...Leadership Approach Paper Any Body LDR531 Organizational Leadership August 15, 1999 Professor X Leadership Approach Paper The definition of leadership is debatable among leaders and followers in countless regards. According to Yuki (2010), the process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating individual and collective efforts to accomplish shared objectives is the definition of leadership. Likewise, most individuals would probably support the concept that leadership involves some form of influence. The focus of this paper is to provide an overview of the integrative approach to leadership as a tool for managers in any organization. Overview The integrative approach to leadership is a process that involves bringing together groups and organizations in semi-permanent ways typically across sector boundaries to remedy complex obstacles and achieve the success (Alban-Metcalfe & Alimo-Metcalfe, 2010). Strengths and Weaknesses Leadership Example A key leadership challenge for managers is maintaining and further developing the critical capabilities that ensure an organization’s success and longevity. Thus, good leadership is at the heart of great triumphs for firms that recognize the significance of balanced decisions. Thoughtful analysis and prudence in every decision empowers leaders to assess the potential impact of long-term choices. Moreover, the right leadership approach enhances...
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...Behavioral Approach to Leadership Raluca Gaspar Organizational Leadership / LDR531 February 2, 2013 Shasta Nicholson Behavioral Approach to Leadership Over the years there have been multiple attempts at defining leadership in the hopes that a clear definition will create better leaders in the future. There have been many studies devised by researchers in order to come up with the definition of leadership. The behavior approach is one of many used in those studies. Description The behavior research approach came about when researchers, discouraged with the lack of results of other research approaches, started paying more attention to the behavior of managers, what did they actually do when at work. One category of this approach looks at how managers spend their time, how they cope with demands, constraints, and conflicts, their activities, responsibilities and job functions (Yukl, 2010). Another category of behavior research looks at what behavior makes leaders effective. According to Yokl (2010), leadership effectiveness depends on how well a manager resolves role conflicts, deals with demands of the job, recognizes opportunities, and overcomes restraints (p. 14). Strengths One of the strengths of the behavioral approach is that it takes into account the complexities of individuals. It goes beyond the previous belief that leaders are born, that they possess certain traits (personality, values, skills etc) with which they are born that make...
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...Week 3 Leadership Style Dirk Menzel LDR531 February 10, 2014 Dr. Jay Colker Week 3 Leadership Style The leader that I admire and respect is a great man by the name of Richard Fetzer. Richard was a great leader whom I looked up to since I was in my early teens. Richard understood life in general and did nothing to take advantage of it. He respected all people and never under estimated their capacity to shine. I watched this man personally give each person regardless of who they were, his undivided attention and he remembered everyone by name. He even showed interest in each of his employee’s families and asked often as to their condition and if there were anything he could do for them. When it came to running his business the people came first and we all knew he was sincere about this. Richard did not rule with power, but instead with appreciation and knowing that without his employee’s his company would not exist. There is a quote that I read in our week two readings that summed up Richard Fetzer and it is as follows, “Leadership is a process of giving purpose (meaningful direction) to collective effort, and causing willing effort to be expended to achieve purpose” (Jacobs & Jaques, 1990, p.281). Richard was a great businessman and knew how to bring out the best in his staff. Decisions were made as a team and he took accountability for his actions and decisions. His business grew strong and gained respect...
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...the purpose of what management is supposed to do. Leadership the one of the premier qualities of a manager and it is the vehicle through which they drive those who follow towards the achievement of organizational goals. Moreover, management in the upper levels of organizations, along with board members, although considered leaders and have considerable influence over employees, may not be leaders at all. A leader, according to The American Heritage Dictionary of the English Language, is defined as one who is in charge of or in command of others. Thus, leaders have followers. The organization I work for is going through an expansion process and a restructuring. They are offering me a leadership role. I consider this to be an opportunity because they propose to allow me to determine the capacity of the role that I feel will fit my style of leadership. Therefore, I must take care to analyze my personal strengths and weaknesses, consider my personal leadership style based on the leadership theories that I have knowledge of, and be able to describe my perfect position. These elements will assist in arriving to an effective decision. The self-assessment tests concerning leadership aided me in understanding the elements of my style and behavior that needed improvement. It also provided information to me regarding my strengths and weaknesses concerning leadership style. From the results of the assessment, I am a leadership theorist type, which means that I have an affinity...
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...Leadership in Action Simulation Organizational Leadership Denise Levith, Instructor November 8, 2010 Leadership in Action Simulation Smith & Falmouth (S&F) is a mid-size tele-shopping and mail order company with operations in the United States and Canada (University of Phoenix. 2010). Six months ago a division of S & F was started, e-tailing. According to Irene Seagraves, CEO of S&F Online, the new e-tailing division is a crucial entity for the growth of S & F as projected over the next three (3) years. Irene Seagraves moving fast formed a web development team, logistics team and marketing manager to coordinate marketing and logistics operations for this new division. The head of the web development team is Project Manager, James William Argyle, who handles the S&F Online operations with the reaming six member team. The six (6) member web development team headed by the project manager maintained all elements of the e-tailing division. The Logistics Manager, Brian Kervor, and the three (3) member logistics team, manages orders, customer support, and delivery operations. The logistics manager reports order totals to the Marketing Manager, Adam Searle. The project manager and the logistics manager, work closely together along with the e-tailing development team. Both development and logistics teams have developed strong outcomes and report all pertinent information to the project manager. The marketing manager provides information to the...
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...Professional Development Plan Denise M. Guel LDR531 October 15, 2013 Farooq Khan Professional Development Plan To be a successful team, the team needs to have an effective manager and leader. A successful leader understands the differences, strengths, and weaknesses of each member and knows how to use the qualities to the team’s advantage. The four members of Team B are similar in motivation, work ethic, and drive, but they vary in behavioral style. The four types of behavioral styles are Dominance Adventurer, Interactive Impresser, Dominance Producer, and Dominance Director. Each of these styles have different characteristics and need to be combined in order to have a thriving team, and more importantly, career. The characteristics of the Dominance Adventurer are tenacious, seek to get things done quickly, confidence, and standing up for themselves. The Adventurer can often be impatient when dealing with complex situations and when dealing with people they are driven to achieve. In order for The Adventurer to have a positive impact within the group, he needs to be given freedom within the group. If the Adventurer is restricted, he may not feel as though he is trusted and will not produce as effectively. Because the Adventurer is so driven, some direction needs to be given to help prioritize tasks and the importance of each one. Another member of the group is Inactive Impresser. An Impresser wants to achieve results with flair, sees winning as all-or-nothing...
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...Abstract Based on the Leadership in Action simulation, this paper will describe the current established methods of control and current culture in Smith & Falmouth (S&F). As a Chief Operational Office (COO), Hadi will provide recommendations for restructuring the department to become more profitable by the end of the fiscal year. Affecting Change As a new COO, existing staff will have resistance to the upcoming change and the new organizational structure. It is important to gain their trust to improve the culture and empower employees to achieve the new goals. The leadership style should be situational and adapt to the different situational factors. Delegation and supportive leadership will provide control and power to the existing leaders and supply them with whatever their teams need to accomplish the end goals. Smith & Falmouth (S&F) Smith & Falmouth is a mid-size tele-shopping company operating in the US and Canada. The company established S&F Online as part of its strategy to expand online. This division is a major element in S&F strategy to grow over the next three years. S&F Online CEO, Irene Seagraves, put in place three main teams; a logistics team, web development team, and a marketing manager to coordinate marketing efforts. Irene set a clear goal for the COO and that is to streamline online operations, increase the each of Online Sales Channel and increase profits. As a new COO, existing senior staff and teams showed resentment and lukewarm reception...
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...Motivational Plan for Team C Virginia Allen LDR/531 April 27, 2015 Franz Gottleib Motivational Plan for Team C Devising a motivational plan requires several elements to increase motivation, satisfaction, and performance of a sales team. The plan is based on individual values to be effective. Second, managers have to apply extrinsic motivators to affect their intrinsic motivators. Third, leaders have to lead by example to reinforce and evaluate team performance. The following describes a motivation plan for cautious and dominate type personalities based on the DiSC Assessment and the position of territory managers for DermaTran Health Solutions for members of Learning Team C. Territory Manager Position Description “DermaTran Health Solutions is a group of compounding pharmacies that specialize in the compounding topical pain creams based on a prescription from a physician” (DermTran Health Solutions Compounding Pharmacies, 2015). Territory Managers are sales people hired to increase market penetration of compounded topical creams. Successful, Territory Managers must develop relationships with physicians and physician assistants to explain the compounding benefits of topical creams to influence them to write prescriptions tailored to the patient’s treatment. Determining Values Territory Managers have high-risk jobs and endure several challenges, constant rejection, fear of job loss, and face bruises to their ego every day. They are sales people expected to perform...
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...Examining a Business Failure: WorldCom LDR531 12/13/2010 Lynette Grizelle Over the past 15 years there has been numerous business failures in the United States and most of these failures have been because of inadequate organizational behavior techniques. According to The Great American History Fact-Finder, the WorldCom bankruptcy was the “largest corporate fraud and business failure in the United States” (WorldCom Bankruptcy, 2004). Prior to their fall in 2002 WorldCom was the nation's second-largest long distance and data services provider. They were also known as one of the largest Internet providers in the world and a provider of critical applications for the United States government (Zekany, Braun, & Warder, 2004). Even though WorldCom appeared to being doing well financially according to their financial statements, the truth was the chief executive officer (CEO) Bernard Ebbers, chief financial officer (CFO) Scott Sullivan, and controller David Meyers were enforcing unlawful accounting practices. According to Zekany, Braun, and Warder (2004) “Ebbers made as many acquisitions as he could, relying heavily on using WorldCom stock as currency,” even though the stock was not worth nearly as much as assumed by the public. Cynthia Cooper, internal auditor for WorldCom and her associates began noticing accounting discrepancies years before the organization went under. In an interview with Katz and Homer (2008) Cynthia stated that, “my feelings changed from curiosity...
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...Motivation Plan LDR 531 October 6, 2013 Strategic Development Perhaps the most important component of any organization are its people. The most successful organizations demonstrate the leadership skills necessary for nurturing maximum job satisfaction and performance in their employees and consequently ensuring high levels of motivation throughout. Effective leaders within these organizations capably develop and implement motivational strategies which elicit desired behaviors by bringing together the disparate attitudes, personalities and values of team members and employees alike. According to Smith (2012): “Employers face the challenges of maintaining productivity, profitability as well as keeping their workforce engaged and satisfied with their jobs” (p.1). By evaluating the individual DISC assessment results of Team D and applying them to the structure of an actual organization, it will be shown how addressing the differences in attitudes, emotions and personalities can be used to meet such challenges while positively influencing individual and team behavior. The Organization My mentor, Greg, is recently retired from Philip Morris USA, the largest tobacco company in the U.S. As Regional Director of Sales, Greg led a staff of 75 sales managers, account managers, territory representatives and merchandising personnel. His duties included development of a regional sales forecast, implementation of a sales plan, participating in the roll-out of corporate...
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...Creating a Plan for Positive Influence Organizational Leadership / LDR531 When we work in a group towards a common goal in business there are some obvious advantages to not working on a project alone. “Groups are an excellent vehicle for performing many of the steps in the decision-making process and offer both breadth and depth of input for information gathering. If group members have diverse backgrounds, the alternatives generated should be more extensive and the analysis more critical. When the final solution is agreed on, there are more people in a group decision to support and implement it.” (Robbins & Judge, 2011, p. 295) To have an effective team you have to have as much diversity as you possibly can to avoid the possibility of having every member thinking the same way and not getting the best possible outcome. The more input you have from people with different opinions the more you can have open discussion and group members teaching and learning from each other while bringing up options that you would have never come up with otherwise. This doesn’t come easy of course; every member of our team working on this project is coming from different backgrounds and has their own set of values. This is a breeding ground for conflict but it doesn’t have to be the end to effective collaboration and the potential to achieve the goal of the group. According to "Resolving Team Conflict" (1996-2013), “Conflict can be constructive as long as it is managed and dealt...
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