...Leadership Reflection This paper reflects on the following questions: What do you think is your passion? Why do you say this is your passion, as it may be manifested in your personality, personal history and lineage? --- As I was reflecting on this intently, I came across this online article from Harvard Business Review where Peter Drucker, one of the most influential people in the area of modern management, talked about the topic on managing oneself. And an excerpt from this article below quite interests me the most. “Most people think they know what they are good at. They are usually wrong. More often, people know what they are not good at—and even then more people are wrong than right. And yet, a person can perform only from strength. One cannot build performance on weaknesses, let alone on something one cannot do at all.” - by Peter F. Drucker, Harvard Business Review: “Managing Oneself”; http://hbr.org/2005/01/managing-oneself/ar/1 This struck me quite a bit as I found this a bit ironic, because this somehow describes how things are unravelling, particularly on the state of my profession right now, and the state of things, in general. Well, I am not quite sure what I’m really good at. It’s not like I’m inept. It’s just that I am not sure if I’m really good at something. I’ve always engaged myself with so many things back then as my personal history reveals, as “jack of all trades, master of none” identity. For example, I have passion for creating...
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...Business Review, 68(2), page 10. My strengths I have discovered over the last five years are communication, presentation, leadership, and energy. I am a strong verbal communicator and enjoy working in teams. I am a natural leader and enjoy presenting projects and being part of a project from start to finish. I love being creative and have a think outside the box attitude. I bring energy to the team and am a catalyst. Having participated in a two different Charrette’s– collaborating with different students from around the world and working on a project in another country really helped with discovering what my strengths were and what areas I was most successful in. I enjoy working in groups and have had a manager compliment that I am easy to work with and she can partner me to work with anyone, as I am patient and understanding of each individuals work personality. I learn by listening to other and analyzing their work style and personality to create a strong team dynamics. When I do the mirror test, my values are working in a flexible environment. I thrive in a place that I feel valued and the company gives proper recognition (the give and take mentality). “To Work in a organization whose value system is unacceptable or incompatible with one’s own condemns a person both to frustration and to non performance.” Drucker, P. F. (2005). Managing Oneself. Harvard Business Review, 83(1), page 5. I have had experiences where I have dedicated my time and energy into a company only...
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...components of the course were something one learns in some form or the other and has practiced during one’s career progression, it’s interesting how I personally chose to forget some of the basics essentials of being a manager and most importunately being a successful manager. I guess working with different leadership styles and job requirements rubs off on an individuals working style, and to an extent influences their leadership style, which I believe has happened with me. Retrospectively if I have to look at my career and more specifically my leadership style, it has changed to a great extent. I say it has changed based on my approach to people. It has changed based on how I respond to people’s emotions now against how I used to respond maybe 5 years ago, I believe I was more understanding and patient with my people then, than what I am today. I could relate to the fact about how an Organization’s goals and culture can influence a manager’s behavior and working style. OB has helped me by giving me a very objective view of what I was, what I have become and what I should be. It has for example provided me with an insight on how I have maybe suppressed my original style of leadership and latched on to a style that is not truly mine, but an amalgamation of what my organization demands and my bosses demanded. A key learning for me has been knowing the importance of Interpersonal skills or networking. As a personality I am not an outgoing individual and I have always had this perception...
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...[Type text] Running Head: LEADERSHIP Leadership at KTG Heba Gouda ID: 867223 Chifley Business School Leadership Executive Summary 2 The general goals of this task are to empower a vital repair to KTG local circumstance and to connection managerial as so as authority rationalities with Operational Review Report, to work out and to create the brilliance of the procurement consented to the district. The distinct aspiration is to identify, build & evaluate agent rehearses for consolidated utilized so that the laborers capacity for engagement created. To approach and propose this circumstance and to create a compelling administration general approach a compound of speculations were taken in attention. The technique to encourage the normal difficulties went up against in this task is a mix of old method for managing, in addition to another system endorsed to be basically proper in managing such awful circumstance. To start with thing first is to get all workers inspired, and this is carried out by numerous ways that is bringing in thought with the distinctive approaches to fulfill the needs of different human wishes and needs. What's more to wrap things up, comes the correspondence part; which is the connection to accomplish things the way it ought to be. Leadership 3 Table of Contents Executive Summary ........................................................................................................................ 2 The Role of the Leader ........
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...Leadership and Management must go hand in hand. Leaders, in an organization set up rise from the ranks of Mangers. Leadership and Management are not the same thing but they are necessarily linked and complementary. Any effort to separate the two is likely to cause more problems than it solves though it is necessary to differentiate between Managers and Leaders. While every leader may not be a manager, every manager should be a leader. A manager who lacks effective leadership traits will drive a business into the ground faster than we can all imagine. In this assignment, the writer is going to give Scholarly definition of a manager and that of a leader and differentiate between managers and leaders and a conclusion will be reached at the end of this paper. Majchrzak and Rosen (2007) define a leader as “someone responsible for articulating a vision for the team, communicating the vision with passion, setting an execution plan so the vision can be accomplished, forming coalitions of believers, aligning others behind the vision and shaping a team culture by articulating operational values”. Locander et al (2007) define leadership as “the visible manifestation of an organization’s project’s success or failure. Therefore he or she must engage the followers to believe in and achieve desired outcome”. Armstrong (2008) describes leadership as “a process that focuses mostly on developing, communicating and motivating” while Mullins (2007 describes leadership as “a relationship through...
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...Emotional Intelligence (EI) in Leadership 1. Introduction All of us can recall at least one situation when very technically skilled people performed poorly as leaders, despite their intellectual abilities and analytical skills. If we look closer at their behavior, we will see that they could hardly get along with people or stay calm in stressful situations. One of the reasons for poor performance of managers is that for a long time companies’ recruitment processes were based on the belief that one of the most general rule of thumb in the business world is the close link between staff technical skills and their performance. Moreover, employees’ technical skills have been one of the most important drivers of their promotion to leading positions. However, it turns out that in a surprisingly high number of cases, the promotion of highly skilled people to leadership positions did not work out as it was expected. Many companies reviewed their HR policies after Daniel Goleman introduced his new and innovative concept of Emotional Intelligence in 1995. Emotional Intelligence (EI) relates to the self-perceived ability to identify, assess, and control the emotions of oneself, of others, and of groups. Those abilities are as valid, or even more so, than one’s intellectual quotient when it comes to performing better as a manager and a leader (Goleman, 1998). Ever since then, companies have been assessing potential candidates’ emotional intelligence throughout their recruiting processes...
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...beginning his or her career in nursing and has mastered the medical skills necessary to become successful. Nurses serve a diverse community with individuals of different languages, ethnicity, religious beliefs, and sexual orientation. The nurse can resolve conflicts and recognize the views and values of others while not judgmental of the differences of those he or she disagrees with. The nurse understands the importance of emotional intelligence because before one can understand others he or she must first understand oneself (Goleman, 1995). The nurse administers medication meticulously and with care. The medical professional requires the competencies of emotional intelligence because emotional state plays an important part in illness and disease. Stress and negative emotions can fade the effectiveness of several immune cells (Goleman, 1995). The plan for Baker Hospital includes emotional and cognitive skills including self-awareness, knowing oneself, managing...
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...mil/airchronicles/apj/apj02/win02/latour.html http://www.au.af.mil/au/awc/awcgate/awc-thkg.htm#eq DISTRIBUTION A: Approved for public release; distribution is unlimited. Emotional Intelligence Implications for All United States Air Force Leaders Lt Col Sharon M. Latour, USAF Lt Gen Bradley C. Hosmer, USAF, Retired |Editorial Abstract: Emotional intelligence and its five domains of empathy, handling relationships, self-awareness, managing | |emotions, and motivating oneself constitute a set of learned, interpersonal abilities that allow leaders to become highly | |effective. The authors outline the characteristics of emotional intelligence and offer practical ways for readers to integrate its| |techniques into their leadership style. | |Knowing others and knowing oneself, in one hundred battles no danger. Not knowing the other and knowing oneself, one victory for | |one loss. Not knowing the other and not knowing oneself, in every battle certain defeat. | |- Sun Tzu, The Art of War | This article explores the emerging field of emotional intelligence (EI). It discusses what it is, why it matters in general terms, how individuals can improve their EI, and what impact it has on the effectiveness of US Air Force...
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...Leadership • The logic of rule-following - Interpret situation - Make sense of one’s role - Follow the rules or norms • Organizational culture plays a significant role in shaping the behaviors of individuals or groups • Organizational culture is a widely shared pattern of beliefs, expectations, and norms in an organization • Like an iceberg - Observable artifacts - Espoused Values - Underlying Assumptions • Managers must design effect control systems • Culture is primary reason people hate or love their jobs • Leadership is the ability to influence a group toward shared goals • Basic assumptions about human nature determine how you lead others • Leadership style should be influenced by context - Culture - Team members - Tasks - Social norms • Leaders must be able to adapt • Find alignment between oneself and the situation Organizational Change • Our social identity shapes our behaviors • People work hard to protect their identity • Amount of change equals dissatisfaction, model, process > cost of change • Change involves loss and loss involves grief • Managing change requires a broad toolkit • Receiving change requires us to realize that the worlds does not revolve around us Power and Influence • Power is the ability to exercise influence • Power is the inverse of dependence • Power is a perception • Power is dynamic • Power is a social phenomenon • Power is derived from personal skills, attributes, hierarchical positions, and relationships ...
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...Running Head: Self Leadership (Name) (Course) (Professor) (University) (Date) Literature review The meaning and importance of self leadership has become apparent in the past two decades and this is attributable to several diverse changes that are taking place in the world today. Changes such as need for organizational suppleness, innovativeness and learning skills have resulted to organizations in various industries competing to achieve the most effective management of resources to empower their operations. Management training has gained focus on self leadership as there is need for companies to acquire human resource who are able to cope to the dynamic business environment (Sydanmaanlakka, 2002). This calls for the need to change management from the old conventional style to a shared leadership system. Shared leadership requires the transition from the command and control to employee involvement in decision making process (Pearce, 2007). In order to effect shared leadership, there is need to encourage self leadership which basically entails self direction and self motivation. One cannot influence others if he or she is not in a position to influence oneself. Self leadership in organizations is fostered through the involvement of employees in decision making processes as well as fostering their self leadership skills which will then trigger shared leadership responsibility as (Stewart, et al, 1999) puts it. According to (DiLeillo&...
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...Abstract This leadership self assessment paper will be the consolidation of all the entries of my LSA journals which are actually implementation of all the different ideas and concepts of leadership that is introduced in this BSAB 371 module. In this paper, we will also look into how the various theories, ideas and concepts of leadership based on my personality and leadership competencies applied to the ten aspects; leadership philosophy, leadership personal skills, leadership, human resource management, team building/team solving, diversity change management, ethics, leadership development in follower, managing quality in workplace and leadership and spirituality. LEADERSHIP PHILOSOPHY My basic philosophy on leadership is very simple and straightforward. A person is deemed to possess good leadership when he or she is able to get things done fast with minimal fuss. As such these are the kind of leaders who will be well respected by their followers. In leadership, there are some key qualities that every good leader should possess, and learn to emphasize in order to lead efficiently and be respected by all. The Leadership Self-Assessments (LSA) journals that is incorporated in part of this module has made realized what kind of leader I am and what are the areas that I can work and improve on in my leadership skill development in my bid to become a better leader in future. In this paper, I will include the various results of the LSA journals to support my current...
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...| | | | | | | | The culture becomes an identity of an organization depicted by rituals, procedure which are prescribed , language, emblem and artifacts. (Clegg, Kornberger & Pitsis 2011) When a leader associates oneself with an organization, he has to amalgamate the transactional and transformational approach in a way that it is beneficial for the progression and it proves to be productive. Changing organization's culture is an intricate task and certainly very arduous as rightly put by Schein(1992) it is the organization's composition and basal utility. If the culture is very conducive and its pertaining to a large organization which has succeeded in one's endeavors; a leader may adapt to the new culture considering the changes would not bring adequate and prominent changes since at times it becomes difficult to transmute in such organizations. A leader determined to change the culture has to be confident in his abilities and new management style and needs to make sure if its pertinent and easily adaptable. As per the survey cited in Carr et al. (1996) around 10% of the organizations were successful to confine the new management approach in the institution and the percentage up till now is somewhat around 15 to 19%. When a leader joins an organization and truly believes if there is a scope for change and can attain break through, leader should certainly opt for it considering various factors such as increase in revenue and monetary gains, customer...
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...Leadership and organization play a major role in all of our lives both professionally and personally. These attribute, while both distinct and distinguishing in their own right, serve as milestones to set the precedents for the track to success. Effectively utilizing these skills and implementing them in everyday activities, from decision making to effective communication, serves to enhance all aspects of our lives. I plan to learn a multitude of ways to interact with other people provided the tools this course (Organization, Management & Leadership DNSC 6247) has to offer. Through my experience, background, and others experiences will provides insight on how to approach different situations from different vantage points. A large portion of my professional life was serving active duty in the United States Air Force in the Logistics Squadron as a Traffic Management Officer. Despite the preconceived notion that all military personnel are well equipped to organize and lead, I have always strived to develop these attributes. Transitioning into the highly competitive civilian sector in the financial and banking sector has heightened my awareness of the importance of managing these traits. I have worked in several different departments within the organizations I have worked for within the last 10 years: Asset Management, Accounting, Project Management (internship), and Inventory Management. I received my undergraduate degree at the University of Nebraska at Omaha - **GO HUSKERS**...
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...RONALD B. DE LA CRUZ / ID NO. 080066 REACTION PAPER “Some people have suggested that understanding human behavior is the single most important requirement for managerial success.” Understanding human behavior, while one of the vital components of successfully managing an organization, is not the single most important requirement for managerial success. While it leads to better relationships, better collaboration among staff and other people in the organization, building a team that breeds creativity and productivity, there are other variables within and outside the organization that every manager must be technically equip to deal with. One of the most critical components of course is knowledge and technical skills in planning, organizing and controlling. Managers will be dealing with external factors like market trends, market competition, maintaining and expanding market niche, and even after sales and service issues. Simultaneously, managers will also deal with product designs and quality, cost efficiencies and other financial aspects, productivity, among other things, all requiring great deal of knowledge to make informed decisions. These complex decision areas are consequential to an organization’s success, becoming imperative on managers to possess profound understanding and knowledge of how the whole process works in order to effectively discharge their functions and manage the expectations of customers and achieve the organization’s objectives. Another component...
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...Master’s of Business Administration (MBA) overview and the Effective Research and Writing at University of Phoenix Modules are two introductory tools used to help emphasize the importance of the MGT/521 course. They are also guides and directional maps to steer new students to the appropriateness of understanding the necessities to achieve success in this MBA program. The MBA overview encompasses multiple concentration of the program as each tab delves into the specifics of what each focus entails. Effective Research and Writing Modules take a similar pathway as it describes the didactic approach to produce a graduate student quality research paper with the proper American Psychological Association (APA) writing style. This paper will demonstrate the summary of the interest of two functional areas of business. In addition, an explanation of the role managers would have within these areas of business will be described. With the use of supporting peer-review articles from University of Phoenix, an effort will be made to illustrate in detail the appropriate use of the aforementioned points to give the readers the clear understanding of the MBA student’s perspective. Furthermore, students pursue furthering his or her education for various reasons, for example, career growth, personal goal or to start a new career, therefore it is significantly important for each student to use the necessary tools in the most efficient and effective manner to achieve his or her ultimate success of...
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