...and Management Paper LDR 300 Week 2 DQ 1, DQ 2 and DQ 3 LDR 300 Week 2 Team Assignment Leadership Profile Part I LDR 300 Week 2 Individual Assignment Leadership Theories Matrix LDR 300 Week 3 DQ 1, DQ 2 LDR 300 Week 3 Team Assignment Leadership Profile Part II LDR 300 Week 3 Individual Assignment Leadership and Power Paper LDR 300 Week 4 DQ 1, DQ 2 and DQ 3 LDR 300 Week 4 Team Assignment Positive Leadership Theories Presentation LDR 300 Week 4 Individual Assignment Positive Leadership Summary Table LDR 300 Week 5 DQ 1, DQ 2 and DQ 3 LDR 300 Week 5 Team Assignment Leadership Profile Part III LDR 300 Week 5 Individual Assignment Leading Diversity LDR 300 Final Exam ………………………………………………………………. LDR 300 Final Exam FOR MORE CLASSES VISIT www.ldr300edu.com How would you define successful leadership? What standard do you apply when evaluating leadership success? Is it possible to predict success based on organizational cultures or other factors? Provide examples to support your answer. What methods exist to develop leaders in an organization? What methods does your organization use? Why? Have any methods been counterproductive? In what ways? In The Art and Science of Leadership, Nahavandi writes about the dark side of power. Provide an example. What organizational factors contributed to the leader’s behavior? What were consequences of the behavior? What obstacles exist for leaders involved in participatory management? What methods may a leader employ to overcome...
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...My Leadership Profile Deepak Lal Jack Welch Management Institute Dr. Jamie Chesler JWI 510: Leading in the 21st Century April 24, 2016 Executive Summary All leadership styles are unique and executed via a well-thought out process. This paper reviews the leadership and managerial opportunities I have had in my recent work experiences. The experiences mentioned in this paper range from my first work engagement to the current role I am assigned as a Senior Financial Analyst. There are examples which explain the aspects that have impacted my leadership skills. This paper also examines the possibilities of inventing a unique leadership style that will align with Jack Welch's four principles and eight Rules. Furthermore, it provides the recommendations that will help develop my existing strengths based on my previous challenges as a leader and based on the DiSC Assessment. Finally, this paper will outline plans which could help lower the risk of team dysfunction and provide a means to measure the rate of growth. Support will be included from the weekly readings, including Jack Welch's (2005) book, "Winning", my "DiSC Assessment Profile" (2016), "The Five Dysfunctions of the Team" by Lencioni (2002) and other suggested readings. Introduction I want to begin with a question: How could I have done things differently that could help my company win? Welch (2005) reasons that when companies win, people thrive and grow, which opens up opportunities for more jobs and resources...
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...Personality and Career Choice Personality profiles are used by organizations as a method of evaluating an employee’s personal attributes, skills, and values. The results of the personality profiles are also used by management to evaluate an employee’s work performance. It is important to know how to analyze a personality test, and to know how to interpret the results. The purpose of this paper is to offer insight regarding the relationship between personalities and organizational behaviors, to provide some insight regarding the correlation between personality types and leadership styles, and to identify behavioral approaches within leadership roles. Personality and Career Choice Personality can be defined as a mixture of distinctive traits of an individual, and manner in which that individual interacts with and responds to others. According to the text, “Personality is an important individual characteristic to understand. It helps us identify predictable interplays between people’s individual differences and their tendencies to behave in certain ways.” (Schermerhorn, J. R., 2012, p. 29). Personality traits are characteristics that define a person’s behavior or attitudes towards something or someone. Personality profiles assist managers in evaluating whether or not an applicant has the desired personal attributes, skills, and values that the company is seeking for a leadership position. According to researcher Yukl, G., (2012), “To be highly useful for...
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...Chattanooga Case Analysis Jack Welch Management Institute JWI 510 25 July 2015 I. Abstract. In this paper we will explore the Chattanooga Ice Cream Division (CICC) case study (Sloan, HBR, 2003). We will review the significant changes that were taking place internally at the CICC and externally within their market. We will explore these internal and external variants that include: changes in key leadership positions on the CICC staff, internal alliances, customer demand for product diversification and competitor responsiveness to customer demands. All of these factors had a direct impact on CICCs bottom line and resulted in loss of market share. II. Introduction The CICC, a wholly owned subsidiary of the Chattanooga Food Corporation (CFC), was trending downward from 1991 thru 1996 and reported five consecutive years of decline. The bad news continued to grow; in 1996 the division president and general manager Charlie Moore learned that Stay & Shop a 6.5M account and their third largest customer was dropping CICC for the Sealtest line of ice cream products. Faced with losing more market share and a steady downward trend; immediate and major action had to be taken in order to turn the situation around. Charlie was given 120 days to accomplish the task of returning the CICC to the profitable division it once was. The CICC management team had varying degrees of experience in the market and all had their own opinions on the root causes that led to the loss...
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...Finding the Leader in You Some people think that doing self assessment is difficult. Being able to analyzing one’s own actions or the will to acknowledge past failures can be a difficult task to acknowledge. According to Johari Window even when trying to be open and honest about self it is still a hard task to accomplish. Although the writer that took the assessments in both week one and two, the assessment confirmed things that was already known about the writer personality. While at the same time revealed some traits that weren’t known when it came to how to resolve conflict. In this paper the writer will develop a profile on the personality characteristics and assessment results. Inserting a Self Assessment Score sheet that discusses a brief interpretation of each assessment the writer completed. Finally, analyze the attributes and how it relates to the writer relationship and career choice. This writer’s profile characteristics and personality trait was that of someone who appeared to be strong and decisive decision maker. The writer of this paper is an introvert. An introvert prefers the interaction of just a few people, tend to isolate activities, and think before speaking. This writer has personality Type A. Type A personality is competitive, inquisitive, and easily bores. Has a short temper, impatient, and tend to be aggressive. Find it difficult to relax, staying focus and maintaining stability. The writer scored a PMF of nine on the Twenty-First Century...
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...Organizational Culture Profiles In many organizations, one typically finds that corporate culture affects everyone. Culture is important because it can influence human behavior, can be difficult to change, and its near invisibility makes it hard to address directly. The MIG’s current and preferred culture shown in the OCAI in Appendix A focuses on some core attributes of the organization. The OCAI is a key component to help the MIG understand and conceptualize its organizational culture, its nature, determinants and predictions, as well as the relationships among culture's diverse set of variables. Organizational culture is widely considered one of the most significant factors in bringing about organizational change and modernizing public administration and service delivery (Jung et al., 2009). The Competing Values Framework (CVF) four quadrants of culture are clan culture, adhocracy culture, market culture, and hierarchy culture. These are extremely useful in organizing and interpreting organizational phenomena (Cameron &ump; Quinn, 2011). The OCAI produces an overall organizational culture profile as a guide for leaders to initiate change in each of the four quadrants. There are many ways to look at organizational culture: as a means to provide leaders with tools to measure various aspects culture, and to get a view of where the organization is and where it needs to be. Organizational culture profiles are interpreted from at least six standards of comparison: type...
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...Management Research News Emerald Article: The leader as motivator: coach and self-esteem builder Patricia Ann Castelli Article information: To cite this document: Patricia Ann Castelli, (2008),"The leader as motivator: coach and self-esteem builder", Management Research News, Vol. 31 Iss: 10 pp. 717 - 728 Permanent link to this document: http://dx.doi.org/10.1108/01409170810908471 Downloaded on: 30-11-2012 References: This document contains references to 33 other documents To copy this document: permissions@emeraldinsight.com Access to this document was granted through an Emerald subscription provided by UNIVERSITY OF GREENWICH For Authors: If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service. Information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com With over forty years' experience, Emerald Group Publishing is a leading independent publisher of global research with impact in business, society, public policy and education. In total, Emerald publishes over 275 journals and more than 130 book series, as well as an extensive range of online products and services. Emerald is both COUNTER 3 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital...
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...and full text archive of this journal is available at www.emeraldinsight.com/0140-9174.htm The leader as motivator: coach and self-esteem builder Patricia Ann Castelli College of Management, Lawrence Technological University, Southfield, Michigan, USA Abstract Purpose – The purpose of this paper is to determine what motivating strategies followers (comprised of low and high need achievers) view as most necessary from their leaders. Design/methodology/approach – Three survey instruments were administered to 297 working professionals taking business courses offered through a college of management at a private university. Correlational research methodology was used to investigate the relationships between selfattributed needs for achievement on demographic, interest and effort variables. Discriminant analysis was used to determine if motivational and profile characteristics could be used to predict low and high self-attributed need achievers. Findings – The major findings of this study centered on the leader’s ability to inspire followers by using a variety of interesting coaching techniques and by building their self-esteem regardless of achievement orientation. Research limitations/implications – The results of this study are tentative and need to be reproduced with a larger, more comprehensive sample of a broader population. Practical implications – This research offers leaders practical techniques for effectively utilizing motivating strategies which may increase their followers’...
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...Consumer Analysis and Profile Insert Name Institution Instructor Date Consumer Analysis and Profile Introduction Apparently, marketing is one among the most important aspects of business success in the world today. The needs of the customer ought to be reflected in the product that is being marketed. Worth pointing out also is the actuality that the level of satisfaction that a person obtains from a product depends on the extent to which the product meets their needs. The mobile phone industry is one among the most competitive markets in the world today. The fierce war among the key players is manifested in the competition between Apple Inc and Samsung. This paper is a customer analysis and profile paper for the case of the iPhone. The Primary Target According to the most recent research, the average owner of an iPhone is a heavy browser, who accesses the internet on a daily basis, sending mails and carrying out various financial transactions on the internet. This will be the primary target for quite some time, especially now that the world is fast embracing technology and e-commerce. The primary target constitutes the people mainly aged between ages 20and 30 years (O'Grady, 2009). The most recent research, carried out in china, arguably the biggest iPhone market, indicates that the age bracket that constitutes the biggest portion of iPhone purchases is between 18 and 25 years. This age bracket is closely followed...
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...performed well as an individual doing their task. This was because team was prepared and understood their own profile very well and 50% of other’s profiles. However, where we failed as a team was to collaborate. We moved from Forming Storming Norming during the prep time, medical challenge and weather challenge respectively, however during oxygen challenge we went back to the Storming stage [Jurgens (Director) (2015, July 12)]. This could be partly attributed to the fact that we had some technical difficulties with remote connections, shortcoming to our psychological safety and communication issues. My profile was that of a ‘leader.’ My main goal was to steer the team to move towards the summit point. As the book by Gladwell (2005) suggests there are at-least seven things that need to wrong, in-order to experience a fatal crash, I did live this on the day of simulation assignment. It was my travel day at work I was working from hotel where the internet connection was bad. As a result, I missed some of the key portions discussed prior to the simulation task. My mind was in panic mode and with constant fear of failure of this exercise. It could cost me some points from my grade [Edmondson & Roloff (2009)].Once I overcame the connectivity issue, I began to actively participate. During the initial 15 min time frame, when we as a team were sharing each other’s profile information and goals, our “observer” asked the group a question “Are you allowed to share each other’s...
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...Self-Assessment of Leadership Practices In this paper, you will be introduced to my leadership self-assessment based on seven habits profile. I will share with you more in detail regarding my strengths, weaknesses and recommendations for leadership development. In the end, I will present you with SMART goals in order to support my future goals. Seven Habits Profile and Findings Seven habits profile is a self-scoring statement form. Using the best judgment, reading each statement, I circled the number that indicated how well I perform in each of the eight listed categories. After completing the seven habits profile, I ranked as follows: OUSTANDING (17 points) Emotional Bank Account Think Win-Win Seek First to Understand Synergize VERY GOOD (15 points) Be Proactive Put First Things First Sharpen the Saw VERY GOOD (14 points) Life Balance Begin with the End in Mind I have chosen to group the results based on the number of points. My results of seven habits profile indicate that I am people-oriented person rather than task oriented person. Indeed, throughout my working life, I made individual decisions to step out of career path and instead serve others as a lay missionary or volunteer. Following the dream to explore and discover the world, I also dedicated one entire working year to just traveling, meeting with people from different cultures. The results of seven habits profile also shows the opportunities for my future improvements...
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...Evaluation Overview The opportunity of taking the Seven Habits Profile (SHP) assessment revealed vital leadership characteristics and practices that I demonstrate. Using Transformational Leadership theory I will evaluate my results of this assessment. I chose Transformational Leadership theory because I would like to be a leader that has the ability to, “bring about innovation and change by recognizing followers’ needs and concerns” (Daft 2014). Strengths and weaknesses will be determined using the leadership theory and recommended practices will be discussed. Finally, short-term SMART (Specific, measurable, achievable, results-oriented, and time-bound) goals will be created to master skills that will improve my leadership abilities. The purpose of this paper is to conduct an evaluation overview of my leadership practices and show how the tools mentioned above will increase my potential to be an effective worker and future leader. Seven Habits Profile Findings The Seven Habits Profile opened a window of understanding into my leadership practices. Results showed high scores in categories Be Proactive (Habit 1), Synergize (Habit 6), and Sharpen the Saw (Habit 7). Conversely, results of low scores were shown in categories Begin with the End in Mind (Habit 2), Put First Things First (Habit 3), and Seek First to Understand (Habit 5). Looking at individual scores, one strength strengths of mine can be found in prioritizing, cooperating with others, care for health and well-being...
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...Finding the Leader in You: Self- Assessment/ Johari Window Abstract There have been many studies performed on how personality characteristics have an effect on us as individuals and within are environment. This paper will discuss my personality characteristics and traits and how those characteristics are manifested in my organization. This paper will also explore the development of my personality characteristics and discuss the results of my week one Self-Assessment and the Johari Window, as well the Quick Enneagram Sorting Test (QUEST). The results from these assessments have allowed me to focus in on my leadership style a how I can become a more effective manager. Also I’ll focus on how those attributes have guided my relationships and career choices. Key Words: Characteristics, attributes, assessment, Big Five Personality Dimensions (BFPD), Extrovert, Johari Window Finding the Leader in You: Self-Assessment/ Johari Window In my effort to develop and explain the characteristics that comprise my personality, I determined that there are many personality traits that help to form my personality. In our class discussion, it was addressed how Schermerhorn, Osborn, Uhl-Bien and Hunter (2012) discussed the Big Five Personality Dimensions (BFPD) of Extraversion, Agreeable, Conscientiousness, Emotional Stability and Openness to experience and how they affect our personality positively and negatively. My profile of characteristics include extraversion...
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...CORPORATION by Kathleen A. Drengler A Research Paper Submitted in Partial Fulfillment of the Requirements for the Master of Science Degree in Training and Development Approved for completion of 4 Semester Credits 198-750 Field Problem in Training and Development _________________________ Research Advisor The Graduate College University of Wisconsin-Stout December 2001 2 The Graduate College University of Wisconsin-Stout Menomonie, Wisconsin 54751 ABSTRACT Drengler (Writer) (Last Name) Kathleen (First) A (Initial) The Design and Implementation of a Leadership Development Program for Greenheck Fan Corporation Training & Development (Graduate Major) Jerry Coomer (Research Advisor) December 2001 (Month/Year) (No. Pages) Publication Manual of the American Psychological Association (Name of Style Manual Used in this Study) The purpose of this field problem was to design and implement a leadership development program for Greenheck Fan Corporation. Consistent growth over the prior five years and aggressive growth projections created leadership opportunities throughout the organization. A corporate culture that supports promotions from within and a projected workforce labor shortage required development of the skills of existing employees to fill emerging leadership roles. This leadership development program defines the competencies necessary to be an effective leader at Greenheck; outlines a procedure for selection of employees...
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...Self-Assessment of Leadership Practices While writing this paper, I lost my job as a Mine Operations Coordinator, and before I was notified of being officially laid off, my job was already on edge of being around for another month. The mining project I worked for had questionable growth for within the company and interests in supplying funding for future advancement of the project became a difficult battle. With impending layoffs, miners began to work slower and were more focused on what their next career step would be rather than what was the necessary daily tasks. This in turn effected how I could properly maintain productivity and mining advancements for the project, and with the impending layoff how to properly distribute my tasks and projects to coworkers who would remain with the company after the layoffs. My understanding of who I was as an up and coming leader became a struggle with the idea that I would be unemployed very soon. I gained a better understanding of my strengths and weaknesses, along with what areas I should work on. Seven Habits Profile and Findings After completing Franklin Covey’s Seven Habits of Highly Effective People and associated profile, I came to understand a bit more about myself and how I evaluate business practices. The profile showed that close to “Very Good” on every category with my lowest categories were Life Balance, Put First Things First, Synergize and Sharpen the Saw. I can see why these would be my lowest categories. My previous...
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