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Write 2–3 pages to support a job application in which you provide your definition of leadership, how it can positively impact an organization, and how it's different from management. In the 21st century, the study of leadership is multidisciplinary, with contributions from the fields of history, philosophy, psychology, political science, business, and education (Northouse, 2007). There are almost as many definitions of leadership as there are people who have tried to define it. Although we intuitively know what the word means, it has different meaning for different people. Manning and Curtis (2012) explained, "Leadership is social influence. It means leaving a mark. It is initiating and guiding, and the result is change" (p. 2). SHOW LESS By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: Competency 1: Evaluate the purpose and relevance of leadership. Develop a definition of leadership. Explain how leadership can positively impact an organization. Competency 2: Evaluate how leadership strengths apply in the workplace and within the community. Explain a strategy to develop leadership skills. Develop a definition of management. Explain the differences between leadership and management. References Manning, G., & Curtis, K. (2012). The art of leadership (4th ed.). New York, NY: McGraw-Hill. Northouse, G. (2007). Leadership theory and practice (4th ed.). Thousand Oaks, CA: Sage Suggested Resources The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The BUS-FP3012 – Fundamentals of Leadership Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you. Multimedia Click Three Circles of Effective Leadership | Transcript to watch a presentation based on Blanchard and Zigarmi's Leadership and the One-Minute Manager . Capella University Library Resources Hopen, D. (2010). The changing role and practices of successful leaders . Journal for Quality and Participation , 33 (1), 4–9. NBC Learn Video NBC News. (2009, September 2). Portraits of leadership [Video] . NBC Learn. This production assembles a collage of iconic leaders, such as Martin Luther King Jr., to illustrate concepts of everyday leadership. Bookstore Resources These resources are available from the Capella University Bookstore : Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations (6th ed.). Hoboken, NJ: Wiley. Introduction, "Making Extraordinary Things Happen in Organizations." Chapter 1, "When Leaders Are at Their Best." Chapter 3, "Clarify Values." Chap.
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Recommended
Write an essay detailing a selected individuals leadership style an
Write an essay detailing a selected individual's leadership style and approaches in relationship to his or her communication, using and applying various leadership methods and theories.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria.
Competency 1: Analyze business communication situations.
Analyze a leader's methods of influence.
Competency 2: Analyze the interrelationships of communication within organizational systems.
Apply theories related to leadership styles to describe a leader's communication.
Analyze a leader's communication from a situational leadership perspective.
Describe a leader's use of power bases in relationship to a leader's communication.
Competency 3: Communicate effectively.
Write clearly to convey the intended content and follow APA rules for attributing sources
This assessment focuses on the ever evolving topics of organizational leadership and effective communication competencies:
Who are the truly influential leaders in our organizations and personal lives?
How do we each individually define leadership and how did we come to our current level of understanding?
SHOW LESS
Modern thought holds that true leadership versus management occurs when followers willingly choose to follow their leader out of a belief in their ability to manifest a well communicated mission, goal or outcome. Hamel and Prahalad (1996) write, "The role of leader as forecaster is to articulate a future so full of exciting possibilities that no one will be able to rest until it is achieved" (p. 186). According to Farren and Kaye (1996), "Leaders are bridges that connect people to the future. They include others' visions in their own, building alliances and partnerships based on shared aspirations" (p. 187). True leadership results in shared realities and a sense of trust!
In addition, it has been suggested that potential followers engage in both conscious and unconscious evaluations of a potential leader, but they will only follow and strive to perform at their full potential if they believe this leader to be credible. To help support this theory, Bornstein and Smith (1996) have identified what they consider to be the Six Cs of Leadership Credibility:
Conviction: The passion and commitment the person demonstrates toward his or her vision.
Character: Consistent demonstration of integrity, honesty, respect, and trust.
Care: Demonstration of concern for the personal and professional well-being of others.
Courage: Willingness to stand up for one's beliefs, challenge others, admit mistakes, and change one's behavior when necessary.
Composure: Consistent display of appropriate emotional reactions, particularly in tough or crisis situations.
Competence: Proficiency in hard skills, such as technical, functional, and content expertise skills, and soft skills, such as interpersonal, communication, team, and organizat ...
Power Base and LeadershipBritish historian of late 19th century,.docx
Power Base and Leadership
British historian of late 19th century, (Acton, 1887) said that "power tends to corrupt; absolute power corrupts absolutely," suggesting that a person's sense of morality lessens as his or her power increases. Do you agree? Considering this idea, is it ethical for leaders to try to increase their power? Is all power the same or are there different power bases and different corresponding influence techniques? How does the use of power impact the leader-follower relationship?
Choose any organization and describe the power base(s) in that organization. What types of techniques do leaders in use to influence team behavior in that organization? How does the leaders' approach affect team relationships? As a leader, how would you use power in your relationships with team members and why?
Reference:
Acton, L. (1887). Letter to Bishop Mandell Creighton. Retrieved January 1, 2011, from
http://www.quotationspage.com/quote/27321.html
To support your work and demonstrate achievement of learning outcomes, be sure to incorporate the key relevant material from your reading as well as outside academically credible resources. All sources should be credited using APA which includes both reference and applicable in-text citations. Also, it must have APA level headings. An example of headings from a previous assignment are:
Introduction (Name of paper)
Write the introduction
Emotional Intelligence Analysis
In this area...Write about the first area in the rubric which is ... Analyzed and outlined how the leader handled his or her emotions, how did the team deal with emotions and justified how leaders enhance team EI along with specific examples.
Leader Communication Style
In this area ..Write about the first area in the rubric which is.... Analyzed and described the leaders' communication style as whether persuasive, manipulative, or coercive.
Team Communication Style
In this area...Write about the first area in the rubric which is ... Analyzed and identified the most dominant communication style within the team. Analyzed and inferred how the leaders' communication style affects the team.
Philosophy, Style, and Action Steps
In this area..Write about the first area in the rubric which is ... Analyzed and identified the type of philosophy held by leaders and other members of the team, the type of leadership style being presented and the action steps which would help enhance the leadership style in the team.
Conclusion
Wrap up your paper reviewing the key aspects of your paper
Some reading from this week and thinks to research:
Describe a leader's power bases and how these are used to influence others.
Some Research Direction:
Be sure to review your reading to understand the concept of leadership power bases. One of the more popular works in this area was conducted by social psychologists John French and Bertram Raven, in 1959. They identified five bases of power:
Enjoy Learning about Types of Leadership Powe.
Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
Module 4 - Background
Organizational Structure and Culture
Note: All Background and Module Home materials are required unless designated as optional or general reference.
Organizational Structure and Design
The way an organization is designed and structured can have significant effects on its members and its ability to execute its strategy. In this module we will try to understand those effects and analyze the behavioral implications of different organizational designs.
An organizational structure defines how job tasks are formally divided, grouped, and coordinated. According to Robbins and Judge (2014) managers need to address six key elements when they design their organization’s structure:
Work specialization
—the extent to which activities are subdivided into separate jobs.
Departmentalization
—the basis on which jobs will be grouped together.
Chain of command
—the people to whom individuals and groups report.
Span of control
—the number of individuals that a manager can direct efficiently and effectively.
Centralization and decentralization
—the locus of decision-making authority.
Formalization
—the extent to which there will be rules and regulations to direct employees and managers.
A simple, but classical, classification of organizational designs focuses on
mechanistic
versus
organic
design. The mechanistic design is characterized by extensive departmentalization, high formalization, a limited information network, and centralization. The organic design is characterized by low formalization, flat hierarchy and the use of cross-hierarchical and cross-functional teams, free flow of information, and decentralization. Each design has advantages and disadvantages. For example, a mechanistic design is good for keeping the costs of standardized products or services down, but it inhibits innovation and creativity. Read this short summary comparing mechanistic and organic organizational structures:
Mechanistic vs. Organic Organizational Structure: Contingency Theory (2014) BusinessMate.Org
http://www.businessmate.org/Article.php?ArtikelId=44
A more sophisticated look at organizational structure considers the different ways that work is organized and coordinated to best fit the organization’s mission and objectives. Common forms are divisional structures, functional structures, team-based or process structures, and flexible structures. The key learning here is that the structure selected should match the organization’s strategy—or it will be very difficult for the organization to be successful.
The following reading explains these different structures, reviews their advantages and disadvantages, and suggests the strategic considerations for when each should be used. Though this article is on the older side, it is still right on target.
Anand, N. & Daft, R. L. (2007). What is the right organizational design? Organizational dynamics, 36, 329-344. retrieved from
http://faculty.cbpp.uaa.alaska.edu/afgjp/PADM610/What%20is%20the%20Right%20Organi ...
Organizational FoundationsPlease answer these1.A descripti.docx
Organizational Foundations
Please answer these
1.
A description of your selected organization’s mission, vision, and values.
2.
Describe relevant data, or artifacts, words, and actions of leaders and others in the organization that support, or perhaps appear to contradict the organization’s mission, vision, and values statement.
3.
In addition, discuss the organization’s culture and its climate, differentiating between the two.
4.
Explain why examining these matters is significant to your role as a nurse leader.
5.
Summary/Conclusion about Organizational Foundations.
*Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016.
*Make heading each question, so I need 5 headings that address the 5 questions above.
Organizational Foundations
As you strive to grow in your leadership skills and abilities, you will find that the context in which you work influences your motivation and areas of focus. In a similar vein, your commitment to developing professionally can contribute toward organizational effectiveness.
To that end, it is critical to recognize the importance of organizational culture and climate. In particular, through this week’s Learning Resources, you may consider several questions: How do an organization’s mission, vision, and values relate to its culture? What is the difference between culture and climate? Moreover, how are culture and climate manifested within the organization?
For this Discussion, you explore the culture and climate of your current organization or one with which you are familiar. You also consider decisions and day-to-day practices and the way they relate to the organization’s mission, vision, and values.
To prepare:
·
Review the information related to planning and decision making in health care organizations presented in the textbook,
Leadership Roles and Management Functions in Nursing: Theory and Application.
Consider how planning and decision making relate to an organization’s mission, vision, and values, as well as its culture and its climate.
·
Familiarize yourself with the mission, vision, and values of your organization or one with which you are familiar. Consider how the statements and actions of leaders and others within the organization support or demonstrate the organizational mission, vision, and values. In addition, note any apparent discrepancies between word and deed. Think about how this translates into expectations for direct service providers. Note any data or artifacts that seem to indicate whether behaviors within the organization are congruent with its mission, vision, and values.
·
Begin to examine and reflect on the culture and climate of the organization. How do culture and climate differ?
·
Why is it important for you, as a master’s-prepared nurse leader, to be cognizant of these matters?
Required Resources
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theo.
Examination of Modern LeadershipModule 1 Leadership History, F.docx
Examination of Modern Leadership
Module 1: Leadership: History, Fundamentals, and the Modern Context
Module 1 content establishes the context for the entire course dedicated to the examination of modern and postmodern leadership. The introduction of critical theory and its use in ORG561 provides a framework for investigation. The context of social, economic, political, and technological environments informs an exploration of modern and postmodern leadership approaches. Emphasis on leader self-awareness sets the stage for reflection, introspection, and personal leadership development.
Learning Outcomes
1. Compare and contrast historical leadership concepts against modern and postmodern organization needs.
2. Analyze leadership approaches using a critical framework.
3. Construct a personal leadership biography.
For Your Success & Readings
A key to success in ORG561 is to start early, build, reflect, reinforce, build, reflect, and reinforce.
Begin each week’s study by reading and comprehending the learning outcomes. Learning outcomes are always revealed in assignments, discussions, and lectures. Likewise, learning outcomes are reflected in rubrics, which are used as objective measures for scoring and grading. Establish the learning outcomes as your checklist for success.
In Module 1 criticaltheory is introduced through the readings, lecture, discussion, and Critical Thinking Assignment. The critical approach provides new frameworks on which to research leadership. You may not be familiar with critical inquiry, so seize the opportunity to advance your analytic skills. You are expected to use one or more critical frames in each module of this course. Take the time this week to fully understand the reasoning and context of critical theory.
Studying the history of leadership requires reading publications from earlier eras. Notice that some of the required and recommended readings for Module 1 are not current publications, but these contribute to understanding the earlier periods of organization and leadership study.
Postmodern leadership literature expounds on the notion that self-awareness is a critical component required to lead. In ORG561, the thread of self-examination is woven throughout the course. You will have opportunities to move beyond reflection to develop a better understanding of personal assumptions and biases, skills and competencies, and professional development plans, all related to leadership. Embrace the opportunity!
Required
· Introduction and Chapters 1 & 2 in Leadership: A Critical Text
· Axley, S. R. (1990). The practical qualities of effective leaders. Industrial Management, 32(5), 29-31.
· Brocato, B., Jelen, J., Schmidt, T., & Gold, S. (2011). Leadership conceptual ambiguities.Journal of Leadership Studies, 5(1), 35-50. doi:10.1002/jls.20203
· Gandolfi, F., & Stone, S. (2016). Clarifying leadership: High-impact leaders in a time of leadership crisis. Revista De Management Comparat International, 17(3), 212-224.
· Blom, M. .
Planning your success - Taught PG Academic Writing Skills
This presentation was used to deliver the academic writing workshop for taught postgraduate students at Business School, the University of Edinburgh. All content was prepared by Bing Wu Berberich (previously known as Bing Tate), with the support from Deborah Morrison at the School.
BBA 3651, Leadership 1 Course Learning Outcomes for U.docx
BBA 3651, Leadership 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Analyze the significance of the concept of leadership and the different leadership styles.
6. Analyze the role of leadership in decision-making processes that serve to establish an
organizational climate oriented to meet business goals.
Reading Assignment
In order to access the resources below, you must first log into the myCSU Student Portal and access the CSU
Online Library.
Locate the following articles in the CSU Online Library under the ABI/Inform Complete database and access
the full-text PDF:
Locate the following article on leadership styles, and read pages 1-10 and 16-18 (all except “Methodology”
section):
Boykins, C., Campbell, S., Moore, M., & Nayyar, S. (2013). An empirical study of leadership styles. Journal of
Economic Development, Management, I T, Finance, and Marketing, 5(2), 1-31.
Locate the following article, and read pages 30-31 (pages 1-2 in the PDF), the section titled “Overview of
Change Management”:
Long, S., & Spurlock, D. G. (2008). Motivation and stakeholder acceptance in technology-driven change
management: Implications for the engineering manager. Engineering Management Journal, 20(2),
30-36.
Locate the following article on leadership styles, and read page 682 (page 3 in the PDF), the section titled
“Leadership,” and read pages 691-694 (pages 12-15 in the PDF), the sections titled “Discussion” and
“Conclusion”:
Overbey, J. A. (2013). Telecommuter intent to leave. Leadership & Organization Development Journal, 34(7),
680-699. doi:http://dx.doi.org/10.1108/LODJ-01-2012-0004
Locate and read pages 16-35 (pages 1-20 in the PDF) of the following article on project leadership:
Preston, G., Moon, J., Simon, R., Allen, S., & Kossi, E. (2015). The relevance of emotional intelligence in
project leadership. Journal of Information Technology and Economic Development, 6(1), 16-40.
Locate the following article, and read page 206 (page 6 in the PDF), the section titled “Non-leadership-
laissez-faire”:
Rothfelder, K., Ottenbacher, M. C., & Harrington, R. J. (2012). The impact of transformational, transactional
and non-leadership styles on employee job satisfaction in the German hospitality industry. Tourism
and Hospitality Research, 12(4), 201-214. doi:http://dx.doi.org/10.1177/1467358413493636
UNIT II STUDY GUIDE
Leadership Styles and
Decision Making
BBA 3651, Leadership 2
UNIT x STUDY GUIDE
Title
Unit Lesson
Click here to access the Unit II Interactive Lesson Presentation. Click here for a PDF of this lesson.
Click here for a transcript of the Introduction Video.
Click here for a transcript of the Unit II Alumni Video 1.
Click here for a transcript of the Unit II Alumni Video 2.
https://online.columbiasouthern.edu/CSU_Content/courses/Business/BBA/BBA3651/15P/Unit_II_Lesson/story.html
https://online.columbia ...
Recommended
Write an essay detailing a selected individuals leadership style an
Write an essay detailing a selected individual's leadership style and approaches in relationship to his or her communication, using and applying various leadership methods and theories.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria.
Competency 1: Analyze business communication situations.
Analyze a leader's methods of influence.
Competency 2: Analyze the interrelationships of communication within organizational systems.
Apply theories related to leadership styles to describe a leader's communication.
Analyze a leader's communication from a situational leadership perspective.
Describe a leader's use of power bases in relationship to a leader's communication.
Competency 3: Communicate effectively.
Write clearly to convey the intended content and follow APA rules for attributing sources
This assessment focuses on the ever evolving topics of organizational leadership and effective communication competencies:
Who are the truly influential leaders in our organizations and personal lives?
How do we each individually define leadership and how did we come to our current level of understanding?
SHOW LESS
Modern thought holds that true leadership versus management occurs when followers willingly choose to follow their leader out of a belief in their ability to manifest a well communicated mission, goal or outcome. Hamel and Prahalad (1996) write, "The role of leader as forecaster is to articulate a future so full of exciting possibilities that no one will be able to rest until it is achieved" (p. 186). According to Farren and Kaye (1996), "Leaders are bridges that connect people to the future. They include others' visions in their own, building alliances and partnerships based on shared aspirations" (p. 187). True leadership results in shared realities and a sense of trust!
In addition, it has been suggested that potential followers engage in both conscious and unconscious evaluations of a potential leader, but they will only follow and strive to perform at their full potential if they believe this leader to be credible. To help support this theory, Bornstein and Smith (1996) have identified what they consider to be the Six Cs of Leadership Credibility:
Conviction: The passion and commitment the person demonstrates toward his or her vision.
Character: Consistent demonstration of integrity, honesty, respect, and trust.
Care: Demonstration of concern for the personal and professional well-being of others.
Courage: Willingness to stand up for one's beliefs, challenge others, admit mistakes, and change one's behavior when necessary.
Composure: Consistent display of appropriate emotional reactions, particularly in tough or crisis situations.
Competence: Proficiency in hard skills, such as technical, functional, and content expertise skills, and soft skills, such as interpersonal, communication, team, and organizat ...
Power Base and LeadershipBritish historian of late 19th century,.docx
Power Base and Leadership
British historian of late 19th century, (Acton, 1887) said that "power tends to corrupt; absolute power corrupts absolutely," suggesting that a person's sense of morality lessens as his or her power increases. Do you agree? Considering this idea, is it ethical for leaders to try to increase their power? Is all power the same or are there different power bases and different corresponding influence techniques? How does the use of power impact the leader-follower relationship?
Choose any organization and describe the power base(s) in that organization. What types of techniques do leaders in use to influence team behavior in that organization? How does the leaders' approach affect team relationships? As a leader, how would you use power in your relationships with team members and why?
Reference:
Acton, L. (1887). Letter to Bishop Mandell Creighton. Retrieved January 1, 2011, from
http://www.quotationspage.com/quote/27321.html
To support your work and demonstrate achievement of learning outcomes, be sure to incorporate the key relevant material from your reading as well as outside academically credible resources. All sources should be credited using APA which includes both reference and applicable in-text citations. Also, it must have APA level headings. An example of headings from a previous assignment are:
Introduction (Name of paper)
Write the introduction
Emotional Intelligence Analysis
In this area...Write about the first area in the rubric which is ... Analyzed and outlined how the leader handled his or her emotions, how did the team deal with emotions and justified how leaders enhance team EI along with specific examples.
Leader Communication Style
In this area ..Write about the first area in the rubric which is.... Analyzed and described the leaders' communication style as whether persuasive, manipulative, or coercive.
Team Communication Style
In this area...Write about the first area in the rubric which is ... Analyzed and identified the most dominant communication style within the team. Analyzed and inferred how the leaders' communication style affects the team.
Philosophy, Style, and Action Steps
In this area..Write about the first area in the rubric which is ... Analyzed and identified the type of philosophy held by leaders and other members of the team, the type of leadership style being presented and the action steps which would help enhance the leadership style in the team.
Conclusion
Wrap up your paper reviewing the key aspects of your paper
Some reading from this week and thinks to research:
Describe a leader's power bases and how these are used to influence others.
Some Research Direction:
Be sure to review your reading to understand the concept of leadership power bases. One of the more popular works in this area was conducted by social psychologists John French and Bertram Raven, in 1959. They identified five bases of power:
Enjoy Learning about Types of Leadership Powe.
Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
Module 4 - Background
Organizational Structure and Culture
Note: All Background and Module Home materials are required unless designated as optional or general reference.
Organizational Structure and Design
The way an organization is designed and structured can have significant effects on its members and its ability to execute its strategy. In this module we will try to understand those effects and analyze the behavioral implications of different organizational designs.
An organizational structure defines how job tasks are formally divided, grouped, and coordinated. According to Robbins and Judge (2014) managers need to address six key elements when they design their organization’s structure:
Work specialization
—the extent to which activities are subdivided into separate jobs.
Departmentalization
—the basis on which jobs will be grouped together.
Chain of command
—the people to whom individuals and groups report.
Span of control
—the number of individuals that a manager can direct efficiently and effectively.
Centralization and decentralization
—the locus of decision-making authority.
Formalization
—the extent to which there will be rules and regulations to direct employees and managers.
A simple, but classical, classification of organizational designs focuses on
mechanistic
versus
organic
design. The mechanistic design is characterized by extensive departmentalization, high formalization, a limited information network, and centralization. The organic design is characterized by low formalization, flat hierarchy and the use of cross-hierarchical and cross-functional teams, free flow of information, and decentralization. Each design has advantages and disadvantages. For example, a mechanistic design is good for keeping the costs of standardized products or services down, but it inhibits innovation and creativity. Read this short summary comparing mechanistic and organic organizational structures:
Mechanistic vs. Organic Organizational Structure: Contingency Theory (2014) BusinessMate.Org
http://www.businessmate.org/Article.php?ArtikelId=44
A more sophisticated look at organizational structure considers the different ways that work is organized and coordinated to best fit the organization’s mission and objectives. Common forms are divisional structures, functional structures, team-based or process structures, and flexible structures. The key learning here is that the structure selected should match the organization’s strategy—or it will be very difficult for the organization to be successful.
The following reading explains these different structures, reviews their advantages and disadvantages, and suggests the strategic considerations for when each should be used. Though this article is on the older side, it is still right on target.
Anand, N. & Daft, R. L. (2007). What is the right organizational design? Organizational dynamics, 36, 329-344. retrieved from
http://faculty.cbpp.uaa.alaska.edu/afgjp/PADM610/What%20is%20the%20Right%20Organi ...
Organizational FoundationsPlease answer these1.A descripti.docx
Organizational Foundations
Please answer these
1.
A description of your selected organization’s mission, vision, and values.
2.
Describe relevant data, or artifacts, words, and actions of leaders and others in the organization that support, or perhaps appear to contradict the organization’s mission, vision, and values statement.
3.
In addition, discuss the organization’s culture and its climate, differentiating between the two.
4.
Explain why examining these matters is significant to your role as a nurse leader.
5.
Summary/Conclusion about Organizational Foundations.
*Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016.
*Make heading each question, so I need 5 headings that address the 5 questions above.
Organizational Foundations
As you strive to grow in your leadership skills and abilities, you will find that the context in which you work influences your motivation and areas of focus. In a similar vein, your commitment to developing professionally can contribute toward organizational effectiveness.
To that end, it is critical to recognize the importance of organizational culture and climate. In particular, through this week’s Learning Resources, you may consider several questions: How do an organization’s mission, vision, and values relate to its culture? What is the difference between culture and climate? Moreover, how are culture and climate manifested within the organization?
For this Discussion, you explore the culture and climate of your current organization or one with which you are familiar. You also consider decisions and day-to-day practices and the way they relate to the organization’s mission, vision, and values.
To prepare:
·
Review the information related to planning and decision making in health care organizations presented in the textbook,
Leadership Roles and Management Functions in Nursing: Theory and Application.
Consider how planning and decision making relate to an organization’s mission, vision, and values, as well as its culture and its climate.
·
Familiarize yourself with the mission, vision, and values of your organization or one with which you are familiar. Consider how the statements and actions of leaders and others within the organization support or demonstrate the organizational mission, vision, and values. In addition, note any apparent discrepancies between word and deed. Think about how this translates into expectations for direct service providers. Note any data or artifacts that seem to indicate whether behaviors within the organization are congruent with its mission, vision, and values.
·
Begin to examine and reflect on the culture and climate of the organization. How do culture and climate differ?
·
Why is it important for you, as a master’s-prepared nurse leader, to be cognizant of these matters?
Required Resources
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theo.
Examination of Modern LeadershipModule 1 Leadership History, F.docx
Examination of Modern Leadership
Module 1: Leadership: History, Fundamentals, and the Modern Context
Module 1 content establishes the context for the entire course dedicated to the examination of modern and postmodern leadership. The introduction of critical theory and its use in ORG561 provides a framework for investigation. The context of social, economic, political, and technological environments informs an exploration of modern and postmodern leadership approaches. Emphasis on leader self-awareness sets the stage for reflection, introspection, and personal leadership development.
Learning Outcomes
1. Compare and contrast historical leadership concepts against modern and postmodern organization needs.
2. Analyze leadership approaches using a critical framework.
3. Construct a personal leadership biography.
For Your Success & Readings
A key to success in ORG561 is to start early, build, reflect, reinforce, build, reflect, and reinforce.
Begin each week’s study by reading and comprehending the learning outcomes. Learning outcomes are always revealed in assignments, discussions, and lectures. Likewise, learning outcomes are reflected in rubrics, which are used as objective measures for scoring and grading. Establish the learning outcomes as your checklist for success.
In Module 1 criticaltheory is introduced through the readings, lecture, discussion, and Critical Thinking Assignment. The critical approach provides new frameworks on which to research leadership. You may not be familiar with critical inquiry, so seize the opportunity to advance your analytic skills. You are expected to use one or more critical frames in each module of this course. Take the time this week to fully understand the reasoning and context of critical theory.
Studying the history of leadership requires reading publications from earlier eras. Notice that some of the required and recommended readings for Module 1 are not current publications, but these contribute to understanding the earlier periods of organization and leadership study.
Postmodern leadership literature expounds on the notion that self-awareness is a critical component required to lead. In ORG561, the thread of self-examination is woven throughout the course. You will have opportunities to move beyond reflection to develop a better understanding of personal assumptions and biases, skills and competencies, and professional development plans, all related to leadership. Embrace the opportunity!
Required
· Introduction and Chapters 1 & 2 in Leadership: A Critical Text
· Axley, S. R. (1990). The practical qualities of effective leaders. Industrial Management, 32(5), 29-31.
· Brocato, B., Jelen, J., Schmidt, T., & Gold, S. (2011). Leadership conceptual ambiguities.Journal of Leadership Studies, 5(1), 35-50. doi:10.1002/jls.20203
· Gandolfi, F., & Stone, S. (2016). Clarifying leadership: High-impact leaders in a time of leadership crisis. Revista De Management Comparat International, 17(3), 212-224.
· Blom, M. .
Planning your success - Taught PG Academic Writing Skills
This presentation was used to deliver the academic writing workshop for taught postgraduate students at Business School, the University of Edinburgh. All content was prepared by Bing Wu Berberich (previously known as Bing Tate), with the support from Deborah Morrison at the School.
BBA 3651, Leadership 1 Course Learning Outcomes for U.docx
BBA 3651, Leadership 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Analyze the significance of the concept of leadership and the different leadership styles.
6. Analyze the role of leadership in decision-making processes that serve to establish an
organizational climate oriented to meet business goals.
Reading Assignment
In order to access the resources below, you must first log into the myCSU Student Portal and access the CSU
Online Library.
Locate the following articles in the CSU Online Library under the ABI/Inform Complete database and access
the full-text PDF:
Locate the following article on leadership styles, and read pages 1-10 and 16-18 (all except “Methodology”
section):
Boykins, C., Campbell, S., Moore, M., & Nayyar, S. (2013). An empirical study of leadership styles. Journal of
Economic Development, Management, I T, Finance, and Marketing, 5(2), 1-31.
Locate the following article, and read pages 30-31 (pages 1-2 in the PDF), the section titled “Overview of
Change Management”:
Long, S., & Spurlock, D. G. (2008). Motivation and stakeholder acceptance in technology-driven change
management: Implications for the engineering manager. Engineering Management Journal, 20(2),
30-36.
Locate the following article on leadership styles, and read page 682 (page 3 in the PDF), the section titled
“Leadership,” and read pages 691-694 (pages 12-15 in the PDF), the sections titled “Discussion” and
“Conclusion”:
Overbey, J. A. (2013). Telecommuter intent to leave. Leadership & Organization Development Journal, 34(7),
680-699. doi:http://dx.doi.org/10.1108/LODJ-01-2012-0004
Locate and read pages 16-35 (pages 1-20 in the PDF) of the following article on project leadership:
Preston, G., Moon, J., Simon, R., Allen, S., & Kossi, E. (2015). The relevance of emotional intelligence in
project leadership. Journal of Information Technology and Economic Development, 6(1), 16-40.
Locate the following article, and read page 206 (page 6 in the PDF), the section titled “Non-leadership-
laissez-faire”:
Rothfelder, K., Ottenbacher, M. C., & Harrington, R. J. (2012). The impact of transformational, transactional
and non-leadership styles on employee job satisfaction in the German hospitality industry. Tourism
and Hospitality Research, 12(4), 201-214. doi:http://dx.doi.org/10.1177/1467358413493636
UNIT II STUDY GUIDE
Leadership Styles and
Decision Making
BBA 3651, Leadership 2
UNIT x STUDY GUIDE
Title
Unit Lesson
Click here to access the Unit II Interactive Lesson Presentation. Click here for a PDF of this lesson.
Click here for a transcript of the Introduction Video.
Click here for a transcript of the Unit II Alumni Video 1.
Click here for a transcript of the Unit II Alumni Video 2.
https://online.columbiasouthern.edu/CSU_Content/courses/Business/BBA/BBA3651/15P/Unit_II_Lesson/story.html
https://online.columbia ...
6.2 Assignment The Dark Side of LeadershipReadSpeak.docx
6.2 Assignment: The Dark Side of Leadership
ReadSpeaker webReader: Listen
Focus
Getting Started
In this assignment, you will read Chapter 16, “The Dark Side of Leadership,” in our textbook. Hughes, Ginnet, and Curphy (2019) write:
Because of the profound ways in which leadership affects us all, it would be nice if the people in positions of authority were actually good at it. But research shows that most people are woefully inadequate when it comes to influencing an organized group toward accomplishing its goals. (p. 638)
The authors describe the most common reasons why people fail in leadership positions—bad leadership, managerial incompetence, and managerial derailment—and the steps leaders can take to improve their odds of success.
Image source:
Nonprofitrisk.org
Upon successful completion of this assignment, you will be able to:
Create an ethical strategy and standard for communication during change.
Types of Destructive Leaders Image Transcriptclick to expand contents
Resources
Textbook:
Leadership: Enhancing the Lessons of Experience
Background Information
In
The Leadership Challenge
, authors Kouzes and Posner (2007) report on their considerable surveys and research on the subject of leadership. They identify four characteristics most selected in their surveys of admired leadership: honest, forward-looking, inspiring, and competent.
Honest: “It’s clear that if people anywhere are to willingly follow someone—whether it’s into battle or into the boardroom, the front office or the front lines—they first want to assure themselves that the person is worthy of their trust” (p. 32).
Forward-Looking: “People expect leaders to have a sense of direction and a concern for the future of the organization” (p. 33).
Inspiring: “It’s not enough for a leader to have a dream. A leader must be able to communicate the vision in ways that encourage people to sign on for the duration and excite them about the cause” (p. 34).
Competent: “To enlist in a common cause, people must believe that the leader is competent to guide them where they’re headed. They must see the leader as having relevant experience and sound judgment” (p. 35).
These characteristics supplement the reading from Chapter 16 of
Leadership: Enhancing the Lessons of Experience
, reinforcing the contention that effective leaders must be careful to safeguard the positive attributes of leadership and guard against the ominous dark side of leadership.
Reference
Kouzes, J., & Posner, B. (2007).
The leadership challenge
(4th ed.). Jossey-Bass.
Instructions
Review the rubric to make sure you understand the criteria for earning your grade.
Read Chapter 16 of our textbook, including all Profiles and Highlights for an additional perspective.
Read the minicase, “You Can’t Make Stuff Like This Up,” at the end of Chapter 16.
Write a paper incorporating information from the textbook. Respond to the following questions related to the minicase.
How does Jim’s behavior.
Organizational Behavior Analysis In this assignment you will.docx
Organizational Behavior Analysis
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
Type of culture (Pluralism, Dualism or Salad bowl)
Modes of communication in the organization (i.e., written or verbal)
Nature of authority (i.e., recognized social rank)
Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
Areas of EQ (emotional quotient) embraced by the organization
Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight to ten pages in length and use a minimum of four scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center
Writing the Final Paper
The Final Paper:
Must be eight-to-ten double-spaced pages in length (not including the title and reference pages) and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must use headers
Must end with a conclusion that reaffirms your thesis.
Must document a minimum of four scholarly sources (8-10 would be better), in addition to the textbook, in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
Welcome to the final week of class.
Coaching
Coaching
and mentoring share many similarities. According to the International Institute of Coaching (2012) coaching is a form of personal development where the client and coach form an alliance that promotes and sustains the client’s personal growth. Coaching is an interactive, results oriented process that brings about change. Mentoring on the other hand is the process of giving another person help and advice.
According to Psychology Today, overstressed managers are increasingly turning to coaches to avoid burnout and to maximize their chances of success.
Mentoring
Relationship building is another way of transmitting organizational culture. Mentoring at its best describes a reciprocal relationship between two or more individuals (Zachary, 2005). Mentoring allows information to be transmitted, helps with future career growth, and assists organizations in retaining productive employees. In many businesses employees are encouraged to form relationships with mentors. These relationships tend to instill a sense of membership in the company. However, the mentor/protégée relationship is not indefini.
Running head RESEARCH PAPER OUTLINE1RESEARCH PAPER OUTLINE5.docx
Running head: RESEARCH PAPER OUTLINE 1
RESEARCH PAPER OUTLINE 5
Research Paper Outline: Servant Leadership
Introduction
· Definition and the history of the term servant leadership and example of how servant leadership works.
Research Hypothesis
· Hypothesis 1- Servant leadership leads to better organizational performance.
· Hypothesis 2- Political skills and servant leadership work together leading to employee creativity and positive workplace culture.
· Hypothesis 3- Servant leadership increases employee satisfaction.
Research methodology
· Sampling of 50 random junior employees and corporate managers from three companies in the United States to interview them on servant leadership.
Literature review
· Annotated bibliography 1
· Annotated bibliography 2
· Annotated bibliography 3
· Annotated bibliography 4
· Annotated bibliography 5
· Annotated bibliography 6
· Annotated bibliography 7
Findings
· Evidence of servant leadership across the sample of individuals evaluated
· General information observed regarding servant leadership
Research limitations
· Failed in establishing causality hence creating a gap that needs to be addressed in future through the application of different study designs.
· The study of servant leadership is part of the large topic that cannot be summarized into a small-paged paper. Therefore limited information was touched on regarding the subject matter.
Recommendations
· Recommendation 1- Managers should embrace servant leadership because of the benefits it brings to the organizations they lead.
· Recommendation 2- Employees should support servant leaders when they set examples for them.
· Recommendation 3- Excellent collaboration between the servant leader and the employees they are leading should be created for servant leadership to succeed.
Conclusion
· Summary of what is understood by the term servant leadershipsummary of the paper’s main points.
References
Giambatista, R., McKeage, R., & Brees, J. (2020). Cultures of Servant Leadership and Their Impact. The Journal of Values-Based Leadership, 13(1), 12. Retrieved from: https://scholar.valpo.edu/jvbl/vol13/iss1/12/
Chiniara, M., & Bentein, K. (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. The Leadership Quarterly, 27(1), 124-141.
DeConinck, J., & DeConinck, M. B. (2017). The relationship between servant leadership perceived organizational support, performance, and turnover among business to business salespeople. Archives of Business Research, 5(10).
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), 261-269.
Jaiswal, N. K., & Dhar, R. L. (2017). The influence of servan.
Write a 4–6-page analysis of a leader you either interviewed persona.docx
Write a 4–6-page analysis of a leader you either interviewed personally or researched thoroughly. In your analysis, address specific ways the leader demonstrates effective leadership.Effective leaders realize that employees should be recognized for a job well done. While some people prefer public praise and others prefer personal recognition, most employees want to be recognized in some way. Kouzes and Posner (2017) state that effective leaders begin their leadership development by first learning to lead themselves. Effective leadership begins from within and expands outward to affect others. This development cascades into effective leadership.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate the purpose and relevance of leadership.
Analyze how a leader reflects the definition of leadership.
Evaluate leadership style, characteristics, or themes in relation to the purpose and relevance of effective leadership.
Competency 2: Evaluate how leadership strengths apply in the workplace and within the community.
Analyze how a leader models leadership.
Analyze how a leader inspires a shared vision.
Analyze how a leader looks for new opportunities that may require experimentation or taking risks.
Analyze how a leader empowers and recognizes the contributions of others.
Reference
Kouzes, J. M., & Posner, B. Z. (2017).
The leadership challenge: How to make extraordinary things happen in organizations
(6th ed.). Hoboken, NJ: Wiley.
Assessment Example
Assessment 5 Example
.
Suggested Resources
The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
BUS-FP3012 – Fundamentals of Leadership
Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Capella Resources
For a list of key leaders you might consider for Option B of your assessment, see the
Option B Leaders List [DOC]
.
Bookstore Resources
These resources are available from the
Capella University Bookstore
.
Kouzes, J. M., & Posner, B. Z. (2017).
The leadership challenge: How to make extraordinary things happen in organizations
(6th ed.). Hoboken, NJ: Wiley.
Chapter 13, "Leadership Is Everyone's Business."
Preparation
Throughout your career, you could undoubtedly benefit from analyzing leadership and management characteristics of other leaders and managers you consider effective and successful. This assessment provides an opportunity and framework to do that in the context of effective leadership.
To complete this assessment, you have two options. You may choose to base your assessment on a leader you know personally or on a lead.
Reflection paperPaper Yu Liang
Reflection paperPaper
Yu Liang
Student ID : 628399Comment by S L: No space here.
Trinity Western University
LDRS 303 I3 - Contemporary Leadership Approaches
Steven Stephen Liang
May 17, 2022
Chapter 11Comment by S L: Do not leave a line between the heading and the paragraph.
After reading chapter 11 I learned that adaptive leadership is how leaders motivate their followers to adapt and respond to changes, problems and challenges. Unlike authentic leadership, which focuses on the characteristics of the leader, adaptive leadership emphasizes the complex interactions of leaders and followers in different contexts. In general, adaptive leadership focuses on how followers change and adapt to new situations. It asks leaders to address three situational challenges: 1) technical challenges, 2) technical and adaptive challenges, and 3) adaptive challenges.Comment by S L: This is not APA.
An important point for me in this chapter is that adaptive leadership is follower-centric. Adaptive leaders always help their followers do what they need to do to adapt to the challenges or problems they face (Northouse, 2018). I think this is important. I remember when I was in Vancouver Premier College before because our team members did not understand the instructions given by the teacher during the group work process. Later, under the active discussion of our group, he finally adapted to the topic given by the teacher teacher, and we got good grades.Comment by S L: Awkward. Unclear.
I will apply this leadership style to my practice. At home, this entails encouraging each family member to deal with tough life issues. At work, this entails encouraging employees to adapt to challenges and thrive when faced with them. In a community, adaptive leadership involves encouraging community members to deal with problems, such as disease outbreaks, natural disasters, or terrorism. A key advantage of adaptive leaders is that they can adapt their leadership methods to the situation.Comment by S L: A little repetitious. I'd like to see more specifics.
Adaptive leadership has to do with the culture I come from. I grew up in a culture of transparency and openness. Adaptable leaders must face challenges with transparency and openness. Adaptive leadership can also be rooted in other cultures, including those that support change. This will ensure success when implementing the change program.Comment by S L: You are introducing something new in your conclusion.
Reference
Preece, J. (2016). Negotiating service learning through community engagement: Adaptive 434
leadership, knowledge, dialogue and power. Education as Change, 20(1), 104–125.
Edwin. Did someone help you with this?
You citation and reference doesn’t match.
2
Leadership
Eighth Edition
3
To Madison, Isla, and Sullivan
4
Leadership
Theory and Practice
Eighth Edition
Peter G. Northouse
Western Michigan University
5 ...
DwightEvaluation Leadership style assessments certainl.docx
Dwight
Evaluation
Leadership style assessments certainly have a place within the organization. The effectiveness of a leadership style assessment will depend on what type of assessment and what the organizational needs are. Multi-source feedback assessments are supposed to give a 360 degree look at a leader and give the organization a valuable outcome in the evaluation of the leader (MacKie, 2015). Using multi-source feedback assessments can be extremely beneficial as long as the assessment is properly paired with the organizational goals and needs. Assessing a leader from multi perspectives is truly a holistic approach. But, organizations need to recognize that no leadership style assessment is not without its limitations.
Next, the behavior approach is one of four approaches to leadership. Three of which all have weaknesses; traits, skills, and behavior. But the fourth approach to leadership, the situational approach demonstrates the flexibility of a leader (Northouse2016, 2016). In today’s dynamic and complex business environment, flexible leaders bring the most value to an organization. The situational approach allows the leader to apply the other three approaches given the circumstances. As an Army leader I found this approach to be extremely effective while leading in combat and non-combat situations.
Explanation of Usefulness
Of equal importance is the usefulness leadership style assessments and the behavior approach have on an organization. Once an organization has clearly defined the goals and purpose of conducting an assessment, and then subsequently the correct assessment is used, the results will certainly help the organization. In this case, using an assessment to evaluate the benefits of a behavior approach to leadership will allow the organization to determine what needs to be done, how it needs to be done, and how fast it needs to be done (Saxena, 2014). Additionally, the behavior approach (if the relationship behavior is used), can give subordinates the motivation needed to achieve the desired outcome through a better understanding of themselves.
Explanation of Impact
The impact of leadership assessments on an individual can be positive or negative. Again, this directly correlates to the goals and expectations of the organization when the assessment is implemented. For the individual, it could potentially identify strengths and weaknesses. Thus, giving the individual the opportunity to grow and learn from the assessment. Simultaneously, the organization discovers how these strengths and weaknesses fit into the organization’s goals. Once they have identified where and how an individual nest into the organization, a holistic approach to achieving those goals can be developed (Northouse2016, 2016). In comparison, using a behavior approach assessment will yield valuable information about subordinates’ behavior patterns. Which equates to the organization knowing and understanding their employees. Understanding behavio.
18 Volume 18, Issue 1, March 2017 Review of.docx
18 Volume 18, Issue 1, March 2017 Review of International Comparative Management
The Emergence of Leadership Styles:
A Clarified Categorization
Franco GANDOLFI1
Seth STONE2
Keywords: leadership, leadership styles, leadership categories, categorization
JEL classification: M12, M14
Introduction
The world is in the midst of a leadership crisis. Despite the fact that there is
a vast body of literature on leadership, it has remained one of the most misunderstood
business phenomena (Gandolfi & Stone, 2016). Thus, it becomes of paramount
importance to understand the consequences, both positive and negative, that emerge
from the various known and validated leadership styles found in modern-day
organizations. Further, it is critical to have metrics in the form of known attributes
of effective leadership to serve as a benchmark for the effectiveness of each
leadership style. A thorough understanding of both the potency and effectiveness of
recognized leadership styles will benefit the academic and professional communities
alike.
Therefore, the purpose of this article is to showcase the different leadership
styles in practice in organizations today and to provide a categorization of existing
leadership styles. A key objective of this research is to compare leadership styles to
a functional and comprehensive working definition of leadership. With this in mind,
1 Dr. Franco GANDOLFI, Georgetown University, Email: [email protected]
2 Dr. Seth STONE, Regent University, Email: [email protected]
Abstract
The study of leadership has become a prominent scholarly and professional focus
in an ever-changing, multi-dimensional globalized world. Despite abundant scientific and
anecdotal work on the effectiveness and potency of “good” leadership, several leadership-
related questions have remained unanswered. For instance, what does good, effective
leadership look like? What is a leadership ‘style’ at its most basic? What leadership styles
are at a leader’s disposal? While leadership may be seen as one of the most over-
researched topics, it remains one of the most misunderstood phenomena of our time
(Gandolfi & Stone, 2016). This conceptual paper addresses the notion of a leadership style
and purports to categorize the ever-increasing pool of leadership styles that emerge both
in scholarly and professional circles. The paper culminates in a graphic depiction of the
categorization of leadership styles based on the scientific work of Lewin, Lippit, and White
(1939).
mailto:[email protected]
mailto:[email protected]
Review of International Comparative Management Volume 18, Issue 1, March 2017 19
this work begins with a brief review of a working definition of leadership and the
key empirically researched attributes of effective leaders. The article then provides
a deeper analysis o.
Nameu06a1 leadership development philosophy, governa
Nameu06a1 leadership development philosophy, governa
Background for BothJournal Articles and Websites Journal art.docx
Background for Both:
Journal Articles and Websites: Journal articles can be found in the Trident Online Library. Book chapters are located in the same library, but you must click on “Additional Library Resources” and then search the eBook Academic Collection (EBSCO)
Airbnb’s Nathan Blecharczyk on being the only engineer for the first year/ Founder stories. (2013). YouTube Video. Retrieved from https://www.youtube.com/watch?v=zLVR6Wbmvqw
Boaz, N., & Fox, E.A. (2014). Change leader, change thyself. McKinsey & Company – Insight Publications. Retrieved from http://www.mckinsey.com/insights/leading_in_the_21st_century/change_leader_change_thyself
Caldwell, R. (2012). Leadership and learning: A critical reexamination of Senge's learning organization. Systemic Practice and Action Research, 25(1), 39-55.
Cardenas, J., & Crabtree, G. (2009). Making time for visionary leadership. College and University, 84(3), 59-63.
Cultural competence. (2013). Global Pathways. Retrieved from http://www.wku.edu/cebs/centers_and_projects/global_pathways/global_pathways_cultural_competence_pres.pdf
Hofstede, G. (1993). Cultural constraints in management theories. Academy of Management Executive, 7(1), 81-94.
Hofstede’s cultural dimensions. (2016). Mind Tools. Retrieved from http://www.mindtools.com/pages/article/newLDR_66.htm
Organizational change: Open Systems. Retrieved from http://www.soi.org/reading/change/concepts.shtml
The 100 Most Influential People (2016). TIME. Retrieved from http://time.com/collection/2016-time-100/
Optional Readings and References
Appelbaum, S., Bartolomucci, N., Beaumier, E., Boulanger, J. & et al. (2004). Organizational citizenship behavior: A case study of culture, leadership and trust. Management Decision, 42(1/2), 13-43.
Blain, J. (2006) Visionary Leadership. YouTube Video: Retrieved from http://www.youtube.com/watch?v=EbXkYinkeJA
Casimir, G., & Waldman, D. A. (2007). A cross cultural comparison of the importance of leadership traits for effective low-level and high-level leaders: Australia and China. International Journal of Cross Cultural Management, 7(1), 47-61.
Conceicao, S. C., & Altman, B. A. (2011). Training and development process and organizational culture change. Organization Development Journal, 29(1), 33-44.
Hofstede, G. (2011). Dimensionalizing culture: The Hofstede model in context. Online Readings in Psychology and Culture, 2(1), 1-26. Retrieved from http://scholarworks.gvsu.edu/cgi/viewcontent.cgi?article=1014&context=orpc
Kaifi, B. A., & Mujtaba, B. G. (2010). Transformational leadership of Afghans and Americans: A study of culture, age and gender. Journal of Service Science and Management, 3(1), 150-159.
Waldman, D. A., Luque, M. S., Washburn, N., House, R. J. & et al. (2006). Cultural and leadership predictors of corporate social responsibility values of top management: A globe study of 15 countries. Journal of International Business Studies, 37(6), 823-837.
Paper 1:
APA
5-6 Pages
Leaders of today can be cate ...
Write an investigative paper that applies group-related communicatio
Write an investigative paper that applies group-related communication theories to a selected group.
There are many ways to improve interpersonal effectiveness, and the benefits of doing so are profound. Many studies point to interpersonal effectiveness as the leading predictor of future success. Derailment studies (Lombardo & McCauley, 1988) found lack of interpersonal communication skills to be a key factor in the likelihood of a manager to derail, or be removed from his or her job.
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 2: Analyze the interrelationships of communication within organizational systems.
Describe the characteristics of a group.
Analyze the roles of group members.
Describe the group stages experienced.
Analyze group norms.
Describe positive and negative participation behaviors.
Describe group's use of technology for communication.
Competency 3: Communicate effectively.
Write clearly to convey the intended content and follow APA rules for attributing sources.
Reference
Lombardo, M. M., & McCauley, C. D. (1988). The dynamics of management derailment.
Center for Creative Leadership Technical Report
,
34
, 1–33.
Individuals are the essence of communication. Even before involving others, intrapersonal communication is at work. These are the messages we send to ourselves and relate to our own issues and perceptions.
SHOW LESS
Interpersonal communication takes place when a second individual is incorporated into the setting. Trust and power are often part of interpersonal relationships, as is perception, the way we think about others. In today's organizational environment, technology is also closely linked with the ways we communicate one-on-one.
The
Assessment 3 Context
document contains important information related to working in groups that address the following topics:
The Importance of Good Listening Skills.
Groups in Organizations.
Group Types.
Group Development.
Individuals' Roles in Groups.
To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.
SHOW LESS
An outsider's opinion can be an eye-opening experience. Ask a supervisor or coworker to provide you with honest, detailed feedback regarding your personal communication and listening skills. Then consider the following:
How was it for you to get the feedback you did?
Do you agree with the assessment made by your supervisor or coworker?
If you received feedback you did not expect, how did you respond?
If areas for growth were noted, what plans, if any, do you have for growth?
Required Resources
The following resources are required to complete the assessment.
Capella Resources
The following is a PDF document written by Capella faculty.
Backlund, G. (20 ...
CONTRASTING LEADERSHIP STYLES
CONTRASTING LEADERSHIP STYLES
1
CONTRASTING LEADERSHIP STYLES
2
Contrasting Leadership Styles
Star Student
Westcliff University
BUS 500: Organizational Leadership
Professor Fantastic
Month Date, Year
Contrasting Leadership Styles
This will contain the background of both leaders. This is how I want your paper turned in. Your audience is someone like your roommate – intelligent, educated, but has NO IDEA what the case study is about. Remember, this is to be a perspective on leadership that requires you to perform research and analysis into how these leaders viewed themselves, and how others viewed them.
This will probably be a few paragraphs. The easiest way to explain this section is to think of it like an abstract or introduction. This section, if written properly, can actually act as the abstract for this paper. It will, in a sense, set up the rest of the paper, which is the review of the case, analysis, recommendations, and the summary and conclusions sections. Cite authors. You should NOT write “According to his book” as your reader has NO IDEA who or what is that. Instead, use “According to Kouzes and Posner (2017), ...”
The paper should be written in third person narrative. You will NOT use the first person or the second person. Note: I have bolded the required headings that must be present in the paper and please keep bolded. One other note: an organization is an “it,” not a “they.” Remember that when you use pronouns describing an organization.
What Made (Leader 1) and (Leader 2) Effective Leaders
Here, you can put what they both have in common.
Leader 1
Begin text here. Here you can get into specifics about this particular leader.
Leader 2
Begin text here. Here you can get into specifics about this particular leader.
How They Influenced the Lives of Others
Here you can put what they both have in common.
Leader 1
Begin text here. Here you can get into specifics about this particular leader.
Leader 2
Begin text here. Here you can get into specifics about this particular leader.
How (Leader 1) and (Leader 2) Will be Remembered in History
Here, you can put what they both have in common.
Leader 1
Begin text here. Here you can get into specifics about this particular leader.
Leader 2
Begin text here. Here you can get into specifics about this particular leader.
Leader 1 and Leader 2 as Servant Leaders
Here, you can put what they both have in common.
Leader 1
Begin text here. Here you can get into specifics about this particular leader.
Leader 2
Begin text here. Here you can get into specifics about this particular leader. Make sure you define servant leadership.
Also, you must provide at least six (6) peer-reviewed references and cite the references in the form of in-text citations in the body of the paper (i.e., the textbook and six [6] additional peer-reviewed sources). Again, when you referen ...
Running head IMPROVE ETHICAL PERFORMANCE 1Using Leadershi.docx
Running head: IMPROVE ETHICAL PERFORMANCE 1
Using Leadership to Improve Ethical Performance
Your Name
Course Name; Number
Dr. Laura Jones
University Name
Date Submitted
IMPROVE ETHICAL PERFORMANCE 2
Using Leadership to Improve Ethical Performance
Place the title of the paper and not the word “Introduction” on the first line. Tab to the
.5-inch mark to begin your introductory paragraph. To develop an introduction, begin with some
interesting facts about the topic and then narrow the focus to the specific topics for discussion.
The introduction should include a thesis statement and succinctly describe the order in which you
organize the body of the paper. Please provide in-text citations for the information you provide.
Interview of _______
1. How would you define leadership?
2. As a leader, what do you do when people on your team aren’t pulling their
weight?
3. What is one of the greatest leadership challenges you have ever faced? What did
you do? What was the result?
4. How would you describe your communication style?
5. Describe a situation in which effective interpersonal communication skills
contributed to your success.
6. Describe your personal actions by which you convey to your staff that
ethics/ethical behavior is a high priority with you and that you also expect it to be
a high priority with your staff.
7. Related to the previous question, describe how your personal actions
(demonstrating ethics is a priority) have impacted your staff and/or colleagues.
8. Describe a situation where you recognized a need to communicate clear
expectations for ethical practice. How did you recognize that expectations had to
be clarified? What did you do or say to clarify the expectations?
IMPROVE ETHICAL PERFORMANCE 3
Analysis
Leadership
You may include the wording “The following responses are relevant to this analysis of
leadership”. Summarize the answers you gathered in your interview that are relevant to this
analysis.
Provide an analysis of the leadership approach. A thorough analysis would include a
determined leadership style and relevant leadership theories. Include in-text citations to support
the information you present in the paper. An example of an in-text citation that you place at the
end of the information you paraphrased is (Boone, 2012). Please note the above heading is bold
and the major words begin with capital letters.
Compare and contrast the leader’s point of view about leadership with your own
perception of it. Include in-text citations to support the information. Another approach to using
in-text citation is to include the citation at the beginning of the sentence as follows. According to
Boone (2012), then provide the information.
Motivation
You may include the wording “The following responses are relevant to this analysis of
motivation”. Summarize the answers that you gathered in your interview that are relevant to this
analysis.
Provide an analysis the leader’s approach to m ...
Write a 10 page Case study with the below instructions.Body (.docx
Write a 10 page Case study with the below instructions.
Body: (Label headings according to subject/content)
Identify problems, issues, variables, and relationships related to the case
Discuss problems and List symptoms
Isolate critical issues
Conduct SWOT analysis and discuss the components
Strengths
Weaknesses
Opportunities
Threats
.
write a 1.5 – two-page paper to reflect on that week’s material .docx
write a 1.5 – two-page paper to reflect on that week’s material to discuss questions that arose, and critique.
week’s material
White supremacy, Racism and Racial Formations
o Harris, C. I. (1993). Whiteness as property. Harvard Law Review, 106(8), 1707-1791.
o Wells, Ida B. (1900). Lynch Law in America. Re-published in Blackpast, Jul. 11, 2010.
o Tuck, E., & Yang, K. W. (2012). Decolonization is not a metaphor. Decolonization: Indigeneity, education & society, 1(1).
.
write a 1-page reflection discussing your ideas about how the new ag.docx
write a 1-page reflection discussing your ideas about how the new age of technology has impacted the functioning of the mind. Consider the diversity of the mind such as relationships, friendships, employment, decisions, emotions, etc.
Use a minimum one scholarly reference (article, credible site, textbook), APA style writing (cover page, indented paragraphs, references page, in-text citations).
.
Write a 1-2 page paper. Deliverable length does not include the titl.docx
Write a 1-2 page paper. Deliverable length does not include the title and references.
1.
What are the differences between Social Media, E-mail and Instant Messaging? (35pts.)
2.
List some of the Social Media Risks (35pts.)
3.
Provide three best practices for managing Social Media Records. (35pts.)
4. Use the APA format to include your references (20pts.)
.
Write a 1-2 page comparative evaluation of Hewletts and Lancys a.docx
Write a 1-2 page
comparative evaluation of Hewlett's and Lancy's arguments about learning and teaching in childhood
. You should introduce the topic, and include
at least
a paragraph summarizing each piece (follow the Comprehend section of your Rapid Critique Checklist) followed by your comparative critical evaluation of the authors' positions (Critique, Connect, and Communicate).
Key questions:
How does each author define "teaching"? Why is it important to understand how children learn from others? What evidence does each author present to support their argument? What are the implications of each argument (i.e. if X is true, what does that tell us about social learning)? What are the strengths and weaknesses of each argument? Take a position; which author do you agree with and why?
Materials:
Readings:
Lancy, David, Chapter 8, Ethnographic Perspectives on Culture Acquisition
Hewlett, B. S., & Roulette, C. J. (2016). Teaching in hunter–gatherer infancy.
Royal Society open science
,
3
(1), 150403.
Videos/Audio Files:
David Lancy, Taming the Autonomous Learner,
https://www.youtube.com/watch?v=g6-gWeO5xa0
.
Write a 1-2-page paper. Deliverable length does not include the .docx
Write a 1-2-page paper. Deliverable length does not include the title and references.
1. What are the differences between Social Media, E-mail and Instant Messaging?
2. List some of the Social Media Risks
3. Provide three best practices for managing Social Media Records.
Use the APA format to include your references
.
More Related Content
Similar to Write 2–3 pages to support a job application in which you provide yo.docx
6.2 Assignment The Dark Side of LeadershipReadSpeak.docx
6.2 Assignment: The Dark Side of Leadership
ReadSpeaker webReader: Listen
Focus
Getting Started
In this assignment, you will read Chapter 16, “The Dark Side of Leadership,” in our textbook. Hughes, Ginnet, and Curphy (2019) write:
Because of the profound ways in which leadership affects us all, it would be nice if the people in positions of authority were actually good at it. But research shows that most people are woefully inadequate when it comes to influencing an organized group toward accomplishing its goals. (p. 638)
The authors describe the most common reasons why people fail in leadership positions—bad leadership, managerial incompetence, and managerial derailment—and the steps leaders can take to improve their odds of success.
Image source:
Nonprofitrisk.org
Upon successful completion of this assignment, you will be able to:
Create an ethical strategy and standard for communication during change.
Types of Destructive Leaders Image Transcriptclick to expand contents
Resources
Textbook:
Leadership: Enhancing the Lessons of Experience
Background Information
In
The Leadership Challenge
, authors Kouzes and Posner (2007) report on their considerable surveys and research on the subject of leadership. They identify four characteristics most selected in their surveys of admired leadership: honest, forward-looking, inspiring, and competent.
Honest: “It’s clear that if people anywhere are to willingly follow someone—whether it’s into battle or into the boardroom, the front office or the front lines—they first want to assure themselves that the person is worthy of their trust” (p. 32).
Forward-Looking: “People expect leaders to have a sense of direction and a concern for the future of the organization” (p. 33).
Inspiring: “It’s not enough for a leader to have a dream. A leader must be able to communicate the vision in ways that encourage people to sign on for the duration and excite them about the cause” (p. 34).
Competent: “To enlist in a common cause, people must believe that the leader is competent to guide them where they’re headed. They must see the leader as having relevant experience and sound judgment” (p. 35).
These characteristics supplement the reading from Chapter 16 of
Leadership: Enhancing the Lessons of Experience
, reinforcing the contention that effective leaders must be careful to safeguard the positive attributes of leadership and guard against the ominous dark side of leadership.
Reference
Kouzes, J., & Posner, B. (2007).
The leadership challenge
(4th ed.). Jossey-Bass.
Instructions
Review the rubric to make sure you understand the criteria for earning your grade.
Read Chapter 16 of our textbook, including all Profiles and Highlights for an additional perspective.
Read the minicase, “You Can’t Make Stuff Like This Up,” at the end of Chapter 16.
Write a paper incorporating information from the textbook. Respond to the following questions related to the minicase.
How does Jim’s behavior.
Organizational Behavior Analysis In this assignment you will.docx
Organizational Behavior Analysis
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
Type of culture (Pluralism, Dualism or Salad bowl)
Modes of communication in the organization (i.e., written or verbal)
Nature of authority (i.e., recognized social rank)
Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
Areas of EQ (emotional quotient) embraced by the organization
Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight to ten pages in length and use a minimum of four scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center
Writing the Final Paper
The Final Paper:
Must be eight-to-ten double-spaced pages in length (not including the title and reference pages) and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must use headers
Must end with a conclusion that reaffirms your thesis.
Must document a minimum of four scholarly sources (8-10 would be better), in addition to the textbook, in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
Welcome to the final week of class.
Coaching
Coaching
and mentoring share many similarities. According to the International Institute of Coaching (2012) coaching is a form of personal development where the client and coach form an alliance that promotes and sustains the client’s personal growth. Coaching is an interactive, results oriented process that brings about change. Mentoring on the other hand is the process of giving another person help and advice.
According to Psychology Today, overstressed managers are increasingly turning to coaches to avoid burnout and to maximize their chances of success.
Mentoring
Relationship building is another way of transmitting organizational culture. Mentoring at its best describes a reciprocal relationship between two or more individuals (Zachary, 2005). Mentoring allows information to be transmitted, helps with future career growth, and assists organizations in retaining productive employees. In many businesses employees are encouraged to form relationships with mentors. These relationships tend to instill a sense of membership in the company. However, the mentor/protégée relationship is not indefini.
Running head RESEARCH PAPER OUTLINE1RESEARCH PAPER OUTLINE5.docx
Running head: RESEARCH PAPER OUTLINE 1
RESEARCH PAPER OUTLINE 5
Research Paper Outline: Servant Leadership
Introduction
· Definition and the history of the term servant leadership and example of how servant leadership works.
Research Hypothesis
· Hypothesis 1- Servant leadership leads to better organizational performance.
· Hypothesis 2- Political skills and servant leadership work together leading to employee creativity and positive workplace culture.
· Hypothesis 3- Servant leadership increases employee satisfaction.
Research methodology
· Sampling of 50 random junior employees and corporate managers from three companies in the United States to interview them on servant leadership.
Literature review
· Annotated bibliography 1
· Annotated bibliography 2
· Annotated bibliography 3
· Annotated bibliography 4
· Annotated bibliography 5
· Annotated bibliography 6
· Annotated bibliography 7
Findings
· Evidence of servant leadership across the sample of individuals evaluated
· General information observed regarding servant leadership
Research limitations
· Failed in establishing causality hence creating a gap that needs to be addressed in future through the application of different study designs.
· The study of servant leadership is part of the large topic that cannot be summarized into a small-paged paper. Therefore limited information was touched on regarding the subject matter.
Recommendations
· Recommendation 1- Managers should embrace servant leadership because of the benefits it brings to the organizations they lead.
· Recommendation 2- Employees should support servant leaders when they set examples for them.
· Recommendation 3- Excellent collaboration between the servant leader and the employees they are leading should be created for servant leadership to succeed.
Conclusion
· Summary of what is understood by the term servant leadershipsummary of the paper’s main points.
References
Giambatista, R., McKeage, R., & Brees, J. (2020). Cultures of Servant Leadership and Their Impact. The Journal of Values-Based Leadership, 13(1), 12. Retrieved from: https://scholar.valpo.edu/jvbl/vol13/iss1/12/
Chiniara, M., & Bentein, K. (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. The Leadership Quarterly, 27(1), 124-141.
DeConinck, J., & DeConinck, M. B. (2017). The relationship between servant leadership perceived organizational support, performance, and turnover among business to business salespeople. Archives of Business Research, 5(10).
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), 261-269.
Jaiswal, N. K., & Dhar, R. L. (2017). The influence of servan.
Write a 4–6-page analysis of a leader you either interviewed persona.docx
Write a 4–6-page analysis of a leader you either interviewed personally or researched thoroughly. In your analysis, address specific ways the leader demonstrates effective leadership.Effective leaders realize that employees should be recognized for a job well done. While some people prefer public praise and others prefer personal recognition, most employees want to be recognized in some way. Kouzes and Posner (2017) state that effective leaders begin their leadership development by first learning to lead themselves. Effective leadership begins from within and expands outward to affect others. This development cascades into effective leadership.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate the purpose and relevance of leadership.
Analyze how a leader reflects the definition of leadership.
Evaluate leadership style, characteristics, or themes in relation to the purpose and relevance of effective leadership.
Competency 2: Evaluate how leadership strengths apply in the workplace and within the community.
Analyze how a leader models leadership.
Analyze how a leader inspires a shared vision.
Analyze how a leader looks for new opportunities that may require experimentation or taking risks.
Analyze how a leader empowers and recognizes the contributions of others.
Reference
Kouzes, J. M., & Posner, B. Z. (2017).
The leadership challenge: How to make extraordinary things happen in organizations
(6th ed.). Hoboken, NJ: Wiley.
Assessment Example
Assessment 5 Example
.
Suggested Resources
The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
BUS-FP3012 – Fundamentals of Leadership
Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Capella Resources
For a list of key leaders you might consider for Option B of your assessment, see the
Option B Leaders List [DOC]
.
Bookstore Resources
These resources are available from the
Capella University Bookstore
.
Kouzes, J. M., & Posner, B. Z. (2017).
The leadership challenge: How to make extraordinary things happen in organizations
(6th ed.). Hoboken, NJ: Wiley.
Chapter 13, "Leadership Is Everyone's Business."
Preparation
Throughout your career, you could undoubtedly benefit from analyzing leadership and management characteristics of other leaders and managers you consider effective and successful. This assessment provides an opportunity and framework to do that in the context of effective leadership.
To complete this assessment, you have two options. You may choose to base your assessment on a leader you know personally or on a lead.
Reflection paperPaper Yu Liang
Reflection paperPaper
Yu Liang
Student ID : 628399Comment by S L: No space here.
Trinity Western University
LDRS 303 I3 - Contemporary Leadership Approaches
Steven Stephen Liang
May 17, 2022
Chapter 11Comment by S L: Do not leave a line between the heading and the paragraph.
After reading chapter 11 I learned that adaptive leadership is how leaders motivate their followers to adapt and respond to changes, problems and challenges. Unlike authentic leadership, which focuses on the characteristics of the leader, adaptive leadership emphasizes the complex interactions of leaders and followers in different contexts. In general, adaptive leadership focuses on how followers change and adapt to new situations. It asks leaders to address three situational challenges: 1) technical challenges, 2) technical and adaptive challenges, and 3) adaptive challenges.Comment by S L: This is not APA.
An important point for me in this chapter is that adaptive leadership is follower-centric. Adaptive leaders always help their followers do what they need to do to adapt to the challenges or problems they face (Northouse, 2018). I think this is important. I remember when I was in Vancouver Premier College before because our team members did not understand the instructions given by the teacher during the group work process. Later, under the active discussion of our group, he finally adapted to the topic given by the teacher teacher, and we got good grades.Comment by S L: Awkward. Unclear.
I will apply this leadership style to my practice. At home, this entails encouraging each family member to deal with tough life issues. At work, this entails encouraging employees to adapt to challenges and thrive when faced with them. In a community, adaptive leadership involves encouraging community members to deal with problems, such as disease outbreaks, natural disasters, or terrorism. A key advantage of adaptive leaders is that they can adapt their leadership methods to the situation.Comment by S L: A little repetitious. I'd like to see more specifics.
Adaptive leadership has to do with the culture I come from. I grew up in a culture of transparency and openness. Adaptable leaders must face challenges with transparency and openness. Adaptive leadership can also be rooted in other cultures, including those that support change. This will ensure success when implementing the change program.Comment by S L: You are introducing something new in your conclusion.
Reference
Preece, J. (2016). Negotiating service learning through community engagement: Adaptive 434
leadership, knowledge, dialogue and power. Education as Change, 20(1), 104–125.
Edwin. Did someone help you with this?
You citation and reference doesn’t match.
2
Leadership
Eighth Edition
3
To Madison, Isla, and Sullivan
4
Leadership
Theory and Practice
Eighth Edition
Peter G. Northouse
Western Michigan University
5 ...
DwightEvaluation Leadership style assessments certainl.docx
Dwight
Evaluation
Leadership style assessments certainly have a place within the organization. The effectiveness of a leadership style assessment will depend on what type of assessment and what the organizational needs are. Multi-source feedback assessments are supposed to give a 360 degree look at a leader and give the organization a valuable outcome in the evaluation of the leader (MacKie, 2015). Using multi-source feedback assessments can be extremely beneficial as long as the assessment is properly paired with the organizational goals and needs. Assessing a leader from multi perspectives is truly a holistic approach. But, organizations need to recognize that no leadership style assessment is not without its limitations.
Next, the behavior approach is one of four approaches to leadership. Three of which all have weaknesses; traits, skills, and behavior. But the fourth approach to leadership, the situational approach demonstrates the flexibility of a leader (Northouse2016, 2016). In today’s dynamic and complex business environment, flexible leaders bring the most value to an organization. The situational approach allows the leader to apply the other three approaches given the circumstances. As an Army leader I found this approach to be extremely effective while leading in combat and non-combat situations.
Explanation of Usefulness
Of equal importance is the usefulness leadership style assessments and the behavior approach have on an organization. Once an organization has clearly defined the goals and purpose of conducting an assessment, and then subsequently the correct assessment is used, the results will certainly help the organization. In this case, using an assessment to evaluate the benefits of a behavior approach to leadership will allow the organization to determine what needs to be done, how it needs to be done, and how fast it needs to be done (Saxena, 2014). Additionally, the behavior approach (if the relationship behavior is used), can give subordinates the motivation needed to achieve the desired outcome through a better understanding of themselves.
Explanation of Impact
The impact of leadership assessments on an individual can be positive or negative. Again, this directly correlates to the goals and expectations of the organization when the assessment is implemented. For the individual, it could potentially identify strengths and weaknesses. Thus, giving the individual the opportunity to grow and learn from the assessment. Simultaneously, the organization discovers how these strengths and weaknesses fit into the organization’s goals. Once they have identified where and how an individual nest into the organization, a holistic approach to achieving those goals can be developed (Northouse2016, 2016). In comparison, using a behavior approach assessment will yield valuable information about subordinates’ behavior patterns. Which equates to the organization knowing and understanding their employees. Understanding behavio.
18 Volume 18, Issue 1, March 2017 Review of.docx
18 Volume 18, Issue 1, March 2017 Review of International Comparative Management
The Emergence of Leadership Styles:
A Clarified Categorization
Franco GANDOLFI1
Seth STONE2
Keywords: leadership, leadership styles, leadership categories, categorization
JEL classification: M12, M14
Introduction
The world is in the midst of a leadership crisis. Despite the fact that there is
a vast body of literature on leadership, it has remained one of the most misunderstood
business phenomena (Gandolfi & Stone, 2016). Thus, it becomes of paramount
importance to understand the consequences, both positive and negative, that emerge
from the various known and validated leadership styles found in modern-day
organizations. Further, it is critical to have metrics in the form of known attributes
of effective leadership to serve as a benchmark for the effectiveness of each
leadership style. A thorough understanding of both the potency and effectiveness of
recognized leadership styles will benefit the academic and professional communities
alike.
Therefore, the purpose of this article is to showcase the different leadership
styles in practice in organizations today and to provide a categorization of existing
leadership styles. A key objective of this research is to compare leadership styles to
a functional and comprehensive working definition of leadership. With this in mind,
1 Dr. Franco GANDOLFI, Georgetown University, Email: [email protected]
2 Dr. Seth STONE, Regent University, Email: [email protected]
Abstract
The study of leadership has become a prominent scholarly and professional focus
in an ever-changing, multi-dimensional globalized world. Despite abundant scientific and
anecdotal work on the effectiveness and potency of “good” leadership, several leadership-
related questions have remained unanswered. For instance, what does good, effective
leadership look like? What is a leadership ‘style’ at its most basic? What leadership styles
are at a leader’s disposal? While leadership may be seen as one of the most over-
researched topics, it remains one of the most misunderstood phenomena of our time
(Gandolfi & Stone, 2016). This conceptual paper addresses the notion of a leadership style
and purports to categorize the ever-increasing pool of leadership styles that emerge both
in scholarly and professional circles. The paper culminates in a graphic depiction of the
categorization of leadership styles based on the scientific work of Lewin, Lippit, and White
(1939).
mailto:[email protected]
mailto:[email protected]
Review of International Comparative Management Volume 18, Issue 1, March 2017 19
this work begins with a brief review of a working definition of leadership and the
key empirically researched attributes of effective leaders. The article then provides
a deeper analysis o.
Nameu06a1 leadership development philosophy, governa
Nameu06a1 leadership development philosophy, governa
Background for BothJournal Articles and Websites Journal art.docx
Background for Both:
Journal Articles and Websites: Journal articles can be found in the Trident Online Library. Book chapters are located in the same library, but you must click on “Additional Library Resources” and then search the eBook Academic Collection (EBSCO)
Airbnb’s Nathan Blecharczyk on being the only engineer for the first year/ Founder stories. (2013). YouTube Video. Retrieved from https://www.youtube.com/watch?v=zLVR6Wbmvqw
Boaz, N., & Fox, E.A. (2014). Change leader, change thyself. McKinsey & Company – Insight Publications. Retrieved from http://www.mckinsey.com/insights/leading_in_the_21st_century/change_leader_change_thyself
Caldwell, R. (2012). Leadership and learning: A critical reexamination of Senge's learning organization. Systemic Practice and Action Research, 25(1), 39-55.
Cardenas, J., & Crabtree, G. (2009). Making time for visionary leadership. College and University, 84(3), 59-63.
Cultural competence. (2013). Global Pathways. Retrieved from http://www.wku.edu/cebs/centers_and_projects/global_pathways/global_pathways_cultural_competence_pres.pdf
Hofstede, G. (1993). Cultural constraints in management theories. Academy of Management Executive, 7(1), 81-94.
Hofstede’s cultural dimensions. (2016). Mind Tools. Retrieved from http://www.mindtools.com/pages/article/newLDR_66.htm
Organizational change: Open Systems. Retrieved from http://www.soi.org/reading/change/concepts.shtml
The 100 Most Influential People (2016). TIME. Retrieved from http://time.com/collection/2016-time-100/
Optional Readings and References
Appelbaum, S., Bartolomucci, N., Beaumier, E., Boulanger, J. & et al. (2004). Organizational citizenship behavior: A case study of culture, leadership and trust. Management Decision, 42(1/2), 13-43.
Blain, J. (2006) Visionary Leadership. YouTube Video: Retrieved from http://www.youtube.com/watch?v=EbXkYinkeJA
Casimir, G., & Waldman, D. A. (2007). A cross cultural comparison of the importance of leadership traits for effective low-level and high-level leaders: Australia and China. International Journal of Cross Cultural Management, 7(1), 47-61.
Conceicao, S. C., & Altman, B. A. (2011). Training and development process and organizational culture change. Organization Development Journal, 29(1), 33-44.
Hofstede, G. (2011). Dimensionalizing culture: The Hofstede model in context. Online Readings in Psychology and Culture, 2(1), 1-26. Retrieved from http://scholarworks.gvsu.edu/cgi/viewcontent.cgi?article=1014&context=orpc
Kaifi, B. A., & Mujtaba, B. G. (2010). Transformational leadership of Afghans and Americans: A study of culture, age and gender. Journal of Service Science and Management, 3(1), 150-159.
Waldman, D. A., Luque, M. S., Washburn, N., House, R. J. & et al. (2006). Cultural and leadership predictors of corporate social responsibility values of top management: A globe study of 15 countries. Journal of International Business Studies, 37(6), 823-837.
Paper 1:
APA
5-6 Pages
Leaders of today can be cate ...
Write an investigative paper that applies group-related communicatio
Write an investigative paper that applies group-related communication theories to a selected group.
There are many ways to improve interpersonal effectiveness, and the benefits of doing so are profound. Many studies point to interpersonal effectiveness as the leading predictor of future success. Derailment studies (Lombardo & McCauley, 1988) found lack of interpersonal communication skills to be a key factor in the likelihood of a manager to derail, or be removed from his or her job.
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 2: Analyze the interrelationships of communication within organizational systems.
Describe the characteristics of a group.
Analyze the roles of group members.
Describe the group stages experienced.
Analyze group norms.
Describe positive and negative participation behaviors.
Describe group's use of technology for communication.
Competency 3: Communicate effectively.
Write clearly to convey the intended content and follow APA rules for attributing sources.
Reference
Lombardo, M. M., & McCauley, C. D. (1988). The dynamics of management derailment.
Center for Creative Leadership Technical Report
,
34
, 1–33.
Individuals are the essence of communication. Even before involving others, intrapersonal communication is at work. These are the messages we send to ourselves and relate to our own issues and perceptions.
SHOW LESS
Interpersonal communication takes place when a second individual is incorporated into the setting. Trust and power are often part of interpersonal relationships, as is perception, the way we think about others. In today's organizational environment, technology is also closely linked with the ways we communicate one-on-one.
The
Assessment 3 Context
document contains important information related to working in groups that address the following topics:
The Importance of Good Listening Skills.
Groups in Organizations.
Group Types.
Group Development.
Individuals' Roles in Groups.
To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.
SHOW LESS
An outsider's opinion can be an eye-opening experience. Ask a supervisor or coworker to provide you with honest, detailed feedback regarding your personal communication and listening skills. Then consider the following:
How was it for you to get the feedback you did?
Do you agree with the assessment made by your supervisor or coworker?
If you received feedback you did not expect, how did you respond?
If areas for growth were noted, what plans, if any, do you have for growth?
Required Resources
The following resources are required to complete the assessment.
Capella Resources
The following is a PDF document written by Capella faculty.
Backlund, G. (20 ...
CONTRASTING LEADERSHIP STYLES
CONTRASTING LEADERSHIP STYLES
1
CONTRASTING LEADERSHIP STYLES
2
Contrasting Leadership Styles
Star Student
Westcliff University
BUS 500: Organizational Leadership
Professor Fantastic
Month Date, Year
Contrasting Leadership Styles
This will contain the background of both leaders. This is how I want your paper turned in. Your audience is someone like your roommate – intelligent, educated, but has NO IDEA what the case study is about. Remember, this is to be a perspective on leadership that requires you to perform research and analysis into how these leaders viewed themselves, and how others viewed them.
This will probably be a few paragraphs. The easiest way to explain this section is to think of it like an abstract or introduction. This section, if written properly, can actually act as the abstract for this paper. It will, in a sense, set up the rest of the paper, which is the review of the case, analysis, recommendations, and the summary and conclusions sections. Cite authors. You should NOT write “According to his book” as your reader has NO IDEA who or what is that. Instead, use “According to Kouzes and Posner (2017), ...”
The paper should be written in third person narrative. You will NOT use the first person or the second person. Note: I have bolded the required headings that must be present in the paper and please keep bolded. One other note: an organization is an “it,” not a “they.” Remember that when you use pronouns describing an organization.
What Made (Leader 1) and (Leader 2) Effective Leaders
Here, you can put what they both have in common.
Leader 1
Begin text here. Here you can get into specifics about this particular leader.
Leader 2
Begin text here. Here you can get into specifics about this particular leader.
How They Influenced the Lives of Others
Here you can put what they both have in common.
Leader 1
Begin text here. Here you can get into specifics about this particular leader.
Leader 2
Begin text here. Here you can get into specifics about this particular leader.
How (Leader 1) and (Leader 2) Will be Remembered in History
Here, you can put what they both have in common.
Leader 1
Begin text here. Here you can get into specifics about this particular leader.
Leader 2
Begin text here. Here you can get into specifics about this particular leader.
Leader 1 and Leader 2 as Servant Leaders
Here, you can put what they both have in common.
Leader 1
Begin text here. Here you can get into specifics about this particular leader.
Leader 2
Begin text here. Here you can get into specifics about this particular leader. Make sure you define servant leadership.
Also, you must provide at least six (6) peer-reviewed references and cite the references in the form of in-text citations in the body of the paper (i.e., the textbook and six [6] additional peer-reviewed sources). Again, when you referen ...
Running head IMPROVE ETHICAL PERFORMANCE 1Using Leadershi.docx
Running head: IMPROVE ETHICAL PERFORMANCE 1
Using Leadership to Improve Ethical Performance
Your Name
Course Name; Number
Dr. Laura Jones
University Name
Date Submitted
IMPROVE ETHICAL PERFORMANCE 2
Using Leadership to Improve Ethical Performance
Place the title of the paper and not the word “Introduction” on the first line. Tab to the
.5-inch mark to begin your introductory paragraph. To develop an introduction, begin with some
interesting facts about the topic and then narrow the focus to the specific topics for discussion.
The introduction should include a thesis statement and succinctly describe the order in which you
organize the body of the paper. Please provide in-text citations for the information you provide.
Interview of _______
1. How would you define leadership?
2. As a leader, what do you do when people on your team aren’t pulling their
weight?
3. What is one of the greatest leadership challenges you have ever faced? What did
you do? What was the result?
4. How would you describe your communication style?
5. Describe a situation in which effective interpersonal communication skills
contributed to your success.
6. Describe your personal actions by which you convey to your staff that
ethics/ethical behavior is a high priority with you and that you also expect it to be
a high priority with your staff.
7. Related to the previous question, describe how your personal actions
(demonstrating ethics is a priority) have impacted your staff and/or colleagues.
8. Describe a situation where you recognized a need to communicate clear
expectations for ethical practice. How did you recognize that expectations had to
be clarified? What did you do or say to clarify the expectations?
IMPROVE ETHICAL PERFORMANCE 3
Analysis
Leadership
You may include the wording “The following responses are relevant to this analysis of
leadership”. Summarize the answers you gathered in your interview that are relevant to this
analysis.
Provide an analysis of the leadership approach. A thorough analysis would include a
determined leadership style and relevant leadership theories. Include in-text citations to support
the information you present in the paper. An example of an in-text citation that you place at the
end of the information you paraphrased is (Boone, 2012). Please note the above heading is bold
and the major words begin with capital letters.
Compare and contrast the leader’s point of view about leadership with your own
perception of it. Include in-text citations to support the information. Another approach to using
in-text citation is to include the citation at the beginning of the sentence as follows. According to
Boone (2012), then provide the information.
Motivation
You may include the wording “The following responses are relevant to this analysis of
motivation”. Summarize the answers that you gathered in your interview that are relevant to this
analysis.
Provide an analysis the leader’s approach to m ...
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Running head RESEARCH PAPER OUTLINE1RESEARCH PAPER OUTLINE5.docx
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Levels Of Security Risks And Methods Of Mitigation
Levels Of Security Risks And Methods Of Mitigation
Write a 4–6-page analysis of a leader you either interviewed persona.docx
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Nameu06a1 leadership development philosophy, governa
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- 1. Write 2–3 pages to support a job application in which you provide your definition of leadership, how it can positively impact an organization, and how it's different from management. In the 21st century, the study of leadership is multidisciplinary, with contributions from the fields of history, philosophy, psychology, political science, business, and education (Northouse, 2007). There are almost as many definitions of leadership as there are people who have tried to define it. Although we intuitively know what the word means, it has different meaning for different people. Manning and Curtis (2012) explained, "Leadership is social influence. It means leaving a mark. It is initiating and guiding, and the result is change" (p. 2). SHOW LESS By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: Competency 1: Evaluate the purpose and relevance of leadership. Develop a definition of leadership. Explain how leadership can positively impact an organization. Competency 2: Evaluate how leadership strengths apply in the workplace and within the community.
- 2. Explain a strategy to develop leadership skills. Develop a definition of management. Explain the differences between leadership and management. References Manning, G., & Curtis, K. (2012). The art of leadership (4th ed.). New York, NY: McGraw-Hill. Northouse, G. (2007). Leadership theory and practice (4th ed.). Thousand Oaks, CA: Sage Suggested Resources The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The BUS-FP3012 – Fundamentals of Leadership Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
- 3. Multimedia Click Three Circles of Effective Leadership | Transcript to watch a presentation based on Blanchard and Zigarmi's Leadership and the One-Minute Manager . Capella University Library Resources Hopen, D. (2010). The changing role and practices of successful leaders . Journal for Quality and Participation , 33 (1), 4–9. NBC Learn Video NBC News. (2009, September 2). Portraits of leadership [Video] . NBC Learn. This production assembles a collage of iconic leaders, such as Martin Luther King Jr., to illustrate concepts of everyday leadership.
- 4. Bookstore Resources These resources are available from the Capella University Bookstore : Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations (6th ed.). Hoboken, NJ: Wiley. Introduction, "Making Extraordinary Things Happen in Organizations." Chapter 1, "When Leaders Are at Their Best." Chapter 3, "Clarify Values." Chapter 4, "Set the Example." Rath, T., & Conchie, B. (2008). Strengths based leadership: Great leaders, teams, and why people follow . New York, NY: Gallup Press. "Introduction." "Part One: Investing in Your Strengths."
- 5. For this assessment, consider that you are a successful middle manager in an organization that has an executive level position open. The human resources department is leading an internal search for that opening and considers leadership strengths as key to the position. As part of the application process for candidates interested in the opening, they asked each candidate to submit a short paper explaining the candidate's views of leadership. To complete your paper, research the definition of leadership and consider how the definitions you find match your own ideas of what leadership means. The organization's HR department indicated the paper should be around 2–3 pages. They also provided the following outline to use in preparing the paper: Create a definition of leadership and support it with examples. Analyze how leadership can positively impact an organization and provide supporting examples. Develop and analyze a personal strategy to develop leadership skills, including why you think it is effective. Explain your personal strategy to develop leadership skills. Create a definition of management and support it with examples.
- 6. Compare and contrast the differences between leadership and management. Based on the intended audience, your summary should be well organized and written in clear, succinct language. Follow APA rules for attributing sources that support your analysis and conclusions. Academic Integrity and APA Formatting As a reminder related to using APA rules to ensure academic honesty: When using a direct quote (using exact or nearly exact wording), you must enclose the quoted wording in quotation marks, immediately followed by an in-text citation. The source must then be listed in your references page. When paraphrasing (using your own words to describe a non- original idea), the paraphrased idea must be immediately followed by an in-text citation and the source must be listed in your references page. PLEASE VIEW THE SCORING GUIDE. PROFICIENT- DISTINGUISHED PAPERS ACCEPTED.