Study "Leadership / Mentoring" Essays 991-1000

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VIP Protection Services Essay

… 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… [read more]

Wl Gore Culture Term Paper

… 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 Arguably, such decline would mean that the core chemical product itself has been superseded in the market.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.


Dyer, W. (2006). Culture and continuity in family firms. The Best of FBR II. Retrieved May 20, 2014 from

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 [read more]

Couples Coaching Research Paper

… 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

… 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).


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.


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

… 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

… 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

… 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

… 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).


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

… 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

… 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]

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