...Scholars discussed the issues of leadership, ethics, power and decision making. A review of the literature related to those topics to clearly make management moving and adapted to the context of organizational change by stating the theme to link the topic as a block. Title of the Paper in Full Goes Here Many authors described the change in their scholar works. This literature discussed the ethical, leadership, power and decision making regarding the organizational change. The purpose of my essay will be to demonstrate my ability to organize these different point of view in literature, synthesize different categories and then formulate the common themes among these articles The proposed solution for these different authors converged to make a pertinent social change regarding the leadership, the ethics, power, and the decision making in organizations. Those four topics related to management will be developed in different viewpoints in the same order as enumerated above. Leadership The author described the reflective change in individuals leading a societal project. Smith laid out a framework for leader undergoing an organization change. The author described the executive and management behavior regarding the implementation of principals to become a leader. According to Smith (2001), one of the main causes of successful organization’s failure is the lack of reflection. The author went on to suggest that a framework for today leader’s reflection to adapt in society change...
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...Jackielyn B. De Mesa September 26, 2015 MSSW Dr. Lolita Pablo Journal Review Title of the Book: Human Resource Development Review (Jamie L. Callahan, Editor) Title of the Article: The Role of Self-Reflection, Emotional Management of Feedback and Self- Regulation Processes in Self-Directed Leadership Development Author: Paul L. Nesbit No. of Pages: 18 pages SUMMARY The self- directed leadership development is conceptualized within a framework of emphasizing a self understanding phase and self-change phase that are dependent on the integrated operation of three skills concerning one’s ability to manage emotional reactions to feedback, to carry out effectively the practice of self-reflection, and to enact self regulatory processes for development. It is suggested that the accomplished operation of these skills enable more refined and effective self development efforts allowing leaders to respond to changing work environments in a continuous and productive fashion. However, once learned and incorporated into ones behavioral repertoire, the operation of self development strategies would become self guiding. Given that self-development can be considered as metaskills- skills that allow for the development of other skills. It requires developing self awareness of competency strengths and deficits as a primary focus in leaders self development. This process requires self initiated obtainment of performance feedback and self-reflective analysis...
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... |Syllabus | | |School of Business | | |LDR/531 Version 4 | | |Organizational Leadership | Copyright © 2011, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course prepares students to apply leadership principles to the roles they play as managers. Students will discover more about themselves and will learn more about the connection between the individual and the organization. Other topics include organizational culture, structure, group behavior, motivation, power, politics, organizational change, and workplace conflict. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum.2+10+ University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may...
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...LEADERSHIP Leading a team or a group is a real skill that takes time, thought and dedication. Leadership is the most studied aspect of business and organization because it is the one over aching topic that makes the difference between success and failure. At times, it may seem overwhelming complex, but by focusing on some fundamentals you will find that you can lead your team with confidence and skill. Leadership and management are two distinctive and complementary systems of action. Each has its own function and characteristics activities. Both are necessary for success in an increasingly complex and volatile business environment. Strong leadership with weak management is no better, and is sometimes actually worse, than the reverse. The real challenge is to combine strong leadership and strong management and use each to balance the other. Both leadership and management skills are needed for success. At times, “leadership” will need to manage task and projects, and “managers” will need to influence and inspire people. Managers are not confined to management and leaders are not restricted to leadership the critical issue is about getting the right balance for the job you do. Management is generally seen to involve overseeing day to day operations, accomplishing goals and achieving tasks, while leadership spans a wider remit that includes influencing and inspiring others, generating ideas and defining a strategy and vision. GROUP DYNAMICS The term “group dynamics” describe...
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...Self Reflection Report to Improve Leadership Skills Free Essay, Term Paper and Book Report Self-Reflection Essay What better way exists to examine key concepts of organizational behaviour than to reflect on one's own experiences and beliefs as they apply to workplace successes and failures? In this report, I intend to review a variety of theories relative to organizational behaviour by considering each in relation to my own experiences as a mid-level manager. This reflection will focus primarily on three themes including personality, working in groups, and leadership. Throughout this report, I will consider my own personal strengths and weaknesses, attempting to determine how each affected situational outcomes. Many of these strengths and weaknesses were highlighted through a series of self-assessment exercises completed as part of the "Prentice Hall Self-Assessment Library" (Robbins and Judge, 2007), the results of which will be regularly referred to in this report. In closing, I will summarize areas requiring continued personal effort in order to ensure ongoing development and both personal and professional growth. Personality Personality seems a logical start...... Word Count: 3238 Page Count: 12.9 (250 words a page / double spaced) What is Your Time Worth? Get INSTANT UNLIMITED ACCESS to this Essay and 15,000 other Essays & Term Papers . Only $12.99! View This Essay Now Get instant access to this essay paper and 15,000 term papers, essays, and book...
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...Articles Building a Culture That Encourages Strategic Thinking Ellen F. Goldman1 and Andrea Casey1 Journal of Leadership & Organizational Studies 17(2) 119–128 © Baker College 2010 Reprints and permission: http://www. sagepub.com/journalsPermissions.nav DOI: 10.1177/1548051810369677 http://jlos.sagepub.com Abstract The ability to think strategically is critical for leaders and managers at multiple organizational levels. Specific work experiences can contribute to the development of an individual’s strategic thinking ability. Culture, among other organizational factors, can either encourage or limit those contributions. Leaders, as culture constructors and transformers, can act to maximize the relationship between organizational culture and the process of learning to think strategically. A cadre of formal training, developmental activities, and self-directed learning initiatives can provide leaders with the skills to enhance the strategic thinking of those they lead. Keywords strategic thinking, management learning, leadership development, organizational culture “Culture eats strategy for lunch.” This management truism is linked to examples of how strategy failed, acknowledging that actions attempted were inconsistent with the organization’s values, beliefs, and assumptions (Weeks, 2006). The strategy-eating potential of culture has been used as the basis for recommending that leaders initiate large-scale change efforts to align culture with strategy. However, it has...
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...Personal Mastery since this self-motivational ability will be an fundamental driving force. Clinical Leadership within the Trust to sustain clinicians in both clinical practice and education/training settings is presently provided through clinical supervision and mentorship by the Clinical Directorate Team. This team will have need of further development of their own leadership skills, mostly to support the newly qualified graduate paramedics and nurses entering clinical practice. An added tier to the leadership umbrella will be the clinical team leader role. These individuals will offer a key function through the monitoring and obedience to protocols and routine clinical performance indicators...
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...Organizational Behaviour Journal 10th Dec'2012 Session 1: Introduction to the field of organizational behaviour Reflection : Even after working in Information Technology MNC's for almost four years, I never realised that organizational behaviour plays such a pivotal role in the survival of an organization and its employees. I got to know about how both the entities: organization and employee are interdependent and their survival depends on an important factor called Organizational Behaviour. I understood that to get a bird's eye view about any organization, first I need to understand about the organizational behaviour. Organization is a complex open system that depends on external environment for effective functioning. I believe that the intellectual capital is definitely a valuable asset and its sharing can be a growth factor for organization. For an effective management, we need to go through planning, organizing, leading and controlling aspects of a job in hand. Management and leadership must be important traits for a manager to enable team and organization to achieve more than just task completion. I need to develop soft skills and hard skills in a proper ratio i.e. conceptual, human and technical skills to be an effective manager in future. Also learnt how important are values and ethics to an organization and about its responsibility towards the society (CSR). Understood the fact that more globalization and increasing workforce diversity has changed the structure...
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...that can be used to determine if KM in an organization is successful. Stefan Smolnik European Business School (EBS) Stefan.Smolnik@ebs.edu David Croasdell University of Nevada, Reno davec@unr.edu begin to identify instruments that can be used to operationalize these measures. Besides presenting some background on KM success, the paper also offers a series of perspectives on KM/KMS success. These perspectives were derived from an analysis of academics and practitioners’ definitions of KM/KMS success. 2. Background on KM Success After summarizing various definitions of KM, Jennex defined KM success as reusing knowledge to improve organizational effectiveness by providing the appropriate knowledge to those who need it when it is needed [13]. KM is expected to have a positive impact on the organization that improves organizational effectiveness. DeLone and McLean use the terms success and effectiveness interchangeably; one of the perspectives proposed in this paper does likewise in respect of KM [7], [8]. Jennex and Olfman summarized and synthesized the literature on KM/KMS’s critical success factors (CSF) into an ordered set of 12 KM CSFs identified from 17...
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...Critical Reflection and Transformational Leadership Ivan F Rodriguez University of Phoenix Critical Reflection and Transformational Leadership This paper briefly examines the relevance of critical reflection practices in leadership development. Incorporating critical reflective practices in a leadership development program (LDP) helps closing loops assimilating the knowledge, updating reference frames and providing valuable feedback to the decision making and problem solving processes. It is my learned experience that using critical lenses to enable building on previous experiences and to incorporate new learning will perpetrate the transformational leadership (TL) process. The correlation between critical reflection and TL can be explained by the closed loop between outside world and inside world, it is though a reflective process how the leader encourages multiple perspectives that ultimately challenge his or her to excel in complex and uncertain environments. Leadership development practices depend on reflection-in-action. Advancing one step further, TL focuses on how leaders inspire and motivate followers to a higher moral level (Burns, 1978), its essence is inspiring follower’s commitment to achieve the vision of a desired future. TL conveys the “connection between the organization’s philosophy and shared values, and embeds those values in organizational rules and actions in order to communicate meaning and inspire followers” (Bennis and Nanus, 1985, p. 58). The...
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...Learning Team Reflection MGT/311 September 30, 2013 Learning Team Reflection During the fourth week of organizational behavior weekly discussions were about organizational structure, political power, and organizational culture. The objectives for the week led the team to look deeper into how an organization and individuals within it influence it as a whole. A reflection on the influence of organizational culture, organizational structure, and power and politics on behavior help to answer questions and develop new ideas for use in individual's current jobs. Organizational Culture Organizational cultures consist of an organization's prospects, proficiencies, beliefs, and principles that embrace it. This is communicated in its self-perception, collaborations with the outside world, and the upcoming opportunities. It is based on common approaches, views, societies, and in black and white and unprinted guidelines that have been established and are well-thought-out. It is also known as corporate culture. It's revealed in the ways the business is conducted, how the company delights its staffs, clienteles, and their public, the magnitude to which free will is permitted in judgment creating, the emerging of new concepts, and individual manifestation. It also entails how devoted workers are on the way to shared goals. Organizational cultures can affect the company’s production and enactment, and provides procedures on consumer attention, well-being, and being present. Organizational...
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...Christian Worldview of Leadership Introduction The Christian worldview of leadership is distinctly different from most secular views on the subject. In the secular, leadership tends to be viewed primarily in terms of a company’s bottom line and how well the leader can urge employees to produce more and better work. That view is profit-centered rather than person-centered, and it does not give much attention to employees’ human needs and qualities nor on how developing excellent work relationships can promote productivity. In the Christian worldview, however, people are key, and their human needs are important. The leader in the Christian worldview understands how meeting employees’ needs promotes the kind of productivity desired and how developing strong work relationships can do more for the company’s success than micromanaging or other forms of harassment can achieve. This paper will discuss the characteristics of a leader and the keys of leadership, group behavior, and conflict management and resolution from the Christian perspective. Leadership Today’s business leaders often have difficult tasks to achieve in turning around failing companies and galvanizing an overworked workforce fearful of losing their jobs, but their tasks do not outweigh those of the great Biblical leaders, such as Moses, who led the Israelites out of bondage, or David, who had to slay the giant before becoming a leader. The characteristics of a leader in the Biblical context still differs...
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...Introduction Learning organizations is not a term familiar to many. The image that may appear in an individual’s mind when the term learning organization is mentioned may be that of a tutor, place of higher education, or even a church. While all of these could technically be defined as learning organizations, that is not the type of learning organization this paper explores. The learning organization literature that this paper explores is defined as the role of an institution in setting up a successful union of individuals to create learning to improve an individual and the institution as a whole (Calvert, Mobley, Marshall, 1994). This, of course, is a basic definition, and as the literature is explored, the reader quickly learns that learning organizations are as varied and diverse as the institutions within which they exist. The literature concerning learning organizations is also varied and diverse; ranging from simple, clear, and concise books and article to very detailed, in-depth, complex, and rigorous academic studies. Although the literature is exhaustive and at times overwhelming, by organizing the literature into common core areas, a reader can efficiently and effectively learn all there is to know about the learning organization, how to create a learning organization, and maintaining a successful learning organization. By thoroughly examining the literature in these three areas, an individual or institution will be able to thoroughly understand the entire...
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...minutes: Overview 45 minutes: Group Discussion 5 minutes: Reflections 5 minutes: Reading and Role Assignments Introduction | Brief Overview/Distribution of Materials/Role Assignments | Session One | Chapter One: Pull the Weeds Before You Plant the FlowersChapter Two: The Personal Change Readiness AssessmentChapter Three: The Organizational Change Readiness Assessment | Session Two | Chapter Four: Cultural ChangeChapter Five: Confronting the Myths of Change Leadership | Session Three | Chapter Six: Leadership LeverageChapter Seven: The Right Team | Session Four | Chapter Eight: Building Capacity With CoachingChapter Nine: Making Strategic Planning Work | Session Five | Chapter Ten: Closing the Implementation GapChapter Eleven: The Flywheel | Session Six | Chapter Twelve: Building Stakeholder SupportChapter Thirteen: Defining Change | Session Seven | Chapter Fourteen: Sustaining ExcellenceChapter Fifteen: Lessons Across the GlobeChapter Sixteen: Teacher Leadership | Materials for Each Participant: * Folder * Post-it Notes * Highlighter * Reflection Sheet * Book: Leading Change in Your School Members of the Leadership Team will meet in the Professional Learning Room. Materials will be distributed. Each participant will write his/her name on the folder containing the agenda, reflection sheet, and role descriptions. The introduction will be conducted by the leadership candidate. A brief overview of the book and its author will be...
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...University of redlands school of business MGMT 631: Management and organizational theory Instructor: Elijah Levy, Ph.D. Email: elijah_levy@redlands.edu thelevylaunch@yahoo.com Cell number: 562-2230-3334 I have been teaching at University of Redlands since 1992 in the school of business—teaching in the undergraduate and graduate MBA and Masters of Arts in Management program (MAM). My doctorate degree is in clinical psychology and I am an interdisciplinary thinker—enjoying the synthesis of philosophy, psychology, sociology and comparative religion to theorize about human behavior. I am the director of Founders Outreach, a nonprofit agency providing psychosocial/psychiatric rehabilitation services to mentally ill residents residing at Founders House of Hope. In addition, I am the director of The Levy Launch a center providing corporate education, management training, strategy consultation and start-up support and training to nonprofit agencies. I have written two books-- one on intercultural awareness titled You, Me and Them in addition to a book of poetry titled Crisis in Meaning, and with a colleague, directed/produced a documentary on mental illness titled Beyond the Shadow of Mental Illness and a documentary on my Veterans Legacy Project group. If you anticipate being absent from class, please make arrangements to contact me to submit assignments. CLASS SCHEDULE: March 5, 12, 19, 26 April 2, 9, 16, 23 Tuesdays...
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