is there use of “you or your” (second
person writing). If uncertain how to write in the third person,
view this
link: http://www.quickanddirtytips.com/education/grammar/firs
t-second-and-third-person.
Task 2: Contractions are not used in business writing, so you
are expected NOT to use contraction in writing this assignment.
Task 3: You are expected to paraphrase, which can be learned
by reviewing this
link: https://writing.wisc.edu/Handbook/QPA_paraphrase2.htm
l.
7. Task 4: You are responsible for APA only for in-text citations
and a reference list.
Task 5: You are expected to use the facts from the case
scenario paired with the weekly courses readings to develop the
analysis and support the reasoning. No more than three (3)
external resources can be used in completing the assignment.
The expectation is that you provide a robust use of the course
readings. If any material is used from a source document, it
must be cited and referenced. A reference within a reference
list cannot exist without an associated in-text citation and vice
versa. View the sample APA paper and the How to Cite and
Reference file located under Course Resources/Writing
Resources content.
Step 2: How to Set Up the Plan
Create a Word or Rich Text Format (RTF) document that is
double-spaced, 12-point font. The final product will be
between 5-7 pages in length excluding the title page and
reference page and appendix. You may not exceed seven (7)
pages so it is important to write clearly and concisely.
Follow a Report Format.
Create a title page with title, your name, the course, the
instructor’s name and date;
Introduction
Leadership Table (make sure the tables are formatted to fit
within the report and are easy to read and interpret)
Leadership Assessment
Relationship Building Action Plan
Step 3: Leadership Table
8. In this hypothetical scenario, the review is complete and the
results of the evaluation as well as feedback from your peers
and direct reports are in your hands.
The key to success in this project is to accept the “GDD
Evaluation Form” contents as a real assessment of your
performance at GDD for the first year’s work in this position.
While the information within the form is obviously
hypothetical, you must place yourself in the position and
address the situation as if it were truly you.
Task 1: Carefully review the Evaluation Form and Peer/Direct
Report Comments:
Task 2: Examine the comments and identify those statements
that relate to the following concepts: your strengths as a leader,
your weaknesses as a leader, communication skills, personality,
emotional IQ, with respect to others - trust, leadership attitude,
leadership style, and vision/strategic goal implementation.
Task 3: Complete the Leadership Table with the remarks you
have selected.
Topic
Comment Phrase (s)
Strengths as a Leader
Weaknesses as a Leader
Communication Skills
Personality
Emotional IQ
Trust
9. Leadership Approach
Demonstrated Leadership Style
Vision/Strategic Goal Implementation
Task 4: Write one paragraph for each topic, relating the
conclusions that you have drawn as to your effectiveness as a
relationship builder over the past year. Support the
conclusions/reasoning with the course readings (weeks 1 –
6). Be brutally honest with the conclusions that you draw. This
is personal and means your future with GDD is on the line.
Step 4: Leadership Assessment
To ensure you have a complete picture of your leadership skills,
you will need to take the following leadership assessments. If
you took any of these assessments back in week 5, you may use
those results but you must complete all assessments. Please be
sure to include the actual results in the appendix of the plan.
Note: your results are confidential.
Write a short summary of the results of each quiz or test.
Jung Personality Typology Test
Emotional IQ
Communication Skills
Self Esteem Quiz
Are you a Leader Test
Leadership Skills
Leadership Style Quizzes
Step 5: Relationship Building Action Plan
Now that you have completed the evaluation and read the
feedback comments and results from the leadership
10. assessments, it is time to develop a plan of action for
improvement. Focus on the process of how to bring about
improvement rather than what you should do. What are the
steps you will take to resolve the weaknesses you have? Think
of the leadership action plan as a way to improve the
relationship-building skills with others and influence the people
within the department to accomplish the work in an efficient
manner that meets organizational standards and satisfies
customers.
To accomplish the action plan, you will complete the tasks
listed below. Be thoughtful in your responses reflecting upon
all of the input documents. In completing each task, you will
formulating a thesis statement and support the reasoning with
rigorous, focused thinking that demonstrates the analytical
skills GDD is looking from you.
Task 1: Read all of the reports and provided information
closely.
Task 2: Provide an introduction that explains why people
skills are important for a leader to possess.
Task 3: Identify and discuss the people skills that are lacking
in your relationship with others as demonstrated in the
assessments and feedback received in Step 3.
Task 4: Explain how the missing or weak people skills are
hindering your success at building relationships with followers.
Task 5: Explain the significance of the leader-follower
relationship to fulfilling the strategic plan of the leader.
Task 6. Identify the one critical factor from the facts provided
(aside from the weaknesses in personal skills), that will
specifically affect your leader-follower relationship more than
any other factor. Explain how and why this fact will affect your
future if not corrected now.
Task 7: Provide at least three practical recommendations as to
how you can improve the weak skills that have been identified.
Step 5: Relationship Building Action Plan
Now that you have completed the evaluation and read the
11. feedback comments and results from the leadership
assessments, it is time to develop a plan of action for
improvement. Focus on the process of how to bring about
improvement rather than what you should do. What are the
steps you will take to resolve the weaknesses you have? Think
of the leadership action plan as a way to improve the
relationship-building skills with others and influence the people
within the department to accomplish the work in an efficient
manner that meets organizational standards and satisfies
customers.
To accomplish the action plan, you will complete the tasks
listed below. Be thoughtful in your responses reflecting upon
all of the input documents. In completing each task, you will
formulating a thesis statement and support the reasoning with
rigorous, focused thinking that demonstrates the analytical
skills GDD is looking from you.
Task 1: Read all of the reports and provided information
closely.
Task 2: Provide an introduction that explains why people
skills are important for a leader to possess.
Task 3: Identify and discuss the people skills that are lacking
in your relationship with others as demonstrated in the
assessments and feedback received in Step 3.
Task 4: Explain how the missing or weak people skills are
hindering your success at building relationships with followers.
Task 5: Explain the significance of the leader-follower
relationship to fulfilling the strategic plan of the leader.
Task 6. Identify the one critical factor from the facts provided
(aside from the weaknesses in personal skills), that will
specifically affect your leader-follower relationship more than
any other factor. Explain how and why this fact will affect your
future if not corrected now.
Task 7: Provide at least three practical recommendations as to
how you can improve the weak skills that have been identified.
Step 6: Appendix
12. Task 1: Use the appendix to provide the results of each of the
leadership assessments.
Task 2. Make sure to label each leadership assessment.
Global Delivery Direct - Company Profile
Adobe Acrobat Document
https://learn.umuc.edu/d2l/img/lp/pixel.gifActions for 'Global
Delivery Direct - Company Profile'
Your GDD EVALUATION FORM HR Form 2230
Word Document
https://learn.umuc.edu/d2l/img/lp/pixel.gifActions for 'Your
GDD EVALUATION FORM HR Form 2230'
How to Analyze a Case Study
Week 5 Learning Activities
Discussion Forum
Updated
Task: Reply to a topic within this forum
To complete the learning activities, please create a new thread
for each theme and identify in the subject line the theme for
which you are responding. Students are expected to post
to all themes and to at least two other students (across all
themes) by Sunday. In responding to the learning activities and
to other students, please be sure to use the course material using
in-text citations and a reference list to cite the source(s) used.
Remember, an in-text citation cannot exist without having a
corresponding reference list and a reference list cannot exist
without having a corresponding in-text citation. Use of the
course material using in-text citations and a reference list is
always expected in the learning activities and good practice for
the assignments in the course.