...I learned a lot in the 21 Irrefutable Laws: “Law of The Lid”: Leadership Ability Determines a Persons Level of Effectiveness. If you keep you head held high then you will achieve more. “The Law of Influence” : The True Measure of Leadership is Influence – Nothing more , Nothing Less Leadership is earned ! “The Law of Process” : Leadership Develops Daily, Not in a Day If you want to be a leader you have to practice daily on your leadership ability on a daily basis. “The Law of Navigation” : Anyone Can Steer the Ship, But It Takes a Leader to Chart the Course Anybody can say they're a leader but it takes a real leader to actually be one. “The Law of E.F. Hutton” : When the Real Leader Speaks, People Listen People should listen to you and you should not just COMMAND. “The Law of Solid Ground” : Trust Is the Foundation of Leadership You should be able to trust your members and your members should be able to trust you. “The Law of Respect People” : Naturally Follow Leaders Stronger Then Themselves “The Law of Intuition” : Leaders Evaluate Everything with a Leadership Bias You should see every downfall and cheer it up with greatness. “The Law of Magnetism” : Who You Are Is Whom You Attract If you act like a leader , you will attract more leaders. “The Law of Connection” : Leaders Touch a Heart Before They Ask for a Hand You have to connect with you members and know their personalities , strengths , and weaknesses . “ The Law Of The Inner Circle” : A Leaders Potential...
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...07/11/2012 Thursday 08/11/2012 Friday 09/11/2012 MIS A3 MIS A3 Leadership A3 MIS A3 MIS A3 Leadership A3 Conv G1 S10 Leadership A3 R&W G1 S20 Leadership A3 R&W G2 S20 Conv G2 S10 R&W G2 S10 R&W G1 S21 Monday 12/11/2012 Tuesday 13/11/2012 Wednesday 14/11/2012 Thursday 15/11/2012 Friday 16/11/2012 MIS A3 MIS A3 Leadership A3 MIS A3 MIS A3 Leadership A3 Leadership A3 Leadership A3 R&W G1 S20 R&W G2 S20 Conv G2 S10 Holiday MIS A1 LAW From 1.15 to 3.15 A2 Monday 19/11/2012 Tuesday 20/11/2012 Wednesday 21/11/2012 Thursday 22/11/2012 Friday 23/11/2012 MIS A3 MIS A3 Leadership A3 MIS A3 MIS A3 Leadership A3 Conv G1 S10 Leadership A3 R&W G1 S21 Leadership A3 R&W G2 S10 Conv G2 S10 R&W G2 S21 R&W G1 S10 MIS LAC1 LAW LAC1 LAW LAC1 Monday 26/11/2012 Tuesday 27/11/2012 Wednesday 28/11/2012 Thursday 29/11/2012 Friday 30/11/2012 MIS A3 MIS A3 Leadership A3 MIS A3 MIS A3 Leadership A3 Conv G1 S10 Leadership A3 R&W G1 S21 Leadership A3 Conv G1 S20 R&W G2 S10 Conv G2 S10 R&W G2 S10 R&W G1 S21 Leadership From 10 to 12 A2 Leadership From 1 to 3 A2 Monday 03/12/2012 Tuesday 04/12/2012 Wednesday 05/12/2012 Thursday 06/12/2012 Friday 07/12/2012 MIS A3 MIS A3 Leadership A3 MIS A3 MIS A3 Leadership A3 Conv G1 S10 Leadership A3 R&W G1 S21 Leadership A3 R&W G2 S10 Conv G2 S10 R&W G2 S21 R&W G1 S10 LAW A1 LAW A1 Monday 10/12/2012 Tuesday 11/12/2012 Wednesday 12/12/2012...
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...Session Plan: Managerial Economics Text Book: Pindyck, Rubinfield & Mehta, 7th Edition |Session Number|Topics Covered |Identified Cases |Readings |Source |Date | | |Fundamental Problems of An Economic System: Scarcity and Efficiency | | |1 & 2 |Introduction to Managerial Economics, Micro and Macro |1. Switzerland, Cuba and India: The Troika of Economic Problems in Three |Chapter-1 |CDC | | | |Economics |Economies |(Pindyck) | | | | |Production Possibility Frontier And Curves | | | |15-06-‘11 | | | | | | |17-06-‘11 | | |Partial And General Equilibrium | | | | ...
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...Changing Face of Police Management For law enforcement agencies to succeed its current leadership style and practices must change to keep up with these progressive times. The old authoritarian style of leadership of conformity and unyielding compliance will no longer work today. One of the reasons for law enforcement agencies to prepare now rather later is because the face of law enforcement is evolving. As veteran officers retire a new generation of police officers are being hired and are currently or soon will be leaders in their agencies. To prepare for this eventuality, law enforcement agencies need to develop them by using a shared leadership model, by enhancing their communication skills as well as creating a strategic plan for their agency. By addressing these key issues, agencies will become more successful in obtaining its organizational goals. For an organization is to succeed they need to understand the generational differences between the specific generations affecting law enforcement, “Baby Boomers”, “Generation X” and “Generation Y.” In an article written by McCafferty, he describes the differences of the generations: Demands on police officers in the past 30 years have grown dramatically with the increasing threats to social order and personal security. Selection of police officers has always been difficult, but now with the increasing demand and complexity of police work, along with the candidates applying from Generation X and even Generation...
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...authority to exert influence over others. Instead, the legitimacy of power all depended upon the time, place, and circumstances in which it was produced. Referent power is the broadest type of the social powers and can be used effectively to lead others who respect the individual or entity. Since referent power is completely dependent upon the followers’ view of the leader, leaders will not be able to use referent power on all followers. It is a power that is created by the follower when they believe the leader possesses qualities that they admire and would like to possess themselves. This quote sums up reverent power in regards to leadership well. “Power and authority come from the person being influenced-not the person in the more powerful position. If the follower chooses not to follow them, they are no longer leaders. Leadership is really followership” (Larison 1997). Some leaders will have reverent power over a few but some are far reaching. For example, Gandhi and Mother Theresa come to mind. They had reverent power over many because of their integrity, personality, and charm. They were the person that millions wish they could be, so their reverent power was widespread. In contrast, Wang Hao of China is the World Table Tennis Champion. He would hold reverent power over a few loyal fans of the sport but many people would not respect his ability to play table tennis enough to have any influence over them. Reverent...
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...Name Date MSA Required Courses Completed Comments STUDENTS WHO HAVE HAD EQUIVALENT UNDERGRADUATE COURSES MAY NOT RETAKE BUT MUST REPLACE (1.5) A500 Prof. & Ethical Responsibilities in Acctg. (3) A511/A312 Fin Acctg Theory & Prac II (3) A515/A328 Federal Income Taxes (1.5) A551 Tax research (concurrent with A515) (3) A514/A424 Auditing Theory & Practice (3) A523 Business Information Systems (3) A539 Adv. Tax – Entity Issues (3) L503 Advanced Business Law ______ ____________________________ 21 hours required or to be replaced: Replacement Courses for required courses above (3) (3) (3) (3) (3) Electives (3) (3) (3) (30) TOTAL REQUIRED HOURS Required Core (21 hrs) A500 Prof. & Ethical Resp. in Acctg.* A511/A312 Fin Acctg Theory & Prac II A514/A424 Auditing Theory & Prac A515/A328 Federal Income Taxes A551/A302 Tax Research* A523 Business Information Systems† A539 Adv. Tax – Entity Issues L503 Advanced Business Law LIPE (Elective) A529 LIPE (internship/work) † counted as a business course for the CPA exam * 1.5 credit hour course Accounting Electives A508 Accounting for Non-Profit Org A516 Estate and Gift Tax A517 Financial Statement Analysis A520 Corporate Financial Reporting A522 Partnership Taxation A528 State and Local Taxation A538 Corporate Taxation A554 Tax of Estates & Trusts* A555 Taxation of S Corporations A556 Tax Acctg Periods & Methods ...
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...Running Head: Developing Leadership Capital Succession Planning: The Critical Challenge for Law Enforcement of Developing Leadership Capital in the 21st Century Kelly Hedum University of Central Florida Abstract Succession planning is a critical leadership tool for ensuring organizational growth and continuity by eliminating substantial gaps in institutional memory, knowledge, and leadership through strategic placement of key personnel. One of the greatest challenges facing many organizations in the 21st century is how to affect a well designed change of leadership while maintaining organizational continuity and meeting or exceeding organizational goals. Current research suggests that many organizations will experience a leadership transition crisis in the absence of the implementation of a well designed, functional succession plan for the future. The purpose of this paper is to examine the leadership concept of succession planning and discuss two theories, trait theory and path-goal theory, and their relationship to the succession planning process. Succession planning is a six step process. Three important dimensions critical to succession planning as a leadership development tool include evaluating the future needs of the organization, the identification and development of leadership talent, and the ability to identify and implement results. Historically, succession planning is not part of an assigned role or task in a police agency and tends to get overlooked...
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...participate, support and lend a hand towards greater moral, social and economic achievement. With the freedom that we have, the youth had also been trained and entrusted to perform such duties for years, in hope and belief that they are the future builders of this country. This has been a part of our culture and politics. In fact, Philippines pioneered the youth participation in local governance which means that our country has been investing in young people for decades. Thanks to that famous line of our great national hero, “The youth is the hope of the nation.” Perhaps, that very line of Dr. Jose P. Rizal is what inspired the creation of Sangguniang Kabataan. Former Philippine President Ferdinand Marcos believed in the capability of youth in leadership when he enshrined youth participation in politics. The Kabataang Barangay (KB) or “Village Youth” was a youth organization at the grassroots level created in 1975. A decade after, Sangguniang Kabataan or SK has been POLYTECHNIC UNIVERSITY OF THE PHILIPPINES institutionalized in relation to the implementation of RA 7160 or the Local Government Code in replacement of KB. (Abletez, 1993) The Sangguniang Kabataan or youth council is the governing body of the Katipunan ng Kabataan of every barangay.(Alunan, 1993) The Katipunan ng Kabataan, the ones who elect the officials of Sangguniang Kabataan (SK for short) through an election conducted by Commission on Elections...
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...Natalie Inzero CJ104 What makes corruption in the Kansas Police Department SCORE Unit a reality? Basically, in spite of the overwhelming results of police corruption is a tireless continuation of promotions and recognition from their numerous leaderships, regardless of the possibility that this is unlawful. This state of mind is so dug in, particularly in high-wrongdoing regions. By lifting the significance of truthful blame in an individual case over their ethical and moral obligations to themselves and to general society they serve, numerous cops have ended up adapted to trust they are not acting wrongly when they deceive convict offenders. The Kansas Police Department SCORE Unit does seem to repeat itself concurring counter-legitimate standards, and that the training one gets in police institutes, does not promote unethical behavior. The department showed no remorse and neither did their supervisors; it’s the “norm” kind of behavior. In order for this to change The Kansas Police Department SCORE Unit leaders ought to concentrate on honesty, enhancing enrollment and preparing, when employing newcomers and considering all leaders capable about respectability and the trustworthiness of their subordinates; considering managers in charge of transforming legitimacy advancement and task; changing police society; making preparing projects in uprightness for enlisted people and in-administration faculty, especially first-line bosses; making a successful inward uprightness observing...
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...Entrepreneurial Leadership By: David Pruett Dr. ABCDEF Contemporary Business - BUS 508 Date A good leader has the same characteristics as a nurturing parent. That approach encourages the entrepreneur to be a genuine leader, who cares for and develops his or her employees, much like a parent wants the best for their child. During my nineteen years of being of working and climbing the company ladder, I have had very few bosses that made good leader, but each one taught me something as I was promoted into a leadership position. Leadership is a process through which an entrepreneur is able to influence employees to achieve the objectives of the organization. Rarely can an entrepreneur make a company succeed by him or herself. The entrepreneur needs to able to identify staffing needs, properly fill them, and lead their team to success. To be an effective leader, an entrepreneur must be able to build trust and confidence among employees and communicate effectively with them. Leaders can build trust by working hard, by maintaining a constant message, and by showing employees they are fully committed to achieving the company’s vision. Effective communication is equally critical to a successful leadership. Precise and clear communication with employees will engrain the company’s vision and goals over time. Other keys to entrepreneurial leadership include: * Seeking self-improvement. A great leader always seeks to become even better. * Accepting responsibility...
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...Compensation is a way of appealing to new and present employees. Compensation and rewards are a way to show their employees how they feel about their job performance. Forever 21 showed that they did not demonstrate this crucial factor. Consequently, they were sued by former and present employees for over unpaid labor (Cynthia, n.d.). These employees also claimed in the suite that they worked off the clock routinely and waste around 20 to 30 minutes a day for bag checks instead of remaining on the clock to receive pay (Cynthia, n.d.). “Federal and state laws often mandate that employees need to be paid in certain situation even if they aren’t technically “working,” Workers may need compensation if they are “on call” or if they are under the...
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...MGMT6012 Management Perspectives Sydney Week 5 3/21/2016 Organisational Diversity 3/21/2016 Diversity What does “diversity” mean to you? How does it apply in the workplace? 3/21/2016 Introduction • Diversity is always a sensitive issue. • People who belong to a “minority” group often feel labelled, stereotyped, and marginalised in the workplace; • People who belong to the “majority” group are often unaware of the consequences of the collective action of the majority. 3/21/2016 Introduction • We all hold bias and prejudices simply because we notice difference and it is important not to try to obliterate difference and diversity in an attempt to redress prejudice. • Ignoring difference, for example, can be as damaging as highlighting it in a negative manner. 3/21/2016 Introduction • The literature around inclusiveness is the direction in which this field of study and practice is going. • The idea that we work towards an inclusive workplace for everyone, recognising everyone as a diverse member of the organisation is important, and leverages the strengths that differences bring in to the workplace rather than squashes them. 3/21/2016 What We Cover • The concepts of diversity, exclusion and inclusion • Different roots of diversity in the workplace • The experience of prejudice in the workplace and the limitations it places on organisational performance 3/21/2016 Objectives By the end of this module you should...
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...and ineffective. Many of the NCOs usually complained about the unwillingness of officers, or even unfortunate, of a senior NCO to listen to them. In the United States and other Western forces, the non-commissioned officer corps bridges it with a professional NCO corps critically essential for the American military’s training programs to work at its best as the primary trainers in a professional army, and to the enlisted men’s sense camaraderie. Commissioned officers and NCOs share the same goal, which is to accomplish their unit’s mission, and it is apparent that their responsibilities are associated and must be shared. The ability of commissioned and warrant officers to work together with the NCOs is an important aspect of effective leadership; and to enhance this effective working relationships, they must know both the similarities and differences in their respective duties and responsibilities. Officer and Noncommissioned Officer Relationship Understanding the commissioned and non-commissioned officers’ professional relationship and its importance will point to one’s concern with who is responsible for what, and the differences or similarities of officer business...
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...Program Agenda Print Leadership Development: Building Your Personal Plan Lisa B. Horowitz Senior Manager of Professional Development ABA Commission on Women Women in Law Leadership Academy March 31, 2006 www.mwe.com Boston Brussels Chicago Düsseldorf London Los Angeles Miami Milan Munich New York Orange County Rome San Diego Silicon Valley Washington, D.C. © 2004 McDermott Will & Emery McDermott operates its practice through separate legal entities in each of the countries where it has offices. Introduction “Leadership means not only having a dream but claiming that dream and the role you want to play in it” » Bennis and Goldsmith, Learning to Lead p. 132 www.mwe.com Overview What is leadership planning and why do it? 6 Step Planning Process – Individual Preparation, Goal setting, Action planning and beyond! Getting started – Exercises – Initial plan www.mwe.com What is Leadership Planning? www.mwe.com Why Develop a Leadership Plan? Benefits Challenges www.mwe.com Why develop a Leadership Plan? Written leadership plan is the vehicle through which you: – Articulate your vision – Define specific annual goals – Commit to specific action steps to be achieved within a set time period www.mwe.com Planning Process Step 1—Individual preparation/self-assessment Step 2—Articulate vision Step 3—Got Goals! Step 4—Action plan your way to success Step 5—Communicate your plan Step 6—Monitor progress www.mwe.com Step 1: Individual...
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...Understand own ability to fulfil key responsibilities of the leadership role and review effectiveness of own leadership capability and performance in meeting organisational values and goals 520 – A.C. 2.1/522 – A.C. 1.1 Assess your ability to apply different leadership styles in a range of situations Assess own ability to use a range of leadership styles in different situations (12 marks/12 marks) Talk through range of styles and relate these to theory Type people – personality, situation, level of development give 2-3 examples of using different styles Examples of different styles required 522 – A.C. 1.1 Apply different leadership styles with different types of people (8 marks) Apply different leadership styles with different types of people (8 marks) Give examples 520 – A.C. 2.2 – review and assess own ability to communicate the organisation’s values and goals to staff in own area Assess own ability to communicate values and goals to staff in own area (12 marks) Values and goals separately, 6 marks each Use Dsc as example 522 – A.C. 2.1 review and assess own ability to set direction and communicate this to others Review own ability to set direction and communicate this to others (20 marks) 522 – A.C. 2.2 motivate, delegate and empower others. Review own ability to motivate, delegate and empower others (20 marks) Relationship of Emotional Intelligence with Team Performance As emotional intelligence is critical to high performance, a person who knows how to stay motivated...
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