...Leadership Practice Assignment (Unit 5013) By: Name Tutor: Name Contents Introduction 2 Task 1 1.1 Management and leadership 3 – 4 1.2 Balancing the roles of management and leadership 4 – 6 1.3 Creating organisational vision 6 – 7 1.4 Self-belief, personal energy and commitment to leadership; 7 – 8 style of leadership 1.5 Building trust, empowering others and promoting ethical 8 – 9 leadership 1.6 Transformational, transactional and situational leadership 9 – 10 and impact on organisation Task 2 – Reflective statement about learning on the course 10 References 11 Introduction In 2009 Karl Moore of Mc Gill University interviewed Henry Mintzberg on his new book Henry Mintzberg on Managing – Pure and Simple, and asked the question as to whether Mintzbergs book should not have been called Leadership. Mintzberg’s response was that management and leadership are part and parcel of the same thing and shouldn’t be seperated in practice. He expressed the belief that the seperation of leadership from managament is utterly destructive, because managers who do not lead are boring and leaders who do not manage do not know what is going on. Whilst Mintzberg seems to make a very valid point and the fusion of leading and managing appears logical, it is undeniable that cenceptual differences exist between the term management, and the term leadership. Even without an accepted or definitive distinction...
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...LEADERSHIP IN EVERYDAY PRACTICE All too often we explain problems or successes in organizations with the acts of one or several of the leaders at the top. It is never that simple. Yet leaders make a difference, and when they influence people and organization the most, we tend to call it leadership. I first heard about plant manager Steinar as I, together with two colleagues at the university, was contacted by a HR manager at an aluminum plant and asked to contribute to a new leadership development program for foremen and middle managers at the plant. As the HR manager described the plant, their principles, and practices in leadership and organizational development, we got a sense that this was something different than “industry standard,” if anything like that existed. She told us about extensive training and competence development, about efforts in creating leadership skills and practices among non-formal leaders, and she presented their work of creating a cooperative climate between all levels and areas at the plant. This was all very idealistic, of course, and we had heard managers tell such stories before and experience reality as less impressive. But after a while as we met more people and heard them describe the past, present, and future, their stories were in line with those of the HR manager, and also seemed to have at least one vital ingredient in common: namely, the plant manager, who himself rarely led the processes they referred to, but seemed to be a point...
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...Effective Leadership Practices Project – Leona Helmsley Introduction The leader I selected is Leona Helmsley. The success of the Helmsley name and ultimate development of their family fortune has often been attributed to Helmsley’s leadership and influence. Though her reputation as a highly successful hotelier and real estate mogul precedes her she was also a very complex woman and, frankly, not very well liked. I chose Mrs. Helmsley because her because I was intrigued by her ability to maintain her complexity while continuing to garner success. The Helmsley Definition of Leadership I didn’t find any direct quotes from Mrs. Helmsley about her definition of leadership, but based upon what various reports have stated regarding how she treated her employees I gathered that Mrs. Helmsley ascribed to the Autocratic leadership style. Dr. Don Warrick (1981) from the University of Colorado describes the Autocratic Leader as one who has a, High emphasis on performance and a low emphasis on people. (They) Assume that people are lazy, irresponsible, and untrustworthy and that planning, organizing, controlling, and decision-making should be accomplished by the leader with minimal employee involvement. (They) Rely on authority, control, power, manipulation and hard work to get the job done. (pg. 158) One account given said she was a “nit-picking perfectionist who would throw a fit if an ashtray was missing, or a doorknob wasn’t polished or some item was missing in a bathroom...
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...Norwegian School of Leadership and Theology Life Essay Course Name: VEL1010E Value-based Leadership in Organizations Name of Student: Prakash Lamichhane Title of Essay: Leadership Theory and Practice Number of Words: 1728 Date:26/09/14 Leadership is seen in every organizational structure. There is no universal definition of leadership. Many have defined the term in various ways. Leadership in simple terms means leading people towards goal but it is a understanding in a nutshell. What is leadership? Leadership is not merely having a vision (Maxwell,2001), also is a process and having influences in a group towards common goals (Northhouse,2013). Leadership is a influence upon relation within followers and leaders to seek changes which takes to common goal (Rost 1993). Weathersby (1999, p.5) suggests: “Leadership focuses on the creation of a common vision. It means motivating people to contribute to the vision and encouraging them to align their self-interest with that of the organization. It means persuading, not commanding”. Hence leadership can be a process, an influence which works in a group with vision to achieve relevant goals. Purpose of the essay: This paper is written to compare and contrast situational, transformational and servant leadership theory and practices and the area of their strength and weakness. There are several leadership models or approaches that have emerged with the passage of time. Transactional, situational, transformational and servant among...
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...The creative leadership questionnaire sets out to measure management and leadership skills and the style by asking behavioral and situational questions of different aspects in management and leadership. These behaviors are called competencies. According to the report, “competencies are sets of behaviors or behavioural repertoires encompassing skills, knowledge, abilities, and personal attributes.” As I was reading the questions, I did my best to answer them honestly so I can get the most accurate results possible. This is what I have learned. The most important thing that I have learned and which is also stated in the ‘Introduction” section is that, “Psychological test do not measure the whole you which is why they need to be interpreted in the context of other information about you.” With that in mind, I have reviewed and analyzed the report to see if it truly reflects my current management and leadership styles and behaviors. In the section titled, “Leadership Level,” my scores ranged from 5 to 8 with the average score of 6 on the CLQ key factor scale. This indicated that based on my responses, I’m just as effective as the average manager. The CLQ report suggested that I need to improve my management competencies and skills to have a competitive edge which will prepare me for more challenging management and leadership positions. I absolutely agree with this finding. Currently as a personal banker, I lack the ability to grow and improve my management skills because my current...
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...Introduction The purpose of the paper is to perform an assessment of my leadership practices and skill. I will evaluate my strengths, weaknesses, and plan for improvement. I show my leadership style is situational leadership and show evidence of the leadership. In my evaluation I will use the Seven Habits Profile to determine my good habits and what habits need improvement. Self-Assessment of Leadership Practices Seven Habits Profile and Findings A step in determining what my leadership style is and how to improve on it was to take the Seven Habits Profile. After completed the Seven Habits Profile I discovered what areas I do well in and what areas I need work. I was surprised on some of the results noting what my strengths and weaknesses. After reviewing each habit it became clear why I score was high and low in an area. In reviewing my high scores it indicated that have a good emotional bank account, begin with the end in mind, and have life balance. In this section I will discuss what the results might indicate about my leadership practices today and in the future. One of the habits that I rated high on was that of emotional bank account. Scoring high in this area is shows that my positive attributes are understanding, keeping commitments, and show integrity. I believe this reflects my leadership style. I am empathic with staff who are learning new information. I am an empathic listener. When you do your best for the people that you lead they do the...
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...Task 2: Self-Assessment of Leadership Practices Contents Self-Assessment of Leadership Practices 3 Seven Habits Profile and Findings 3 Leadership Strengths 3 Leadership Weaknesses 4 Recommendations for Leadership Development 5 SMART Goals 6 References 8 Self-Assessment of Leadership Practices In this introduction paragraph, provide the reader with a brief overview of what is included in this paper. Seven Habits Profile and Findings The Seven Habits Profile scores indicate I operate more proficiently in habits 4-6. My comfort zone has always been working with and supporting others. I have always been much more effective dealing with others situations; listening to their concerns and then offering solutions that they can easily implement with their existing resources and tool set. As a leader, I strive to seek balance with staff, inspiring them to meet organizational goals in ways that do not compromise their own personal beliefs and objectives. I make it a priority to listen to others and communicate in a manner that they can relate. My leadership style is very hands on and engaged with my staff. I spend time getting to know them personally and professionally and often work side by side with them to learn more about their needs as individuals. I am open and authentic with employees and feel that this builds a high level of trust and mutual respect. Leadership Strengths I am using the Transformational Leadership Theory to evaluate my strengths...
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...Self-Assessment of Leadership Practices In this paper, you will be introduced to my leadership self-assessment based on seven habits profile. I will share with you more in detail regarding my strengths, weaknesses and recommendations for leadership development. In the end, I will present you with SMART goals in order to support my future goals. Seven Habits Profile and Findings Seven habits profile is a self-scoring statement form. Using the best judgment, reading each statement, I circled the number that indicated how well I perform in each of the eight listed categories. After completing the seven habits profile, I ranked as follows: OUSTANDING (17 points) Emotional Bank Account Think Win-Win Seek First to Understand Synergize VERY GOOD (15 points) Be Proactive Put First Things First Sharpen the Saw VERY GOOD (14 points) Life Balance Begin with the End in Mind I have chosen to group the results based on the number of points. My results of seven habits profile indicate that I am people-oriented person rather than task oriented person. Indeed, throughout my working life, I made individual decisions to step out of career path and instead serve others as a lay missionary or volunteer. Following the dream to explore and discover the world, I also dedicated one entire working year to just traveling, meeting with people from different cultures. The results of seven habits profile also shows the opportunities for my future...
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...Assignment # 4 King Jewels Ethical Leadership in Practice By: Mark A. Cowan ACC 499 Strayer University Senior Capstone-Accounting Dr. Monica Pendergrass Abstract The purpose of this paper is to discuss the Hong Kong company of KingJewels. Their ethical leadership in practice will be discussed at length. The author will attempt to discuss the leadership style and how it contributed to unethical behavior, proper segregation of duties may have prevented the fraud, the company’s compensation program that probably contributed to the fraud, how culture may have influenced the behavior towards revealing the fraud, and recommendations of how Mai Won should proceed. To understand the company KingJewels, let us discuss a little history of the company and its owner, Andy Wong. Mr. Wong started in the jewelry business from the bottom as an apprentice and worked his way to the top as sales and sourcing manager of an international jewelry before starting his own business. “He recognized that his company had the potential to expand and internationalize its business further by focusing on jewelry design and technology, and on overseas markets. KingJewels specialized in sourcing, trading, and manufacturing precious gemstones. It prided itself on its fashionable and affordable jewelry products. While Wong had successfully turned KingJewels into a highly competitive business, he left KingJewels internal management to Clement Tam, operations manager”. (Capstone p...
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...2015 Stephen Richard Ashmore Premier Foods 22/10/2015 Unit 5013V1 - Leadership practice Table of Contents Introduction 2 Scenario 2 Task 1 3 Task 2 7 Task 3 9 Task 4 11 Referencing 14 Bibliography 15 Introduction This unit is about being able to define and show an appreciation for key leadership principles in setting and communicating organisational direction, and the application of leadership styles in the achievement of organisational objectives. It is also about being able to differentiate between the leadership and management aspects of a job role and show an understanding of how these are integrated to enable effective performance Scenario Learners may use their own employment context, or that of another organisation with which they are very familiar, to base their assignment. However, in the case that they are not able to do so, please use the below scenario:- You are a manager, leading a department in a medium sized company. You have responsibility for setting direction, motivating and inspiring the team and individuals, and for co-ordinating workload and outputs. For this assignment I will predominantly be using examples and methods from my organisation unless otherwise asked by the assignment brief. Task 1 The Function of a Management Role The function of a management role is to complete set tasks and goals so as to make the best use of all use all the resources available in the most efficient way. The general five functions of...
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...Revised Scholarship, Practice, and Leadership Essay Information literacy is essential for leaders, scholars and researchers to help them lead and build the needed skills academically and within their workplace environment. Resources for information literacy are constantly growing to meet today's society needs. To some leaders and scholars, this type of convenience is more of a blessing while other who cannot understand the process see it as a hindrance. The discussions of this paper is focused on leaders without a scholarly background, the effects of leadership skills on a practitioner, the role that information literacy material is on scholars, and the relationship that I have with information literacy and the SPL Model. An additional discussion is focused on synthesize thinking toward scholarship, practice, and leadership and the significant role that they process in decision-making. Leaders Without A Scholarly Background In today's society companies are no longer developing leaders through their management-training program, this money saving approach has eliminated the up spring of bright employees into a promising leadership role. Leaders that work within the shipyard profession with no scholarly background will lack the knowledge of knowing their strengths and limits. They will lack the ability toward seizing the opportunity and fail to take advance of key organizational cues and norms. Shipyard leaders with no scholarly background will avoid dealing with and resolving...
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...Within this assignment, I will discuss the influence of leadership in hospital setting which is effect on performance of staff and the outcome of the patient care quality. Prior to this assignment, leadership analysis will be provided, which is influence on working environment and the outcome of patient care in my unit. Following by literature reviewed on comparison between transactional and transformational leadership. Manoeuvre in supervise change and direction to convert work culture will be considered and last but not least this paper will conclude its point of view on leadership and its influence on team efficiency. At first, I am a stated register nurse with 5 years of an experience in Intensive care unit in a private sector hospital and graduated from one of the well-known nursing university of Malaysia. Currently, I am pursuing my study Bachelor of Nursing with local university in collaboration with one of UK University. Presently, I am working in 12 beds of multi discipline Intensive care unit. There are one nursing supervisor, one senior staff nurse, 26 staff nurses and 3 hospital attendants. Since I started working in this unit about 5 years ago, I realise that patient in this unit easily getting Hospital Acquired infection which is cause by poor working culture that actually affecting patient care. In general manner, the unit was facing a lot of complaints and getting high rate of Ventilator Associated Pneumonia to patient who is on long term of ventilator support...
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...Leadership Principles and Practices for Technical Organizations Case Study I think Jim Baylock was a destructive leader because he got a lot of praise on how good he was at his last place of employment. He started off well and had great work ethic and built a team around him that could succeed but things went down hill from there. The way he handled his employees and his time was unprofessional and rude. A destructive leader can be a person who builds teams whose results do not serve the common good. That is exactly what Jim did. He also dismissed people that questioned his leadership like any of the famous dictators of the world. He was rude, mean, and he did not care that sales were plummeting. The underlying causes of Jim’s incompetence was that he could not get results and he destroyed team morale and cohesiveness. Jim could build a great team and work hard at his other job. He showed that by having success right out of college but I do not think that he was suited for the vice president of sales position. He did not know how to motivate his employees, he over worked them, he was unprofessional, and he did not care to fix it. Jim was seen as a high-potential candidate because he had so much energy and motivation fresh out of college. He was promoted so quickly that people could not see his faults in the way he managed a team. I think the CEO still sees Jim as a high performer because the CEO favors Jim over anyone else. I do not think that Jim made it that far...
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...he hires? The traits Pat is looking for are not that bad, but are not what is needed to find people for higher-level leadership positions, being the reason that some people can consider to be good leaders persons that have certain traits, however, the same traits might be not that important for someone else. Also, the traits were defined 50 years ago, they are outdated, currently there are other stream of thoughts, like emotional qualities such as those of Zaccaro, Kemp and Bader of 2004. Also the traits doesn’t take into account the situational effects, persons with certain traits can react correctly in one situation but not be a good leader in another one. Finally, having certainty traits don’t predict how the relationship between the group and the leader will be, and this relationship is key for leadership. 2. Could it be that the retention problem raised by upper management is unrelated to Pat’s recruitment criteria? There could be other reasons not mentioned in the case, like low salaries, longer working hours compared to other Banks, etc., so it is possible it is unrelated to Pat’s recruitment criteria, however since we noticed there are opportunities of improvement on his criteria, it is very possible it is related. 3. If you were Pat, would you change your approach to recruiting? Yes, I would change my approach, I would try to see Leadership as a process and would modify the criteria based on...
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...Page 1 of 5 Case – King Jewels: Ethical Leadership in Practice 1. Discuss how the leadership style may have contributed to unethical behavior. Leadership style refers to approach of providing direction, implementing plans and motivating people. In 1939, Kurt Lewin led a group of researchers to identify the different styles of leadership. The three major styles of leadership are (a). authoritarian – when leaders tell their employees what to do and how they want it accomplished with employee input; (b). participative – when the leader includes one or more employees in the decision making process and (c). delagative – when the leader allows the employees to make the decisions. The leadership style of Andy Wong may have contributed to unethical behavior in the following ways: (1). His personality may have played a factor in his leadership style. He was described as being gregarious (fond of the company of others; sociable) and entrepreneurial (a person who organizes, operates, and assumes the risk for a business venture). The business was founded by himself and his wife and it started off as a two-person company. This lets us he was very passionate about the company. He had a hands-on leadership style and this motivated his staff. These qualities are good but are not good enough to prevent unethical behavior. (2). As the C.E.O of KingJewels, “Wong believed a good vision and direction were critical leadership qualities”. This is true, but a good vision...
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