... “Leadership as it is an action not position.” This is also one of strong advantage of leadership where leaders leads from the front and becomes emblem through actions not position. If we analyze above 4 definitions it is clear that Donald McGannon advocate full involvementinvolvement of leaders through their actions not by positions while "Barbara Kellerman supporter tradional views of leadership which is in contrast. Another definition of leadership terms "Become the kind of leader that people would follow voluntarily even if u had no title or position. (By Brian tray) The argues one of the key character of leader i.e charisma. The charisma is the capability of leader to converse and behave in such a way that followers on a basis moving way to motivate and inspire. When we analyze this definition and compare with other definition it is clear that charismatic leadership has an edge in a sense that leader has emotional control over followers and they follow their leader in passion to achieve targets. "Ma Huateng" gives another fact of leadership that leadership is not a lasting phenomenenphenomenen.He thinks that the leaders of the market today may not necessarily, be the leader tomorrow.Leaders are not idol.. Conclusion : Good and bad people present in every society. Bad people spoil the society because they may selfish and good people strive for the betterment of mankind. So this is same as in leadership which we also...
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...Name: Instructor: Course: Date: Leadership & Group Management 1) What concepts could you apply to help you and your group members change this attitude? Are there specific techniques that you feel are effective in getting your team motivated and focused on achieving the project goals? There are numerous concepts that can be applied to enable members of a group change their attitudes. The concept I would apply in such a scenario is to play the role of the leader. The first and most important thing to acknowledge is leading by example. People are more willing to do something if there is someone doing it first. This is referred to as the law of the picture. Another useful technique that can be applied in such a scenario is setting short targets for the group to enable them feel encouraged and accomplished every time they meet them. 2) Which principle from John Maxwell’s work did you feel was salient and germane to getting the group to work or if you still need to apply one of Maxwell’s concepts, which would it be? Do you also feel that if you were to assume a leadership role in the group, are there things that you feel that you did that helped or hindered progress? The other concept that I would apply to ensure the success of the group is to ensure that I find a way for the group to succeed. I would do this for two reasons. First, people in a group are more likely to listen to their leader and work together if they are assured of success. the second reason is that as...
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...Building leader the new Leadership challenges of the future revealed According to Hay Group’s Leadership 2030 research the leaders of the future will need a host of new skills and competencies if they are to succeed >> Contents Introduction 2 1 The global balance of power is shifting 5 2 Climate change and scarcity of resources is a mounting problem 6 3 The war for talent rages on 7 4 Accommodating growing individualization 8 5 Embracing the digital natives 9 6 Harnessing technology to innovate 10 Conclusion 12 2 Building the new leader | Leadership 2030 Introduction Leaders of the future will need to be adept conceptual and strategic thinkers, have deep integrity and intellectual openness, find new ways to create loyalty, lead increasingly diverse and independent teams over which they may not always have direct authority, and relinquish their own power in favor of collaborative approaches inside and outside the organization. Megatrends are long-term processes of transformation on a global scale with a broad scope and dramatic impact To successfully develop this combination of skills and qualities – and adopt what is, in effect, a ‘post-heroic’ leadership style – they may need to abandon much of the thinking and behavior that propelled them to the top of their organizations in the first place. But if they want their businesses to survive and thrive over the next two decades they have...
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...change “YBR” wants? √ In answer to the last question, YOU, me & every single individual is responsible for any changes that come from YBR. It takes all of us to make a positive impact, whether that is on improving process’s, systems or self. Psychological Contract What I will give; Knowledge / Skills Time Experience / Expertise Effort Commitment / Passion Results Ideas / inputs Loyalty Enthusiasm Patience Integrity Honesty Reliability Professionalism What I expect in return; Mental stimulation Respect Safe working environment Recognition – even a “thanks” now and again Training & Development Promotion prospects Opportunities Fairness Consistency Good leadership Proper tools Holiday and sickness payments Security of employment Feedback Positive reinforcement Backing / support Realistic deadlines Ability to influence Understanding Good communication What’s the secret of Success? Good personality Upbeat Committed Good listener Good communicator Sense of humour Mutual respect Empathy Strong principles Honest / Loyal Relaxed / calm Patience Knowledge Charisma Confidence Determination / drive Inspiring Dedicated Passionate Organised Focused Attitudes Wishes Encourage logic & flexible thinking Need to simplify processes & reduce duplication Appraisals and objectives have not been set by all managers – Lack of consistency ...
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...Leadership and Group Dynamics-Self Assessment Summary University of Phoenix - Axia College XCOM/100-Introduction to Communications The self-assessment was very easy to complete and provided a detailed insight to my ability to work within a group, as well as my ability to lead a group of people. The results provided by the assessment showed that I was near the average or above average levels in all the results. I was not necessarily surprised to find the scores were in the levels they were, but the areas in which I need to improve I did find interesting. One area I need to improve on is being more task-oriented. While my belief of being more of a macro-manager was verified, the analysis showed I was not as balanced a leader as I had pictured myself to be. The assessment also pointed out my need to improve in disciplining others. I have to admit, I was a little surprised by this finding since I do a pretty good job of yelling at people, and that most of the people on my crew tend to make sure I don’t get upset. Some areas that I liked seeing includes my ability to trust people. This I think does coincide with my ability to lead people by allowing them the freedom to complete the task. The other good thing I saw was the assessment of my ability to build and lead a group. While I did not place in the top tier, I was in the higher section of the second tier. Being an effective leader is key in my industry and to my career...
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...Group Leadership and Conflict Summary Group Interaction Our group interaction was non-existent. Two of five group members posted to the discussion area by Sunday. What I believe was an issue was that it was just a discussion instead of a group assignment. At least with a group assignment, like a paper, we would have to collaborate to complete a task for a grade. I cannot really answer many of the other questions pertaining to the group interaction because of the lack of participation. Although, in past experiences with Learning Teams, things go very well. I have experienced conflict within most of the Learning Teams in the beginning and only once they were not resolved by the end of the first assignment. Conflict Styles The conflicts can be constructive and destructive depending on the situation. The collaborative groups utilize conflicts as an opportunity to provide innovative solution for an issue. The leadership capability of the group leader can develop a strategy to avoid destructive conflicts in a group. The conflicts can be broadly categorized into five groups based on two dimensions which are concern for own goals and concern for group goals. When group members give low priority for own goals and low priority for group goals then it can be referred as avoidance style of the members. When an individual in group gives high priority for group goals and low priority for own goals then it can be treated as accommodation style. When a team member gives little priority...
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...Group Leadership and Conflict Summary SOC/110 July 27, 2015 Robert Holland Group Leadership and Conflict Summary In this week’s assignment we as a group, were to watch the two videos “Planning a Playground” and “Politics of Sociology”, discuss them as a group and write a summary. Being that this is my first online class that I have had to work with a group in I was very nervous about it. When doing discussions online, without prior physically meeting and getting to know one another, things can always take a turn that is not intended or needed. My team/group was great! Not only was the intent of our discussion clear but I also liked how we all posed questions within our discussions that made you really think. We challenged and discussed different views of these two videos which made the discussion that more intriguing. For the most part we viewed the videos in the same aspect but brought the creativity of thinking outside the box and it made the discussion even more productive. This by far has been a great experience with my team. Each discussion that has been transpired has come from and with a positive attitude and an open mind. We were able to take our time and really discuss things without being rushed. Upon some further reviewing, I just realized that we were missing two other team members. Not sure what happened but they never made it into the discussion. Although I haven’t mastered and I am still trying to learn my way into the different arenas of the online class...
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...Exploration on Group Leadership Styles Wilmington University Abstract This exploration paper will encompass some of the characteristics and preferences of good leadership styles enabling us to explore some theoretical approaches within group facilitation which best accommodate our own theories. Through continued researching of all these aspects of group leadership we could explore what might be most challenging to ourselves individually and at the same time assess what type of co-leader one could actually work with to obtain the most efficient results overall. In order to explore these topics and try to answer most of these questions, I began with Internet resources, along with some peer-reviewed journal reviews and lastly I reverted back to our course resources. Although some of the questions are not fully responded to directly, I have gained a greater knowledge into group leadership styles and group facilitation which exhibit how best to approach situations that might arise within a group, while at the same time maintaining focus on a solution. This provides the ability to gain the know-how to seek out what contravening factors caused these problems or issues, these enablers also gave me a clearer understanding about which direction, point of origin or whose involvements contributed to the problem. Exploration on Group Leadership Styles Looking at the theoretical approach to group facilitation, the selectee has to be from amongst all the members of the group and have...
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...The style of group leadership I am classified under for the purpose of marriage and family therapy would be a team player. If this questionaire was directed more towards an administrative role then I would be more of a leader. The difference in results is partly because I am new to the field. I lean more towards sitting back and observing when it comes to areas I feel I need to strengthen. The role of the leader would involve being a teacher but allowing for the opportunity for the student to learn in the manner they feel most comfortable in. The leader would demonstrate healthy communication skills that are clear and precise so there is minimal miscommunication. Furthermore, the leader would help facilitate and structure the group so...
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...Leadership Scenario BMGT364 March 28, 2014 Abstract This paper explores two leadership theories and two motivational theories and applies each to the case study of Alex and Stephanie. Alex and Stephanie are employees at the same company that has different attitudes about his and her employment. This attitude is directly related to his and her respective managers who practice different styles of leadership and motivation. The paper is a compellation of four students and each student's perspective of the case study as it applies to his or her theory. Each student is given an individual theory and asked to explain the theory in detail and input his or her personal thought regarding the theory and how it applies to the case study of Alex and Stephanie. The theories discussed are the situation and path-goal leadership and expectancy and reinforcement motivation theories. While these are four of the many theories, these are the four which the writers felt applied to the case study. Keywords: leadership theory, motivation theory Leadership Scenario Leadership and motivation are integral parts of management. The successful observations of management to assess or modify his or her style of motivating and leading is the key to reaching the mission and vision statement of the organization. The theories discussed are the situation and path-goal leadership and the expectancy and reinforcement motivational theories. In understanding and analyzing...
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...Leadership Roles 1 Leadership Roles in a Small-Group Project Merlla McLaughlin Professor Bushnell Communications 102 February 22, 2004 Source: Andrea A. Lunsford (Bedford/St. Martin’s, 2004) Leadership Roles 2 Abstract Using the interpersonal communications research of J. K. Brilhart and G. J. Galanes, as well as that of W. Wilmot and J. Hocker, along with T. Hartman’s Personality Assessment, I observed and analyzed the leadership roles and group dynamics of my project collaborators in a communications course. Based on results of the Hartman Personality Assessment, I predicted that a single leader would emerge. However, complementary individual strengths and gender differences encouraged a distributed leadership style, in which the group experienced little confrontation. Conflict, because it was handled positively, was crucial to the group’s progress. Source: Andrea A. Lunsford (Bedford/St. Martin’s, 2004) Leadership Roles 3 Leadership Roles in a Small-Group Project While classroom lectures provide students with volumes of information, many experiences can be understood only by living them. So it is with the workings of a small, task-focused group. What observations can I make after working with a my peers on a class project? And what have I learned as a result? Leadership Expectations and Emergence The six members of this group were selected by the instructor; half were male and half were female. By performing the Hartman Personality Assessment (Hartman, 1998)...
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...in Group and Individual Sessions Liberty University Abstract In today’s culture more individuals are beginning to look for leadership and/or help with individual problems or concerns from therapists. This paper will compare therapy with a group vs. therapy in an individual session. Looking at the possible barriers and or challenges being therapists may possibly experience throughout the sessions they are facilitating. The paper will discuss the efficiency as well as the inefficiency of both group and individual therapy. It is very imperative for therapists to apply moral ethics in their practice. Study from several academic periodicals, trainings and textbook understandings are noted features for this paper. Groups The implementations of ethics in counseling is not to micromanage and/or try to inform someone of how to do their job, it is provided in order to help counselors and other professionals maintain standards within the profession one is in and it is the standard of behavior or action in relation to others. “A code of ethics for most professional organizations or associations is designed to articulate the standards of practice for a group of people.” (Kocet, 2006). Although ethics have many definitions, they are all intertwined to state the same meaning. According to Jacobs (2012), “Most ethical problems and situations deal with therapy and growth groups, although...
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...SOC 110 TEAMWORK, COLLABORATION, AND CONFLICT RESOLUTION GROUP: WCICS178 DATES: October 28, 2008 November 4, 2008 November 11, 2008 November 18, 2008 November 25, 2008 INSTRUCTOR: Dr. Brian N. Hewlett Program Council The Academic Program Councils for each college oversee the design and development of all University of Phoenix curricula. Council members include full-time and practitioner faculty members who have extensive experience in this discipline. Teams of full-time and practitioner faculty content experts are assembled under the direction of these Councils to create specific courses within the academic program. Copyright Copyright ( 2003 by the University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks or their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Course Syllabus |Course Title: |Teamwork, Collaboration, and Conflict Resolution | |Course Schedule: |Tuesdays, October 28 – November...
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...MANAGEMENT AND LEADERSHIP IN TD BANK GROUP Management and Leadership in TD Bank Group Julia Kuznetsova MADS 6600 Instructor: Dr. Zarbi May 21st, 2013 Management and Leadership in TD Bank Group Introduction The purpose of this paper is to exemplify how organizational managers and leaders create and maintain a healthy organizational culture and recommend two strategies that organizational managers and leaders can use to improve this culture. As an example I selected a Canadian multinational corporation – The Toronto-Dominion Bank. The Toronto-Dominion Bank is a Canadian multinational banking and financial services corporation headquartered in Toronto. It is the second-largest bank in Canada by market capitalization and based on assets, and is the sixth largest bank branch network in North America. Commonly known as TD and operating as TD Bank Group, the bank was created in 1955 through the merger of the Bank of Toronto and the Dominion Bank, which were founded in 1855 and 1869, respectively. The bank and its subsidiaries have over 79,000 employees and over 19 million clients worldwide. (http://www.td.com/about-tdbfg/corporate-information/corporate-profile/profile.jsp) The company is ranked at number 86 on the Forbes Global 2000 2010 listing. In February 2011 it was named one of Canada's top 10 employers by the Financial Post. (http://www.tdbank.com/aboutus/about_us.html) Organizational structure overview TD Bank group has a strong...
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...had not participated in an unwrapping activity since a workshop I attended in 2004. At the beginning of the exercise I was worried about being a part of an online team. I was especially wary of using the online group forum for coordinating the completion of the group project. I am, by nature, a worrier, but I should not have been stressed. The team quickly responded to my original message, we exchanged numbers, divided the assignment into manageable pieces, and one teammate volunteered to put the assignment together. At first, I was confused with the requirements, but after receiving guidance from the professor, I understood the expectations. Once the parameters of the assignment were agreed upon and set, everyone has met the established deadlines. I view this exercise as basic-training for when I am charged with larger projects as an administrator and I fully expect that the personality conflicts and obstacles to the effective completion of the assignments will be repeated in future projects. The leadership skills acquired as a part of the cooperative learning group will translate and be useful in my future role as an administrator. For the future, I need to trust the established protocols for completing scheduled tasks. Although I am quick to take on leadership responsibilities, I need to resist the urge to reinvent the wheel. I need to acknowledge that in a long-standing system there are valid and established protocols. I enjoy the decision making process and discovering...
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