...Strategies Promoting More Effective Leadership Strategies Promoting More Effective Leadership “Exercising adaptive leadership is about you (an individual system) making interventions in a social system of which you are a part” (Heifetz, Grashaw, & Lisnksy, 2009). Leadership is a complex process and may have different meanings depending who you ask. This paper discusses strategies that promote more effective organizational leadership and interventions based on my assessment of organizational culture and adaptive challenges at Chipotle. Leadership “Leadership is a process, involves influence, occurs in groups, and involves common goals” (Northouse, 2013). Over the years, there have been many studies and theories defining and conceptualizing what leadership is. The common component described by Northouse (2013), is that nearly all classifications of leadership describe leadership as an influence process toward goal attainment. Leadership is not a linear, one-way event, but rather an interactive event according to Northouse (2009). Northouse (2009) describes leadership as working with people and leaders changing the way people think about what is possible. Strategies As described by Porter (1996), “Competitive strategy is about being different. It means deliberately choosing a different set of activities to deliver a unique mix of value. Strategy renders choices about what not to do as important as choices about what to do (para. 2). Strategy involves setting...
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...nursing is actually about saving lives by promoting healthy living. It is for this reason that it is important that all factors need to be put in place to ensure professional practices in critical care and its principles in the industry are upheld. One of the most important principles and practices of critical care that need not to be tampered within the nursing profession happens to be leadership. It has been argued that “a simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal” (Ward 2011). From this definition, we immediately see how important leadership is to any professional setup, including the critical care nursing profession. This point is built around the fact that leadership as a principle and practice helps in the realization of the goals and ambitions of any professional setup. This means that with a very good leadership in place in the critical care nursing profession, the all-important goal of saving lives by promoting healthy living will be achieved. To achieve good leadership however, a lot more depends on the kind of leadership style that is in use as leadership is conducted in many different styles. Review of Professional Nursing Literature This component of the paper seeks to achieve two major aims. Firstly, it is to describe two different leadership styles in the nursing profession and also discuss how these two nursing leadership styles can be implemented in a professional...
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...He was preoccupied with technical problems. Organizational Level Problems The organization promoted Joe based on his technical skills, without taking into consideration Joe’s individual personality or evaluating his ability to lead the new research team. By promoting an individual prior to evaluating his leadership capabilities, the organization created a situation in which job dissatisfaction occurred among team-members and the team leader, Joe. This also created unnecessary stressors for all involved. Due to immediate conflicts among the team members, there was no cohesiveness within the team. This created an internal struggle for the team and the beginnings of an individualistic culture, where team members did not regard the importance of teamwork. The administrative model for decision makers in this case included limited knowledge of the employee in question and of his abilities to lead a team effectively. Supervisory Level Problems Joe’s supervisor failed to recognize his inexperience as a leader prior to promoting him. He did not communicate the role expectations to Joe in his capacity as team leader and failed to recognize Joe’s inability to lead effectively. There was no leadership training and no discussion or explanation of group norms. There was a lack of management support for Joe. The framing through which the supervisor...
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...can be increased through using women as an under-utilised resource. Removing glass ceiling barriers for women is important for their status and recognition. Deloitte (2013a) is following this initiative, being a market leader in empowering women. This report will explain that leadership, motivation and human resource strategies have been used by Deloitte to effectively manage its employee’s behaviours through their vision of empowering women. This report will explain that culture in the Asian and Middle Eastern countries play a role in determining the strategies that a company can use. There will be an analysis critiquing the strategies that Deloitte have used, whether they have adopted the correct strategies and what strategies they should implement in the future. “Leadership is the process by which a person exerts influence over other people and inspires, motivates and directs their activities to help achieve group or organisational goals” (Waddell, Jones & George, 2011, p. 172). Deloitte motivates and manages its employees through using the leadership theories of: House’s path goal theory; Vroom’s expectancy theory and transformational leaders. House’s path goal theory supports servant leadership. This means that the leader is not looked at from a position of power but rather as a life coach providing information and support to employees (House, 1996). House’s Path goal theory entails: offering rewards for the achievement of performance...
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...Promoting Performers Instead of Leaders Anonymous Leadership and Organizational Behavior INTRODUCTION State Street Bank and Trust is considered to be one of the leaders in today’s financial industry. In fact, State Street is among the world’s largest global investment firms for institutional investors and high net-worth individuals. The company serves as a bank and trust for asset management, responsible for managing, servicing, researching, and trading for over eighty percent of the top one hundred investment managers. When the United States economy hit an all-time low in 2009, the company’s response was cutting all positions by $10,000 dollars. While our country remains in a recession like state, the organization has continued to cut all positions salary levels; resulting in high turnover rates and a lack in recruiting high quality candidates. High turnover rates and the “promote within” company cultural belief has left most departments with inexperienced or inadequate upper management. State Street has also cut ninety percent of their IT department in an effort to reduce expenses; leading to employee frustration and decreased productivity. Several employees are getting terminated due to their lack of motivation and productivity; others take promotions elsewhere and search for healthier company cultures. Recently State Street has undergone thirty percent turnover at the manager level within three months. The turnover experienced at State Street was directly...
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...Citation; Kotter, J. (2011). What Leaders Really Do.? Harvard Business Review Press pp. 37-55. Annotation Kotter contends that leadership and management skills are essential. The author points out when any one of these skills is neglected or performed improperly the organization can suffer. Kotter asserts that most American corporations are over-managed and poorly led. He argues that management tries to establish security and order, whereas leadership has the goal of promoting change and fluidity within organizations. As Kotter saw it in Management and Leadership Behavior, during planning and budgeting manager establishes agendas, sets timetables and allocates resources. Manager focuses on control and the solving of issues by taking actions...
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...KOT Task 1 B. Leadership Strategies A nurse can be involved in an interdisciplinary team and provide leadership without officially being a formal leader. A leader is not just a title; it is reflected in attitudes and actions of the individual. A leader identifies a problem and seeks solutions to this problem. Because a nurse works directly at the patient bedside, the nurse has a unique position to see many problems first hand and can become an advocate for the patient. Acting as this patient advocate, the nurse can be a leader by identifying the problems and coordinating efforts with the entire team for a solution. The nurse must communicate effectively to make sure information is relayed correctly and in ways each team member can identify with. Again because the nurse is at the patient bedside, the nurse is in a critical leadership role to provide follow up reports and update the team regarding improvements. Another way the nurse provides leadership on an interdisciplinary team is by reviewing current problems with the team and explaining current work flow from the nurse perspective. This allows all team members to understand the situation first hand rather than just as a problem on a report. By showing respect as other team members share their perspective, the nurse is also showing leadership skills and can become a role model for other co-workers. Additional leadership skills shown are “cooperation, commitment, and a willingness to accomplish shared goals.” (Cherry...
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...ECE 312 WEEK 4 LEADERSHIP AND MANAGEMENT To purchase this visit here: http://www.activitymode.com/product/ece-312-week-4-leadership-and-management/ Contact us at: SUPPORT@ACTIVITYMODE.COM ECE 312 WEEK 4 LEADERSHIP AND MANAGEMENT The program effectively implements policies, procedures, and systems that support stable staff and strong personnel, fiscal, and program management so all children, families, and staff have high quality experiences. Rationale: Excellent programming requires effective governance structures, competent and knowledgeable leadership, as well as comprehensive and well-functioning administrative policies, procedures, and systems. Effective leadership and management create the environment for high-quality care and education by: 1. ensuring compliance with relevant regulations and guidelines; 2. promoting fiscal soundness, program accountability, effective communication, helpful consultative services, positive community relations, and comfortable and supportive workplaces; 3. maintaining stable staff; and 4. instituting ongoing program planning and career development opportunities for staff as well as continuous program improvement. Application: You are the director of your own center. Using Standard #10 in “Overview of the NAEYC Early Childhood Program Standards” and Chapter 7 as a guide, create an eight- to ten-slide PowerPoint presentation to share with your staff, demonstrating one of the following NAEYC points: 1. Program accountability ...
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...For me, leadership is not about being the person with the best abilities. Rather, leadership involves the ability to pass on one’s knowledge to others and encourage others to do their best. I am acknowledged not only for my independent successes but also for my ability to work with other students and be a leader in the classroom environment. I often finish my work quickly, which presents me with plentiful opportunity to assist other students with their own assignments. Peers are often more approachable than a teacher, so it is extremely important that I work to provide an additional way for my classmates to find understanding in class content. For example, in my AP Computer Science class last year, I would roll around to my friends every day...
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...Servant Leadership The concept of servant leadership is identified as the means by which individuals work to provide for, or serve others to accommodate their needs, and to conduct these activities in a leadership capacity (Greenleaf Center for Servant Leadership). This is a learned process, as one recognizes his or her personal interest in serving others, and how this might be accomplished (Greenleaf Center for Servant Leadership). A servant leader is a complex responsibility, one that reflects a number of inherent personal values and beliefs regarding the ability to provide for others that cannot easily help themselves (Barbuto and Wheeler). There are a number of key elements in servant leadership, including empathy, listening, healing, and stewardship, amongst others, and these are critical factors in supporting this role (Barbuto and Wheeler). All persons cannot be all things to all people, so therefore, it is necessary to concentrate on those characteristics that can be accomplished most effectively (Barbuto and Wheeler). In general, servant leadership requires an individual with the ability to adapt to change quickly, to work with many diverse groups of people, and to develop leadership skills through training and experience (Barbuto and Wheeler). For those working in servant leadership roles, it is necessary to identify the needs of the populations being served, and to adjust their capacity to learn as change warrants (Barbuto and Wheeler). These efforts must continue...
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...“Moments of Greatness” Summary: The Moments of Greatness article explores entering the fundamental state of leadership. The author, Robert Quinn, discusses how individuals can strive to always lead at their best. It doesn’t come from traditional training methods which believe leadership comes from studying behavior of others. Quinn concluded that when leaders are at their best they don’t copy anyone. They draw on their own values and frame a reaction appropriate to their personality. This is at the core of fundamental leadership. Quinn believes that everyone can function at a fundamental state of leadership by asking the following 4 questions: Am I results centered? - Have you articulated the results you want? Am I internally directed? - Are you willing to challenge others’ expectations? Am I others focused? - Have you put your organization’s needs above your own? Am I externally open? - Do you recognize signals suggesting need for change? You cannot always perform in the fundamental state. But by entering this state you become more comfortable and will return more often and inspire others at the same time. In the normal state people stay in their comfort zone. They allow others to direct how they react. This creates a pattern of leadership where imaginative ideas or thoughts are never explored. Boundaries are never tested to see how far you can go. The result is to stay complacent and in the same state of mind. Getting into the fundamental state can be very uncomfortable...
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...Leadership Style Paper Susan May University of Phoenix Dr. Michael Snell HCS 475 May 2, 2011 Leadership Style Paper A leader is the foundation of the organization, the individual who represents the values, purposes, and direction of the organization. A leader is one who creates connections between members of an organization for the purpose of promoting increased performance and quality results (Sullivan & Decker, 2009). Leaders motivate, console, and work with people, to keep them bonded and eager to move forward (Stanley, 2006, pp. 33). The leader is an individual who has his or her own personal goals and want to show everyone what he or she has to offer others. These traits are needed to inspire the employee and make him or her feel a personal connection with the organization. "A leader is anyone who uses interpersonal skills to influence others to accomplish a specific goal" (Sullivan and Decker, 2009, p. 45). Leaders keep structure in the company and provide information to managers properly to guide him or her. Leaders have the responsibility of completing research to properly guide the company’s path into profits and better run companies. The leader who I chose and admire is John Force. John Force is a very successful and dedicated leader as he uses his skills to be where he is today in the world. John Force has a vision on what he wants with his organization, team, and himself. He has worked extremely hard and been dedicated to put his vision into action....
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...A CCL Research White Paper The Role of Power in Effective Leadership By: Vidula Bal Michael Campbell Judith Steed Kyle Meddings C E N T E R F O R C R E AT I V E L E A D E R S H I P The Role of Power in Effective Leadership CONTENTS Executive Summary Background Power and Leadership Sources of Power The Power of Relationships The Power of Information Understanding the Organization’s Role How Leaders Leverage Power Effectively Reflection Questions Resources References About the Authors 4 5 6 8 12 14 15 17 19 19 19 20 Center for Creative Leadership, CCL®, and its logo are registered trademarks owned by the Center for Creative Leadership. © 2008 Center for Creative Leadership. All rights reserved. The Role of Power in Effective Leadership EXECUTIVE SUMMARY The Ideas2Action (I2A) project is a Center for Creative Leadership (CCL®) initiative aimed at achieving its goal of “ideas into action.” The purpose of the project is to provide our participants and clients with research that is timely and relevant to current challenges. The research questions are also designed to aid in continuously updating CCL program content and providing knowledge that is compelling to our participant groups. The purpose of this research is to understand how leaders use power, to learn about the situations in which power is exerted and to describe how individuals and organizations can improve their leadership through the effective use of power. The major findings of this research included: 1. Most leaders...
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...Executive Summary The “THE CANADIAN NATIONAL BANK” case is about the conflicts between Lesley Mahon and Pam Stewart. Lesley is a young lady with high education level. Pam is an old employee full of working experience. They had had conflicts since Lesley’s first day working as Pam’s leader. Since Pam has written a complaint letter to head office to allege Lesley. Lesley must take some action to protect her job. Main problems in the case: 1. Lesley’s leadership 2. Pam’s attitude and personality 3. Other issue (1) Bank’s promoting system (2) Robert’s supervision (3) Lesley and Pam’s communication Alternatives: 1. Agree Pam to take the accounting course on Thursday and find another employee to complete Pam’s job. 2. Invite Pam and Robert to Lesley’s office and have a conversation on this situation. The conversation should in an equal relationship. 3. Explain the relationship between Lesley herself and Pam to the NCEC. Let the head office to make the decision. 4. Quit the job in this branch and apply the same job offered in her home town of Sarnia, Ontario. As a recommendation, Lesley should combine the alternative. First take alternative one to relieve the tense situation. Then take alternative three to get the initiative in problem solving. Eventually, take alternative two to resolve the problem between herself and Pam. Problem Statement Lesley Mahon and Pam Stewart had had conflicts since the first day of Lesley’s appointment. Four months later...
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...ORGANIZATIONAL BULLYING: ETHICAL IMPLICATIONS OF ORGANIZATIONAL EMAIL By Ruth Ragatz Dr. Fritz COMM 494W-75 October 12, 2013 ORGANIZATIONAL BULLYING: ETHICAL IMPLICATIONS OF ORGANIZATIONAL EMAIL Introduction I. United Healthcare – The assessment A. Determine the “Good” of the Organization 1. Historical Moment A. Dwelling Place B. Community of Memory B. Multiplicity of communication ethics 1. Define Communication Ethics for United Healthcare 2. Organizational Culture 3. Power and Leadership A. High Power B. Monological arrogance C. Dialogic Ethics 1. 2. 3. 4. Attentiveness Ground of Self Ground of Other Dialogic Civility II. United Healthcare – The analysis A. Codes, Procedures, guidelines 1. Internet Ethics A. Dehumanization B. Fair and equal opportunity C. Formal code of Ethics 2. Contextual Communication Ethics A. Eye of the Beholder B. Culture, Diversity, and communication B. Democratic Communication ethics 1. The habit of search 2. The habit of justice 3. The habit of preferring public to private motivations 4. The habit for respect for dissent A. Interpersonal Responsibility B. Accountability 1. Evaluation and the Good Conclusion 2 Ruth Ragatz Dr. Fritz COMM 494W-75 October 12, 2013 ORGANIZATIONAL BULLYING: ETHICAL IMPLICATIONS OF ORGANIZATIONAL EMAIL In the 21st century, organizations have benefitted from technological advances such as; the internet, mobile phones, computers, instant messaging, and even the ability for employees to work in cyberspace...
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