...LDR 531 UOP Complete Class Materials Homework Help for University of PhoenixLDR 531 UOP Complete Class MaterialsStudents! A+ UOP Assignments! Click here to download Below Link : - o LDR 531 Week 1 DQ 1 o LDR 531 Week 1 Quiz o LDR 531 Week 1 Complete o LDR 531 Week 2 DQ 1 o LDR 531 Week 2 DQ 2 o LDR 531 Week 2 Mentorship Agreement Form o LDR 531 Week 2 Mentorship Meeting Worksheet o LDR 531 Week 2 Professional Development Plan o LDR 531 Week 2 Quiz o LDR 531 Week 2 Complete o LDR 531 Week 3 DQ 1 o LDR 531 Week 3 Leadership Style o LDR 531 Week 3 Mentorship Meeting Worksheet o LDR 531 Week 3 Quiz o LDR 531 Week 3 Complete o LDR 531 Week 4 DQ 1 o LDR 531 Week 4 DQ 2 o LDR 531 Week 4 Mentorship Meeting Worksheet o LDR 531 Week 4 Conflict Resolution o LDR 531 Week 4 Quiz o LDR 531 Week 4 Complete o LDR 531 Week 5 DQ 1 o LDR 531 Week 5 DQ 2 o LDR 531 Week 5 Mentorship Meeting Worksheet o LDR 531 Week 5 Motivation Plan o LDR 531 Week 5 Quiz o LDR 531 Week 5 Complete o LDR 531 Week 6 DQ 1 o LDR 531 Week 6 DQ 2 o LDR 531 Week 6 Failure Analysis Change Strategy o LDR 531 Week 6 Mentorship Meeting Worksheet o LDR 531 Week 6 Quiz o LDR 531 Week 6 Complete For More UOP Study Guide...
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...LDR 531 WEEK 5 A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=ldr-531-week-5 Visit Our website: http://hwsoloutions.com/ Product Description LDR 531 Week 5, 360 Assessment A 360 Degree Reach Assessment is a web based assessment that helps individuals identify how they are perceived by those around them. It allows individuals the ability to receive critical feedback on both a professional and personal level that can help one expand within career or business (Reach Communications Consulting, Inc, 2009). The 360 degree reach assessment has been used by a number of well-known corporations over the years as part of their talent development process. Using the 360 degree reach assessment, individuals will be able to better understand his or her unique personal brand attributes and their strengths and weaknesses, allowing them to increase their confidence and self-motivation (Reach Communications Consulting, Inc, 2009). In life people wear many different hats depending on the relationship. At home, a parent or spouse, at work as an employee or employer, and as a friend or a teacher. Finding efficient ways to balance the relationships can be challenging. Using an assessment such as the 360° assessment, an individual can get a better understanding of the things that they do right and the things that they can improve on in these different types of relationships. We as people cannot fix things if we do not know they are broken. Self-evaluations can be one-sided...
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...LDR 531 Entire Course (New) For more course tutorials visit www.ldr531help.com LDR 531 Week 1 Quiz LDR 531 Week 1 Discussion Question 1 LDR 531 Week 1 Discussion Question 2 LDR 531 Week 2 Mentorship Agreement Form LDR 531 Week 2 Mentorship Meeting Worksheet LDR 531 Week 2 Individual Assignment Professional Development Plan LDR 531 Week 2 LT Reflection LDR 531 Week 2 Quiz LDR 531 Week 2 Discussion Question 1 LDR 531 Week 2 Discussion Question 2 LDR 531 Week 3 Mentorship Meeting Worksheet LDR 531 Week 3 Individual Assignment Leadership Style Paper LDR 531 Week 3 LT Reflection LDR 531 Week 3 Quiz LDR 531 Week 3 Discussion Question 1 LDR 531 Week 3 Discussion Question 2 LDR 531 Week 4 Mentorship Meeting Worksheet LDR 531 Week 4 Team Assignment Conflict Resolution LDR 531 Week 4 Quiz LDR 531 Week 4 Discussion Question 1 LDR 531 Week 4 Discussion Question 2 LDR 531 Week 5 Mentorship Meeting Worksheet LDR 531 Week 5 Individual Assignment Motivation Plan Paper LDR 531 Week 5 LT Reflection LDR 531 Week 5 Quiz LDR 531 Week 5 Discussion Question 1 LDR 531 Week 5 Discussion Question 2 LDR 531 Week 6 Mentorship Meeting Worksheet LDR 531 Week 6 Team Assignment Failure Analysis and Change Strategy LDR 531 Week 6 Quiz LDR 531 Week 6 Discussion Question 1 LDR 531 Week 6 Discussion Question 2 LDR 531 Final Exam Guide LDR 531 Entire Course And Final Guide For more course tutorials visit www.ldr531help.com LDR 531 Entire Course And Final Guide ----...
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...A++PAPER;http://www.homeworkproviders.com/shop/ldr-531-week-5/ LDR 531 WEEK 5 Complete the 360 assessment. Discuss the benefits of using this assessment as a tool. Prepare a 500 – 750 word paper detailing the findings of the 360 assessment. You may write in first person. Use the textbook as a reference for discussing the benefits of such an assessment. Click the Assignment Files tab to submit your assignment. 2- Review the DiSC assessment results from your Learning Team members. Interview your mentor or another organizational leader at an organization you select to determine their organization’s approach and their leadership approach to employee motivation, employee engagement/satisfaction, and employee performance. Write an employee motivation plan that may be applied to a team in the organization. Address the theories of employee motivation, enagement/satisfaction, and performance And provide specific, concrete actions, programs, approaches you would use to put these theories into practice (The Yukl text has a Chapter that does that). Assume that the team has 10- 15 members with differing DiSC assessment profiles. 1500 words This is a graduate program paper. Use the texts and course readings to analyze the issues in the paper. Use two peer reviewed journal articles in your discussion. There is a list of suggest journals in a posting under the Announcement section. Another approach is to look at the journals used as references for...
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...Motivation Plan LDR/531 June 15, 2015 Mr. Jorge Pedroza Motivation Plan This paper is my Motivation plan that may be applied to my mentor's department at the organization where she works. It will show how it would increase my Learning Team members' motivation, satisfaction, and performance based on their personal profiles from the 360 Reach Assessment tool, as if they were employees of that department. I will also analyze specific differences in attitudes, emotions, personalities, and values among my Learning Team members. I also plan address how each difference might be used to positively influence behavior. Motivation is important as it drives us, according to (Robbins & Judge, p. 202), “motivation is defined as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal”. Without motivation there is no direct meaning for doing a specific job or meeting goals. Every individual at some point have seen how to achieve motivation or know of someone who promotes it. I and my team members did an assessment of ourselves and I realized that I actually had the chance to see what kind of team members I had been working with over the last five weeks. Although, it is obvious by the work they produce week-to-week, I could also tell who is the leader type, the take-over type, the lazy person, the slacker, the outgoing, and many more other attributes or strengths. The differences in attitudes with my team members did...
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...Professional Development Plan Jeri Schmidt LDR 531 2 November 2015 Donald Frey Professional Development Plan As a manager of a team, we will be faced with different personalities, capabilities, and motivation. As a manager, it will be our job to observe our team and make a plan to achieve goals based on our team’s characteristics, abilities, and motivation. We will need to assess our team member’s skills, strengths, and weakness to help them reach their career goals. The following is a professional development plan to help our team reach career advancement and goals. This action plan will help team members improve their overall skills, strengths, weaknesses, and job performance. The PDP is designed as a plan of action to helps team members exceed their standards while achieving their goals. Assessment and Evaluation Kimishia Dabney The Assessor. Ms. Dabney scored cautious interactive on her DISC assessment. The cautious side of Ms. Dabney represents her persistent and analytical way of thinking. Ms. Dabney is very detailed oriented and more focused on content rather than style. Ms. Dabney is a thinker and enjoys making processes better. Ms. Dabney requires additional time to ensure her work is completed completely. Ms. Dabney has very high expectations for herself and those who work with her. Ms. Dabney cannot be rushed when making decisions. She must compare, analyze, and calculate, before making a decision. Ms. Dabney is a very friendly person and enjoys being...
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...Creating a Plan for Positive Influence LDR 531 January 10, 2011 Creating a Plan for Positive Influence In the 21st Century, America has shifted from individual using his or her skills to combining different employees to a group to get more work production. This is a fairly new process to many human resource departments in the United States. Companies and organizations are continuingly seeking multiple ways to increase a team motivation, satisfaction, and performance. The difficult segment of the process is dealing with human different behaviors, such as personalities, emotions, attitudes, and values. This paper will outline a positive plan that businesses will be able to implement to increase their teams production and happiness. Motivation Team motivation is one the most important elements that could help teams succeed. Industrial psychologist Fredrick Herzberg discovered during his motivational theory research that true motivators are achievement, recognition, responsibility, and advancement. To increase motivation within a team setting, these areas are required to be addressed: 1. Achievement- Ensure that each member sees his or her value of their work and contributions that help benefit the company. Allow the feedback from the clients or customer be known to the team for exceptional performance or service 2. Recognition- Managers should take time out of work schedule to congratulate and praise employees to for jobs well done. 3. Responsibility- Create...
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...A Plan for Positive Influence James Andrews LDR/531 August 22, 2012 Alfredia Martin A Plan for Positive Influence This papers strategy is to creating a plan for positive influence and what it will take to apply the plan for the team in a business setting. A plan will be showed that would increase the team’s motivation, satisfaction, and performance. To evaluate how attitudes and emotions influence behaviors, this discussion will discuss attitudes and job satisfaction. The discussion will start by describing what attitudes are and how to effectively deal with attitudes. Attitudes An attitude is described as the way that a person or thing feels about another person or thing, whether it is in a positive or negative way. According to University of Phoenix, Leadership in Organizations; “attitudes are evaluative statements, either favorable or unfavorable, concerning objects, people, or events.” It determines how employee feels about either a person or thing. (University of Phoenix, 2008) Attitudes can be very complicated when an individual displays how he or she is feeling. An employee can ask someone how he or she feels about another employee, place or thing and, the individual will gladly give a response, but when one go farther and ask why he or she feels that way. Then it will go deeper in depth-on answering why the employee feels that way. This occurs when attitudes become more complicated but at the same time can team to effectively understanding each other...
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...Motivation Plan LDR/531 Motivation Plan Motivation is an important part to any organization. Motivation will drive the purpose of a department and help with customer satisfaction, help a business to be profitable and keep employees happy and satisfied. In a transportation organization there are many gears that need to be well greased in order to keep the wheels turning. For the departments or divisions to remain intact employees must be well trained in daily tasks and be motivated to keep moving forward. Customer service, driver retention, low truck idling to save fuel, and best practices are an important key to keep a trucking company in business. However it all depends on the internal employee’s performances and how the company’s leaders intend it to do so. The 651 division of NFI in Waxahachie, TX provides logistical solutions for General Motors and the Ford Motor Company. This division has a team of 5 members and one project manager. This group monitors 180 truck drivers daily that picks up runs from the East Coast to the Midwest and does daily shuttle runs from supplier to automotive plants. The organizational requirements are low fuel cost, low payroll additions, practical routes, low driver turn-over rates, on-time preventative maintenance on trucks and trailers, and no negative safety impacts. All loads must be delivered in real time with no negative impact to the customers. It is imperative that there be motivational plan in...
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...Implementing a Leadership Change LDR/531 January 31, 2011 Options for Implementing Change In 1996, Gene One entered the biotech industry with groundbreaking gene technology that eliminated disease in tomatoes and potatoes. As a result, farmers no longer needed to use pesticides when growing these plants and consumers were pleased to buy homegrown products untainted by chemicals. Gene One grew from $2 million to a $400 million company in eight years (University of Phoenix, 2011). Gene One’s success also brought with it an increase of stock indices on Wall Street indicative of an augmented interest in the biotechnology field. Leadership changes at the Food and Drug administration increased confidence in investors in the biotechnology field. Don Ruiz and board members believed a 40 percent annual growth target would keep them competitive. Don Ruiz believed the way to acquire additional funding to maximize growth and remain successful would be an initial public offering (IPO) within three years. Upper management and board members varied leadership styles prove to be challenging when considering a replacement for the chief executive officer (CEO) Don Ruiz. Some members of Gene One management team was not in agreement with an initial public offering, expressed reservations. Some members of management expressed concern of managers being deficient in their leadership skills, experience to handle the next level, and suggested terminating these managers...
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...Creating a Plan R. Butler LDR/531 March 11, 2013 Robert Sell Creating a Plan The objective is to create a plan for positive influence may be applied to any type of a business plan or setting that will increase a team or group’s motivation, performance, and satisfaction with the organization. The plan will be centered on specific attitudes, emotions, personalities, and values that members of the team or group can collaborate with each other on how the differences influences each member’s behavior in a business setting. A business setting has three essential factors that a group or team need to increase productivity in a business environment. The leader in the team setting has must make certain steps that will inspire members or the team or group to become motivated to complete the task. One difficult part of the process is able to deal with different human behavior personalities, values, emotions, and attitudes. Motivation is important to the team or groups, the element that will help the group to succeed. Achievement, recognition, responsibility and advancement and establishing a strong relationship with each member will also help to increase motivation. Satisfaction and performance contributes to the teams or groups satisfaction in the organization that includes perks. By increasing the team’s satisfaction such as flexibility, rewards, and fulfillment and working environment it will also increase the performance of the team. Employees’ determine that they are satisfied if...
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...Creating a Plan for Positive Influence University of Phoenix LDR 531 November 22, 2010 Creating a Plan for Positive Influence The Learning Team has been assigned a large project. A plan will be created that may be applied in a business setting and would increase the team’s motivation, satisfaction, and performance. Specific differences in attitudes, emotions, personalities, and values will be addressed in collaboration. How each difference influences behavior will be discussed. How these differences will be effectively implemented in the plan to positively influence the team will be discussed. All team environments can be challenging. In order for the team to work together, the team must realize one another’s personalities. Every team member must be aware of his or her own personality and how he or she will work into the team. The personality characteristics must be understood as in relation to the other team member’s personalities. Learning one’s own personality will enable the team to not only learn about themselves but better work with other team personalities. Motivation, Satisfaction, and Performance In order to increase the team’s motivation, satisfaction, and performance one must maintain a well-balanced order. A brainstorm activity with the team to discover one another’s characteristic traits from a creative forum would be a starting point. By learning one another’s creative side one can gain the insight into what the individual really has a passion...
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...Creating a Plan for Positive Influence Amanda Geiger LDR/531 August 29, 2011 Donna Samuels A positive influence in the workplace helps maintain a team’s motivation, satisfaction, and performance. Leaders in the workplace must ensure employees are properly inspired to complete the task at hand. This paper will show the importance and capacity motivation, satisfaction, and performance has on a team. Motivation Employee motivation increases employee satisfaction. Various ways managers and leaders can motivate employees are job security benefits, recognition of hard work, compensation, paid time off, and a safe work environment (Heathfield, para. 8). Different forms of motivation work for different people because everyone has separate interests so managers must keep this in mind when motivating teams to achieve the tasks or goal. Any team thrives on motivation and only good communication can foster motivation. According to (Robbins & Judge, 2011), “Communication fosters motivation by clarifying to employees what they must do, how well they are doing, and how to improve performance if it is subpar.” Motivation creates satisfaction and enhanced performance for employees and the team. Satisfaction A satisfied employee tends to perform better and brings more productivity to the team because a satisfied employee creates a good work environment. Employee satisfaction is defined as the individual employee’s general attitude toward the job (HumanResources...
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...Creating a Plan for Positive Influence LDR/531 December 14, 2012 Creating a Plan for Positive Influence The objective of this paper is to create a plan for positive influence that may be applied in a business setting and that would increase a group or team’s motivation, satisfaction, and performance. The topics of discussion will concentrate on specific attitudes, emotions, personalities, and values that the members of the team will collaborate with, and address how each difference influences behavior within the business setting. In a business setting there are three essential factors that team members need so that they increase productivity and a constructive business environment. Additionally, the leader in the team setting must make certain that the members are inspired to complete the task by motivation. Next the norms must be set so that the team understands what is acceptable and what will not be, and agreed upon by each member. The agreement on the acceptable standards will influence the members’ behavior with the least amount of external controls. According to (Robbins & Judge, 2011, pg. 285-286), “norms are acceptable standards of behavior within a group that are shared by the group’s members.” Motivation The three key elements of motivation are direction, intensity, and persistence. Intensity describes the passion a person has about the designated task; this is the element most individuals focus on when thinking about motivation. However, the intensity...
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...Motivation Plan Trene’ Forbes LDR/531 June 13, 2016 Professor Stephen MersereauMotivation is essential in any workplace environment. Most teams could complete tasks assigned to them without any hesitation because of that inward “motivation”, which is dedicated to them from their leaders and managers. Looking at each DISC assessment from my fellow team members, motivation for each individual alongside the assessment chart differs. Each team member is motivated by different qualities and traits of the working environment. Tapping into motivational aspects could bring about success to each individual within the organization, which will create job satisfaction with their accomplishments and performance. The main ingredient to motivation is having the ability to find what pushes each individual to perform at their best. We are currently using a DISC assessment, which was constructed to give people a thorough look into their behavior as it relates to their work ethics. Most of the behavioral styles repeatedly help to lead employees through their everyday routines. In my group learning team D, the member’s styles consisted of several common styles. A few are considered doers while the others are assessors. Our group has various motivational components that is considered being their method for success. Utilizing these components accurately will allow each team member to bring about productivity and success when properly used. Team members that are producers perform at their best...
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