...Case Study Analysis Paper 1: A Tale of Two Coaches Coach Bobby Knight and Coach Mike Krzyzewski are perhaps two of the best effective college basketball instructors in the United Sates. Nonetheless, their management types may perhaps not be beyond diverse. The question asked is, if it is beneficial to be loved or to be feared. Both of these coaches contained within these leadership viewpoints and involved the next significant theories: • Effective leaders recognize their specific expectations about human character. • By what method you manage (leadership style) is subjective to who you are (self-awareness) and the requirements of the position (situational awareness). Increasing your self- perception, ability to adapt, and situational awareness your leadership type amplifies your general array of efficiency as a lead. Bobby Knight, otherwise recognized as "The General," is the person in charge to coach the basketball team from Texas Tech University. He is a heated, aggressive individual who leads throughout intimidation and discipline, which several commentators say goes too far with his discipline. Knight was dismissed after a lengthy profession for the Indiana University because he griped an apprentice, and before that, he was recorded holding one of his team members by the collar. Afterwards, the disreputable occurrence in a match happened when Coach Knight threw a foldaway chair crossway the courtyard to object an arbitrator's decision. Mike Krzyzewski, better identified...
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...Case Study Analysis Paper 3: A Tale of Two Coaches 1) Through your review of Fiedler's contingency model, would you say that the coaches are matched to their situation? Why or why not? Has this had an impact on their effectiveness? I believe that Coach Knight and Coach K are matched to their situation according to Fiedler’s Contingency Model. Contingency theory suggests that situations can be characterized in terms of three factors: leader–member relations, task structure, and position power (Northouse, 2010). 2) Using Situational Leadership II, provide evidence from the cases that show whether or not there is usage of the leadership styles by the two coaches, and adopt a position on whether or not you think the coaches are effective from this theoretical perspective. In: Business and Management Coach Analysis Case Analysis Paper 3: A Tale of Two Coaches Bonnie Hyatt Grand Canyon University Leadership Style and Development LDR-600 Kelly Jensen, MBA April 30, 2013 Case Analysis Paper 3: A Tale of Two Coaches Fiedler’s contingency theory is a “leader-match theory” (Northhouse, 2013, p. 135). It attempts to match the style of the leader with the situation and develop a match between the two. Coach Knight and Coach Krzyzewski (Coach K) were both effective in this leadership style because they produced winning teams. Coach Knight is a task driven leader who sores low on the least preferred co-worker scale (LPC). His primary focus was accomplishing the tasks...
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...Case Study Analysis Paper 1: A Tale of Two Coaches Clive S. Choat Ken Blanchard College of Business, MGT-600 10 December 2013 Case Study Analysis Paper 1: A Tale of Two Coaches Based on our learning from week one of our class, the purpose of this paper is to discuss the leadership perspectives manifested in both Bobby Knight and Mike Krzyzewski, coaches who have made significant marks in their field in college basketball. I hope to be able to identify the power bases both coaches rely upon, as well as whether their actions are more aligned with either a managerial role or leadership role. In addition, I hope to identify how significant the leadership traits have influenced their leadership, based on the five-factor personality model from our textbook readings, and has this affected the performance effectiveness of the coaches. I begin my report with some background information about the two coaches. Bobby Knight is the former head basketball coach for the United States Military Academy (USMA), Indiana University and Texas Tech University. Coach Knight is best described as a serious taskmaster who ran his team through the use of strict discipline, fear and intimidation. His aggressive style cost him his position after a twenty-nine year successful career at Indiana University for physically assaulting a player, the final straw in a string of violent actions he had displayed during games. In counterpoint, Mike Krzyzewski, who had served as a player under...
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...Case Study Analysis Paper 1: A Tale of Two Coaches Rhodeanny31 Grand Canyon University: LDR-600-0101 September 23, 2014 Case Study Analysis Paper 1: A Tale of Two Coaches Intelligence, self-confidence, and determination are the leadership perspectives that have exhibited in both Coach Bob Knight and Coach Mike Krzyzewski (known as Coach K.). Coach Knight is known as the winningest coach in NCAA men’s basketball until Duke’s Coach Krzyzewski exceeded his spot. Coach Krzyzewski played under Coach Knight when they were both at West Point and he was a graduate assistant at Indiana University under Coach Knight (Snook, Perlow, & Delacey, 2005). Coach Knight and Coach K. are very successfully college basketball coaches who has different leadership styles of pursuing and producing a competitive goal of winners. Power Bases Relied Upon Coach Knight’s power bases are relied with a tight controlling type categorized by societal detachment between him and the basketball players he coaches. His leadership role consist of discipline and intimidation, sometimes goes too far. Coach Knight’s position of power is high reflected by his regular abuse of verbal and physical punishment. Based on his regular outburst of anger when he was “under stress”, he reverted to less developed ways learning in early developments (Northouse, 2004). Coach Knight emotional capabilities consist of high self-awareness, low self-regulation, high motivation, low empathy, and low social skills...
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...Case Study Analysis Paper 1: A Tale of Two Coaches John Bentley Grand Canyon University Leadership Styles and Development LDR-600 Armando Sotero February 27, 2013 Case Study Analysis Paper 1: A Tale of Two Coaches It was the best of basketball and it was the best of basketball or was it. The purpose of this paper is to analyze the leadership styles of two successful NCAA basketball coaches: Bobby Knight and Mike Krzyzewski. First, the paper will identify the leadership perspective of each coach. Leadership Perspectives Coach Knight and Coach K were at the center of and embodied the will of their teams. Northouse (2010) described this as a process between the leader and followers…leaders affect followers and vice a versa. Coach night devised a system he expected the team to follow. He said to the players, “Follow our rules, do exactly what I tell you and you will not lose (Snook, Perlow, & Delacey, 2005).” In a similar fashion, Coach K taught discipline too. He invested heavily in drills and skills while focusing on the needs of each player…helping players become a team. Interesting enough they both had one rule to follow…don’t do anything that will harm the team (Snook, Perlow, & Delacey, 2005). Besides a leadership process, each coach used personality to influence team results (Northouse, 2010; “How does“, 2007). Coach Knight’s demanding behavior, meticulous plans and expecting perfection from players is evidence of a conscientiousness personality...
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...Case Study Analysis Paper 2-A Tale of Two Coaches Vanessa Goins Grand Canyon University LDR-600-0102 Leadership Styles and Development Professor Erick Aguilar May 11, 2013 The skills approach suggests that knowledge and abilities are needed for effective leadership. Based on field research in administration and his own firsthand observations of executives in the workplace, (Katz, 1955, p.34) suggested that effective administration (i.e., leadership) depends on the three basic personal skills: technical, human, and conceptual. Mumford and his colleague’s model are characterized as a capability model because it examines the relationship between a leader’s knowledge and skills and the leader’s performance. The model is made up of five components: competencies, individual attributes, leadership outcomes, career experiences, and environmental influences. This portion of the model illustrates three of the components and it is essential to understanding the overall skill-based leadership model (Northouse, 2010). The skills that both Coach K and Coach Knight were accounted for, for the success was technical skills. Technical skill is knowledge about and proficiency in a specific type of work or activity. It includes competencies in a specialized area, analytical ability, and the ability to use appropriate tools and techniques (Katz, 1955). Coach K and Coach Knight both used the appropriate tools, techniques, and the drills when it came...
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...Industrialization: The Tata Nano Case Study [pic][pic] STRATEGIC MANAGEMENT IN NON-MARKET ENVIRONMENTS GROUP 3 Table of Contents I. INTRODUCTION 3 II. CASE SUMMARY 3 III. BACKGROUND 3 a. A History of Tata Motors 3 b. Tata’s Nano 4 c. Politics in West Bengal 4 IV. ANALYSIS 5 a. Issues 5 b. Interests 7 c. Institutions 8 d. Information 8 V. RECOMMENDATIONS 9 a. Better Government Involvement 9 b. More Effective Branding 9 c. Tata Nano Coalition Prospects 10 d. Develop Grassroots-level communications 10 e. Create True Stakeholders 11 VI. CONCLUSION 11 VII. BIBLIOGRAPHY 11 VIII. APPENDICES 12 I. INTRODUCTION This paper analyzes the case of India-based Tata Motors and the controversial introduction of the Nano, Tata’s revolutionary inexpensive car. The case represents a study of the non-market forces that influence the decisions made by managers of big firms with an Indian national and global perspective. The paper is divided into 2 parts: The first part (sections II – III) is an overview of this particular case study, and the second part (sections IV – V), presents detailed analyses and recommendations for Tata to become successful in future investments. In addition, a bibliography and some appendices are included to illustrate the content of this study and provide further background...
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...Warning Concerning Copyright Restrictions The Copyright law of the United States (Title 17, United States Code) governs the making of photocopies or other reproductions of copyright material. Under certain conditions specified in the law, libraries and archives are authorized to furnish a photocopy or other reproduction. One of these specified conditions is that the photocopy or reproduction not be "used for any purposes other than private study, scholarship, or research." If a user makes a request for, or later uses, a photocopy or reproduction for purposes in excess of "fair use," that user may be liable for copyright infringement. How to Say Nothing in 500 Words Paul Roberts Paul Roberts (1917-1967) was a linguist, a teacher, and a writer at San Jose State College from 1946 to 1960 and at Cornell University from 1962 to 1964. His books on writing, including English Syntax (1954) and Patterns of English (1956), have helped generations of high school and college students become better writers. "How to Say Nothing in 500 Words" is taken from his best-known book, Understanding English (1958). Although written almost fifty years ago, the essay is still relevant for student writers today. Good writing, Roberts tells us, is not simply a matter of filling up a page; rather, the words have to hold the reader's interest, and they must say something. In this essay, Roberts uses lively prose and a step-by-step process to guide the student from the blank page to the finished essay...
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...rights reserved. Published in the United States by Random House, an imprint of The Random House Publishing Group, a division of Random House, Inc., New York. Random House and colophon are registered trademarks of Random House, Inc. Library of Congress Cataloging-in-Publication Data Heath, Chip. Made to stick : why some ideas survive and others die / Chip Heath & Dan Heath p. cm. Includes index. eISBN: 978-1-58836-596-5 1. Social psychology. 2. Contagion (Social psychology). 3. Context effects (Psychology). I. Heath, Dan. II. Title. HM1033.H43 2007 302'.13—dc22 2006046467 www.atrandom.com Designed by Stephanie Huntwork v1.0 To Dad, for driving an old tan Chevette while putting us through college. To Mom, for making us breakfast every day for eighteen years. Each. C O N T E N T S INTRODUCTION WHAT STICKS? 3 Kidney heist. Movie popcorn. Sticky = understandable, memorable, and effective in changing thought or behavior. Halloween candy. Six principles: SUCCESs. The villain: Curse of Knowledge. It’s hard to be a tapper. Creativity starts with templates. CHAPTER 1 SIMPLE 25 Commander’s Intent. THE low-fare airline. Burying the lead and the inverted pyramid. It’s the economy, stupid. Decision paralysis. Clinic: Sun exposure. Names, names, and names. Simple = core + compact. Proverbs. The Palm Pilot wood block. Using what’s there. The pomelo schema. High concept: Jaws on a spaceship. Generative analogies: Disney’s “cast members.” CHAPTER 2 UNEXPECTED 63 ...
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...CONTENTS Introduction………………………………………………………………………...3 1 Nouns…………………………………………………………………………….5 1 Noun phrases……………………………………………………..........5 2 What makes a word a noun?....................................................................6 1. General characteristics of the Noun…………………………………..10 2. Subcategorization of the Noun…………………………………….....10 3. Grammatical categories of the Noun…………………………….…..13 4. Irregular Plural Nouns………………………………………………..19 2 The usage of derived abstract nouns in “Oliver Twist” by Charles Dickens…….22 Conclusion………………………………………………………………………....29 Bibliography………………………………………………………………………30 INTRODUCTION The word "noun" comes from the latin nomen meaning "name." Word classes like nouns were first described by Sanskrit grammarian Pāṇini and ancient Greeks like Dionysios Thrax, and defined in terms of their morphological properties. For example, in Ancient Greek, nouns can be inflected for grammatical case, such as dative or accusative. Verbs, on the other hand, can be inflected for tenses, such as past, present or future, while nouns cannot. Aristotle also had a notion of onomata (nouns) and rhemata (verbs) which, however, does not exactly correspond our notions of verbs and nouns. Expressions of natural language will have properties at different levels. They have formal properties...
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...HRM LITERATURE REVIEW Most of the literature and research summarized below is fairly recent although some earlier seminal pieces of research and commentary are included. The selection is by no means exhaustive – a tremendous amount of research is carried out in HRM. ------------------------------------------------- Topics ------------------------------------------------- ------------------------------------------------- HRM general Strategic HRM ------------------------------------------------- The HR function Line managers and HR ------------------------------------------------- Human capital management Impact of HR on performance ------------------------------------------------- International HRM Corporate social responsibility ------------------------------------------------- Knowledge management Lean working ------------------------------------------------- High-performance work systems Psychological contract ------------------------------------------------- Organizational behaviour Motivation and job satisfaction ------------------------------------------------- Engagement Commitment ------------------------------------------------- Selection methods Retention ------------------------------------------------- Talent management Flexible working ------------------------------------------------- Balancing work and family life Learning and development ------------------------------------------------- Performance management...
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...GENDER RELATIONS AND DIVORCE AMONG THE ELITES A CASE STUDY OF GULU MUNICIPALITY BY HENRY EGYEYU ABSTRACT This study is aimed at establishing the relationship between Gender relations and Divorce such that possible approaches are sought to mitigate them. The study set out to assess the sex-differentiated impact of divorce, which are normally part of family life. These include changes in residences by children to accommodate changes in their relationships with their parents, changes in parental employment, remarriage, and stepfamily formation still; most children suffer from declining father. The study found that such changes affect individuals within households differently. Some lose while others gain. Women, however, have been singled out as the most affected. Changes in marriage and divorce laws and policies have further affected individual household members in different ways that is, children live in many different family forms, but the most common pattern is that they live with their mothers and have less contact with their fathers. As a result, a common alteration that children are forced to make is an adjustment to life without their father at home. Most children share time between the mother's household and the father's household, and families are creative in finding ways for children to maintain meaningful relationships with both parents involvement after divorce The conflicts over ownership of...
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...32 Innovations That Will Change Your Tomorrow The electric light was a failure. gets you there. It’s bad financial decisions and blueprints for machines that weren’t built until decades later. It’s the important leaps forward that synthesize lots of ideas, and it’s the belly-up failures that teach us what not to do. When we ignore how innovation actually works, we make it hard to see what’s happening right in front of us today. If you don’t know that the incandescent light was a failure before it was a success, it’s easy to write off some modern energy innovations — like solar panels — because they haven’t hit the big time fast enough. Worse, the fairy-tale view of history implies that innovation has an end. It doesn’t. What we want and what we need keeps changing. The incandescent light was a 19th-century failure and a 20th- century success. Now it’s a failure again, edged out by new technologies, like LEDs, that were, themselves, failures for many years. That’s what this issue is about: all the little failures, trivialities and not-quite-solved mysteries that make the successes possible. This is what innovation looks like. It’s messy, and it’s awesome. Maggie KoerthBaker Invented by the British chemist Humphry Davy in the early 1800s, it spent nearly 80 years being passed from one initially hopeful researcher to another, like some not-quite-housebroken puppy. In 1879, Thomas Edison finally figured out how to make an incandescent light bulb that people would buy. But...
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...PRAISE FOR THE EXTRAORDINARY LEADER “The Zenger Folkman leadership model is distinguished from others in that it is backed up by research and data. That data validates the effectiveness of identifying an individual’s strengths and developing them, rather than focusing on weaknesses. The Zenger Folkman philosophy has its eye on the right goal – real, measurable results.” —Bill Blase Senior Executive Vice President Human Resources AT&T Corp. “I fell in love with The Extraordinary Leader on page 1. From the moment I started reading I really got jazzed, and my enthusiasm only increased the more I read. You see, I’m just mad about books that attack cherished but unsupportable assumptions about anything, especially leadership. That’s exactly what Jack Zenger and Joe Folkman do, and they do it persuasively, precisely, and professionally. The Extraordinary Leader is no hackneyed rehashing of tired nostrums. Through their exceptional research, the authors demonstrate and prove that leadership does make a difference and that you can learn to lead. There are some profound insights in this book, and whether you’ve studied leadership for over 20 years, as I have, or you are brand new to the subject, Zenger and Folkman give you much more than your money’s worth. And while their research gives the book distinctive credibility, their examples and practical applications give it life. This is a book that scholars and practitioners will be referring to for years to come. If your goal is to...
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...(common) result * Managing Taking care that human qualities are utilized Human resource management: Methodically and systematically recruit, develop, and utilize human potential (assets) for both human and organization. Objectives of HRM: 1. Staffing (get the good ones): job analysis, workforce planning & forecasting, recruiting candidates, testing & selecting. 2. Managing employee relations (keeping the good ones): * Collective bargaining (unions) * Fair treatment (blocks of fairness) , careers (from hiring to retirement), discipline and privacy, two way communications, dismissals compensating (how much to pay) * Protecting safety & health 3. Training and development (keep them good): Prepare them for the future. Use and develop human assets, learn continuously, exchange knowledge, appraising performance 4. Exit (let them leave in a good way) Chapter 1: Basics of HRM Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of their employer's strategic objectives. HR is primarily concerned with how people are managed within organizations, focusing on policies and systems. What are the main functions of HRM? 1. It describes the body of management activities - “personnel management” 2. It denotes a particular approach to the management of people Main objectives of HRM * Staffing * Performance * Change-management * Administration HRM...
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