...JAT Task 2: Leadership Introduction: You are a member of a team that has been selected to deliver a leadership presentation designed for new managers in an organization. Your team will create a leadership handbook to be used in a training workshop for new managers. Each team member must write two sections of the handbook. Each section must have the author’s name attached to it. The handbook may include graphs, data, photographs, and other information as needed. It should be written in a report/handbook format rather than in an essay format and should have a consistent format throughout the handbook (i.e. font, margins, headings, background, and spacing should be the same in each section). Each section of the handbook must include at least three references in APA format. Team members will each choose two of the following topics, one for each of the two sections of the handbook that they will write: • Emotional intelligence: What is your emotional IQ? • Personality traits and leadership styles of great leaders • Leading high-performance teams • Interpersonal skills for leaders • Leading through effective communication • Time management • Leaders as motivators • Leading and managing conflict resolution • Moral leadership and ethics • Leading culturally diverse teams • Leading intergenerational groups • Leadership versus management Task: A. Create a leadership handbook with your team by doing the following: 1. Develop your first section of the handbook...
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...Leading Intergenerational Groups The modern workplace is largely comprised of three generations working alongside each other, with two generations, the Baby Boomers and Gen X making being the vast majority at this point (50 percent and 39 percent respectively). [ (Gesell, 2010) ] The generation that built and shaped the modern environment in the post WWII years, ‘The Traditionalists’, have nearly entirely phased out of the workforce, but the echo of thier institutions and culture will be felt for years to come. The upcoming generation, the Millennials, have only begun to have an impact – and the impact they have as a generational cohort will increasingly dominate in the coming years. As a generation, the Millennials are 95 million strong. [ (Gesell, 2010) ] The 78 million Baby Boomers in the workforce now have long been accustomed to being the biggest generation with the most cultural clout, but they will inevitably have to cede the workplace (and society) to the Millennials, who are entering the workforce en mass now, and will be hitting their mid-career stride as the Baby Boomer generation retires. Managing the interaction and transition between the influence of these two massive generations will largely fall to Generation X, which is by size a smaller generation, but is sandwiched between the two massive groups, and is the generation to that the Baby Boomers can better relate to, and the Millennials will look to as more experienced elders. In “Generations at Work”...
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...organization’s competitiveness” (Rennie 2003)”. Introduction Most HR management systems available in most firms were formed at a time when business and technological practices were completely different. As the world is becoming more economic globalized so is the workforce. The 21st century workforce will consist of multi-generational team and a mix of minorities. With a more diverse and complex workforce, the challenges facing the HR managers also expands. There are several issues faced by contemporary business leaders. First is globalization-which is the present flow of capital, goods, services, ideas, people, and information virtually. Second is talent acquisition and talent management issues- HR Administrations are still struggling with managing their talent efficiently. Most corporate employment and talent meanings are reactive and hardly are they future focused. Third is fruitful human capital administration-the explanation to handling your multi-generational staff. As we move towards 2020 there will be four generations working side by side, how can we accomplish knowledge transfer and maintain good team work when there exists intergenerational problems due to generational differences in values. To maintain a productive workforce requires a HR organization that understands the talent pool of a business and can review and implement needs for the business. Talent management processes like performance cycles and compensation interact flawlessly with benefits and payroll (Lussier...
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...Part III—Performance and Career Management INTERCLEAN, INC NEW EMPLOYEE WELCOME PACKET PROPOSAL TO MANAGEMENT AND HR Welcome to the InterClean, Inc. Sales Team! This packet will cover several items to ensure your success with the company. In the last year InterClean, Inc. acquired EnviroTech, Inc. With this acquisition, InterClean, Inc. has taken a giant step in achieving domestic market dominance in the sanitation industry. The Leadership Team consists of: David Spencer, President and CEO Sally Lindley, CEO of EnviroTech, Inc. Division Janet Durham, Vice President of Human Resources Tom Jennings, Vice President of Marketing Sam Waters, Chief of Compliance InterClean, Inc. is committed to providing employees with every opportunity for a successful career and continued development. Communication is at the core of career success and development. Communication begins at the New Sales Employee Orientation. Orientation items: • Background and history of InterClean, Inc. • Open Door Communication Commitment – feedback to the Team and from the Team is essential. • Successful Sales Technics - Examples modeled from sales team. Presentations have developed by current sales team. • Pairing with tenured sales team member for 90 day mentorship with job shadowing. • Review of Sales Goals and Objectives described in attached Performance Appraisal. o Development and...
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...Gerritsen, Buck, and Leay will be able to execute their three-point plan? What factors have to come together for the plan to work? What advantages does Aquaflow have in its efforts to execute the plan and continue to grow? Answer: They can truly execute the three-point plan because it can be one of the most competitive player in the market. Some factors to consider to make this plan work is that Aquaflow must use wild algae to help clean up water. They should also try to cultivate mono-cultures or a small number of species although its quit expensive, hard to scale and has significant technical risk. Aquaflow must look to partner in where the ‘fuel’ is a byproduct of the scheme’s overall value and etc. Aquaflow believes it now has a world-leading multi-biomass to biofuels capability and technology offering. This is a robust and highly integrated technology package which can leapfrog other biomass to biofuel technologies because it goes straight to blended fuel stock and avoids intermediate pathways. 2. To what extent did passion play role in the founding of Aquaflow and its early success? Do you think that someone without passion for alternative fuels could have successfully founded the firms? Why or why not? Answer: They show that they are truly dedicated to their work and face all the challenges and risk that will happen. They improved the Aquaflow a lot and make used of their intelligence to build it up and because of their passion, it influences people’s. They cannot be...
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...Gerritsen, Buck, and Leay will be able to execute their three-point plan? What factors have to come together for the plan to work? What advantages does Aquaflow have in its efforts to execute the plan and continue to grow? Answer: They can truly execute the three-point plan because it can be one of the most competitive player in the market. Some factors to consider to make this plan work is that Aquaflow must use wild algae to help clean up water. They should also try to cultivate mono-cultures or a small number of species although its quit expensive, hard to scale and has significant technical risk. Aquaflow must look to partner in where the ‘fuel’ is a byproduct of the scheme’s overall value and etc. Aquaflow believes it now has a world-leading multi-biomass to biofuels capability and technology offering. This is a robust and highly integrated technology package which can leapfrog other biomass to biofuel technologies because it goes straight to blended fuel stock and avoids intermediate pathways. 2. To what extent did passion play role in the founding of Aquaflow and its early success? Do you think that someone without passion for alternative fuels could have successfully founded the firms? Why or why not? Answer: They show that they are truly dedicated to their work and face all the challenges and risk that will happen. They improved the Aquaflow a lot and make used of their intelligence to build it up and because of their passion, it influences people’s. They cannot be...
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...apostles in Antioch The congregation must submit to the mandate of Scripture as seen in the Great Commission and also as demonstrated by the apostles in Antioch. The apostles faced a challenge as they experienced tremendous growth in the early church. During these early days, Paul and Barnabas were called by the church in Antioch to expand the reach of the Gospel (Acts 13:2). Van Sanders with the North American Mission Board offers this insight. “Eventually, Paul and Barnabas encounter non-Hebrew people who have no Old Testament understanding of God…[they] learn quickly that Gentile pagans, the ta ethne [all nations] of God’s mission mandate, have difficult cultural and linguistic barriers between them and their gospel message…the missionary team structure introduced at Antioch is God’s patter for moving the gospel between population groups that are culturally distinct and distant from each...
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...Ambition, Altruism, Affiliation and Anxiety in the workplace: A review of generational differences in work attitudes. Madeleine Fogarty Melbourne University Abstract Popular books and articles claim that there are significant differences between the generations in attitudes to work. However, there are relatively few empirical studies that support this claim. This review examines the reasons for the dearth of empirical work, reports on the US and Australasian findings published in the past decade, and suggests a taxonomy of ambition, altruism, affiliation and anxiety to synthesise the diversity of previous research and reach a coherent conclusion: all are on the rise for Gen Y. Directions for future research and recommendations for organisations are discussed. News articles regularly demand that we pay attention to the different needs of the next generation and their attitudes towards work. Last week the Sydney Morning Herald claimed that “Generation Y . . . has high expectations of their employers, seek out new challenges, are not afraid to question authority, value teamwork, seek the affirmation of others, crave attention and want to be included and involved” (Zavos, 2010). Other stereotypes of Gen Y, including Myers & Sadaghiani (2010), pitch them as self-centred, unmotivated, disrespectful and disloyal. There have been many articles and books in “popular literature” that describe differences between the generations, including Strauss & Howe (1991),...
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...Environmental Market Failure Negative Externalities Costs imposed on a 3rd party not involved with the consumption or production of the good (the external cost) Divergence between private and social cost MSC=MPC+MEC The MEC = the negative externality The free market price is less than the optimum price leading to over consumption Welfare loss Q: The market generated quantity (where privates crosses private) Q1: The optimum quantity (where social crosses social) Over consumption of Q-Q1 Unequal Distribution Effects Citizens in poor countries are more likely to be affected by the consequences of global warming that those in rich countries E.g. drought/flooding They are also a lot less likely to have consumed the goods and services which caused the global warming And a loss less able to protect them selves e.g. through insurance policies There are inequities between those who contribute to global warming and those who suffer from it Citizens of developed (polluting) countries pay less for their goods and services than the social costs of their production MSC=MPC+MEC Government Intervention to correct Environmental Market Failure 2 main types: Market based measures Designed to modify the price mechanism using strategies such as taxes and subsidies Government regulation Sometimes referred to as “Command and Control”, designed to create incentives for firms to reduce harmful...
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...Nike was known to distribute inexpensive, superior-quality Japanese athletic shoes to American consumers to break Germany’s domination of the domestic industry. Today, Nike Inc. manufactures and distributes athletic shoes to a global market and some 40% of sales come from athletic apparel, sports equipment, and subsidiary ventures. Nike maintains traditional and non-traditional distribution channels in more than 110 countries with primary market regions in United States, Europe, Asia Pacific, and the Americas (not including the United States). Nike has some over 20,000 retailers worldwide including Nike factory stores, Nike stores, NikeTowns, Cole Haan stores, and internet-based Web sites sell Nike’s sports and leisure products. Nike is leading the sales in the athletic footwear industry with a 33% global market share. Nike Inc. achieved their current status by promoting “quality production, innovative products, and aggressive marketing” in their products. As a result, for the fiscal year end 1999, Nike’s 20,700 employees generated almost $8.8 billion in revenue worldwide. ENVIRONMENTAL ASPECTS ECONOMICS Have changes in the economy impacted the organization or brand? Is it sufficient to respond to just the domestic economy, or do multinational considerations apply? What adjustments were made? Have they succeeded? What additional adjustments are being contemplated, and why? In economy, the biggest threat for Nike is if the economy goes into recession. If recession occurs...
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...younger generation of the family members for the leadership, commercial and general business skills demanded of the family by the business. In addition, younger generations should understand the responsibilities that success can bring, and how best to ensure their positions of commercial influence and the benefits given to them by personal affluence, are deployed in ways which will give them the best chance of fulfilled, productive and happy lives. Key challenges include: * Development of family members involved in the business and preparing them for future leadership if appropriate * Educating the next generation to be responsible owners of the business * Encouraging them to be responsible with wealth * Developing a cohesive team in the next generation which can work together to arrive at consensus, allowing continued business success and family harmony. Challenges facing the next generation The next generation often have a tough act to follow. This, coupled with the normal challenges of family life, presents a particularly demanding set of challenges, including: * Increased choices - not all will want to join the business straight from study, if at all * The pressure of living up to expectations * Sibling rivalry * Knowing how to connect with the business if they are not directly involved * Changing lifestyles - children in family Businesses are often raised in a culture of wealth and entitlement * Loneliness and/or a lack of peers within...
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...Identification of Community Originally called the Tri-City, Westminster is in Orange County, California. “Westminster is landlocked and bordered by Seal Beach on the west, by Garden Grove on the north and east, and by Huntington Beach and Fountain Valley on the south”, (Westminster Wikipedia entry, 2014). Westminster is also called Little Saigon. “The 2010 United States Census reported that Westminster had a population of 89,701 with a population density was 8,926.5 people per square mile”, (Westminster Wikipedia entry, 2014). 29.6% of the population is between the ages of 35-54. "Most people were hospitalized due to diseases and disorders of the circulatory system", (OC Health Info, 2011). Industry overview of Westminster is comprised of small businesses and services. Majority of adult population reported that their health was good, very good, or excellent. Summary of Assessment Population Economic Status Assessment The total population of Westminster in 2010 was 89,701 people. “The 2010 census shows racial makeup of Westminster was 32,037 White, 849 African American, 397 Native American, 42,597 Asian, 361 Pacific Islander, 10,229 from other races, Hispanic or Latino of any race were 21,176 persons, and 3,231 from two or more races”, (Westminster Wikipedia entry, 2014). “40.2% of the population is comprised if Vietnamese Americans making Westminster the highest concentration of Vietnamese Americans in the country” (Westminster Wikipedia entry, 2014). Westminster’s...
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...Leadership Handbook Leadership Handbook 2014 Team Payton Manning Western Governors University 10/26/2014 2014 Team Payton Manning Western Governors University 10/26/2014 Emotional Intelligence Kristen Bogue 000214741 What is emotional intelligence? ------------------------------------------------- “If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.” –Daniel Goleman ------------------------------------------------- “If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.” –Daniel Goleman Commonly referred to as EQ, Emotional Intelligence is the ability to observe, influence, and assess the emotions of others by being aware and in control of your personal emotions (Cherry, n.d.). The search to understand people’s ability to get along with other people using emotional intelligence began in the 1930s and was popularized by Daniel Goleman in the 1990s after the EQ theory was developed by Peter Salovey and John Mayer (Unknown, 2009). EQ was originally thought to be an inborn trait—one that could not be developed, but Daniel Goleman and other psychologists...
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...Anger and the Healing Power of Forgiveness CED117 Abstract Anger and the decisions surrounding it can destroy relationships. This paper focuses on the root causes of anger and ways to express it in appropriate ways. It also focuses on the role of forgiveness in moving anger from an emotional reaction or learned behavior to an intellectual activity. I’M ANGRY. YOU’RE ANGRY. Anger is a killing thing: it kills the man who angers, for each rage leaves him less than he had been before - it takes something from him. ~ Louis L'Amour Anger is present all around us. We have a world filled with road raging motorists, angry parents, angry children, and angry teenagers. Everywhere you look there seems to be anger at someone or something in the world. Anger gets a bad rap though on so many fronts. Anger can be a helpful emotion to alert that needs or desires are not being met. However, anger can also sabotage and eat away at our happiness if not handled or if expressed in less than productive ways. SOURCES OF ANGER Holding onto anger is like drinking poison and expecting the other person to die. ~ Buddha Anger is considered a primary emotion. Other emotions such as resentment and hate can contribute to or derive from anger. The source of all this emotion can be just about anything. Anger is a signal that some need is not being met, that some desire has been denied. Finding yourself angry is not an uncommon thing. It seems that much of our modern lives tend to breed...
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...CONTENTS I. Introduction 3 Company background 3 History 3 Position 4 Vision 5 Mission 5 Goal 5 Management 5 II. Strategic Analysis 5 2.1 External analysis 5 2.1.1 PESTE 5 Political analysis 5 Economic analysis 7 Socio-cultural analysis 9 Technological analysis 10 Ecological analysis 12 2.1.2 5-force 2.2 Internal analysis 17 Value chain 17 2.3 SWOT 21 2.4 Options 24 2.5 Vietnam Airlines's doing 25 III. Recommendation 28 IV. Conclusion 30 V. Reference 30 Group members: * * 1. Đào Thị Mỹ Hạnh BABAIU13076 2. Park Do Hyun BABAUN13080 * 3. Nguyễn Thị Hoài BABAIU13090 * 4. Nguyễn Lê Phương Khanh BABAIU13107 * 5. Đỗ Thị Thanh Hoa BABAIU13089 I. Introduction. Nowadays, airlines industry is one of profitable businesses in the world. Both government and private enterprise are dominant in the industry. In Vietnam, aviation market is forecasted to be the world's 7th fastest-growing in 2013-2017 period. The Vietnam airlines industry stands a high chance of developing strongly, but there must be an investment in technology, infrastructure in order to reduce the cost as well. And Vietnam Airlines is a largest aviation brand name in Vietnam which has been wholly owned by government. In this report, we make some analyses to appreciate Vietnam Airlines exactly and realize suitable and unsuitable aspects. Company background Vietnamese...
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