...Running Head: Leadership and Supervising Influence in Human Service Programs Leadership and Supervising Influence in Human Service Programs Leadership and supervision in the Human Service field is about the person who assigns roles, organizes, schedules, and makes the final decision on behalf of the organization. The Alfred Kadushin model of supervision has influenced many great leaders to follow his approach to supervising others. Learning team B, will discuss the three different roles of the leadership model followed by the key elements of the supervisory process, challenges supervisor face as well as job factors that influence job design, hiring, training, and performance appraisal. Lastly, team B will discuss the most common challenges being supervised or supervising others. Identify the three roles of the leadership model—manager, mediator, and mentor. Managers, mediators, and mentors are roles people take on to try to help assist people. The role of a manger is taking on control of a certain unit, division, or business. Managers have many responsiblities in maintaining the business. The role of a mediator is kept neutral between the two parties in settling their disputes. A mediator will facilitate communication between disputants, and assist parties in reaching a mutually resolution of their dispute. Mentors try to maintain relationships to help provide resources the people needs. Manager, mediators, and mentors number one goal is to share their knowledge. ...
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...Leadership and Supervising in Human Services Felecia Banks, Mandy Howe, Robert Kirk, Shacorie Benjamin, Tiffany Holmes BSHS 462 July 16, 2012 Instructor: Kimberly Eaton Leadership and Supervising in Human Services Learning Team D has constructed this paper to demonstrate the importance of leadership and management techniques within human services fields and how they are applied and defined. Three main roles will be identified within human services management and leadership as well as how they are important to providing not only a functional and efficient work environment but also excellent service to human services clients. Several factors will be discussed in relation to human services management and how they affect human services employees, which are also applicable to other fields as well. Possible problems or barriers will be discussed and summarized as informational points to demonstrate what types of challenges human services managers and leaders will face. These types of problems are also applicable to other fields as well, as many of the topics discussed in this paper are readily discovered in any management or leadership role. A few challenges drawn from personal experience by the team members will be discussed and analyzed within the paper, providing a unique insight into how management principles apply to real-world situations involving ordinary people. The Three Roles of the Leadership Model The first role in the leadership model is a manager. As...
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...Leadership Models University of Phoenix Leadership Models Leadership is a process by which a person influences others to accomplish an objective and directs an organization or project in a way that makes it more cohesive and coherent (Rost, 1993). Leadership is also a collaborative endeavor among individuals, making it a relationship. The coursework of a Bachelor of Science in Healthcare Administration prepares students for such roles. Identifying managerial leadership models and theories that can enhance and promote the delivery of healthcare services across the continuum of care is extremely important, and this will be the primary focus of this paper. One of the advantages of working in a medical facility while earning a BS in healthcare administration is that the student is able to witness many scenarios which are discussed and learned within the classroom setting. For example, in the leadership and development class, questions would arise regarding a particular management style and how individuals seemed unqualified for the position. Is it his or her style or personality that people question? This question would also come up from time to time during class discussion, and a question this writer often reflected on. As individuals grow into a leadership position, they learn his or her individual style with the ultimate goal of enhancing, promoting and delivering healthcare services across the continuum of care. Being a good leader requires an individual to create...
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...(2012), has presented in Strings Attached: Untangling the Ethics of Incentives, a guide in which persons engaged in leadership functions could use as tool analyze in-depth various perspective as to how incentives and rewards are to be utilized to motivate a behavior that a person would not normally do under normal circumstances. A triad of basic standards of measurement has been developed to determine how an incentive measures up against ethical and moral standards. Further, incentives should be exercised in ways that allows for among other things legitimacy, voluntariness, and the character of the leaders and how incentivization influences the behavior of persons and the culture of the organization. I will present in this paper my experiences with applying new behaviors in ethical ways and how I and co-leadership partners intend to use and implement incentives as...
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...Leadership is considered by psychologists and organizational researchers as one of the most multifaceted and complex phenomena (Field & Seters, 1990). As a result of its complexity, leadership is one of the most misconceived phenomenon in the whole world. This prompted the researchers to come up with various foundational theories which helped to shed more light about leadership (Burns, 1978). Thus, it is impossible to analyze and evaluate leadership theories without going back to their origins (Field & Seters, 1990) There are several leadership theories that have been researched, developed and discussed by various researchers. They include; personality, influence, behavior, situational, transactional, anti-leadership, culture, transformational and contingency theories. The sole objective of this essay is to critically evaluate a group of contingency theories of leadership. The most notable contingency theories of leadership include Fried Fiedler’s, Path-Goal and Vroom-Jago (Field&Seters, 1990). This essay will start by evaluating Fiedler’s theory, followed by Path-Goal theory and the last three theories will be evaluated as a single group and it will discuss which of the said model is best suited to improve the work culture in Zambia. According to (Bryman, 2011), contingency theories are advanced on the platform that dictates that there is no single best method that can be used alone to make a decision or lead an organization. These theories seek to offer and explain...
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...Leadership is considered by psychologists and organizational researchers as one of the most multifaceted and complex phenomena (Field & Seters, 1990). As a result of its complexity, leadership is one of the most misconceived phenomenon in the whole world. This prompted the researchers to come up with various foundational theories which helped to shed more light about leadership (Burns, 1978). Thus, it is impossible to analyze and evaluate leadership theories without going back to their origins (Field & Seters, 1990) There are several leadership theories that have been researched, developed and discussed by various researchers. They include; personality, influence, behavior, situational, transactional, anti-leadership, culture, transformational and contingency theories. The sole objective of this essay is to critically evaluate a group of contingency theories of leadership. The most notable contingency theories of leadership include Fried Fiedler’s, Path-Goal and Vroom-Jago (Field&Seters, 1990). This essay will start by evaluating Fiedler’s theory, followed by Path-Goal theory and the last three theories will be evaluated as a single group and it will discuss which of the said model is best suited to improve the work culture in Zambia. According to (Bryman, 2011), contingency theories are advanced on the platform that dictates that there is no single best method that can be used alone to make a decision or lead an organization. These theories seek to offer and explain...
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...Wal- Mart Jose Vasquez MGT 230 MAY 20, 2014 Melanie Behunin Wal- Mart In a variety of business environments around the world, four management functions are usually found. The four functions of management are planning, organizing, leading, and controlling. Planning occurs within these functions of a business, and it helps to deliver strategic value. Organizing will build a dynamic organization and leading will mobilize people. Controlling is part of learning and changing as the organization grows. All four functions of management are the key concept to effective management. Internal and external factors influence the decision-making process that affects management. The competitive landscape is constantly changing; therefore, managers must consider people and businesses around the world. These are used from top-level management to frontline or organizational management. Globalization, technology, innovation, diversity and ethics are factors that affect these business functions. One can examine almost any organization and find this to be true. Wal-Mart is one of the leading retail organizations in the world whose management functions are affected by these factors. Opening its doors in Rogers, Arkansas, Wal-Mart started a profitable business in 1962. The founder, Sam Walton, could never have envisioned where his company would be in the present. Earning approximately $30,000 in 1962, Wal-Mart has evolved into a multi-billion dollar company earning over $15 billion in 2011...
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...Leadership is the driving force that holds these elements together, aligning them, and enabling the agency to function as an integrated system. Up until now, dialogue of leadership in general focuses on a leader’s role in ongoing processes of an agency. An ever more vital role for a leader in an organization is that of a change. We will now confer the particulars of transformation of leadership, with particular importance of organizational change and creating a culture of high-performance managers. Necessities and strains for organizational change are derived from what originates from the agency’s environment, staff, clients, and often from its own leaders, are so widespread as to be considered a constant of human service administration. Influences within the organization such as low morale, fatigue, inadequate management skills, and high turnover can also present change opportunities. Program redesign, agency reorganization, developing program evaluation systems, enhancing diversity, and altering an outdated or dysfunctional organizational ethos can all be done more successfully using planned change processes. Best leadership for Angel Wings of Love Since the field of human services is continuously evolving the worker must be able to adapt to change in the area of human services. The paper will explore the common methods of organizational change that a manager or staff member(s) may utilize to improve daily operations or responsiveness...
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...of any functioning business. They are responsible for the planning and implementation of short and long-term goals, and for coordinating and supervising the work of a company's employees to meet these goals. Regardless of the size of the institution, managers play an invaluable role, as their responsibilities encompass virtually all areas of the business. Due to their complex interworking's, businesses are often grouped into smaller more cohesive functioning units to allow for better functionality. To be successful, a manger has to be diverse and possess a great deal of skills in today's ever-changing workplace. "In a continuously changing environment, for a sustained personal development, an expansion of a person's capacity to be effective in managerial roles becomes vital" Wickramasinghe & Zoyza, N. D. (2009). A manager's responsibilities are quite diverse because the very nature of their job requires that they be generalists with a solid understanding of these different business functions. It is essential they navigate and work within the vast array of business functions to ensure their business is efficient, effective, and able to meet its goals. Leadership The first and arguably most well-known way that a manager can enact influence is through their use of leadership. Managers rely on this essential business function to influence their employees to meet organizational goals. A good manager seeks ways to motivate and inspire their employees in a way that brings about their...
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...not bring any material into the examination room unless permission is given by the invigilator. Please check to make sure that this examination pack consists of: i) ii) iii) iv) the Question Paper an Answer Booklet - provided by the Faculty a True/False Answer Sheet - provided by the Faculty an Objective Answer Sheet - provided by the Faculty 4. DO NOT TURN THIS PAGE UNTIL YOU ARE TOLD TO DO SO This examination paper consists of 9 printed pages © Hak Cipta Universiti Teknologi MARA CONFIDENTIAL CONFIDENTIAL 2 BM/WIAR 2012/MGT162/160/215/280 PARTA 1. A group of individuals who work together toward achieving the same goal can be referto an Organization. All level of managers required the same level of conceptual, human and technical skills to be success. Food, water, air and shelter are all of security needs from the second level in Maslow's hierarchy. Resource allocator and disturbance handler are both under decisional roles. If UiTM established that students can play varsity sports only when their cumulative grade points of an average 2.0 or higher, UiTM is establishing a rule. Henri Fayol was the very first person to recognize that the successful managers had...
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...Roles and Responsibilities Teaching Service Last updated 1 January 2015 ROLES AND RESPONSIBILITIES TEACHING SERVICE CONTENTS PAGE OVERVIEW 2 PRINCIPALS 2 ASSISTANT PRINCIPALS 2 LEADING TEACHERS 4 CLASSROOM TEACHERS 5 PARAPROFESSIONALS 7 EDUCATION SUPPORT CLASS 7 Roles and Responsibilities – Teaching Service Page 1 OVERVIEW The roles and responsibilities that can be expected of employees at the various classification levels, including the principal class, is set out below and incorporates Schedule 2 of the Victorian Government Schools Agreement 2013. PRINCIPALS The role of the principal is to lead and manage the planning, delivery, evaluation and improvement of the education of all students in a community through the strategic deployment of resources provided by the Department and the school community. A key component of this role is to increase the knowledge base of teachers within their school about student learning and quality teacher practice. At the same time, the principal, as executive officer of the school council, must ensure that adequate and appropriate advice is provided to the council on educational and other matters; that the decisions of the council are implemented; and that adequate support and resources are provided for the conduct of council meetings. Principals have a clear set of accountabilities, which distinguish their work from other employees in the Teaching Service and the education community and are set out in detail in the contract...
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...organizations because it produces desired goods and services more efficiently and effectively than they do. * Conceptual Skills – The ability to analyze and diagnose a situation and distinguish between cause and effect. * Controlling – Evaluating how well an organization is achieving its goals and taking action to maintain or improve performance; one of the four principal tasks of management. * Core competency – The specific set of departmental skills, knowledge, and experience that allows one organization to outperform another. * Department – A group of people who work together and possess similar skills or use the same knowledge, tools, or techniques to perform their jobs. * Effectiveness – A measure of the appropriateness of the goals an organization is pursuing and the degree to which the organization achieves those goals. * Efficiency – A measure of how well or how productively resources are used to achieve a goal. * Empowerment – The expansion of employees’ knowledge, tasks and decision making responsibilities. * First-line manager – A manager who is responsible for the daily supervision of non-managerial employees. * Global organizations – Organizations that operate and compete in more than one country. * Hawthorne effect – Worker’s productivity is affected more by observation or attention received then by physical work setting. * Human relations movement – Advocates behavior and leadership training of supervisors to elicit worker cooperation...
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...Management and Leadership Paper University of Phoenix MGT/330 August 2, 2010 Todd Lambertson Management and Leadership Paper Toyota.com (n.d.) informed that the Toyota’s mission statement is “To attract and attain customers with high-valued products and services and the most satisfying ownership experience in America.” In addition, the Toyota’s vision statement is “To be the most successful and respected car company in America." To reach their mission and vision Toyota needs good management and leadership teams. Some people believe that managers need to be leaders and leaders need to be managers. However, Bateman and Snell (2009) mentioned that effective managers not need to be leaders, and leaders are not necessarily managers. This paper will show the differences between management and leadership, and managers and leaders’ roles and responsibilities to play in creating and maintaining a healthy organizational culture. Furthermore, this paper will show the impact of globalization and management across borders and recommendations of strategies that managers and leaders can use to create and maintain a healthy organizational culture. Differences between management and leadership Changing Minds.org (2002) mentioned that managers have subordinates and leaders have followers. In addition, Maccoby (2000) described management as a function and leadership as a relationship. Maccoby (2000) mentioned that managers usually do the planning, budgeting, evaluating, and facilitating...
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.........................................................................31 4. Dr. (Mrs.) A,T. Alabi - Teacher Professionalism and Productivity: Management Perspective...............................................................44 5. Dr. A.A. Olaoye-- Sociological Perspective to Managing School Curriculum and Resources............................................................54 6. Yahaya, Lasiele Alabi Ph.D - Relevance of Student- Assessment and Student- Advisement/ Counselling to Teaching........................77 7. Akinsolu, Abiodun Olatoun - HIV/AIDS Scourge Implications for Educational Planners in Nigeria.....................................................89 8. S.O. Afolabi - Lecturers' and Students' Perceptions on Influence of Supervision on Examination Malpractice in Kwara...
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...Global Journal of Management and Business Studies. ISSN 2248-9878 Volume 3, Number 3 (2013), pp. 309-318 © Research India Publications http://www.ripublication.com/gjmbs.htm Leadership Management: Principles, Models and Theories Dr. Manoj Kumar Sharma and Miss. Shilpa Jain 1 Assistant Professor, Bus. Admn., Commerce, S.P.U. (P.G.) College, Falna Dist. Pali, Rajasthan. E-mail: mndadhich@gmail.com 2 Student- Commerce, S.P.U. (P.G.) College, Falna Dist. Pali, Rajasthan. Abstract 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.Still, much ink has been spent delineating the differences. The manager’s job is to plan, organize and coordinate. The leader’s job is to inspire and motivate. In his 1989 book “On Becoming a Leader,” Warren Bennis composed a list of the differences: (a) The manager administers; the leader innovates. (b) The manager is a copy; the leader is an original. Keywords: Leadership, Management, Gurus ETC. 1. Concepts of Leadership I used to think that running an organization was equivalent to conducting a symphony orchestra. But I don't think that's quite it; it's more like jazz. There is more improvisation. —Warren Bennis 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...
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