"Leadership / Mentoring" Essays

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Strong Leaders Term Paper

11 pages (3,055 words)  |  Bibliography Sources: 1+

… Without these individuals at the helm of such large organizations, it would be extremely difficult to capture the attention of thousands of employees. In organizations of this magnitude, the ability of charismatic leaders to instill motivation and idea stimulation is extremely significant and has resulted in tremendous financial success.

How is charisma perceived?

A number of theories have been proposed… [read more]


Mpcomp it Gives Me Immense Term Paper

1 pages (307 words)  |  Bibliography Sources: 0

… Recommendation #1: Naytov Co.

I am thrilled to recommend Dmitriy Chernyak for an MBA program. As a team lead for Naytov Co., an ISP, system integrator and reseller, I originally hired Dmitriy in a part-time contract position to do testing for the front end side of Naytov information system. The position involved testing various C++ and Java applications.

Dmitriy quickly demonstrated excellent problem solving and programming skills in his tenure with Naytov. He consistently found errors in code, and also suggested various means to fix the errors.

As a result of his excellent performance, Dmitriy was quickly transferred to development. Dmitriy excelled in this new challenge, and quickly became a valuable member of the development team.

A strongly recommend that you accept Dmitriy to the MBA program. His excellent work ethic and strong problem solving skills ensure that he excels in his studies, and makes a valuable contribution in his chosen…… [read more]


Young Age Term Paper

3 pages (1,079 words)  |  Bibliography Sources: 0

… Each group selected a leader at random, by placing our names in a hat. My name was picked; it was my first encounter with leading a group. From the very first day the group was hard to work with. Only two of the girls were friends, and they tended to gang up on the rest of us. Besides the two girls, none of us knew each other as friends, so it made it difficult to get together and talk on the phone. Furthermore, each student in the group had a different level of academic motivation. The two girls didn't care much about the project and expected everyone else to do most of the work. They were standoffish on the phone and after school and it was hard to arrange study groups with them. One of the other students, a male, was a little too serious and coveted my position as leader. He and I clashed frequently. Too many egos spoiled any fun we could have had with our project. I did my best to remain calm, but I lost my temper several times. The biggest shortcoming I exhibited during this project was my defensiveness. I had too much of my ego invested as leader and took criticisms and suggestions too personally. I became argumentative, too, and at times was reluctant to make compromises or concessions to others. When another student made a suggestion, sometimes I would dismiss it merely because I had the power to do so. Cooperation was a lofty ideal at that point; it was too easy to fall into the traps of leadership, like allowing a desire for power over others to override a healthy, balanced display of leadership. By the time the project was over, most of our differences were ironed out, but none of us really remained friends. I took myself too seriously at that time and was unable to maintain a sense of humour. However, I was too young to understand the qualities necessary to be an effective leader. My experience as varsity swim team captain proved that with a little maturity comes a lot of confidence.

Confidence is probably the most important quality that I developed through both these leadership experiences. Even after the science project, I felt more confident because I was forced to do most of the talking during the presentation. I also had to make so many decisions that it boosted my self-esteem and developed my decisiveness. Looking back, I can see that through that seemingly negative experience, I did learn the importance of humility, patience, and tolerance in dealing with others. I may not have been a totally effective leader then, but my faults and failings paved the way for greater understanding of what is required of me as a team leader. When I became captain of the swim team, I was able to prove that I can be an effective leader. Because I made an impact on my teammates, my confidence was raised. I now feel that even… [read more]


Employee Motivation, Rewards, and Driving Term Paper

2 pages (638 words)  |  Bibliography Sources: 1+

… As we know, money is not the sole motivator for employees, or college students. They must gain something else, such as a sense of satisfaction, the achievement of a goal, more free time, respect, admiration, or some other benefit, which cannot be directly measured. In order for motivational techniques to be effective, it is necessary for the leader to identify what motivational factors are important, an then develop incentives based on those needs.

Effective managers and teachers give employees a sense of satisfaction. Verbal rewards and encouragement as well as recognition for accomplishments are important in increasing motivation. Employees must feel that they are a part of a group and that they have input into the outcomes of the company, both personally and as a team member. They must have goals and receive reward for achieving those goals. These goals must be clear and concrete. These same principles are important both in the workforce and in the school environment.

In some circumstances, the motivation may be to avoid a cost. Such as in the case of punishment. The purpose behind punishment is to motivate a person not to do something. In essence punishment still works on the principle of opportunity cost. In order to be effective, the punishment (cost) must out weight the reward of the action.

In conclusion, by applying the principles of motivational theory, mangers can benefit from increased production. Teachers and students can benefit from better learning and improved scores. A thorough understanding of motivational theory is necessary for anyone in a leadership position.

Works Cited

Lindner, James R. Understanding Employee Motivation. Piketon Research and Extension

Center. The Ohio State University. Journal. June 1998, Volume 36, Number 3. http://www.joe.org/joe/1998june/rb3.html. Accessed May 2002.

Lorraine, Sherry, Shelley Billig, Daniel Jesse, and Deborah Watson-Acosta. Assessing the Impact of Instructional Technology on Student Achievement. The Journal. February 2001. http://www.thejournal.com/magazine/vault/A3297.cfm. Accessed May, 2002.… [read more]


Substitute for Experience Term Paper

2 pages (688 words)  |  Bibliography Sources: 0

… This is a relatively new phenomenon that has arisen in the modern society, especially in the United States.

In the planned mentoring programs, mentors are selected from religious, corporate, or neighborhood communities by seeking volunteers. These mentors are then matched to the mentees through interviews, personal profiles, comprative interests, or getting acquainted sessions. The need for such 'planned' mentoring programs have arisen due to the changing family structures. In the traditional families such mentoring or 'role-modeling' for the youth is provided by the parents. With the increasing number of single-parent families or broken families, the need for 'natural' mentoring is fulfilled by these planned mentoring programs.

Not everyone can be a good mentor. This is because a good mentor, just like a good coach or a good teacher, needs to have certain qualities. Some of these characteristics are in-built in an individual, but this does not mean that one cannot develop or enhance these qualities if there is a genuine desire to help others and there is an awareness about what makes a good mentor. It is generally accepted that a good mentor should be a good and 'active' listener, he should be able to build trust and keep confidences. He should be able to inspire through personal example and encourage others to follow suit. Most of all, a good mentor provides corrective feed back to a mentee and is a generous person.

Mentoring has always been a process through which the older generation has passed on its experiences, skills, and values to a younger generation so that they can avoid the pitfalls in life. Until recently almost all mentoring was 'natural' -- based on the desire of the mentors to contribute and the mentees to learn. Nowadays, it is not always possible to find natural mentors due to changing patterns of the modern society; hence the need for planned mentoring. There is little doubt, however, that mentoring can and does play a useful role in guidance of the youth and in bringing out the best in…… [read more]


Change Proposal the Company Term Paper

10 pages (2,803 words)  |  Bibliography Sources: 1+

… (Robbins, 1997, p 323). Organizational structure has undergone a major change by implementing a matrix structure to incorporate the task force. However this matrix structure incorporated into the old structure will not be effective if the entire structure is not advantageous to the current situations and goals.

In periods of high change such as this flexibility in the organization is… [read more]


Analyzing the Movie Commentaries Essay

5 pages (1,695 words)  |  Bibliography Sources: 1+

… Movie Commentaries

Norma Rae starring Sally Field

Plot Summary

This movie filmed in the state of Alabama is about social conflicts. In short scenes not common to that time, the film shows the restrictions or limits of thought/vision that come about because of vision of poverty. The characters in "Norma Rae" are neither eugolized nor parodied, instead they are displayed… [read more]


Analysis of Documentaries by Michael Moore Essay

8 pages (3,244 words)  |  Bibliography Sources: 8

… Filmmaker: Michael Moore

Michael Moore is not only a documentary film maker but also a satirist. Roger and Me was his first film and it turned out to be the highest-grossing American documentary of that period. Moore's politics and comedy arose from his background in a working-class society that he enjoyed from the manufacture of automobiles at several General Motors… [read more]


Challenge of Groupthink in Management Essay

3 pages (934 words)  |  Bibliography Sources: 1+

… ¶ … vignette is that Julie is caught up in a classic case of groupthink. We typically believe that groups perform better than single individuals; however, this is not always the case. Psychologist Irving Janis set the ball in motion regarding identifying under what conditions group decisions are biased. Janis (1972) studied a number of American foreign-policy failures such as the Bay of Pigs Invasion and America's missing of the Japanese attack on Pearl Harbor and concluded that poor decisions occurred largely because of the phenomenon termed "groupthink."

Groupthink occurs when the members of the group have a strong need to maintain conformity and harmony. Critical thinking in these situations is often suspended and leads to poor decision-making by the group. Janis (1972) described several facets of groups that are more likely to engage in groupthink that include a very strong and authoritarian leader, high group cohesiveness, high need and pressures towards for conformity and unanimity, a tendency to discourage differing opinions, and the illusion that the group is invulnerable. Janis (1972) believed that the causes of groupthink included the high group cohesiveness that resulted in a devaluation of individual opinions, insulated the group from outside influences, and resulted in the members of the group having similar philosophies and backgrounds without much diversity. There is also a lack of impartial leadership in these groups and they are often pressured by external circumstances such as highly stressful threats, moral dilemmas, or limited time to come to a decision (Kolb 2013). The group cannot see obvious flaws in their decisions. The group cannot see obvious flaws in their decisions. For example, the reasons for the failure of the Bay of Pigs Invasion initiated by John F. Kennedy and his advisers were quite clear to anyone outside the group; however, Kennedy and his group members believed they had an infallible plot to overthrow Castro. It was not until after the plot had failed miserably and humiliated the United States that the group realized their poor decisions/planning.

Janice (1972) advises that in order to avoid a groupthink situation that the group should assign at least one member to critique group proposals in group decisions and that this member be allowed to speak freely and to discuss alternatives to the group's proposals. In addition Janice (1972) suggested that groups that are highly cohesive (have a shared sense of identity) are less apt to view their own mistakes or to accept criticism from others. On the other hand groups very low in group cohesiveness may not be able to identify with each other and may not be able to come to any type of decision at all due to no commitment to the goals and focus of the group. Thus, groups that have more moderate levels of group cohesiveness share some sense of…… [read more]


Usefulness of Four-Drive Theory and Equity Essay

2 pages (702 words)  |  Bibliography Sources: 2

… ¶ … EVLN model of job dissatisfaction, predicts and explain Wendy's future actions and recommend a strategy for Tanya.

The Exit-Voice-Loyalty-Neglect model of job dissatisfaction suggests there are four different ways in which employees tend to respond to dissatisfaction about their workplace. The first is simply to leave or exit. Wendy has already done this to some extent, taking a month's leave of absence but her return suggests that she cannot afford or is unable to leave the job for another situation. The voice approach refers to making constructive attempts to resolve the situation by raising one's voice. Unfortunately, Wendy has given no indication to Tanya that she will respond to the situation in a positive way. The loyalty approach is waiting for conditions to improve in a passive fashion. Clearly, Wendy has taken an actively aggressive approach to Tanya given her nasty and disruptive behaviour and thus has little organizational loyalty. The strategy closest to that which Wendy has adopted is that of neglect. Instead of putting patients first and foremost, she has been acting out in a negative fashion towards Wendy and sowing dissent amongst her fellow staff members. Her hostility could also be a way of trying to make Tanya look bad, given the discord that has been generated amongst staff members.

Tanya must meet with Wendy, acknowledge Wendy's feelings, and stress the need to put their differences aside so they can focus on the real purpose of the organization, which is promoting wellness amongst patients. To do so, staff members must get along and communicate, not act in nasty and hostile ways towards one another. Wendy could ask for Tanya's assistance and seek out suggestions about coping with some of the problems affecting the clinic, but always with a firm reminder that she is in the leadership position and in control. If Tanya continues to interfere with the functioning of the clinic, Wendy must be assertive and take action against Tanya.

Q2. Assess the usefulness of four-drive theory and equity theory in suggesting how Tanya might deal with Wendy and keep the clinic staff motivated.

The four-drive…… [read more]


Decisions Teamwork Ethics Chapter Writing

10 pages (3,049 words)  |  Bibliography Sources: 1

… Org Behavior

This chapter is about teamwork and team performance. The first section is about high performance teams. There are several characteristics of high performance teams -- that they have a sense of urgency, that they have clear goals and direction, and that the members have the right mix of skills to perform the tasks expected of them. The team… [read more]


Gang Violence Essay

2 pages (592 words)  |  Bibliography Sources: 1

… Gang Violence

In "Collective and Normative Features of Gang Violence," Decker (1996) examines the sociological origins of gangs and describes the impetus for gang-related violence through a sociological lens. Decker (1996) focuses on "contagion," or the spread of a collective mentality through the group. Contagion refers both to the spread of violent behaviors within one group as well as the spread of violence and gang membership increases across and between different neighborhoods. Decker (1996) also focuses on the issue of threat, and how actual and perceived threats precipitates violent behaviors among gang members. Group cohesiveness and collective behavior are also discussed.

Data was collected from a three-year study conducted in the city of St. Louis, in which the researchers directly contacted gang members for interviews. Contacts were made through a street ethnographer with sufficient credibility within the gang community to ensure authenticity of the participants' membership in the gang. Interviews were conducted with members of different gangs, ultimately 99 individuals between the ages of 13 and 29, from 29 different gangs. Research is therefore descriptive and qualitative in nature, as opposed to experimental.

3. Gang violence is central to gang life, and is even part of the initiation process, as new members pledge their allegiance through acts of violence against rival networks. Violence is usually framed in terms of retribution, which explains why violence between gangs is ongoing. Gangs rarely take responsibility for initiating violence themselves. Moreover, gangs view violence as the only means to solve the problem of gang membership and do not view alternatives to violence as being viable. In addition to violence, other symbols of group solidarity include the use of graffiti and tagging to mark territory. Territorialism is important to gang identity. Gang violence is cyclical, with stages of escalation and de-escalation,…… [read more]


Performance Action Plan Essay

2 pages (497 words)  |  Bibliography Sources: 1

… John Ziegler's Perspective As Sales Manager

Annual performance

Although John Ziegler clearly entered into his position with a strong desire to do well, his performance shows some notable deficits. First and foremost, he did not take in enough input from other sources when hiring Larry Palmer. Palmer's lack of experience and poor references should have been an immediate red flag. Ziegler also ignored the seasoned sales representative Dick McClure's hostility towards him, rather than discussing the issues Dick had with him out in the open. Given McClure's long-time service for the company, establishing a better relationship with him should have been more of a priority. Ziegler did not use the computerized information system in an effective fashion; he took a long time to learn how to use it to issue reports and performance reviews. This also translated into problems over the course of his first year.

Overall, Ziegler's first year was characterized by a lack of systematic efforts and inconsistencies, such as his focus on Larry Palmer vs. other, more qualified candidates. Ziegler had a tendency to make decisions in a high-handed and unilateral manner. He also did not seem to realize the importance of having a personal touch. A more sensitive manager would have understood why McClure felt hostility towards him and treated him with respect, given his age and service to the company. But Ziegler seemingly had no idea that there would be any personal animosity or stress.

Although these oversights regarding his interpersonal manner could…… [read more]


Managing Team Conflict and Expectations Research Paper

2 pages (486 words)  |  Bibliography Sources: 1

… Communication Style and Managing Conflict

One of the most important roles of a leader is to anticipate which situations will cause the most stress and disruption to their teams' progress on critically important projects. One of the biggest challenges to managing a team is keeping everyone focused on a deadline, despite the many distracts and other work that needs to be done. Using transformational leadership techniques, a team, department or company leader can reduce the stress caused by deadlines. A core component of transformational leadership is selectively relying on emotional intelligence (EI) while aligning the job roles of each person in a team with their core strengths (Purvanova, Bono, 2009). The following strategies can be used for helping a team alleviate stress caused by deadlines before any conflict arises.

Alleviating Stress Through Transformational Leadership

The most effective strategy to help teams alleviate stress is to first make sure roles are clearly defined and responsibilities understood by each team member. This alleviates conflicts related to roles, which transformational leaders excel at minimizing due to their levels of EI (Purvanova, Bono, 2009). With clarity of roles accomplished, the next task is to make sure every member of the team has very clear, achievable goals and understand the tasks needed to accomplish them. This focuses on making sure every team member not only understands what is expected of them, but also have the support they need from the leader to do their jobs. Transformational leaders excel…… [read more]


Myers-Briggs Is a Personality Inventory Essay

3 pages (808 words)  |  Bibliography Sources: 4

… The sensing function will see the problem framed more as a tangible problem based on fact, evidence, and reason. The intuitive individual will have a predisposition to see the situation in the abstract and try to put themselves in the situation. The T. And F. functions deal with the individual makes decisions. The thinking individual will make rational decisions based more on the factors that are inherent in the situation while the feeling oriented individual may make decisions based on their irrational side or their feelings of the situation. They make decide based on instinct rather than reason.

7. Do you think organizations lose some of their good workers as a result of this clash of types?

Absolutely, different positions can be filled by many different personality types. The worker can be quite competent in their roles even if they are clashing with different personality types in the organization. It is important to understand different preferences of working when considering if an employee is good at their job. A more objective performance measure will be a better indicator than a whether or not the individual fits in with other personality types. Sometimes a level of friction is actually good in an organization and can drive employees towards high performances.

8. Identify one person with whom you tend to clash. Can you tell if their type is different from yours? What would you say is the strength of their type and how does it serve the organization?

In many cases I have conflicts with very detailed oriented people that have more trouble seeing the bigger picture. I can definitely tell their personality is different than mine because they focus on the steps or details while I typically frame things in the end goal or bigger picture. It is difficult for me to work with this type of person sometimes because when they focus too much on each step, then I can get frustrated and fatigued. However, at the same time, if I work with people who are more like me then we can lose focus of the details or the individual steps and move too fast. I think it makes sense to have the two different personality types work with each other as a type of balance. However, to work well together the two types of personality must learn…… [read more]


Ethics Within the Educational System Essay

2 pages (595 words)  |  Bibliography Sources: 2

… Teams are brought together by a common goal and a common vision that has both collective and individual reward. Aligning these ideas on what is best for the individual is best for the organization can help provide the necessary mind frame to a school that is need of team cohesion. To implement such strategies requires energy and dedication. Leaders must commit themselves 100% to their objectives if they are to expect their follower to do the same. A helpful mantra in this case is " never ask anyone to do something you have not done yourself or are not willing to do as well." Remembering that everyone is human with human emotions also serves the school and community well by adding a sense of empathy and kindness to the leadership style that is intended to be both effective talkers and listeners.

Journal 4

I have established a more comfortable level of research skills within the context of this class and I feel that this improvement will greatly assist me in applying what I have learned into the real world. By having the ability to find other similar examples of what I may be going through provides a definite lift to my confidence and ability to support teachers and students within the school environment. Hiring new teachers will be generally approached in the same way as I felt my approach was solid in this manner, however, an emphasis on ethics and morals may play more into the decision making process when considering new teachers for hire. It is difficult to predict the future and in order to hire and retain high quality teachers it is necessary that I become as high quality within my job as…… [read more]


Action Plans and Learning Goals Assessment

7 pages (2,434 words)  |  APA Style  |  Bibliography Sources: 10

… Skill 2: Building Teamwork

Broad Goal: To enhance my team building and team management skills

SMART Goal: To develop the skills necessary to create, manage, and build efficient and productive teams. This I seek to accomplish within a time frame of nine months.

Strategies and Action Plans:

To begin with, to enhance the efficiency of the teams I manage, I… [read more]


Obstacles to Becoming a Successful Research Paper

6 pages (1,911 words)  |  Bibliography Sources: 1+

… I was also fortunate to find mentors throughout my life, in both educational and professional contexts, who encouraged my ability to search for innovative and creative solutions. They reinforced what I was taught in my home.

I believe that my achievement orientation is largely attributable to my cultural background. My cultural background places a significant focus on individual achievement and how those individual achievements contribute to community well-being. Furthermore, because this orientation impacts how I interact with others, I believe that the cultural influence is particularly important in the context of me as a leader.

Ironically, I feel as if I developed my oppositional style in schools. In many ways, the modern educational system puts children in a competitive role with one another. Moreover, the narrow approach to teaching styles means that children who learn differently and think in a creative and imaginative context are oftentimes punished for doing so. I believe that my family emphasis on individuality conflicted with the school-based desire for uniformity and helped bring out some of my more negative character attributes and make me more oppositional.

Conclusion

Generally, I was not surprised to find that I highly identified with positive attributes like self-actualization and achievement. I have always been a very goal-oriented person and I have accomplished most of my goals. Furthermore, I have been successful in leadership and management positions, even when I have moved into high-risk scenarios in those positions. However, I do wonder whether I had bias in answering my results, because I am aware of the traits that are considered positive and negative, which may have led me to minimize the impact of my own negative behaviors on my leadership style. As a result, the question I am left wondering is: do my results accurately reflect my abilities as a leader? What I would like to do is to ask one of my mentors or a supervisor to complete the inventory as if they were me and answering honestly. I believe that those results would help me evaluate whether my perceptions of my behavior are accurate.

References

Human Synergistics International. (2014). The achievement-oriented style. Retrieved September 6, 2014 from http://www.humansynergistics.com/

Human Synergistics International. (2014). The oppositional style. Retrieved September 6, 2014 from http://www.humansynergistics.com/

Human Synergistics International. (2014). The self-actualizing style. Retrieved September 6,

2014 from http://www.humansynergistics.com/

Human Synergistics International.…… [read more]


Group Organizational Behavior Article Review

3 pages (1,006 words)  |  Bibliography Sources: 2

… The article notes that external knowledge can indeed help team dynamics at times but when it has too dominant or too contrarian of an influence, the results can be quite negative (Haas, 2010). The author of this report would agree that having a team that is very independent and autonomous can be problematic and indeed seems to pose the opposite to what is stated in the first article whereby teams are controlled too much. As with most things, there needs to be a happy center where the team is controlled sufficiently from outside influences but they are also not intimidated into submission by the power dynamics of the group leadership or other factors that affect the group.

The third and final article looks at what is known as social loafing. Commonly seen more in student/college environments, social loafing is when a member of a group decides to remain disengaged and lazy when working in a group as compared to whey they are working on their own. Inevitably, this loafer misses meetings and/or simply does not do their part of the work. The rest of the group eventually will figure this out and they will generally cover the slack created by the loafer to uphold and maintain the grade for the group. Of course, this tends to happen in work situations as well even though such a loafer could be punished or fired. Even further, there would be resentment and discord between the coworkers post-loafing (Schippers, 2014). The author's only real reaction to this dynamic is that the loafer needs to be called on it as soon as it starts and jettisoned if they refuse to work acceptably after a warning. This loafing is a sign of maturity and consideration for the burdens and outcomes of coworkers and the team and such a person should obviously not be part of groups where his/her deliverables are of any great import because it creates an unfair burden to the other team members.

Conclusion

None of the three topics covered in this report were all that complex but they are certainly still hard to manage since pinning down what is urging people to do (or not do) what they end up doing can be difficult. Indeed, even a social loafer may be disengaged due to being distracted or otherwise in distress. Regardless of what is going on, setting the stage for what is expected and desired is key as is holding people accountable.

References

Haas, M.R. (2010). The double-edged swords of autonomy and external knowledge:

Analyzing team effectiveness in a multinational organization. Academy of Management Journal, 53(5), 989-1008. doi:10.5465/AMJ.2010.54533180

Schippers, M.C. (2014). Social loafing tendencies and team performance: The compensating effect of agreeableness and conscientiousness. Academy of Management Learning & Education, 13(1), 62-81. doi:10.5465/amle.2012.0191

Tost, L., Gino, F., & Larrick, R.P. (2013). When power makes others speechless: The negative impact of leader power on team performance. Academy of Management

Journal, 56(5), 1465-1486. doi:10.5465/amj.2011.0180… [read more]


Managing Criminal Justice Organizations Position Essay

2 pages (805 words)  |  Bibliography Sources: 2

… Charismatic leaders send "all the right signals" and are "enthusiastic and passionate" and they have a knack of making others feel good in their presence (Varghese).

If I were the head of a criminal justice group, would I encourage close personal relationships or try to prevent supervisors from close friendships with subordinates?

In law enforcement work, there is often an extraordinary amount of pressure placed on police officers on the street or in squad cars, on detectives, on commanders and on others in the department. The danger that a police officer faces every day are enormous, and hence good communication between officers (including their supervisors) is important in order to be able to talk about the horrific scene that happened hours ago.

Getting one's feelings out to his peers and to supervisors in a relaxed environment would seem to be a healthy activity. I see nothing wrong with a rookie cop sitting down with several other officers (including supervisors) in a local pub for a beer or two. Not just to "let off steam," but to have an exchange with others who have also faced frighteningly dangerous, violent situations. And if as a result of that conversation over a couple beers, an officer becomes friends with a sergeant who is several notches above him, there is nothing inherently wrong with that.

Dictating that a subordinate cannot become close friends with a supervisor is the wrong kind of leadership, in my opinion. Assuming that all members of the police unit (or probation office) have had ethical training (preferably annual ethical classes that are required), those classes should present the right and the wrong of personal relationships. Using your friend, for example, who is a supervisor, to justify wrongdoing or questionable behaviors that present a conflict of interest is very wrong. But again, I would not lay down rules that supervisors and underlings cannot be friends outside the work environment; but I would remind them often that this office has a hierarchal chain of command, and any attempt to side-step the rules vis-a-vis chain of command will be met with sanctions.

Works Cited

Merchant, P. (2014). 5 Sources of Power in Organizations. Demand Media. Retrieved July 23, 2014, from http://smallbusiness.chron.com.

Varghese, S. (2010). The Power of Charisma. Forbes. Retrieved July 23,…… [read more]


Glenn Murphy Research Paper

2 pages (502 words)  |  Bibliography Sources: 3

… The CEO's decision to hire Art Peck in the company's top leaders is certainly intriguing and makes it possible for someone to gain a more complex understanding of his thinking. He preferred to hire Peck on account of his experience in financial consulting instead of keeping one of the most creative persons in the company -- Marka Hansen. While Hansen put across great ideas, her work did not advantage GAP and she was largely responsible for the company's graduate fall. Murphy is the type of leaders who makes decisions based on logics and prefers to earn profits as a leader in his domain rather than to concentrate on goals that provide little to no financial compensation (Gap Inc. Names Glenn Murphy Chairman and Chief Executive Officer).

Expansion was one of the principal ideas that made it possible for the company to thrive during Murphy's time as CEO. "Under his leadership, the company has established a global brands management structure to provide the foundation for multi-channel international expansion, and has successfully driven consistent bottom line earnings growth by focusing on healthy margins and expense management." (Glenn K. Murphy Chairman and Chief Executive Officer, Gap Inc.) Even though his focus on expansion might have initially seemed rash and likely to bring even more loss, it gradually became clear that the company needed to change its philosophy in order to be able to maintain its position on the market.… [read more]


VIP Protection Services Essay

12 pages (3,635 words)  |  Bibliography Sources: 1+

… It is the referent qualities that enable him to become a good leader. A good leader not only has power but also other attractive qualities that the people are drawn to and which make them want to follow him. Some of these qualities are mentioned below:

Knowing your limitations:

I, very firmly believe in the fact that in order to… [read more]


Wl Gore Culture Term Paper

3 pages (1,010 words)  |  Bibliography Sources: 3

… The continuity of family management and the commitment of the people within the culture, and the fact that elements of the culture were clearly laid out by Bill Gore, has contributed to the culture's enduring strength (Dyer, 2006).

The leadership style that is best suited to this organization is most likely servant leadership. At WL Gore, the main thing that the leader of the organization needs to do to is to provide the means for the employees to do what they do. Getting out of the way is important, and ensuring that resources are available is also important. The culture of personal accountability and personal leadership means that there is no real need for strong leadership at the top of the organization, and because there is a high level of organizational buy-in, Gore's leadership needs only to facilitate the initiatives of the employees and their teams, which is basically the role of the servant leader.

A decline in demand for Gore's products would be an interesting challenge, because the company is so well diversified. Arguably, such decline would mean that the core chemical product itself has been superseded in the market. The culture should not change in response to this, however. Gore's culture is built around a high level of motivation and an even higher level of creativity. Such a business circumstance would demand innovation in order to bring more attractive products to market and thereby kick start growth. It is important, therefore, that Gore maintain its culture if such a challenge were to arise. The culture is oriented towards maximizing the innovation that the company will need to address this challenge. There does not need to be much direction from the top because that would only serve to stifle innovation. Furthermore, the company's employees have a high level of intrinsic motivation, so they are likely to tackle the challenge rather than defect to another company. The loyalty of Gore employees and their creativity will serve it well during a challenging business environment -- changing this culture will only hurt Gore at a time when it needs to be at its innovative best. So it is recommended that Gore does not make any changes to its organization culture on the basis of a change in business environment like declining demand.

References

Dyer, W. (2006). Culture and continuity in family firms. The Best of FBR II. Retrieved May 20, 2014 from https://c.ymcdn.com/sites/ffi.site-ym.com/resource/resmgr/best_of_fbr_english/bestoffbrii_dyer_cultureandc.pdf

Ford, R. & Fortier, M. (1995). Empowerment: A matter of degree. Academy of Management Executive. Vol. 9 (3) 21-31.

Manz, C., Shipper, F. & Stewart, G. (2009). Shared influence at W.L. Gore & Associates. Organizational Dynamics. Vol. 38 (3) 239-244.

WL Gore (2014). A team-based, flat lattice organization. WL Gore. Retrieved May 20, 2014 from http://www.gore.com/en_xx/aboutus/culture/index.html… [read more]


Couples Coaching Research Paper

2 pages (702 words)  |  Bibliography Sources: 1+

… Curiosity

The popular saying "curiosity kills the cat" is meant as a warning against snooping where one is not intended to snoop. This negative connotation to the basic human trait of curiosity, however, could be a little unfair. In a variety of human relationships, both Moss (2013) and Shwarz (2013) suggest that curiosity is not only healthy, but also essential. This is also true for life coaches. In couples counseling, the coach would, for example, display a curiosity of his or her own while also attempting to excite curiosity in both clients regarding each other and the motivations they have for the behavior that caused trouble in the relationship.

In order to enhance curiosity in a coaching situation, Moss (2013) suggests asking "open" questions, by which she means questions that do not have a particular answer. These questions are based upon a sense of curiosity about the client. Hence, a coach asking such questions can display a sense of genuine curiosity, while also stimulating the client's ability to critically examine him- or herself.

In a coaching situation where a couple are my clients, I would therefore start by asking each of them open questions, using my own curiosity to understand the core of their coaching needs. I would, for example, ask them about the process the led them to become coaching clients, what their needs are within the coaching situation, and so on. Secondarily, I would attempt to stimulate their curiosity about each other. I would, for example, ask them to create open questions that they can ask each other. Without avoiding any conflict situations that led them to my office, I will not simply ask them what these are, but to ask each other questions about the specific conflict. Questions could include how each feels about the conflict, and what solutions they could come up with to mitigate it, what they can learn from it, what they can learn from each other, and so on. These questions will stimulate not only the couple's curiosity about each other, but also their ability to communicate more effectively.

Focusing on team leadership, Moss…… [read more]


Business Model Generation Research Paper

2 pages (637 words)  |  APA Style  |  Bibliography Sources: 3

… In sum, from Bolman and Deal's (1991) perspective, leadership effectiveness is therefore inextricably interrelated with symbols and organizational leaders must use this frame in combination with the structural, human resource and political frames to achieve optimal outcomes.

Moreover, Osterwalder and Pigneur (2013) maintain that a business plan is not the key to success but rather a focus on developing a viable business model is needed to achieve a competitive advantage. According to Osterwalder and Pigneur (2013), "A business model describes how an organization creates, delivers and captures value" (p. 12). The business model canvas can help organizations visually depict the various building blocks that contribute to these outcomes (Osterwalder & Pigneur, 2013).

Conclusion

The research showed that the structural, human resource, political, and symbolic frames developed by Bolman and Deal and the metaphoric analysis propounded by Morgan can help organizational leaders, subordinates and other stakeholders gain a better understanding about how organizations are structured and how they operate on a day-to-day basis. The research also showed that authorities such as Osterwalder and Pigneur maintain that a business plan is less important to an organization's success than a viable business model, and the business model canvas can facilitate the evaluation of the effects of the disparate parts of an organization.

References

Bolman, L.G. & Deal, T.E. (1991). Leadership and management effectiveness: a multi-frame, multi-sector analysis. Human Resource Management, 30, 509-534.

Bolman, L.G. & Deal, T.E. (1992). Leading and managing: Effects of context, culture and gender. Education Administration Quarterly, 28, 314-329.

Morgan, G. (n.d.). Gareth Morgan's organizational metaphors: Perspectives on organizations.

Lecture notes.

Osterwalder, A., & Pigneur, Y. (2013). Business model generation: A handbook for visionaries, game changers, and challengers. John Wiley & Sons

Van Engen, R.B. (2008). Metaphor: A multifaceted literary device used by Morgan…… [read more]


What to Expect From Life Coaching Research Paper

2 pages (700 words)  |  Bibliography Sources: 1+

… Life coaching, as is commonly promoted and described, is a new professional area of learning. Life coaching is an enormous responsibility. This profession enables a person to make a lifelong impression on other people's heart and mind. The video reveals three important concepts that inform my coaching practice: attitude, helping others find answers themselves and motivation.

As a life coach, I am trained specifically to help people look at their lives objectively. As a result, I will offer the client advice that helps to develop answers and plans for improving attitude and resolving troubles. The issues I will be dealing with will be large or small, interpersonal, personal, work, financial or health related. Additionally, it would increase the person's confidence. In turn, the person will become more self-reliant, create a sense of balance between personal life and career and develop improved spiritual awareness. According to this video, a life coach helps people in managing their life problems using assets such as their morals, ideas, and unborn abilities. In addition, the video suggests that life coaching entails setting goals and assisting people stay committed and motivated to reach them (SarahOzolShore, 2008).

Professional life coaching relates to getting the best out of a person and enabling people to make decisions, which will improve their lives. Life coaches are required when the need to help people have spiritual significance to life and feel more satisfied at work is essential. With the rapid growth of this profession, coaching has become widely acknowledged because people have realized that coaching is effective. Relatively, coaching is a different field of psychology, therapy, or counseling. From this video, coaching does not appear to have the answers. All life coaches like me are expected to use all the available resources and procedures when assisting them in resolving their life and professional challenges (SarahOzolShore, 2008). When a person is being coached, his/her motivation stems from collaborating with a coach as a positive role model. Therefore, this video shows that coaching is useful in enabling realize their personal and professional dreams. This video agrees that assisting people to reach their maximum…… [read more]


Douglas Mcgregor's Theory X And Theory Y Term Paper

2 pages (583 words)  |  Bibliography Sources: 2

… Theory X or Theory Y?

Theory X and Theory Y: Applying McGregor's theory to law enforcement

Douglas McGregor's Theory X and Theory Y is considered one of the most important theories of how managers and subordinates relate to one another. In general, McGregor views the more open-minded and optimistic Theory Y approach to motivating people as superior. However, within the field of law enforcement, I have found that Theory X thinking, which stresses a more traditional relationship between leaders and the led, has tended to predominate.

Theory X managers view the relationship between leaders and followers in transactional terms: in other words, leaders must tell subordinates what to do, in exchange for pay, promotions, and not being fired. Leadership involves the use of carrots and sticks: subordinates who bend the rules are rebuked. It is based upon the presumption "the average person dislikes work and will avoid it….The average person prefers to be directed; to avoid responsibility; is relatively unambitious, and wants security above all else" (Chapman 2013). Although in law enforcement there may be a greater presumption of enthusiasm for the work that is being done, given the risks involved in working in the field, there is also the view that because of the dangers involved, following protocol is essential. Thus there are very harsh penalties for people who do not follow the rules and great rewards for those who go above and beyond the call of duty.

This is necessary to some degree because of the demands of the profession. But one of the dangers of taking an overly Theory X-dominated approach is that the insight and potential creativity of employees may be ignored. Theory Y managers, in contrast, believe that subordinates should participate in the leadership structure of…… [read more]


Theology: Book of Acts Essay

2 pages (638 words)  |  Bibliography Sources: 0

… Question 2: Is it appropriate to attempt to be an "Acts Church" today? That is, is it appropriate to use the book of Acts as a guide to establishing and operating a Church today? Why or why not?

The church today ought to take the Book of Acts as its guide as it establishes itself and carries out its activities of spreading the Gospel. The book of Acts gives the perfect demonstration of what a church filled with the Spirit's presence is like; how it conducts its activities, how it chooses its leaders, and how it earns God's favor. The book of Acts is especially more relevant now, when the church is facing a series of rather tough tests, such as the same-sex marriage debate which has got the church divided and almost appearing as a failed institution. The solution does not lie in reengineering; the church needs to go back and seek the Spirit's guidance, and be restored to the original specifications of divinity and glory.

Just as is the case today, the Church in Acts was not perfect. It made mistakes but was quick to realize them and turn back to God. God restored it back to glory because there was a purpose that He intended the church to achieve. In the same way, God has a purpose for the church today. The leadership wrangles, divisions, and false prophets that characterize the church today are indicators of its sunken glory. If it went back and sought God's guidance as the Church of Antioch did, the original love and glory would be restored, and the acts of genuine love that were traditionally a part of the church will begin to be seen again. Love brings about unity and keeps the church working together towards an organized mission as is depicted in…… [read more]


Locke's Goal-Setting Theory Research Paper

2 pages (653 words)  |  Bibliography Sources: 3

… Having the individual belief in the capacity to achieve the goal (self-efficacy), among others.

Likewise, Curran and Reivich (2011) cite the importance of establishing attainable goals that also have importance for the individuals that are involved. In this regard, Curran and Reivich emphasize that, "Noted repeatedly in the literature is the importance of choosing goals that are not only important to the individual but also that he or she is capable of reaching" (p. 2).

A growing body of research confirms that goal-setting can have a beneficial impact on individual task performance by focusing people's efforts and attention and increasing their persistence (Gerhardt & Luzadis, 2009). In this regard, Gerhardt and Luzadis (2009) emphasize that, "Goal setting is one of the most thoroughly researched motivational theories, with more than 500 empirical studies conducted since its development in 1968" (p. 167). Given this enormous body of evidence, it is reasonable to suggest that Locke's goal-setting theory represents a significant theoretical framework in which to better understand what motivates people to perform their best. An important point made by Gerhardt and Luzadis (2009), though, is that, "Research has shown that performance goals are beneficial to performance only when an individual already has the necessary knowledge or skills to complete the task successfully" (p. 168).

References

Baird, T. & Tempest, S. (2010, August). Service users' perceptions and experiences of goal setting theory and practice in an inpatient neurorehabilitation unit. British Journal of Occupational Therapy, 73(8), 373-377.

Curran, K. & Reivich, K. (2011, May). Goal setting and hope. Communique, 39(7), 1-5.

Gerhardt, M.W. & Luzadis, R.A. (2009, November). The importance of perceived task difficulty in goal orientation-assigned goal alignment. Journal of Leadership & Organizational Studies, 16(2), 167-172.

Latham, G.P. (2001, February). The reciprocal effects of science on practice: Insights from the practice and science of goal setting. Canadian Psychology, 42(1), 1-7.

Locke, E.A. (1996). Motivation through conscious goal setting. Applied and Preventative

Psychology, 5,117-124.

Locke, E.A. (1964). The relation and…… [read more]


Types of Power Term Paper

2 pages (656 words)  |  Bibliography Sources: 2

… Power

There are a number of types of power in law enforcement leadership. Among the different types are position power, coercion power, reward power, expert power and charisma power. Each of these powers comes from a different source and is often used in different ways. This paper will analyze these different sources of power for law enforcement leaders.

The first source of power is position power, or formal authority. Law enforcement is often a highly-hierarchical culture in which position power is high. Police in particular work with position power, where those with higher positions of authority are not typically questioned by those below them. One is compelled to act simply on the basis of the position power than the leader has.

The second type of power is coercive power. This type of power is basically when the leader has the ability to coerce another person into doing something that they do not wish to do. Typically, this coercion comes in the form of threats -- demotion, punishment, taking something away.

The reverse of coercive power is reward power. Reward power comes when somebody has the ability to deliver a reward of some type to a person. Bestowing a reward can serve as a motivator for someone to act in a specific manner. Reward power is the opposite of coercive power -- they are the proverbial carrot and stick, where the reward power is based on the promise of attaining something positive and coercive power is based on trying to avoid attaining something negative.

Reward, coercive and position power are all formal power types (Abudi, 2011). They exist in part because of the formal authority that the leader has. The leader has access to resources to reward, the ability to punish and the position alone commands respect. All leaders in law enforcement will have access to these three types of power, and they can use all of them in the course of their duties.

There are also informal power…… [read more]


Contrasting Leaders and Managers Term Paper

2 pages (661 words)  |  Bibliography Sources: 2

… Managers vs. Leaders

Sometimes people confuse managers and leaders, assuming that the qualities that make one a proficient leader will translate into management or that management skills mean one is a good leader. While there is some significant overlap between management and leadership, it is important to recognize that they are not synonyms. Not all leaders are successful managers, and not all managers make good leaders. However, the confusion stems from the fact that leaders and managers are often the same people, and, when they are not, must work together to create successful leaderships and management teams. "Leadership and management must go hand in hand. They 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" (Murray, 2014). In order to understand this concept, it is important to examine three ways that managers and leaders differ: managers count value while leaders create value; managers have circles of power while leaders have circles of influence; and leaders lead people while managers manage work (Nayar, 2013).

The first difference Nayar indicates is that managers count value while leaders create it (2013). Another way to look at this is to examine function and structure. Managers are responsible for maintaining systems that are established. For day-to-day operations, this can be critical to the success of an organization, particularly organizations where work is cumulative and the success of different divisions or subgroups depends upon task completion by other groups. Leaders may be creating value, but, if they neglect to maintain the value that is already established and ensure that work is completed, this innovation can actually threaten the established structure of the company. One of the ways to view this is to think about Apple and the success of their "i" line of products. The innovation has played a critical role in that success, but so has the secrecy. Managers have been in charge of very detailed secrecy…… [read more]