...managers to lead a diverse workforce. o Managing diversity. • Methods: o Limit the content type to be from scholarly journal articles o Refine my search to be workplace diversity o Limited the date of publication to be most present. • Strategies to finding credible sources Finding credible sources are easy to find, but some credible sources sometimes can be difficult to find by digging through all sorts of websites. There are three great reliable credible resources which are the University online libraries, links from academic websites, and government or educational websites. These three credible resources are all safe to use for researching reliable information, and also give the researcher great references for what they researched. • Explain your strategies for finding credible sources. The strategies I used to find my credible sources was that the reliable sources I found where either journal articles, and government or educational websites, and using this strategy of having the opportunity to access these websites allow me to grasp accurate and credible research. • Write an annotated bibliography summarizing each article in 3 to 5 complete sentences and identify whether the source is primary or secondary. Diamante, T., & Giglio, L. (1994). Managing a Diverse Workforce.. Leadership & Organization Development Journal, (15), 13-17 This article is a primary source. This article is arguing...
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...Abstract The various forms of persuasive tactics are ideal for public leadership in effectively gaining and leading an audience. Public leaders have a great responsibility in effectively leading an audience, crowd or various forums to complete a goal. How the public leader interacts with potential followers can determine if and when a task will reach completion. The documentation below will cast some light into the various persuasive forms of leadership, followed by an evaluation of persuasive tactics used to facilitate change. As change is often met with resistance persuasive tactics are ideal. Two sources referenced as credible tactics are logical and transformational. The documentation includes two prominent public figures First Lady Michelle Obama and Billionaire Oprah Winfrey in reference to successful persuasive skills used to influence followers and votes. The information shared is from the perspective of a student. The intent is not to discredit the authors or public figures of any credit for works performed. * Persuasion Contrary to what people may believe, persuasion is healthy and rewarding! According to (Rusaw), transformational leaders use tactics to educate and inspire followers to achieve a completed goal or task. As differences in views may label persuasion as being manipulative, in leadership the task is warranted. Great public leaders possess skills and tactics for gaining supporters and followers that aid political forums and completion of task...
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...Majority Rules often influences attitudes or behavior. One does not want to be singled out or ridiculed by following an opposite behavior. There usually is a leader of the pack who influences behavior of a group. In example, my employer creates a positive atmosphere in which he leads by example and we follow by going above and beyond in guest service as well as leadership. Some negative aspects may occur in our company such as a team member not liking another member. The negative person may influence others to have the same opinion by talking behind ones back in an undesirable fashion. The influence of this attitude will bring down the moral of the entire team until it is resolved by another’s positive leadership and confrontation or behaviors. In today’s leadership there are various models to represent leadership styles. In our reading assignments I believe charismatic, visionary, and servant leadership are styles prominent in my company. These styles interact with the most important performance styles in our teams because we are a large diverse group of individuals and we need to adjust to one another’s personality types. Being charismatic allows one to be energetic, charming and persuasive by influencing with positive reinforcement and commitment. Team performance increases by...
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...a broad concept when necessary. ❖ Brainstorm/diagram the relationships you see among your key course words, i.e., course focus (transformational leadership) and your three specific concepts chosen for this course. Clearly identify the interrelationships before you begin to write. ❖ Create an orderly sequence of your main ideas before you write. ❖ Suggestion: write an entire first draft as quickly as possible, then revise at least two times, followed by a final edit in which you “clean up” any grammatical or punctuation glitches. (Yes, this really works, moving past any anxiety about writing or the DCS. After all, a first rough draft doesn’t have to be good…it just has to be, so you can revise until it becomes good.) USING THE MSOL DCS FORMAT: ❖ Your paper subtitles will be: Statement of Case, (First Concept),** (Second Concept),** (Third Concept),** Action Plan, My Role as a Leader, and Bibliography. Use the sample DCS (uploaded) as a model. (Be consistent with your subtitles in capitalization, bold font, underlining and upper/lower case letters.) ❖ Make sure you incorporate at least one other outside organization that positively incorporates or demonstrates each of your three concepts. ❖ Develop each concept: define, describe, and apply. “Define” means use an expert, credible source (not Wikipedia or a dictionary). “Describe” answers the questions: What does this look like in action? How is this expressed in the world? “Apply”...
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...are human elements that are affected. The estimated cost of injuries and incidents in the industry is huge and not just based on monetary impact, but also to the cost of claims, the reputation of various organisations, counselling and other services utilised to help people deal with trauma as a result of incidents and fatalities. Three major factors that make it even more important to create a first class safety culture on our project include; 1. a workforce that is just getting to know each other; 2. Two major motorways where driver behaviour isn’t always easy to control and is running at full capacity; and 3. A lot of high risk activities that could result in injury or worse. Without creating a culture where safety values, mateship and leadership within is a given, there is more likelihood that a major incident or worse, could occur and have a devastating effect on everyone. The research undertook and the advice and learning’s I obtained as a result were without doubt, extremely beneficial. Sources Web Query/Group Getting workers to think about safety in the workplace Source http://www.talkingsafety.org/young-workers/tips-to-stay-safe-atwork.html http://ohsonline.com/articles/2012/12/01/tips-for-getting-your-messageacross.aspx?sc_lang=en http://www.worksafe.vic.gov.au/__data/assets/pdf_file/0007/10420/ma naging_safety_in_your_workplace.pdf http://www.deir.qld.gov.au/workplace/resources/pdfs/everhard-casestudy.pdf...
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...SOCIAL NETWORKS AND OPINION LEADERS AFFECT THE ADOPTION OF NEW PRODUCTS Raghuram Iyengar, Christophe Van den Bulte, John Eichert, Bruce West, and Thomas W. Valente Do word-of-mouth and other peer influence processes really affect how quickly people adopt a new product? Can one identify the most influential customers and hence those who are good seeding points for a word-of-mouth marketing campaign? Can one also identify those customers most likely to be influenced by their peers? A pharmaceutical company seeking to improve its marketing effectiveness by leveraging social dynamics among physicians set out to answer these questions. There is indeed evidence of social influence, even after controlling for sales calls and individual characteristics. Also, people who are central in the network and those who use the product intensively are more influential. Finally, people who view themselves as opinion leaders are less affected by peer influence, whereas people who others really turn to for information or advice are not differentially affected. This last finding suggests that self-reported opinion leadership captures self-confidence, whereas a central position in the social network captures true leadership. Since sociometric techniques identify true opinion leaders more effectively than self-reports do, word-of-mouth programs targeting sociometric leaders are expected to be more effective than programs targeting self-reported leaders. THE AUTHORS Raghuram Iyengar, Assistant Professor, riyengar@wharton...
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...Servant Leadership This type of leadership emphasizes increased service to others, a holistic approach to work promoting a sense of community and the sharing of power in decision making. The term servant leadership was first shared in a 1970 essay by Robert Greenleaf (1904-1990) entitled “The Servant as Leader” Greenleaf spent most of his organizational life in the field of management research, development, and education at AT&T. He also consulted for Ohio University, MIT, Ford Foundation. His series of books and essays on the theme of “The Servant as Leader”- had the objective to stimulate thought and action for building a better, more caring society by the natural feeling to serve others. 10 Characteristics to the development of servant leaders: Listening- the need to listen intently to others. listening and reflecting regularly is essential for the growth the servant leader Empathy- people need to be accepted & recognized for their special & unique spirits especially when their behavior or performance is unacceptable Healing- learning to heal is a powerful force for transformation & integration. This is a great strength for servant leaders to help make people they connect with whole Awareness- general awareness and self awareness strengthens the servant leader Persuasion- rather than using the leaders position of authority these leaders are effective at building consensus in groups Conceptualization- Servant leaders have the ability to think beyond day to day and...
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...Introduction Nearly 60% of companies are facing leadership talent shortages that are impeding their performance. Another 31% expect a lack of leadership talent to impede their performance in the next several years. Yet, in 2009, U.S. companies spent an estimated $12 billion (24% of their overall training budgets) on leadership development programs and services. By any reasonable standard, what we are currently doing to grow and develop future leaders is not working. (Ashford, DeRue, 2010, para. 1) In August of 2011, the national unemployment rate in the United States was 9.1% or 14 million people without jobs (bls.gov, 2011). Despite an abundance of available workers, American businesses are finding it difficult to locate personnel who possess leadership abilities. Why are potential leaders hard to find? There are over 7,000 established American recruiting firms and over one million recruiters on LinkedIn and other professional network sites who are searching for candidates who they can place into vacant leadership positions. With 14 million unemployed workers seeking employment and over one million recruiters seeking to assist companies’ acquisition of leaders, why are 93% of American businesses facing or predicting to face performance losses due to leadership talent shortages? The most likely cause for this phenomenon is a lack of available personnel who are perceived as possessing the characteristics of an effective leader. What qualities do an effective...
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...Abstract All organizations have some type of leadership style or program that is implemented in them. It could be either a single type of leadership, or a combination of styles, that are being used by managers, supervisors, employees, etc. The leader of an organization is often a manager, and they set the tone for the organization. This paper looks at a leadership style, “full range model,” which is a combination of transactional leadership, transformational leadership, with laissez-faire behaviors. Another key factor in organizations is ethics. Ethical standards are necessary to have a positive leader who is setting a first-rate example of what employees should do, how to act, what to wear, etc. Keywords: transactional leadership, transformational leadership, laissez-faire, ethics, full range Leadership There are various forms of leadership styles in organizations that exist today. Traditionally, leadership can be defined “as the capability of the manager to direct, inspire and motivate their employees to produce greater work than their normal level of performance, with this contributing to organizational effectiveness” (Michie, 2012, pg. 609). Not only is crucial the manager has leadership, but ideally the employees will have leadership skills too to work through the days, help colleagues, and/or customers. Any one person can have skills that “classify” them as a “leader.” To be on task, a role model, going out of the way to help others, holding confidence, having customer...
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...Leadership Abstract All organizations have some type of leadership style or program that is implemented in them. It could be either a single type of leadership, or a combination of styles, that are being used by managers, supervisors, employees, etc. The leader of an organization is often a manager, and they set the tone for the organization. This paper looks at a leadership style, “full range model,” which is a combination of transactional leadership, transformational leadership, with laissez-faire behaviors. Another key factor in organizations is ethics. Ethical standards are necessary to have a positive leader who is setting a first-rate example of what employees should do, how to act, what to wear, etc. Keywords: transactional leadership, transformational leadership, laissez-faire, ethics, full range Leadership There are various forms of leadership styles in organizations that exist today. Traditionally, leadership can be defined “as the capability of the manager to direct, inspire and motivate their employees to produce greater work than their normal level of performance, with this contributing to organizational effectiveness” (Michie, 2012, pg. 609). Not only is crucial the manager has leadership, but ideally the employees will have leadership skills too to work through the days, help colleagues, and/or customers. Any one person can have skills that “classify” them as a “leader.” To be on task, a role model, going out of the way to help others, holding confidence...
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...pyramid shaped hierarchy, freely to employ violence and bribery to maintain the operations. The organization makes threats of grievous retribution that could result in murder to maintain internal and external control and contribution. Election Campaigns buy political patronage for immunity from exposure and prosecution. Activities within the operation include credit card fraud, transporting fire arms, illegal gambling, insurance fraud, kidnapping for ransom, drugs/narcotics trade, pornography, prostitution, racketeering, and vehicle theft. The organization involves international terrorism often related to “Cyber Technology” and covers almost every nation and segment of society. Organized crime is a modern and sophisticated method using credible organizations, including charities, and high-tech firms a front to move large sums of weapons, and money. The street name for such organizations include cartel, mafia, syndicate, and trade with no interaction toward completion, and a constant fight over power and monopolization in its specialty “drug trading” over geographical region. Distinguished from unorganized crime by characteristics of non-random criminal behavior, running activities involving hundreds even thousands of illegal operatives, diversification, the organization...
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...McCrimmon’s “Thought Leadership: A Radical Departure from Traditional, Positional Leadership” is an informed viewpoint article. McCrimmon discusses what thought leadership is, and compares it to shared leadership and leaderful organizations. Thought leadership is essentially what it sounds like—leadership that emerges from someone’s thoughts and ideas. Its basis can be described as thoughts and ideas that help to change and improve the way we currently think or operate (1065). Thought leadership is not to be mistaken with shared leadership or leaderful organizations. In shared leadership, all team members are engaged in the teams’ leadership (1065). In leaderful organizations, team members don’t require a leader because they learned to conduct their own affairs. In leaderful organizations, each team member experiences and provides leadership. McCrimmon argues that in shared leadership and leaderful organizations, management is never really differentiated from leadership. Both represent their team members as holding some responsibilities that are typically held by a more formal leader (1065). Unlike shared leadership and leaderful organizations, thought leadership does not hold managerial or empowered authority to make decisions. Thought leaders “challenge the status quo” for the purpose of change (1065). Thought leaders are not necessarily staff in managerial positions. They do not require a specific personality type and do not require teamwork. The article describes how...
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...Team Leadership Bryant Hedgeman MGT/521 June 22, 2015 Natalie Casale Team Leadership Putting a team together is always a difficult task. Placing individual talents into perspective positions, and having to hope they flourish in their role is one of the most rewarding and discouraging roles of upper management. A well placed team will be able complete each task proficiently and move onto the next task without much difficulty, but the on the other hand, a mismanaged team will have to work three times as hard because they are not working to their strengths. Winum and Seamons (2000) believed the application of that model is described in an organization where a new leader identified a team-based approach as a critical strategy for maximizing fulfillment of the organization's mission. Placing a team of coworkers into different roles and tasks is like big puzzle that has many pieces. It’s a daunting task, but once the puzzle is complete, the finished product will be the masterpiece that is desired. Building the structure of a team Using different tools to assess the use of different employees into roles in essential in building a winning team. Each individual would needed to work toward their strengths and away from their weaknesses in order to improve their effectiveness within the new department. According to University of Phoenix Jungian 16-Type Personality Test (2015) the results for the employee Starnita fell into the category of ENTP. She is...
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...to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Hoch, S. J., Kunreuther, H. C., & Gunther, R. E. (Eds.). (2001). Wharton on making decisions. New York, NY: Wiley. Nickels, W. G., McHugh, J. M., & McHugh, S. M. (2010). Understanding business (9th ed.). New York, NY: McGraw-Hill/Irwin. Robbins, S. P. & Judge, T. A. (2011). Organizational behavior (14th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. Spatt, B. (2011). Writing from Sources (8th ed.). Boston, MA: Bedford/ St. Martin‘s. Yukl, G. (2010). Leadership in organizations (7th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. All electronic materials are available on the student website. Week One: Constructing and Supporting an Argument Details Due Points Objectives 1.1 Identify channels for business...
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...Leadership Style Brio Luty Organizational Leadership July 21, 2014 Leadership Style The people remember Jiro Shirasu for his charming looks, tall figure unlikely of Japanese, and his notable English language ability. However, it was “his stubborn adherence to what he called his “principles” that is most fondly remembered” (Corkill, 2009). Shirasu played a critical roll in postwar Japan as a bureaucrat by living truthfully to his principles and making changes in the course of the country despite the obstacles and disapprobation. Japan lost the war as he expected, but he was still proud of being Japanese and kept up the spirit. ‘Although we were defeated in war, we didn't become slaves’ is his famous quote. By giving GHQ a hard time as a tough negotiator, Shirasu acquired nicknames such as Mr. Why, the difficult Japanese, and sneaking eel. At age 17, Shirasu experienced study abroad in England and received education from Cambridge, where he learned debating, constructing opinion, and expressing it in his own words and style. The language ability was assets and an essential tool of communication, but Shirasu sought more and went beyond. He knew the importance of learning mentality, philosophy, and thinking process of foreign people through interaction with that acquired language. Moreover, his ideal of cross-cultural communication was to examine their point of view and understand it. These were the conditions he thought necessary to logically converse at the...
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