...Final Project Problems & Challenges Facing Women in Achieving Executive Positions Regina Sykes Kaplan University GB520 Strategic Human Resources Management Prof: Susan Pettine 03/04/2013 TOPIC Are women still facing challenges of achieving executive positions? Although there seems to be a shifting in numbers in the workforce this question is still relevant. When looking across the number of companies that exist in the U.S.A. and the makeup of the workforce there still seem to be an imbalance in number of women in executive positions. Women make up 47% of the workforce, however less than 15% are in executive positions (Starvish, 2012). This research paper will take a dive into variables and challenges a company faces when working to increase the number of women in executive positions. This paper will help to define the approach to researching the obstacles that are faced by women and the companies that could potentially employ them in executive positions. Lastly, this paper will identify those key to providing a shift in what executives are believed to possess. Scope In an effort to provide readers with new information and insight into the challenges and problems that exist for women to attain an executive position several different credible sources will be leveraged, including Gartner search group, Harvard Business School, About.com and many other sources. By leveraging research that has already been conducted as well as reviewing information that...
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...Individual Assignment Leadership 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...
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...is Transformational Leadership? Is there a relationship between transformational leadership and emotional intelligence? Introduction For more than three decades, the paradigm of transformational leadership has attracted a vast amount of academic interest. A large number of empirical studies lend credibility to this interest by linking aspects of transformational leadership to a range of positive organisational and individual outcomes (Bass, 1997; Bass & Avolio, 1994; Lowe, Kroeck & Sivasubramaniam, 1996). Due to these desirable effects, a significant amount of research has also been undertaken in trying to understand factors that predict or contribute to transformational leadership behaviours. For this reason, the relationship between emotional intelligence and transformational leadership is one that has attracted much attention. The following paper examines this proposition in more detail. In order to gain a more detailed understanding of transformational leadership and its relationship with emotional intelligence, the paper first examines the two subjects as standalone concepts. In determining if and how a relationship exists, the paper subsequently brings the two constructs together so that a critical examination and analysis of the research available can be undertaken. Lastly, after examining the case for and against a relationship, a conclusion is drawn from the analysis presented. Transformational Leadership The notion of transforming leadership was first introduced...
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...a. Greenleaf's servant leadership is humanistic, relative, and without foundation b. biblically based servant leadership rooted in the life of christ. c. you have been offered a clear contrast between Greenleaf and a biblical view of servant leadership d. all of the above e. none of the above 2. Spiritual reasons for leading like Jesus include all except the following: a. servant leaders seek first the kingdom b. servant leaders are better than non servant leader c. servant leadership honors god and his commandments d. servant leadership puts the love of Jesus into action e. servant leadership models Jesus to others 3. All of the following are spiritual reasons for leading like Jesus: a. servant leaders are better than non servant leader b. servant leaders are more in touch with their spiritual selves c. servant leaders put the love of Jesus into action d. servant leaders become achievers e. all of the above. 4. All of the following are practical reasons for leading like Jesus except: a. servant leadership provides better service b. servant leadership is more spiritual c. servant leadership provides better leadership d. servant leadership closes the gap between success and significance e. all of the above 5. All of the following are practical reasons for leading like Jesus: a. servant leadership provides better service b. servant leadership provides better leadership c. servant leadership closes the gap between...
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...professor: a. Greenleaf's servant leadership is humanistic, relative, and without foundation b. biblically based servant leadership rooted in the life of christ. c. you have been offered a clear contrast between Greenleaf and a biblical view of servant leadership d. all of the above e. none of the above 2. Spiritual reasons for leading like Jesus include all except the following: a. servant leaders seek first the kingdom b. servant leaders are better than non servant leader c. servant leadership honors god and his commandments d. servant leadership puts the love of Jesus into action e. servant leadership models Jesus to others 3. All of the following are spiritual reasons for leading like Jesus: a. servant leaders are better than non servant leader b. servant leaders are more in touch with their spiritual selves c. servant leaders put the love of Jesus into action d. servant leaders become achievers e. all of the above. 4. All of the following are practical reasons for leading like Jesus except: a. servant leadership provides better service b. servant leadership is more spiritual c. servant leadership provides better leadership d. servant leadership closes the gap between success and significance e. all of the above 5. All of the following are practical reasons for leading like Jesus: a. servant leadership provides better service b. servant leadership provides better leadership c. servant leadership closes the gap between success and...
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...The Unpaved Road to Success Strayer University Leadership in the 21st Century JMMI 510 Dr. Mario Barrett November 14, 2015 Abstract We will be reviewing the business operations of the Chattanooga Ice Cream Company specifically relating to the management styles of its President and General Manager Mr. Charles Moore and how Mr. Moore engages with his management team. As well, we will be exploring leadership styles and team dysfunctions as it relates to the entire management team and how Mr. Moore’s style has a direct impact on those dysfunctions. In addition, we will be exploring the foundations of building trust, facilitating buy in and changes that are needed to the existing culture. Finally we will be analyzing the development of a mission statement, values and the development of a turnaround plan. Introduction The Chattanooga Ice Cream Company is a wholly owned subsidiary of the Chattanooga Food Corporation (CFC), a family-controlled enterprise founded by Charlie Moore in 1936. Charlie Moore, grandson of the founder was promoted to the office of President and General Manager of the Chattanooga Ice Cream Company in 1993. Chattanooga Ice Cream Company is one of three divisions of CFC with revenues of $150 million per year. CFC has, as a whole performed well in recent years but the Ice Cream division has experienced flat sales and declining profitability over the past four years. Per capita consumption of ice cream has slowed while premium and...
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...Reconstructing the structure and management of the Cayman Islands Athletic Association A project plan submitted in accordance with the requirements for the degree Associates of Arts in Public Administration By: Molly Ann Cecelia Moore Advisor Ms. Diane Campbell Civil Service College (UCCI) Summary The Cayman Islands Athletic Association –CIAA exist in the Cayman Islands as the governing body for sport athlete in the Cayman Islands. The CIAA is also under the umbrella of the International Association of Athletics Federation whereby, giving athletes an opportunity to showcase their talents. Over the years since its inception, the association has been plagued with many difficulties such as, not harnessing the talents of promising young Caymanians, not being able to run and effective organization due to poor management, failure to attract the right personnel to run the organization and failing to garner the support of the private sector. This paper will seek to divulge into the many negative issues that have plagued this organization over the years while offering constructive recommendations and suggestions that can be implemented to garner the support from parent, government and most importantly, the private sector. The paper will also seek to look at the unique perspective young people brings to the organization while utilizing their talents to market the Cayman Islands. The paper will also suggest ways in which the athlete can use their skills to improve academically...
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...Individual Leadership "A leader is anyone who uses interpersonal skills to influence others to accomplish a specific goal" (Sullivan & Decker, 2009, p. 45). An effective leader must possess qualities of honesty, integrity, equality, and can communicate and listen. Other qualities of a leader include the ability to motivate, lead, promote quality performance, and guide toward a common goal while maintaining individual and group satisfaction. Management and leadership roles overlap and frequently used interchangeably, however they are different in that a manager may not be a leader, and a leader may not be in a managerial position. My personal view of leadership is that leadership is ingrained or inherited in a person as well as a learned trait. Gilbert (1975) found that potential leaders were more likely to have inherited traits such as ambition, poise, self-confidence, orderly thinking, sensitivity, flexibility, and dominance. Although the behavioral theorist believes that a leader's personal traits provide only the foundation, leaders develop through "education, training, and life experiences" (Sullivan & Decker, 2009, p. 45). My personal view is that a leader has qualities of both trait and behavioral theories. Positive leadership is vital in every goal-oriented setting, and positive leadership results in positive results. Positive leaders possess good morals, interpersonal skills, assertiveness not aggressiveness, patience, discipline, confidence, and...
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...Functions of Management Functions of Management Quite a few companies in the world today use an historical secret from the Chinese on the essentials of management from C level executives to the very basic levels of management. These essentials are based on four functions of management: planning, organizing, leading, and controlling. There is a variety of responsibilities and actions associated to each task of management, and fluctuate depending on precise structure when practicing management. The four main tasks of management are as important as they ever were, and still present the fundamentals needed in any corporation, small business, or government entity (Bateman & Snell, 2009). Planning is the basis of management that the other three functions are built on. Managers utilize the planning function to plan for the future, and so they are able to foresee issues by deciding on what events to stay away from. Consequently, planning effectively can be the differentiating factor of an unsuccessful and a successful manager. An effective manager needs to take consistent steps when planning, and keep in mind the organizational goals that need to be achieved. For the military, it is the responsibility of each commanding officer at every level to plan a soldier’s redeployment and deployment. The commanding officers main objective is to making sure all soldiers that were deployed with them, make it home to their families safely. The commanding officer evaluates the mission...
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...and solutions were made available to solve some of these issues. The theories of leadership and how managers are able to impact the culture in a successful way avoiding these cultural clashes were also analyzed. Employees from collectivist cultures were evaluated to solve these issues. In contrast, employees raised in an individualist culture were also evaluated. In conclusion, it was determined that in the environment of Gate Safe Inc, the collectivist culture has been shown more effective. Introduction Gate Safe Incorporated is an airline security services company, which provides catering inspections, access control, baggage handling, aircraft monitoring, and cargo screening for major domestic and international carriers around the United States (Gate Safe, n.d.). Gate Safe prides itself in complying with all TSA regulations to provide a safe environment for the flying public. Gate Safe was established after the horrific attacks on 9/11 in a measure to safeguard the flying public and avoid another terrorist attack through the sky. The organization believes that all people shall be treated equally and under its corporate values, it states “Respect – which celebrates the diversity of cultures among its employees and customers (Gate Safe, n.d.).” Workforce diversity can be very complex, and the valuing of it can be very beneficial to an organization (Ongori & Agolla, 2007). The leadership theory can be broken down by two different categories. The first, describes the followers...
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...Strategic Leadership Critically evaluate the concept of strategic leadership | Introduction Every business, especially within our current and very intricate global settings, is subject of an extremely challenging venture in terms of features which may influence the function of an organisation (Hakansson and Snehota, 1995; Yli-Renko and Autio, 1998). The achievement or an eventual fiasco of a business is ascribed to these features (Gulati et al., 2000; Möller and Rajala, 2007). Therefore, strategic leaders aptitudes ought to be advanced perpetually and accurately in order to prepare them to face todays challenges as they might be eventually harder in the forthcoming (Hitt et al., 2009). Within the context a lucrative organisation, it is clearly acknowledge that the organisation ought to attempt and reach the level of customers’ contentment in order to be on top of the industry competition as well as generating benefits. In this way, to be capable to achieve its corporate objectives, the management of actual organisation must be directed by the principle of strategic leadership. Principally, the core intention of this paper is to critically evaluate the concept of strategic leadership. In this, possible advantages and restrictions of the execution of strategic leadership will be argued by the author of this paper. Moreover, this paper will attempt to provide a number of understanding information regarding the basic features of strategic leadership for instance strategic...
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...How Burger King motivates its people to perform their jobs? The dissertation investigates the issues of employee motivation in Burger King and McDonald's exploring the factors that influence employees' commitment to work, the perceptions and attitudes of subordinates in Burger King and McDonald's toward management, the expectations and preference of fast food restaurants' staff towards their managers, etc. Literature on the theories of motivation is reviewed. The methods of the research are based on the primary data obtained form focus group interview and questionnaires, and secondary data collected from text books, newspapers, journal articles and the Internet. Conclusions are made about the factors that can influence the motivation of workers in McDonald's and Burger King with reference to employee relationship, communication within workplace and the personality of mangers. Leading and motivating employees on Burger King: Employees are considered as the most significant resources in Burger King. Basically, Burger King Company uses three different motivational techniques such as: financial encouragement, non- financial encouragement and social policy. These three factors are mainly described in Maslow�s hierarchy theory. According to this theory, all kinds of needs must fulfill one after another. The strategy and structure of Burger King Company represents that only the simultaneous fulfillment of employee�s need will be enhanced an employee�s performance. In brief, for...
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...Four Functions of Management Brian J Brook University of Phoenix Management Theory, Practice, and Application MGT 330 Walter Goodwyn, MBA April 26, 2010 Four Function of Management Many businesses in today’s world are using an ancient Chinese secret on fundamentals of management from the top executives to the bottom levels of management. These fundamentals consist of the four basic functions of management: planning, organizing, leading, and controlling. The various tasks and activities related to each function of management differ according to the specific framework in which management is practiced. These four basic functions remain as important as ever, and they still offer the fundamentals that are required in any small business, corporations, or government agency (Bateman & Snell, 2009). Planning is the foundation on which the other three functions of management are built upon. Managers employ this method to plan for the future so they can anticipate problems by deciding on what events to avoid. Therefore, effective planning can be the difference in a successful and unsuccessful manager. When planning a manager needs to take logical steps in think through what needs to be accomplished to achieve the organizations goals. In the military planning for deployment and redeployments is a conscientiousness responsibility of every commander at each level. Their main goal is to bring back every soldier who has deployed with them. Then the commander...
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...Change Process and Organizational Behavior / Management Abstract Organizations today must learn to adapt to an ever changing global market or they will surly fail. Changes within a firm must be optimized to address the increased competition as a result competitors producing products better, faster, and cheaper. Change management processes must be developed and matured within the organization in order for them to remain competitive. Only through good leadership and the understanding of how to incorporate change can a company survive in today’s fast-paced, ever changing world. Common Errors and Consequences to Anchoring Change Over the years many firms have tried, but failed miserable because they were unable to effectively manage the processes of change which they have established in their organizations. Major change management is an extremely difficult simple process, but when all of the steps or phases of that process are followed, as mentioned in Kotter’s book Leading Change, the outcome will most always be positive. But, if a step(s) is skipped or only partially completed, implementation of the desired change effort will be less than desirable or fail completely. Kotter (1996) states, “To some degree, the downside of change is inevitable. Whenever human communities are forced to adjust to shifting conditions, pain is ever present.” (p. 4). Below are eight the most common errors and the consequences that affect the success of the change process. Figure 1 - Eight...
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...statement. I understand of this question that encouraged to be defined as “To give support” in the sense of designing policies to encourage organisational learning. With this in mind main argument for this statement is mechanistic organisations wouldn’t struggle to encourage organisational learning however scope for learning will be limited due to employee behaviours and management styles and in order to enable full capacity within organisation learning a shit would be required away from the mechanist approach. First of all I believe it would be simple for burecratic organisations to encourage organisational learning due to the Strict hierarchy, rules and regulations and power in position slides which exists combined with employee’s to have strong compliance to manager commands, processes and rulers and regulations (Max Weber). I believe if managers were to enforce forms of organisational learning such as group work, single and double loop learning (Agyris & Schon, 1978), Kolbs learning cycle (Kolb, 1984) employees would follow procedures due to the high controlling authairitive relationship which exists between employees and managers. An example of this would be when working at costa there is a very mechanistic approach in regards to their production of coffee as one person calls the order delays it to coffee machine and till and works as a very strict production line with necessary rules and guidelines to follow with limited space for creativity. When asked to work in...
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