...4. Results and Findings 1. Understand the organisational requirements for a Leader 1.1 Identify organisational requirements for respecting the cultures, values, and ethics of others Barnsley Hospital NHS Foundation Trust is committed to being an organisation where diversity is valued and appreciated, regardless of race, age, disability, gender, sexual orientation, faith or religion, civil partnership or marriage, pregnancy or maternity. The Trust recognises that everyone is different, valuing the unique contribution that individual experience brings. Knowledge and skills can make a difference when delivering service goals. This should be visible and apparent at all levels of the organisation. Service provision and staff needs are provided regardless of diversity. The Trust’s priority is to continue to develop and change its organisational culture by showing true commitment in providing appropriate training and information for all staff, in order to raise awareness of equality and diversity. The Trust therefore expects its staff, patients and visitors to act in accordance with the principles that are embedded within the organisation values. The Trust has developed a number of other policies in support of a culture free from unfair bias, discrimination and harassment. 1.2 Describe the levels of authority and responsibility of a leader in the organisation First-line managers operate their departments. They assign tasks, manage work flow...
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...Abbie Wood In this assignment I will be writing about all the different leadership styles which are used in the public services and everyday life: Authoritarian – This is a direct leadership style where the leader gives clear instructions for what needs to be completed. It is a style where the leader maintains power/order. The leader makes decisions on their own (independently) and no one in the rest of the group has a say or has an opinion. This leadership style would normally be used by an officer in the army, like Hitler, this is because they normally generally are loud and bossy also, this leadership style helps to motivate teams. They think that they are always right (which in most cases they normally are) and that they’re way is the best way. This type of leadership style could be used in a situation where the/a team needs to do something fast and successfully (For example – on the battlefield, if a team is under fire the leader shouts instructions and the team (unit) must respond quickly because everyone in that groups life’s are on the line). This style however wouldn’t work effectively in a situation where a group needs to plan something because only the leader (‘boss’) has a say and therefore some members of the group might not listen and do their own thing or they wouldn’t pay attention and maybe won’t have a clue what they need to do. This leadership style is similar to the ‘task orientated’ style because the leader is the only person who has a say on what happens and...
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...SAT2 Leadership Task 1 A1.) I am a Participative/Consultative leader. My style on the Leadership Grid is Sound Leader. I believe in empowering my team to participate in the decision making process both as a team and as individuals. My team members are experts in their particular functions, and as such have valuable skills and experience to add to the decision making process. In order not to slip into the Human Relations leadership style, I maintain control of the final decision after getting input from the team, and manage the insignificant day-to-day decisions with an understanding of the needs of the team and the requirements of the project. I set incremental and final goals for the team after we have discussed a project and determined the appropriate path to successful completion. I am aware of personal goals of my team members, and support them while keeping in mind the organizational objectives. a.) One strength of the Participative/Consultative leadership style is that the team members feel heard and are invested in the outcome as they have contributed to the project development and structural process. This means that there is less complaining, more focus on the goals of a project, and generally more willingness to cooperate with other team members in order to reach objectives. Another is that in utilizing my subject matter experts in a given area, I do not myself have to become an expert in each area. I trust my subject matter experts to know their area of expertise...
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...learned; the less likely you will be to successfully transfer these skills into real-world applications. As you fill out the form, take time to reflect now on the information and questions provided in this document. At minimum, identify four things you will do within the next 10 days to reinforce or apply what you’ve learned. Consider your development needs in relation to your organization, cause, or movement’s needs, or another situation you are currently in. Relating them to real-world learning will ensure that the skills get practiced now. As you progress through the next terms of classes you should use this as a guide for developing strategies so that you will continue your journey in becoming an effective leader. Personal Leadership Plan | Name: Lauren Hajek Date: 12/4/15 Development Area | Specific Action(s) | Target Dates | Resources for Support | What skills do you want to develop, i.e. leading team, communicating effectively, developing your vision? | What will you do to develop this skill, i.e. schedule regular meetings with your team, ask for feedback on your communication style, draft your vision statement? | By when will you start this action? | What help or support do you need to take this action, i.e. read...
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...Introduction As leaders you should be expected to coordinate to ensure provision in your organization. In order to accomplish a well organize organization as a leader you need to have a plan on how you’re going to direct your employees. The article on leadership & direction it outlines on how to have direction and control to execute methods for continues improvement for a leader by using the PDCA Cycle ( Plan, Do, Check, Act), it is a four step method that uses not only direction and control to execute, but also provide and iterative process for continues improvement (“Big dog &”, 1997,para 1). Based on this article I will be answering and explaining the following. How do questions helps to ensure that a project is successful, what type of questions must be asked and answered to ensure the project is appropriate for the organization and how does a leader know if all the right questions have been asked. Questions that help ensure that a project is successful In my opinion questions help to ensure that a project is successful because if you don’t ask questions were are unlikely to get the information we need to make good decisions. According to the article Leadership & Direction “Good plans start with brainstorming” (“Big dog &”, 1997, para, 2). By asking questions the team is able to plan positive forces and events and then taking action to avoid any obstruction that might put the project at risk of failing. Any information received by your employees by asking the right...
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...being a leader is easier to describe than it is to implement.There have been leaders as long as there's been civilization. Leaders are people who take other into account and try to inspire and motivate people to do the right thing and create something new. One of the most important and well-known leaders of the United States is Abraham Lincoln. Abraham Lincoln demonstrated being an exceptional leader by leading us through the bloodiest war, by preserving the union, strengthening the federal government, and abolishing slavery. Leaders are not only Presidents but are also people we see on an everyday basis. One leader in Flint, Michigan, named Dr. Hanna-Attisha was...
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...and found that the sales people seem to leave off the specifications and the designers have to spend hours on the phone to understand what the client customer actually wants the machine to be able to do. The company loses time and money to clarify these specifications, and they occasionally need to pay additional costs due to differences in prices for parts so they can meet the changed specifications. Also, the sales people are not asked to correct their mistakes. John also, found a letter addressed to Fred, the previous boss, indicating one of the CAD designers had quit the company due to “…ongoing management harassment AND complete lack of training for the sales people, who do not know how to write a design specification for a standard hydraulic pump” (Garlington). John has been very successful in leading the team. He had a good relationship with all his employees in the past and doesn’t want that to change in this company. He has realized that in that this team was not in very good hands in the past, and they were under a strict supervision. The employees are used to being told what to do otherwise they don’t know what needs to be done. Their previous leader kept everything under his control. John doesn’t want it to stay like this. He wants his team to be independent and to do what is asked of them without being supervised and told every little detail. He wants the sales to go up and his company to be successful. 1. CONTINGENCY MODEL A. Model Description The path-goal...
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...High performance teams are extremely adaptive, challenging to construct, expensive to continue/maintain, and glorious to behold. Every aspect of the high performance team needs to be operating at its optimal potential. All of these elements can not properly fuse together without effective leadership. Brian Camastral states that the “high performance team is not a leaderless team, but a team of leaders”. All members of a high performance team are essentially leaders. The leadership role is constantly revolving, which makes high performance teams very unique. The characteristics of the high performance team are very dynamic and it takes a determined team with exceptional leadership working together to put into play these elements. Our team will identify the characteristics of the leader in a high performance team through exploring the keys to effective leadership. Leadership is defined by Richard Daft as an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes. High performance teams excel because their shared purpose, mission, and or goals are all aligned. Daft states that “leadership involves influence, it occurs among people, those people intentionally desire significant changes, and the changes reflect purposes shared by leaders and followers.” Many leaders possess characteristics and or traits that researchers believe affect their leadership impact. “Traits are the distinguishing personal characteristics...
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...Leadership Good leaders are made not born. If you have the desire and willpower, you can become an effective leader. Good leaders develop through a never-ending process of self-study, education, training, and experience. To inspire the workers into higher levels of teamwork, there are certain things leaders must be, know, and, do. These characteristics do not come naturally, but are acquired through work and study. Good leaders are continually work and study to improve their leadership skills. Whether it is helping a teenage mother learn to care for her child, training an ex-convict to get a decent job, or aiding disaster victims, or nonprofits, leaders increasingly do the work required to fulfill the desire for a civil, compassionate, and well-functioning society. Like most organizations, their ability to consistently deliver these results depends more on the quality of their people than on any other single variable. Below is a summary of a few articles in regards to Leadership and the values that we can all learn and hopefully achieve. Part of being a successful leader is knowing what things lead to failure as well as what things leads to success. Effective leadership must have a cognitive, interpersonal, and political skills; project management skills; and technical expertise. Leaders must also be able to envision, organize, socially integrate, and externally span to ensure that their team is effective and efficient in achieving their goals, maintaining team chemistry...
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...19 Developing Teams in Business Assignment 1:The Organisations training manual project P1:Describe different types of teams and the benefits of teams for an organization The objective of the team is to have different roles an working towards an ultimate goal of doing a group presentation and the aim is for all group members to think of brilliant unique ideas and share it with each other and discussing ideas with each other to improve work. The meaning of team can also be as a an informal team is less structured. It is usually a group of individuals not set up by an organisation ,that sees the benefit of working together. Informal teams are less structured and rule bound than formal teams.An example of an informal team would be a group of new employees who meet once a week to share experiences and offer support in improving work practice.The description of the theory of team is Dr Meredith Belbin identified eight major roles that people adopt when working as part of a team:Plant,Resources investigator,Co-ordinator,Shaper,Monitor Evaluator,Teamworker,Implementer,Completer Belbin’s theory was:That teams are made up of different types of behaviour and that a successful, productive team will require a mixture of these behaviour types. This allows a team to have balance and where each type of behaviour has strengths they also have areas of weakness, but a mix of behaviours means a team member’s weakness will be someone else’s strength. The benefits of teams to the organisation...
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...The challenge of a team Over the years, the idea of bringing members of management together into one coherent team that share a common focus and vision to produce better results have seen different views and approaches of which some are for, and some are against the idea. There have been many successes and at the same time many failures of such attempts. This short paper will address key issues relating to the subject. Teams or groups; which one to use and why? Why do some team initiatives fail? The changing environment; does it necessitate the existence of teams? Why teams are of added-value? Why are teams so rare? And finally, the leaders’ role and what it takes to build a strong team? Even though that teams sound as the ideal scenario, but at times, depending on the objective to be achieved, the required skills, length and size of project, groups might be the right choice. Leaders must fully understand what it means and what it takes to have a team before getting into the “deep-end”. Unlike groups, teams are appropriate for problems that require joint efforts, expertise skills the leader does not possess, common goal(s) among team members, non-routine tasks and a project life that extends beyond 6 months. It is important that leaders have the will and stamina to go all the way while being equipped with the required skills and are prepared to “pay the price”, otherwise the initiative will fail. Follow-up, dedication, counseling, accepting confrontation, sharing the...
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... Needs Assessment ………………………………................................. Organizational………………. Task…………………………. Person……………………….. Observations ……………………………….......................... Interviews……………………………….................... Conclusion……………………………….................. Executive Summary Target is one of the largest retailers in the United States. Target wants to be able to give guests better quality products for a cheaper price. They also want to be the one stop shop. Target relies on their team members to keep the guests happy so they always come back again and again. Target mission and vision statement say it all when tailoring a message of how they want their team members to accomplish their business goals. Target wants to have all of their team members want to make a career out of working there and not just be a job. Target does not lay off any team members, but the team members are informed when they are hired that 40 hours is never guaranteed. DEVELOPING A COMPREHENSIVE TRAINING PROGRAM The status for the needs assessment is to come up with developing a comprehensive training and development program to ensure a less of a turnover rate. To do this I had to look at Targets business strategy, which is a plan that integrates their goals, plans, and actions. Their goals are their mission statement, their plans are the vision statement, and their plans are how they are going to train everyone to achieve their goals. In conducting a needs assessment...
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...Team Dynamics My team experience Ruth Nadia Alico University of Colorado Colorado Springs Team Dynamics Teams are groups of people who work together to achieve a common goal. Groups are also people who work together. They may or may not work toward the same goal. Each member in a team or group acquires different qualifications and expertise. Team’s Dynamics describe the way in which people in a group interact with one another. When dynamics are positive, teams work well together. On the other hand, if your team’s dynamics is poor, it will affect your team performance. Therefore, it is important for teams to value the conflict of dynamics and eventually hope that teams can control whatever that come in their way. Conflict isn’t something that teams can control from time to time. It is natural. For example; before a baby start to walk, he or she have to face many challenges (crawl, fall etc.…). By natural I meant that conflict can occur whenever and anytime even thou if they are not prepare to face it. The important thing that teams should consider doing when conflicts happen is to think of a solution to solve it. Conflict isn't necessarily a bad thing. Conflict arises from differences between team members; the same differences that often make diverse teams more effective than those made up of people with similar experience. Having different point of view, experiences, skills, and opinions in teams are tasked with a project or challenge, the combined effort can far...
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...Case 2: Sunflower Fuels The Sales Team 2011 Dave Garlington BA206-W1 11/22/2011 Case 2: Sunflower Fuels The Sales Team 2011 Dave Garlington BA206-W1 11/22/2011 Table of Contents Part 1 Analysis 3 Alternatives 3 Situational Leadership 5 Analysis 5 Alternatives 7 Unable but Willing 7 Unable and Unwilling 7 Contingency Theories of Leadership 8 Analysis 8 Fiedler Model 8 Path-Goal Theory 9 Leader-Participation Model 10 Alternatives 11 Part 11 Alternatives 12 “Transactional Leadership 12 “Transformational Leadership 13 Charismatic Leadership 14 Analysis 14 Characteristics of Charismatic Leadership 15 Process of Charismatic Leadership 16 Alternatives 17 Part 111 Recommendations 18 Works Cited 20 Leadership 20 Situational 20 Contincency 20 Team Performance 20 Part 1 Analysis High Performance Teams In order for any team to have a productive outcome, the team must be able to work on the same level as everyone on the team. Finding the balance where everyone can communicate with one another on the same level can be challenging. It is up to management to find the common ground among the team and build from there. Sunflower’s new CEO, John Clements, is concerned about how the sale’s team has been conducting the overall performance within the team. The team seems to be struggling with a sense of ownership as a whole within the company. Valuable production time and cost are being lost because each member doesn’t have ownership...
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...ENERGIZING BEHAVIOUR OF LEADER BENEFITS AND DOWNSIDES Leaders are people who do right things; managers are people who do things right. Professor Warren G Bennis Leader Leader is a person who guides people in the right direction to achieve the goal. Hence a leader plays a key role in the achievement of objectives. He is a person who inspires people to work. He motivates people, boosts them and encourages them to be productive. In order to get the tasks accomplished, the leader needs to know his fellow members well. He needs to have an influence on his people. A leader establishes a sense of purpose and creates value within the group. When we refer to a leader, it might be in various aspects like politics, sports, religion etc. In any aspect or field, he will be the person who guides the people in that particular field or will be there as a role model, where people follow his path towards the common destination. Coming to a leader in workplace, he needs to know the managerial skills in an efficient manner to guide people in achieving the goal. An individual with good set of skills, work efficiency and organizational values can be considered as a manager but not as a leader. Whereas a leader on the other hand apart from having these traits helps his fellow members to achieve these traits as well. A leader can actually arise from anywhere by creatively transforming his skills and abilities. A good leader is a person who doesn’t bosses around people, instead he should be...
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