...the larger picture? Lately I have been dealing with people who lock up their own feelings and are not straightforward about their views, forthcoming about their wants or easy to deal with for me. It’s been a challenge, to say the least. My first reaction is to steer clear away from them. I might still! But in my dealings, I have found great opportunity to understand my own slant towards authentic expression, onstage and off. It’s about how small a role is. You see, in some ways it is much easier to shine and get noticed if you have been assigned a big, juicy lead. Still, in our play there’s the Rabbi that barely says a few words and becomes one of the most applauded actors on this stage. Certainly, he is seen and remembered by the audience. There’s a mastery about him, that comes only from years of work and spotless technique. But I wonder if it is only that which makes for this star power? I believe not. It’s the fact that he OWNS this role. He makes a conscious effort to do it just right. To lend himself to it enough, while remaining reflective enough of its effect. The more authentic you are in general, the easier it will be to learn about yourself. So, in my dealings with authenticity or the lack of it, the journey inward holds the greatest...
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...Authentic Leadership Leaders of the future should be obliged to embark on their own journey of personal development to earn the title leader (Whitmore 2012). The need for governance has mainly increased the pressures on organisations to have aspiring leaders with the skills needed for their fields of interest. This is supported by The Open University (on-line 2012) when it is suggested that clinical leadership is essential for service redesign, quality, innovation, productivity and prevention. It is recognised that in order to facilitate whole system approach in today’s National Health Service (NHS), leaders need to understand not only the people and culture they are trying to change, but also their own personality traits and how these may affect the process (Judge and Bono 2000, 754). In this regard a personal based analysis will be conducted, realising how far I have already gone concerning the developmental processes. I shall conduct a critical reflection (Gibbs 1988) of a personal leadership archaeology found in Appendix One. To facilitate the learning demonstrated two tools have been used; a full Myers-Briggs Type Indicator (MBTI) assessment has been completed, which allows a level of understanding by analysing individuals’ preferences as they make up a personality. Secondly the Belbin team role self perception inventory (BTRSPI) has been completed by both self and observer assessments used to consider my role within the team. The completion of these tools...
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...J Bus Ethics (2015) 131:107–119 DOI 10.1007/s10551-014-2271-z Authentic Leadership and Whistleblowing: Mediating Roles of Psychological Safety and Personal Identification Sheng-min Liu • Jian-qiao Liao • Hongguo Wei Received: 26 July 2013 / Accepted: 22 June 2014 / Published online: 8 January 2015 Ó Springer Science+Business Media Dordrecht 2015 Abstract The issues of organizational wrongdoing damage organizational performance and limit the development of organizations. Although organizational members may know the wrongdoing and have the opportunity to blow the whistle, they would keep silent because of the interpersonal risks. However, leaders can play an important role in shaping employee whistleblowing. This study focuses on discovering the mechanisms of how authentic leaders influence employee whistleblowing with a sample from China. Results demonstrate that authentic leadership is positively related to internal whistleblowing. Team psychological safety partly mediates the relationship between authentic leadership and internal whistleblowing. Personal identification partly mediates the relationship between authentic leadership and internal whistleblowing. The study contributes to the extant theory by filling the gap between leadership and whistleblowing. Keywords Internal whistleblowing Á Authentic leadership Á Psychological safety Á Personal identification S. Liu Business School, University of Shanghai for Science and Technology, Jungong Road...
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...Alan Mulally 1 Running head: Alan Mulally “Alan Mulally, CEO Ford Motor Company ” Jacqueline J. Urquhart Instructor: Brenda B. Adams Leadership and Organizational Behavior-Bus 520 02/09/ 2011 STRAYER University Alan Mulally 2 Abstract Amid plummeting auto sales multi billion dollar loses, Ford, the once epitome of efficiency in auto manufacturing, was relegated to mediocrity by 2006. It became evident that an insider could no longer fix Ford and that an outsider was needed. Alan Mulally, the former CEO of Boeing Co.’s commercial airlines was hired as CEO in September of 2006. I will discuss the role of leadership and how it can impact organizational performances. Additionally, I’ll discuss how Mulally’s leadership style at Ford and Iwill provide examples of how his actions fit this style. Also I will discuss how goal setting helped Ford improve it’s performance. Additionally, I will assess Mulally on each element in communication openness including message transmission, trust, agenda’s and goals. Finally, I will evaluate the effectiveness of Mulally’s leadership style...
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...propose that dyadic relationships will become more intimate and trusting as the level of consistent commensurability of a person’s actual self, and perceptions of the other’s view of his or her actual self, increases. The implication for the development of authentic leader–member relationships in unconstrained settings is that followers and leaders will be most likely to form trusting and close relationships with persons who see them as they see themselves, i.e.—persons who see their true selves. Moreover, when ought selves serve as the source of commensurability, the follower will conclude the leader bhas the same standards as meQ (Robins & Boldero, 2003, p. 64), producing interpersonal feelings of justification. Finally, when the ideal selves serve as the source of commensurability, the follower will conclude that the leader bhas the same ideals and aspirations as meQ (p. 64) and experience feelings of cooperation and alliance. Thus, the highest levels of interpersonal trust, intimacy, cooperation, and goal alignment will be achieved when the follower and leader have congruent actual, ought and ideal selves. We believe such high levels of consistent commensurability are especially conducive to the formation of authentic leader–follower relationships, as both parties share similar ought and ideal selves, and accurately present and perceive their actual selves. Particularly relevant to our focus on follower self-regulation are instances where ought and ideal selves of...
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...How to Become an Authentic Speaker https://hbr.org/2008/11/how-to-become-an-authentic-speaker Why sometimes we feel everything is right, but the speech is still not authentic? The reason lies in the relation between gestures and words. People’s natural and unstudied gestures are often indicators of what they will think and say next. Thus rehearsing specific gestures one by one and employing gesture or even slightly after speaking the associated words would let audience feel that something’s wrong—that the speaker is inauthentic. Then how to prepare an authentic speech and rehearse those gestures? Four underlying aims (intents): 1. To be open with your audience: Try to imagine giving your presentation to someone with whom you’re completely relaxed, or even do this in real. 2. To connect with your audience: Think about wanting—needing—to engage the listeners. Imagine that a young child you know well isn’t heeding you. To capture his attention, you simply do what feels natural and appropriate. You increase the intensity or volume of your voice or move closer. 3. To be passionate about your topics: Focus not on what you want to say but on why you’re giving the speech and how you feel about that. Let the underlying emotion come out in every word you deliver during this round of rehearsal. 4. To listen to your audience: Begin thinking about what your listeners are likely to be feeling when you step up to begin your presentation. As you practice, imagine yourself...
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...Love The Way You Lie On the first page of our story The future seemed so bright Then the saint turned out so evil I don't know why i'm still surprised Even angels have their wicked schemes And you take that to new extremes But you'll always be my hero Even though you've lost your mind Just gonna stand there and watch me burn Well that's alright because I like the way it hurts Just gonna stand there and hear me cry Well that's alright because I love the way you lie I love the way you lie I love the way you lie Now there's gravel in our voices Glasses shattered from the fight In this tug of war you always win Even when i'm right Cause you feed me fables from your head With violent words and empty threats And it's sick that all these battles are what keeps me satisfied Just gonna stand there and watch me burn Well that's alright because I like the way it hurts Just gonna stand there and hear me cry Well that's alright because I love the way you lie I love the way you lie I love the way you lie So maybe i'm a masochist I try to run but I don't wanna ever leave Til the walls are going up In smoke with all our memories Just gonna stand there and watch me burn Well that's alright because I like the way it hurts Just gonna stand there and hear me cry Well that's alright because I love the way you lie I love the way you lie I love the way you lie I love the way you...
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...Examine what changes I want to make in own leadership style, and give reasons why. Give examples of how this will affect my work going forward. Examine what changes I want to make in own leadership style, and give reasons why. Give examples of how this will affect my work going forward. Plagiarism Declaration I know that plagiarism is wrong. Plagiarism is to use another’s work and pretend that it is one’s own. Allowing another to copy my work and use it as their own is also plagiarism. This assignment is my own work. I have not allowed and will not allow anyone to copy my work with the intention of passing it off as his or her own work. I acknowledge that working with someone on my assignment is allowed, but only if a mutual effort is made and different examples and, where necessary, wording is used. Signature: ....868.... Plagiarism Declaration I know that plagiarism is wrong. Plagiarism is to use another’s work and pretend that it is one’s own. Allowing another to copy my work and use it as their own is also plagiarism. This assignment is my own work. I have not allowed and will not allow anyone to copy my work with the intention of passing it off as his or her own work. I acknowledge that working with someone on my assignment is allowed, but only if a mutual effort is made and different examples and, where necessary, wording is used. Signature: ....868.... Introduction If someone asked me before I started my MBA what changes...
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...Assignment 4 Chapters 10 and 11. Case 11.1 Authentic Leadership Am I Really a Leader? 1. Learning about one’s self is an essential step in becoming an authentic leader. What role did self-awareness play in Sally Helgesen’s story of leadership? Self-awareness is an extremely important process in becoming an authentic leader wherein individuals not only understand themselves, including their strength and weaknesses but also learn the impact they have on others. Understanding herself just lead Sally into becoming an authentic leader. Through her journey and experiences, she realized her strengths and weaknesses and developed a clear sense of who she was and what she stood for; developed a strong anchor for her decisions and actions. 2. How would you describe the authenticity of Sally Helgesen’s leadership? I think Sally’s leadership is very authentic. The factors that impacted her leadership were Confidence and resilience: When she started writing the book Wildcatters she lived in adverse conditions but she showed resilience, remaining optimistic and bounced back from challenging situations and became a writer. Moral reasoning: Despite her acclaim she realized her shortcomings seeing herself as an author not an expert on women’s issues and started reasserting them in a different form. She developed the capacity to make ethical decisions. Critical Life event: The book The Female Advantage resulted in numerous speaking and consulting opportunities. I think that her travels...
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...진성리더십(Authentic Leadership) 1. 진성리더십의 개념 진성리더십의 개념은 진정성(authenticity)의 개념을 바탕으로 정의된다. 진정성(authenticity)은 한 개인이 자기 스스로를 알고, 자신 내면의 생각과 감정, 가치관 등에 일치되도록 행동하는 것을 의미하며, 자기인식(self-awareness)과 자기규제(self-regulation) 등 두 가지 요소로 이루어진다. 자기인식은 현재 자신의 진정한 자아를 인식하는 것으로 자신의 재능, 강점, 목표, 핵심 가치관, 믿음, 욕망 등을 지속적으로 이해하는 과정이며, 자기규제는 개인이 그들의 가치관과 목표를 자신의 행위와 일치시키는 과정이다. 진성리더십은 ‘리더와 조직구성원들의 긍정적 자기개발 촉진 측면에서 자기인식, 내재화된 도덕적 관점, 정보의 균형된 프로세스(처리) 및 관계적 투명성 등을 보다 발전시키기 위해 긍정적 심리 역량과 긍정적/도덕적 분위기를 만들어내고 증진하는 리더의 행동 양식’으로 정의된다. 진성리더란 ‘자신이 어떻게 행동하고 생각하는지 충분히 지각하며, 그들과 다른 사람들의 가치/도덕적 관점, 지식 및 강점을 알고 있는 다른 사람들에 의해 인식되는 사람들로서, 그들이 행동하는 맥락을 알고 있으며, 자신감 있고, 희망적이며, 낙관적이고, 복원력이 높으며, 높은 도덕적 특성을 지닌 리더’이다. 2. 진성리더십의 발전배경 진성리더십은 미국 네브라스카-링컨 대학 갤럽 리더십 연구소(Gallup Leadership Institute)의 변혁적 리더십과 윤리적 리더십을 바탕으로 사회와 조직구성원으로부터 존경과 신뢰를 받을 수 있는 리더십의 제시와 개발에 대한 연구에서 시작되었다. 진성리더십은 긍정심리학, 긍정조직행태(POB), 변혁적 리더십(transformational leadership)/전범위 리더십(full-range leadership), 윤리적/도덕적 관점수용(ethical/moral perspective-taking) 등과 같은 이론적 논의들을 통합하려는 노력을 통해 발전하였다. 진성리더십은 긍정조직행태 연구에 있어 중요한 요소로서 심리적 자본과 같은 조직의 긍정적 측면을 강조한 각종 변수들과 함께 연구되었다. 즉, 진성리더십은 리더십의 긍정적 요소를 강조한다. 기존의 리더십 연구는 부정적인 측면에 초점을 두는 경향이 있었으며, 리더의 개인적 차원에서 리더십을 어떻게 구축할 것인가에 대한 연구에 집중하였다. 진성리더는 긍정적 역할 모델링(positive role modeling)을 통해 구성원들의 긍정적 조직행태를 내재화시키는 규범적(모범적) 영향을 주며, 구성원들의 긍정적 정서를 확대시키고, 긍정적 자기 개발을 촉진하는 것으로 알려져 있다. 3. 진성리더십의 개발 진성리더십은 과 같은 과정을 통해 개발된다. 진성리더십 개발에 영향을 미치는 외부적인 요인에는 리더의 개인적 역사와 중요사건 등과 같은 개인적 요인과 리더가 속해있는 조직의 포용적이고 윤리적인 분위기, 동료와 부하에 대한 보살핌, 강점기반 등의 조직분위기가...
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...Jose’s Authentic Mexican is a popular 58-seat restaurant located in the business district of New England. They are known for their great range of traditional Mexican dishes and their Mexican themed interior. Ivan Karetski, a server at Jose’s, has recently noticed that his tips have been declining. Several factors beyond Karetski’s control could be contributing. There is limited free off-street parking, customers have to wait outside for up to 45 minutes to get a seat on Friday and Saturday nights and the cook has been irritable lately due to the poor quality of ingredients delivered to him. A decline in tips suggests a decline in quality. According to Operations Management, quality is generally defined as meeting or exceeding the expectations of customers. These expectations can be fulfilled based on three major components: customer satisfaction, employee involvement and continuous improvement (L. P. Ritzman et al, 2007). Quality is dependent on many factors thus the perception of quality changes depending on the people involved. At Jose’s, the external customers are the diners while the internal customers are the servers, suppliers, hosts, cooks, upper management etc. Quality to the external customer should be defined by their expectations. Some of these expectations include: 1. Ambiance. The decorations, lighting and music should be of Mexican style. 2. Location and accessibility to the restaurant. Ample parking should be available, public transportation should be...
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...Effective Leadership There is no doubt that to be an effective leader in today’s environment we have to be prepared to take on several challenges and use them as a tool to foster individual growth and creativity within our organization. The problem is too often people in positions of power can easily get overwhelmed and as result lose focus of what it really means to lead. Leadership is a two way streak and employees need their leaders just as much as leaders need their employees to be successful. This is why it is important to create an environment where the exchanges of ideas is encouraged and instead of surrounding themselves with “yes men”, leaders should hire employees who are not afraid to tell it like it is. Personally, I have seen managers flounder on projects simply because they did not want to surround themselves with the right skills for fear of being demoted. What they forget is that it is usually a matter of time before one mistake becomes viral and they become victims of their own dysfunctions. Leaders can be more effective if they start by first realizing their own short comings. “Leaders are made, not born” (Iacocca, n.d.). In most cases, it is a never ending learning process and although we do not expect them to be perfect, the fact is most employees rely on their expertise and unique strengths to influence and motivate them. At the same time, one common mistake we see in some leaders is that they think they have all the...
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...Authentic JA Cuisine Final Draft Msoptimistic1 October 20, 2012 Table of Contents 1.0 Executive overview Pg. 3 2.0 Situation Analysis Overview Pgs. 4-5 2.1 Market Summary Pg. 6 2.2 SWOT Analysis Pg. 7 2.3 Competition Pgs. 8-9 2.4 Product/Service Offering Pg. 10 2.5 Keys to Success Pg. 11 2.6 Critical issues Pg. 12 3.0 Marketing Strategy Overview Pg. 13 3.1 Mission Pg. 14 3.2 Marketing Objectives Pgs. 15-17 3.3 Financial Objectives Pg. 18 3.4 Target Markets Pgs. 19-20 3.5 Positioning Pgs. 21-22 3.6 Pricing Strategies Pgs. 23 3.7 Marketing Attack Strategy Pgs. 24-27 3.8 Marketing Research Pgs. 28-29 4.0 Controls Overview Pg. 30 4.1 Progress Milestones Pg. 31 4.2 Marketing Organizations Pg. 32 4.3 Contingency Planning Pg. 33 5.0 Conclusion Pg. 34 1.0 Executive Overview The economic downturn has affected how restaurants are marketed. Marketing campaigns of the 1980s were aimed at image and status. Since most of today's consumers, even those in the upper-income strata, are dollar- and value-conscious, price and value will be the key marketing concepts of this decade. Another recent change is the increased emphasis on creative, high-impact marketing promotions that generate restaurant traffic and increase guestroom occupancies. It is hard times but influencing...
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...Servant and Authentic Leadership By: Lorie Vos Date: September 19, 2011 Course: MGT380: Leadership for Organizations Instructor: Meredith Peabody Leadership is commonly referred to as the ability to influence human behavior in order to accomplish organizational goals. Through my studies I have found that in our current business climate organizations are no longer hiring those who only posses traditional management skills; rather they are seeking leaders who possess the talent and traits that relate to the charismatic-inspirations component of leadership. Leadership involves interaction between the leader, the followers and the situation. Through this course I understand that in order to influence human behavior to accomplish organizational goals I must become an effective leader, and developing servant and authentic leadership skills are critical. I will discuss why the skills and traits of these theories are critical to influence human behavior and to accomplish organization goals. Effective leaders leave a lasting impression on those who follow them forever changing their lives “people do not leave companies, they leave people”, unknown author. In order to influence human behavior to accomplish organizational goals effective leaders must invest in strengths of their followers. Leadership involves interaction between the leader and the follower. In order to invest in the strengths of my followers I will need the traits of a servant leader. Servant leader...
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...Introduction GEI manufactures protective body armor, munitions equipment, and armored vehicles. They are a long-term military contractor. As a result of injuries and deaths involving service personnel in combat, the U.S. military began to realize the problems with these products they were purchasing from GEI. Along with the legal investigations initiated by the U.S. department of Justice, families of injured or killed U.S. service members also began filing lawsuits and forming class action lawsuits against GEI. I conducted some research to understand the issues around this case and provide some possible solutions. Ethics Issue statement Through my research and analysis, I’ve identified the following issues: 1. GEI was knowingly manufacturing products using substandard materials 2. GEI’s Board of Directors took steps to circumvent requirements under POCA and UMAW 3. GEI is posing an environmental hazard Fact Findings Substandard Materials in Manufacturing The use of substandard materials has caused the following problems – flak jackets don’t fully protect service members; night vision rifle scopes work erratically; and armored vehicles are vulnerable to IED explosions. Although the defects in these products have resulted in injuries and deaths, GEI has not made the changes necessary to fix the problems neither have they disclosed their knowledge of this to the military. Circumvention of POCA and UMAW Requirements Since they were facing criminal prosecution...
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