Study "Leadership / Mentoring" Essays 881-935

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Power Authority and Influence Essay

… Power, Authority and Influence

The experiences of the thirteen women in Women and Men, Work and Power (Muoio, 1998) show that there are multiple ways by which women gain power in the business world. Some of these women adopt stereotypical "male" tactics, seizing power by being aggressive. This approach is sometimes viewed as necessary because women in business are traditionally not party to any of Weber's sources of authority -- they are not in power until somebody puts them there, they are not traditionally in that position but by emulating "male" behavioral traits perhaps charismatic authority could be acquired. However, most of the women in the group believe that this approach is not consistent with their personalities, so they adopt different approaches. In all, these experiences show that acquiring power is not an end for which there is one proven approach. Today, any number of approaches can be utilized in order to achieve the desired end of power, authority and influence.

In most organizations, power is formal, dictated by position. However, such positions are also achieved in large part due to the cultivation of power by the executive. The article shows that men cultivate this power by demonstrating that they have it. Through shows of force, boldness and aggression, they may not achieve success but they do signal to others that they have a high amount of personal power. This cultivates respect, which is one of the main currencies by which future power is acquired. Harriet Rubin's view that "women need to become more like men than men are" seems almost anachronistic, a corollary to the senior female partners mentioned by Michelle Bernard. This view is, however, a legitimate path to the acquisition of power. However, it is not the only one.

The other women have in general found alternate means by which to acquire power and authority. Several of them highlight the need for relationships and mentoring. Mentoring in particular focuses on the transition that is made from manager to leader. Just as many men fail to make that leap so, too, do many women. Where in past women only moved beyond that stage by emulating "male" leadership styles, recent examples have shown greater flexibility and creativity. A couple of writers illustrated that results are a source of power. D'Urso and Bernard both note that once the accomplishments of female managers were noted, greater success was achieved in moving more women into leadership positions. This works by shifting Weber's traditional authority, such that a rational case was made for the inclusion of women in the traditional authority paradigm.

This is perhaps the most important element of success. Several of these women have demanded power and taken it, rather than waited for it to be… [read more]

Author's Construct Theory Book Report

… ¶ … Theory/Construct of on Becoming a Leader by Warren Bennis

Warren Bennis' (2003) work on Becoming a Leader deals with many of the same issues that other leadership books address. However, Bennis' (2003) approach is not necessarily the same.… [read more]

Leaders Are Very Important to Business Success Reaction Paper

… ¶ … Leaders are very important to business success. They are responsible for the effectiveness of organizations. They are needed in order to define a clear sense of a vision, goals and direction in which an organization want to go. And they are needed in order to establish a sense of integrity within a company. The problem lies in the fact that good leaders seem to be lacking, which has led to a leadership crisis (Bennis and Goldsmith, 1997).

The President of the United States has a low approval rating, his Vice President ratings are just as low and Congress is even lower. The leaders in the Middle East, Africa, Pakistan and China aren't doing much better. A lot of religious institutions, businesses, governments and even sports, have been shaken by scandals. The U.S. dollar is at an all time low, our national debt is growing out of control and the price of oil is breaking records all the time. If this doesn't scream bad leadership, then nothing does (a Crisis in Leadership, 2009).

There are several fundamentals and a lot of hard work that has to happen if one wants to be an effective leader. Unfortunately it is very seldom that anyone addresses the fundamentals and basics of leadership. The basics start with a practical definition of leadership, which is to provide direction, process and coordination to a person, a team or organization for the purpose of attaining their stated goals. Leaders often have to figure out how to get people to cooperate and contribute their efforts. They often have to figure out what the best form of cooperation is. Some leaders feel that people should be governed by fear or self-interest while others believe that people accept a common purpose. It is felt that they accept this common purpose not out of fear but for the common good of the organization. Accepting a common purpose leads to the most effective and enduring cooperation (a Crisis in Leadership, 2009).

The impact of a good leader is often profound because the trust that they enjoy is based on an invincible integrity and powerful commitment. Trust is the essential… [read more]

Kouzes and Posner: A Starting Point Creative Writing

… Kouzes and Posner: A Starting Point for Effective Leadership

You must unite your constituents around a common cause and connect with them as human beings. -- Kouzes and Posner

In the past thirty years, Kouzes and Posner's work has had… [read more]

Muddy Boots Leadership by John Chapman Book Review

… Muddy Boots

Chapman, John. Muddy Boots Leadership. Mechanicsburg, PA: Stackpole, 2006.

John Chapman's book Muddy Boots Leadership addresses leadership from a military perspective. The table of contents lists all the important leadership traits outlined in the book instead of providing a traditional listing of the book's chapters. For example, "Vision," "Bravery," and "Great Leaders" are among the major topic headings. The book is divided into several sections: Leadership, Professional Competence, Soldiers, Communication, Counseling, Administration and Management, Maintenance and Training, Prospering Professionally, and finally "Ten Rules to Live by x 3." Chapman claims to cover 285 specific military situations to illustrate each leadership issue. The bulk of the book addresses leadership issues for commanding officers. Moreover, all the topics Chapman addresses are specifically related to the military. Muddy Boots Leadership is laid out easily, and the author uses anecdotal evidence to support his points. Chapman is a retired Major with twenty-five years of leadership experience. Although Chapman does not rely on academic sources or empirical research, it is clear that he draws on personal experience and knowledge of what works in the military. Chapman's advice on leadership is based on real-life situations. The author's approach is therefore credible and makes Muddy Boots Leadership easy to read.

The essence of Muddy Boots Leadership is common sense. From the first few pages of the book, Chapman points out that military leadership does not depend on education but on practical skills like remembering people's names. This is why Muddy Boots Leadership is arranged the way it is. The book does not have charts and graphs, just a few basic visuals to enhance the text. Chapman does not pretend to be a scholar. Instead, Muddy Boots Leadership lives up to its title of being a humble, down-to-earth account of what it entails to be a successful military commander. One must first get their boots wet and their hands dirty before they can earn the trust and respect of their fellow officers.

Another main topic in Middy Boots Leadership is how to build character. Character is the most important aspect of being a soldier. Chapman stresses the importance of having personal integrity and ethics in any military interaction. For example, "If you correct a soldier for a uniform violation, your uniform must be right," (p. 5). A commanding officer should always practice what he or she preaches, or else their soldiers will never be able to trust them.

Chapman also addresses the importance of teamwork and "bonding," (p. 6). The author understands when commanding officers need to… [read more]

Joe Torre Baseball Manager Essay

… Joe Torre's tumultuous career and relationship with the New York Yankees is the subject of the Yankee Years, co-authored by Tom Verducci. Even before he joined the Yankees, Torre was "highly regarded" for his leadership skills (Torre & Verducci 2009,… [read more]

Self-Efficacy Believing in Oneself Term Paper

… Self-Efficacy


Self-efficacy is a person's perception or belief of, and in, his ability to organize and perform acts towards the attainment of a goal (Bandura, 1994). This belief in himself determines how he thinks, behaves and feels… [read more]

Industrial Organizational Psychology How to Succeed in the Business World Term Paper

… Succeeding in Work

Whenever people go into a different environment, be it a new school, different country or place of work, there are major challenges to face in order to be successful. Today, a full-time career in the business world… [read more]

Organizational Behavior Motivation Case Study

… Organizational Behavior, Motivation

Western Motels Case Study

The performance of human resources plays a very important role in the activity of any company, no matter the field of activity in which the company in case activates. The matter is even… [read more]

Job Redesign Essay

… ¶ … forward recommendations to redesign a Director, Field Human Resources position in a PetSmart company in Phoenix. To achieve the objection of the paper, it describes the position by illustrating its major components, tasks, or responsibilities that ensure efficiency… [read more]

Recording Industry Association of America Term Paper

… ¶ … Recording Industry Association of America (RIAA) has faced numerous social and economical problems in their industry (recording). Music in its context has attracted a very high demand in America as well the entire globe; this demand has generated… [read more]

Communication Competency Research Proposal

… Business

Communication Competency

What team dysfunctions appeared to exist at Novartis Brazil when Patrice Zagame arrived as the president?

The team dysfunctions that appeared to exist at Novartis Brazil when Patrice Zagame arrived are avoidance of accountability and fear of conflict. There was a top-down culture with employees who showed very little accountability for the overall results (Hellriegel and Slocum, 2007). This happens when teams don't have a clear plan of action in which to follow. They have yet to figure out where they want to go and how they are going to get there. Also, the members of the leadership team were not accustomed to challenging each other. Teams that just really trust each other often have a problem truly debating things without it escalating to a very personal level.

What norms appeared to exist upon Zagame arrival and what norms did he work on changing and adding?

The norms that existed upon Zagame's arrival that he worked on changing included: closed communication, no accountability, no innovation, no customer focus and no teamwork. Zagame believed that collective decisions had better quality so his leadership style was conducive to open challenge and expression of different opinions. With the head of human resources, Ney Suva, Zagame started a number of initiatives to build speak-up in the company (Hellriegel and Slocum, 2007). He wanted to hear what the employees had to say and he wanted them to feel comfortable in saying it. This helps to foster open communication that moves in both directions -- from the front line to management and from management to the front line. Having open communication often fosters innovation. If people feel comfortable putting their ideas out there then new ways and processes are often discovered. Building an open communication culture also leads to teamwork which can be directed at focusing on customers in order to eventually improve the bottom line.

3. Why is Zagame an effective team leader?

There are several things that make Zagame an effective leader.… [read more]

Motivation: Two Views of a Manager's Ability Essay

… Motivation: Two views of a manager's ability to shape human motivation within an organizational context

Motivation could be defined as convincing someone that they want to do something, rather than forcing them to do it. Motivating individuals with a mixture… [read more]

Perfect Position as an Intj (Introverted, Intuitive Thesis

… ¶ … perfect position as an INTJ (Introverted, Intuitive, Thinking, Judging) leader

My perfect position as an INTJ (Introverted, Intuitive, Thinking, Judging)

According to my Jungian personality type analysis, I am classified as an INTJ (Introverted, Intuitive, Thinking, and Judging)… [read more]

Critical Thinking and Decision-Making Essay

… Critical Thinking and Decision Making

In today's world, being a critical thinker has become absolutely vital not only in society as a whole, but also specifically in the workplace. Racial and ethnic integration is at the order of the day… [read more]

Stephen R. Covey's Book the 7 Habits of Highly Effective People Research Proposal

… Habits of Highly Effective People by Stephen R. Covey

Stephen Covey first published "The 7 Habits of Highly Effective People" in 1989. Over 20 years later, many of his concepts still apply to the modern business world, whereas others have… [read more]

Toor S. And Ofori G. "Ethical Leadership Thesis

… ¶ … Toor S. And Ofori G. "Ethical Leadership: Examining the Relationship with Full

Range Leadership Model, Employee Outcomes, and Organizational Culture." Journal of Business Ethics. (2009) 90:533-547.

The article reports the results of empirical research about ethical leadership within the construction industry in Singapore. Specifically, the article discussed the connection between ethical organizational management and leadership and the effect on ethical focus and conduct within professional organizations. The authors determined generally that there is a positive correlation between ethical management attitudes and leadership and the ethical conduct of employees.

More particularly, the article details the manner in which an ethical concerns within the context of a transformational leadership style greatly increase the ethical nature of employee conduct. However, no such correlation was found connecting the transactional leadership style with ethical employee conduct. Furthermore, a negative correlation was found between the wider transactional culture within organizations (as distinct from transactional leadership) as well as between the laissez-faire leadership style.

Authors and Intended Audience

The authors were Shamas-ur-Rehman Toor, a Built Environment faculty member at the University of new South Wales in Australia and George Ofori, a faculty member at the University of Singapore. The intended audience appears to be individuals with an academic or practical interest in understanding the organizational management and leadership factors responsible for creating an ethical organizational culture within professional organizations. That would include individuals interested in industrial psychology, management, business ethics, and the psychology of leadership and employee behavior.

Mulki, JP, Jaramillo… [read more]

Ignoring the Worst Examples of CEO Pay Research Proposal

… Ignoring the worst examples of CEO pay abuse, what recommendations would you make to bring executive compensation under control? What do you think about 'pay-for-performance'? What would you include in your benefits package for senior leadership? How would you attract and retain strong leadership?

Given the excesses of CEO salaries, bonuses, and severance packages, there has been a populist backlash demanding restrictions upon CEO pay. But the goal of CEO compensation is not to create a more level economic playing field for America; rather it is to ensure that certain performance objectives are realized for shareholders. One possible method of aligning the interests of the CEO with the enterprise as a whole is to reward long-term rather than short-term evidence of improved organizational performance.

Sustainability measures such as increasing customer satisfaction; improving the corporate infrastructure; retaining and developing top talent are some of the new contingencies placed upon CEO salaries and bonuses. 'Pay for performance' in the short-term is problematic as an incentive. CEOs already have an incentive to show quick profits to justify their ascent to their position and salary level. Performance-based compensation that rewards long-term company performance encourages CEO to create a more healthy organization with a true foundation for the future. If long-term performance restrictions are not placed upon CEO salaries, it is far too easy to boost metrics… [read more]

Situation vs. Servant Thesis

… Servant

Situation vs. Servant

Situational leadership

Situational leadership first emerged during the late 1960s. The theory and model of situational leadership was coined originally by Ken Blanchard & Paul Hersey. The basic idea behind their structure of the situational leadership… [read more]

BMW Research Proposal

… BMW Case Study

Describe the culture at BMW

The culture of BMW AG is one that combines both transformational and transaction-based leadership styles in an attempt o create an optimal balance of vision and discipline so innovation can be maintained.… [read more]

Business Discuss the Ethical Concepts and Dilemmas Research Proposal

… Business

Discuss the ethical concepts and dilemmas that are facing Valerie?

Valarie has discovered evidence that her boss, Waters, is accepting kickbacks, from the two fragrance companies he has chosen for Wisson to work with. She suspects that the company… [read more]

Models as Related to a Given Organization Research Proposal

… ¶ … Homeless Youth in Minnesota:

The Leadership Challenges

To effectively develop and implement leadership initiatives such that these drives may be utilized in efforts to confront issues of homelessness as experienced by youth in Minnesota, HMIS must capitalize on… [read more]

Collaborating With Different Personality Types Group Objective Thesis

… Collaborating With Different Personality Types

Group Objective and Ground Rules for Successful Collaboration:

The key to successful collaboration between and among individuals with different personalities and specific skill sets is to minimize conflict attributable to personality differences while maximizing the contributions available by virtue of each person's talents and abilities. Ideally, individuals should be prepared to assist one another improve individual weaknesses, to learn from one another, and to contribute in the manner most conducive to the group's success.

In practice, individual personality differences may inspire antagonism and detract from a positive working relationship with others. Likewise, individuals may prefer contributing in ways that they prefer, despite the fact that the objectives of the group may require different applications of their respective abilities. Instead of willingly helping one another in some ways and appreciating the opportunity to learn from one another in other ways, individuals sometimes form pejorative opinions about others for their weaknesses and resent genuine overtures of assistance as a personal affront or challenge. Therefore, the purpose of this project is to anticipate potential areas of likely opportunities for mutual support and avoid or resolve potential issues of conflict that could undermine the success of collaboration within the group.

Kevin Ruden:

Kevin's Myers-Briggs score indicates that he is an ISTP personality type, meaning that he is more inclined toward introversion, sensing, thinking, and perception. Kevin's positive qualities include being observant, calm, unpretentious, and pragmatic, but he needs improvement on his mathematics skills and one-on-one communications. Kevin is a good listener but does not exhibit a high degree of trust in others; his skill set includes accounting, planning, organization, and multitasking.

The key for Kevin's optimal contribution to the group's success will be his strategic foresight and operational planning, and possibly his substantive accounting knowledge and skill. However, Kevin's greatest challenge will be his necessary commitment to improving his interpersonal communication skills. His poor one-on-one communication skills in particular could undermine even his most valuable potential contributions to the group.

Therefore, it will be Kevin's responsibility to agree to present the product of his strategic and operational talents to the group in a manner conducive to improving his comfort and ability with respect to one-on-one communications. In that regard, Mandy Dobbs will be called upon to help Kevin develop in these areas, by… [read more]

Practice the Field of Management Theory Thesis

… ¶ … Practice

The field of management theory has exploded as of late, with many new and different frameworks proposed to understand how and why leaders make the decisions they make, the effects that these decisions have on an organization as well as on the leaders themselves, and how to possibly make better decisions. One such framework of understanding is the concept of influence processes, which identifies certain avenues/areas that allow leaders and leadership teams to disseminate decisions and policy throughout an organization, and examines the way they relate to overall management styles and decisions. There are several commonly identified influence processes, any or all of which might be used by a particular leader or leadership team at a particular time or when making a specific decision. Simply put, influence processes are the various methods by which influence can be exerted by management and leadership teams throughout an organization, which is a salient feature of overall leadership style.

The various identified influence processes themselves also reflect the general leadership temperaments that utilize them. Direct decisions are the most basic and unavoidable of the influence processes; the decisions made by leadership inherently have a direct affect on the rest of the organization. The allocation of resources is a process that is more consciously and purposefully engaged in exerting organizational influence, and is highly interconnected with direct decision making in most organizations. Rewards systems and the selection and promotion of other leaders are also key influence processes; not only do rewards and acknowledgements encourage the desired behaviors, but promotion inherently perpetuates these behaviors in the leadership team. This is somewhat related to role modeling, which is arguably the most essential of these influence processes -- organizations and employees emulate leadership.

Andrea Jung embodies her identity as a role model wholeheartedly. As the Chairman and CEO of Avon Products, Inc., she has consistently used her prominent leadership position t demonstrate and expound the strict ethical behavior she expects in the company (Lussier & Achua 2007). Her implementation of a mandatory ethics seminar for all Avon employees and agents is an example of both direct action and resource allocation, and shows the company's commitment to its stated principles with a large financial investment (Lussier & Achua 2007). Due to the structure of the company, rewards tend to be more informal, though in a 2004 speech Jung also stated that simple success, for individuals and the company as a whole, was dependent on ethical conduct, thereby stressing the automatic extrinsic reward of doing better business (Lussier & Achua 2007). Jung, who is consistently named among the countries best corporate executives, is also living proof of the power that the selection and promotion of leaders has.

The same is certainly true of… [read more]

Decision-Making: What Are the Newest Concepts Utilized Thesis

… Decision-making: What are the newest concepts utilized in decision-Making? What are the most applicable concepts?

The most common form of traditional decision-making analysis is a 'rational actor' model. In this model, an individual logically makes decisions based upon a variety of alternatives, carefully weighing pros and cons and then arrives at the 'right' solution, based upon his or her self-interest. In real life, decision-making seldom functions in such a clean, neat fashion, and is reliant upon deciding between a variety of contingent circumstances, or 'if then' scenarios. In game theory, for example, decision-makers attempt to make various forecasts about the future, based upon a projected array of possible future actions. The future scenarios are reliant upon the actions of other, influential actors, over whom the original decision-maker has no control. The likelihood of various scenarios is calculated, and the benefits of different actions are weighed. Advances in information technology allows for the running of projected scenarios through computer simulation and can produce even more information about potential outcomes than ever before -- often the difficulty is screening out extraneous information, rather than not having enough.

Before making a decision, quantitative data must often be analyzed by decision-makers to gain greater objective information about the future. This is one reason that economists are so obsessed with tracking spending in certain industries. If spending in the construction industry is declining, this could suggest a more general slump in the housing market, and indicate a general downturn later on for the whole economy. But not all decision-making is based upon quantitative data. Subjective influences also has an impact: for example 'group think' can foster poor decision-making, if members of a particular group do not challenge the dominant leader, or if no leader emerges and conciliatory personalities support a relatively conservative decision when radical change is necessary.

Solution-oriented decision making attempts to foster a more dynamic process of problem solving. It focuses on encouraging all affected actors to participate in creating a practical solution through brainstorming and practical implementation. Group dynamics should be used to solicit all of… [read more]

CEO of a Company Has Six Major Thesis

… ¶ … CEO of a company has six major sources of power. The first five are defined by French and Raven (1959) and the last in the list is provided by Montana and Charnov (2008).

Legitimate Power refers to power of an individual because of the relative position and duties of the holder of the position within an organization.

Referent Power means the power or ability of individuals to attract others and build loyalty. It's based on the charisma and interpersonal skills of the power holder.

Expert Power is an individual's power deriving from the skills or expertise of the person and the organization's needs for those skills and expertise.

Reward Power depends upon the ability of the power wielder to confer valued material rewards.

Coercive Power means the application of negative influences onto employees.

Information Power is derived from possession of important information at a critical time when such information is necessary to any organizational functions

Leaders can exercise these powers to positively influence employees to conduct themselves according to the operational, administrative, and ethical standards of an organization.

These powers facilitate various influence tactics managers can use to bring about the change necessary to address these problems.

Consider an organization that is not making money and that wants its employees to take a pay cut even though employees have expressed that they do not support it. In this situation, the leader be forced to give the order that all employees must accept a ten percent decrease in pay. This is called a direction tactic which comes from the leader's legitimate power to take the action. The direction tactic is appropriate to implement the pay cut because the action is good for the organization, but is less desirable as perceived by the employees (Boulgarides and Cohen, 2001).

Another example calling for an influence tactic is a public retailer with in-store sales that are suffering because of poor customer service.… [read more]

Talent Questions #5: Talent Acquisition: The Presence Thesis

… Talent Questions #5:
Talent Acquisition:
The presence of a streamlined process by which new recruits are given
training and promised instruction through skill development is likely to
encourage the application of candidates with an interest in advancing
within the framework of an organization. For the candidate that views a
job opportunity as a way not just to make a living but to increase one's
set of skills, to advance one's ability to contribute to an organization
and to improve one's ability to feel as though he will have a personal
stake in the future success of an organization. There are all qualities
that will serve as selling points to possible new recruits, who may view
the organization as more suited to their ambitions given the formalization
of training.

Talent Retention:
The ability to retain talent is based not just on the selection of
the proper candidate but, even further, will hinge heavily on the capacity
of the candidates to gain the skills and knowledge necessary to remain in a
position or to advance along an intended path. Indeed, morale is often
quite closely hinged upon the ability of personnel to conduct jobs with
confidence, effectiveness and clarity. Those who are able to do so will
generally be more likely to perform according to expectations, to report a
satisfaction with their work experiences and to justify a projection of
advancement based on qualifications. Training and development programs can
arm personnel with the skills, knowledge and confidence necessary to
achieve that type of internal longevity. In this regard, training can have
a long term impact on the personnel who will experience this process early
in their introduction to the organization. Continued training and
development programs can also help to prevent future opportunities to
personnel. As a result, such can be tantamount to helping team… [read more]

Leaders Can Get Followers to Trust Essay

… ¶ … Leaders Can Get Followers to Trust Them

This work will analyze and explore the statement, "There are many ways in which leaders can get followers to trust them," within the context of transactional and transitional leadership in organisations.… [read more]

Principal as a Visionary Essay

… ¶ … Cardiac Rehab Referral Program

Principal As A Visionary

The principal is stated in Standard 1 to have a personal vision "…for the knowledge, skills, and dispositions to develop, articulate and implement a shared vision that is supported by the larger organization and the school community.

Defining 'Vision' and 'Visionary'

The Merriman-Webster Dictionary defines 'Visionary' as

"able or likely to see visions; disposed to reverie or imagining; of, relating to, or characterized by visions or the power of vision; having or marked by foresight and imagination." (2009)

The work of Bolams and Wieringen (1999) entitled: "Research on Educational Management in Europe" states that the principal from the conception of the idealist thinker is an individual who "moves between the different fields represented by the model. If the principal is visionary he/she will talk about a desired condition for the school, described in terms which inspire, incite enthusiasm and activate the imagination of the listener/reader. The vision creates its own mental image among the receivers of the visionary communication. The vision functions as a power source and thus provides energy." (Bolams and Wieringen, 1999)

II. Avoiding Failure through Understanding the Purpose

Additionally stated is that leadership which is 'goal-oriented' fails "when a principal -- who has ultimate responsibility within the organization -- lacks the necessary deep understanding of the purpose.' (Bolams and Wieringen, 1999)

III. Evolution of the Vision Inevitable

The work of Lashway (1997) entitled: "Visionary Leadership" states "Many leaders believe vision development is a straightforward task of articulating a statement of beliefs and then implementing it. However, some studies suggest that vision is more of an evolutionary process than a one-time event, a process that requires continuous reflection, action, and reevaluation." (Lashway, 1997)

IV. Visions Do Not Just 'Happen' & Visions Can Be 'Compromised'

The work of Hong (1996) states that visions develop through "purposeful tinkering" and through "…dozens of little experiments" each day which increases the chance that the perception of the ideal will be achieved. Naturally in order to attain a goal that goal must first be conceived or envisioned by the visionary and in this case the school leadership or the principal. While the first logical step is to write down the vision this can be dangerous as reported in the work of Fritz (1996) who states the warning that these written statements all too often turn into "political compromises that trivialize the vision through 'weak, watered-down, simplistic declarations.' Moreover, the immediacy of student needs gives K-12 educators a strong bias toward action; extended discussions of philosophy create impatience. Conley and colleagues found a number of schools that began acting on their vision several years before articulating it in writing." (in: Lashway, 1997)

V. Creating Readiness for the Vision

One of the most important roles the principal takes on as a visionary in the school is that of assisting the school community in becoming ready for the vision. Too much or too little… [read more]

School Administrator Accountability and Assessment Essay

… School Administrator

Accountability And Assessment

school administrator accountability and assessment

Great leaders are not only creative, they are analytical…"

(Sternberg, 2006, ¶9).

School Administrator Accountability and Assessment Principles/Approaches

In regard to school administrator accountability and assessment, the researcher recounts a… [read more]

Machiavelli's Famous Pronouncement That it Is Better Thesis

… ¶ … Machiavelli's famous pronouncement that it is better for a ruler to be feared than loved. Agree or disagree? Use specific examples to support your point.

Despite Machiavelli's assertion, most of the great leaders of the recent and long past were intensely loved by and popular amongst those whom they led. Abraham Lincoln was firm and principled in his belief that the Union must be upheld, but he never acted out of cruelty or malice. Franklin Delano Roosevelt used his fireside chats to draw support for his New Deal and made American capitalism more compassionate. The great leaders Gandhi and Martin Luther King Jr. used pacifism and love to stir up public outrage at the oppression of their peoples. In contrast, rulers who use their position simply to bolster their authority, ignore the rule of law, and make themselves feared like Richard Nixon and Dick Cheney are reviled. Even in school, teachers who rule by fear usually encourage their students to covertly circumvent the rules out of anger, while teachers who give 110% inspire students to try hard, and to live up to their high expectations.

Part 2

Find one of Machiavelli's points and show how it could be used in any contemporary setting -- not just world or national leaders, but classroom, workplace, or house leaders as well.… [read more]

Leader Within You John Maxwell Research Paper

… ¶ … Leader within You

John Maxwell is an esteemed speaker and author. In this book he discusses ways to improve talents as a leader -- from inspiration and communication to dealing with change -- without attaining the position of "manager."

The one big concept Maxwell wants us to take away from this reading is that people who attain the positions of manager are not necessarily leaders, and vice-versa. Leaders don't always come from "management" positions.

Traditional managers are short-term oriented, and more concerned with day-to-day operation of their department. They can be, however, efficient at organizing, controlling, and monitoring resources.

But," says Maxwell, "managers who are leaders inspire, motivate, and energize people with their clear long and short-term vision and strategies towards a shared goal" (Maxwell, 1993).

In this book, the author claims that leadership qualities can be acquired and developed. He offers ten leadership principles to know and understand in order for a "leader" to surpass simple managing and begin to lead (Maxwell, 1993).

To capsulate them briefly, the ten principles are: Creating Positive Influence, Setting the Right Priorities, Modeling Integrity, Creating Positive Change, Problem Solving, Having the Right Positive Attitude, Developing People, Charting the Vision, Practicing Self-Discipline and Developing Staff.

Highlights and Concepts

According to Maxwell, "Everything rises and falls on leadership...The key to success in an endeavor is the ability to lead other successfully" (Maxwell, 1993). He adds that, "leadership is not an exclusive club for those who were born with it. The traits that are the raw materials of leadership can be acquired" (Maxwell, 1993).

Two (of many) basic concepts that the author emphasizes I thought were highlights of this reading. The first was Maxwell's explanation… [read more]

Ethical Leaders Known in My Lifetime Research Proposal

… ¶ … ethical leaders known in my lifetime. There are indeed many types of leaders, and anyone who has worked, gone to school, or interacted with people in any way has come across both ethical and unethical leaders. When I… [read more]

Leader Member Exchange Theory Research Proposal

… Leader Member Exchange Theory

Leader-Member Exchange Theory (LMX):

Help or hindrance in organizational improvement?

Leader-Member Exchange Theory (LMX) or Vertical Dyad Linkage Theory analyzes group relations in terms of how the construction of an inner circle generates power within an… [read more]

Organizational Culture This Chapter Presents a Recapitulation Research Proposal

… Organizational Culture

This chapter presents a recapitulation of the MLQ instrument's questions together with an analysis of the corresponding responses received. As previously stated in the earlier chapters, the purpose of this study was to examine the opinions, attitudes, and… [read more]

Why I Want to Be an Officer Essay

… ¶ … Officer

Personal Statement

military today is constantly changing in terms of its strategy and weaponry, but one thing remains constant -- the patriotism and dedication it demands of soldiers. The world's challenges -- in Iraq, in Afghanistan, and all over the globe are sobering, and it is necessary that officers striving to meet those challenges do so with a combination of flexibility of tactics yet unwavering commitment to their mission.

At age thirty-seven, I believe that I have the maturity, clarity, and sense of purpose and leadership skills to put American values into action. This is why I seek entry to the Officer Training School. In my life, I have already learned a great deal about leadership. First of all, leadership means setting a good example for other through one's own behavior. It means asking more of yourself so you can ask more of others. Motivating others comes by not simply telling them what is right, but making the people you… [read more]

Authentic Leadership Thesis

… Warren Buffett

One of the most influential business leaders in the world today is Warren Buffett. His holding company, Berkshire Hathaway, is one of the wealthiest such entities in the world. Buffett has become famous for building his wealth organically,… [read more]

Interstate School Leaders Licensure Consortium Standards Thesis

… ISLLC Standards

Strategic plans are most successfully implemented by effective leaders. In the educational field especially, effective leadership is of the utmost importance. The young people educated in the school system are our future leaders, and hence the best of… [read more]

Organizational Culture, Societal Culture, and Leadership Styles Research Proposal

… ¶ … Organizational Culture, Societal Culture, and Leadership Styles

List of Tables (if tables used) viii

List of Figures (if figures used) ix

Leadership and Cultural Differences

Summary of Chapter and Organization of Remainder of the Study


Organizational Culture… [read more]

Organizational Behavior How Motivation Influences Research Proposal

… Organizational Behavior

How Motivation Influences Organizational Behavior

Using a practical level of studying and explaining motivation, assistant business professor and journalist Steven a. Murphy explains why all organizations should - and most good ones do - seek the next generation… [read more]

Project Manager Politics and Project Management Essay

… Project Manager

Politics and project management should not mix. Agree or Disagree and support your position.

I agree that politics and management should not mix. Managers need to be impartial and neutral in order to get the job done in… [read more]

Coaching Skills Essay

… Coaching

Keeping the Unique Relationship: Coaching

Like teachers, coaches are often some of the most influential people in the lives of students, athletes, and competitors. Taken outside of the home, authority manifests itself in a new way -- not on… [read more]

Function of Human Resources Term Paper


Hewlett Packard is one of the largest companies in the world, with offices all over the globe. The company was created in 1939 by Bill Hewlett and Dave Packard.

The first Items the company sold were audio oscillators. The… [read more]

Mission and Vision Statement Term Paper

… Vision and Mission Statement

Development of a Vision and Mission Statement for Principles of Leadership Course

For a vision statement to be successful, it must inspire members of a group, organization or team to find the intersection of their passions for their work and the needs of the organization, and then work very hard to deliver on the potential for making a contribution. Showing associates, employees, managers and leaders how their passions and interests for their role in an organization can make significant contributions is one of the indicators of a successful vision statement. In this respect a vision statement is a living document or philosophy (Kouzes & Posner, 2003, pp. 103-120). Ultimately a vision provides a very vivid glimpse as to the future of a group, team or organization and provides guidance to contributors on how to achieve the envisioned level of performance.

While vision statements define the future, mission statements define organizations' main purposes, philosophy, and major contributions. As a result, mission statements focus on… [read more]

What Challenges Do Leaders Term Paper

… ¶ … Leaders Face

Leading organizations of people through turbulent, often uncertain times present leaders with an entirely new set of challenges and opportunities to excel than has ever been the case before. According to (Kouzes & Posner, 2003, pp. 3-23) the ten commitments of leadership are organized into challenging the process, inspiring a shared vision, enabling others to act, modeling the way, and encouraging the heart. These form the foundation the authors rely on for framing the ten commitments they have defined (Kouzes & Posner, 2003, pp. 3-23). The challenges of leadership in the 21st century center on authenticity, transparency and trust, which is the greatest challenge for leaders to attain with those they look to guide, develop, and ultimately accomplish objectives in cooperation with.

According to (Davis, 1997) vision on the part of leaders creates ownership on the part of subordinates and associates. Davis (1997) also illustrates through example of challenging it is for leaders to manage significant change while needing to stay balanced between tradition on the one hand and the need for agility and responsiveness on the other. She also illustrates through several examples how challenging it is for leaders to stay consistently focused on a… [read more]

Adaptive Leader That Are Related Term Paper

… ¶ … adaptive leader that are related to the management of change and to further evaluate how those factors impact followers in implementing change. The work of DeGenring (2005) entitled: "The Adaptive Leader: Risky Business? Staying Alive as a Leader… [read more]

Organizational Behavior - Questions Self-Fulfilling Term Paper

… Organizational Behavior - Case Study Questions

Self-fulfilling prophecy - There is ample evidence throughout this case study that the Container Store takes advantage of the theory of "self-fulfilling" prophecy, or the idea that what you expect will happen will if… [read more]

Power Tactics and Power Bases Term Paper

… ¶ … power tactics and power bases. What are some of the key contingency variables that determine which tactic a power holder is likely to use?

A power base is the source of an individual's power. Leaders derive power from personal sources, such as the knowledge the leader has, the personal charisma the leader projects and the perceived effort the leader exerts for the organization. Leaders also derive power from their formal position in the organization including the centrality, criticality, flexibility, visibility, and relevance of their title (Michelson 194). Depending on the amount of individual and formal power they posses, they may use different tactics, such as coercively relying on fear of retribution or indirectly using intimidation and coercion. They may stress norms of shared obligation to influence others or use more direct forms of bargaining to get what they want from another person. They might use persuasive arguments based on an appeal to personal or organizational values or present facts to the individual to demonstrate an immediate need for action based in reasoned principles.

The use of different tactics will be influenced by whether a manager is dealing with a superior or a subordinate, the level of experience of the person being influenced, the experience and power base or source of the manager, and whether the required action is of immediate or long-term need. The organizational culture will also influence the types of power that are deployed by different individuals. For example, in a hierarchical organization, a leader's position will hold more influence than in a more diffusely organized, less authoritarian organizational structure and culture. Organizations with strong, cohesive cultural values allow leaders to stress those values when exerting direct or indirect influence. They can also use the possibility of mentorship as a means of leading subordinates. Highly internally competitive organizations may require managers to resort to more direct forms of bargaining and rewards to exert influence over individualistic employees.

Which source of resistance to change do you think is the most common? Which is the most difficult for management to deal with?

Six common reasons for employee resistance to organizational change are as follows: "(1). If the nature of the change is not made clear to the people who are going to be influenced by the change. (2). If the change is open to a wide variety of interpretations.… [read more]

Talent Shortage Attracting and Retaining People Term Paper



Team Contribution Term Paper

… Team Contribution

Consisting of both leadership and creative input, my contributions to the team project were considerable. My core strengths include punctuality, focus, clarity, and organization. From day one I enthusiastically contributed my opinions relative to the project. I made sure I presented all materials on deadline. Specific responsibilities included the development of a sophisticated PowerPoint presentation, compiling research data on all relevant topics, creating a Skills Matrix to aid organization, and completing the final editing on our written materials.

Based on team member feedback and on our team's output and performance, my participation helped the team achieve our goals. However, self-reflection reveals some flaws in my communications style. For example, the opinions I hold are strong and I tend to be rigid. Learning how to negotiate with teammates and respecting differences in communication styles would be helpful for my future performance in a group. Similarly, I have a strong, outgoing personality that can seem overbearing or intimidating. Improving my listening skills would help minimize the negative effects of my Type a personality. Although I have no trouble vocalizing my opinions on objective issues I have difficulty issuing performance evaluations and offering constructive criticism directly to teammates. Being more honest and tactful would help me perform better. I would say that I need to learn sensitivity and improve emotional intelligence.

Effective communication and leadership are my core strengths. My skillful communications skills allowed me to contribute to the written and oral portions of the project. The PowerPoint presentation was successful because I was able to keep the audience's needs in mind as well as my teammates'. We would share ideas and stimulate conversations but after several group meetings, I became aware of my tendency to be overly opinionated. A classic Type a personality, I do not negotiate as well as I would like to and should work on… [read more]

Group Leader Effective Term Paper

… ¶ … Group Leader

Five Characteristics of an Effective Group Leader and How I Rate

Focuses constantly on the goal as a means of achieving group effectiveness.

Focusing constantly on the goal is the whole purpose of the group and I do not get distracted by trivial things. For example, when meeting a group goal I would gather as much information as possible by researching. If there were any problems I immediately let my teammates know so we can decide together on alternative solutions. If an interpersonal conflict arises, I made sure not to get too involved because it would be distracting.

Actively participate in the group, but does not dominate or thwart individual input.

Being assertive about how I felt but without being aggressive, I have found that offering feedback to group members is important. I know how to be tactful about criticism. For example, would ask to give suggestions and feedback first and offer comments to the group. However, I am also a good listener and try not to interrupt my teammates. I participate fully in all the conversations without being domineering and I also welcome constructive criticism and advice from others while we work.

3. Observes the activities of the group. Serves as a coach and as a facilitator.

In my spare time I reflect on the group and how we are progressing. When I look at the big picture, I can see whether the patterns of behavior or… [read more]

Group Development Our Group's Experiences in Team Term Paper

… Group Development

Our group's experiences in team development underwent its own stages: From getting-to-know stage to familiarity and finally getting our work done based on our aspiration and patterning our project with our objectives.

Before I go further, let me… [read more]

Colonial Lit Leader Such as Tom Peters Essay

… Colonial Lit leader such as Tom Peters is often quoted as to how to succeed as a business leader. He believes that leaders should display qualities such as; "compassion, understanding and being good listeners." He also believes that any individual, whether they be CEO's of multi-million dollar companies or a one-man boss of a small firm needs to keep in mind the sacred trust that is assumed when becoming a leader.

Tom quotes an ancient Greek, Philo of Alexandria, in the following manner; "Be kind for everyone you meet is fighting a great battle." (Peters 2006) and Tom believes that is one of the truest statements ever written in regard to leadership skills, and he should know.

Quoted on Tom's website was an "in-depth analytic study released by Accenture's Institute for Strategic Change in 2002, Peters scored 2nd among the top 50 "Business Intellectuals" behind Michael Porter and ahead of Peter Drucker." (Peters 2006)

With his expertise looming large and readily available, individuals such as myself are often reminded of one of the keys of success in the business world. The key is that leaders are required to listen to their co-workers and managers in order to ensure that the optimum level of success can be achieved.

Most troublesome scenarios can be either alleviated or concluded all together as long as the individual in charge is willing to listen and then act on what he or she hears.

Concerning this fact, I feel that I would be able to conduct myself professionally in most situations because I am able to listen and then dissect what I hear and apply the appropriate solution to the problem. I am definitely more of the transformational type of leader than I am any other.

One recent study looking at teachers and administrators in an institutional and educational setting, showed that individuals who acquire a transformational method of leadership are exceptionally well equipped to engender success. "Transformational leaders enhance the quality of in-school relationships by actively participating in the individual value system of the staff in their institutions." (Korkmaz 2007-page 26)

That is the style that I encompass, and along with that I have learned how to feel empathy for other's and their feelings. With that empathy I am able to understand my co-worker's viewpoints and… [read more]

Charisma Leader-Joseph Stalin Taking Advantage Term Paper

… Charisma leader-Joseph Stalin

Taking advantage of the political situation that accosted the country during the first years of the 20th century, Joseph Stalin found the perfect ground to achieve power through his charismatic charm and special ability to communicate with people and convince them to join his group of followers. The same charisma that had first made him an important piece of the leading party and won him a favored position in the political atmosphere of the era would propel him into taking command as succeeding leader after Lenin's death.

Before the revolution, Russia was a rather feudal territory, having its economy-based mostly in agriculture. There were no industries, and rich owners of land, exploited their peasants. Russia was an empire, ruled by a czar, who held absolute power to make undisputed decisions. 85% of the population lived in extreme poverty, cold, hunger and illness. Under those conditions the peasant class started to organize a rebellion against an unjust oppressive power. They were divided in two groups: those that wanted a capitalist country, like the rest of Europe, and those that wanted a socialist government. Although he wanted to promote his image as a saver of the people, his personal ambitions where always on first place, and those mainly limited to his own greed for absolute power. Lenin himself had stated that Stalin was not the best character to continue his socialist ideas, since he was too harsh, ambitious and selfish. However Stalin managed to convince people that he worked for the benefit of the entire nation and promised great progress with his new political plans.

He had set the target of bringing Russia to a higher industrial level and transform it into a political power to expand socialism beyond the western border and all over the world. Like many other leaders he won the love of his people by making grand promises that they were wishing to hear. At a time when the country was recovering from a very bad political and economical weakness, after a revolution and war, Stalin brought up bright ideas that promised to improve the future. He offered plans for industrial reforms… [read more]

Ethical Organization Term Paper

… Ethical Organization

Establishing an organization is a very hard task. It entails careful, selective and series of planning, conceptualization and strategic execution. Maintaining the organization is equally challenging. This will require continuous planning, sometimes reformatting, and of course exertion and… [read more]

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