...Organizational Development and Leadership Final Essay Leadership is defined not only by its obvious characteristics, it is also a more underlying charisma that is a motivating factor for those who follow a leader on a deep personal and emotional level. The ability to lead is an enviable skill that some are born with and some acquire and fine tune through the span of a life time. Simply because a persona is a leader, does that make them a worthy manager? What really identifies a person as a leader? There is an overwhelming amount of information available on the topic of leadership. Although leadership is a learnable skill, it takes practice to continue learning and growing in one’s role. Leaders can have both a positive and negative impact on those who are following, “an implicit lesson for leaders is the value of being conscious of what influence tactics one uses and what effects are typically associated with each tactic. … Leaders should pay attention not only to the actual influence tactics they use but also to why they believe such method is called for.” (Hughes, Richard, & Curphy, 2012) The influence that a leader can have on another is that of power. It is the potential to influence the behaviors used by one person to modify the attitudes, behaviors and possibly even beliefs of another. Being a leader sometimes requires one to step up and be courageous in making decisions, “leaders face dilemmas that require choices between competing sets of values and priorities...
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...Any organizational changes of significance require management and formal leaders to do what they are paid for and that is to lead. That applies to negative, painful and traumatic changes like downsizing and layoffs, but it also applies to positive changes that affect the working lives of those in the organization. When change is imposed (as in downsizing scenarios), clearly the most important determinant of "getting through the swamp", is the ability of leadership to lead. The nature of the change is secondary to the perceptions that employees have regarding the ability, competence, and credibility of senior and middle management. The Role of Leadership In an organization where there is faith in the abilities of formal leaders, employees will look towards the leaders for a number of things. During drastic change times, employees will expect effective and sensible planning, confident and effective decision-making, and regular, complete communication that are timely. Also during these times of change, employees will perceive leadership as supportive, concerned and committed to their welfare, while at the same time recognizing that tough decisions need to be made. The best way to summarize is that there is a climate of trust between leader and the rest of the team. The existence of this trust brings hope for better times in the future, and that makes coping with drastic change much easier. In organizations characterized by poor leadership, employees expect nothing positive...
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...------------------------------------------------- Organizational and Leader Analysis Prepared for: BIP2_C200 Managing Organizations and Leading People Western Governor’s University Texas Title: MedTrust: An Organizational and Leadership Analysis Prepared by: Donna Baldinell, MBA Healthcare Leadership Student I.D.#: 000527488 Date: 12/15/2015 ------------------------------------------------- Tables of Contents 1. Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 2. The Organization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 3. Key Leadership and Practices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 4. Cultural Integration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 5. Business Strengths . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 6. Weaknesses/Limitations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 7. Organizational Opportunities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 8. Organizational Threats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11 9. Leadership Strengths . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12 10. Leadership Areas for Improvement: Weaknesses...
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...Chapter 12 - Leadership in Organizational Settings 1. Why do company boards tend to hire charismatic CEOs? I think the charismatic leader is a person who has a universal vision of the world business. And this concept is an extension of the theory of attribution. Studies on charismatic leadership have turned in their most part, to identify those behaviors that differentiate charismatic leaders of their non-charismatic. Among their findings, they propose that charismatic leaders are idealizing goals that they want to achieve. Also, they have a strong personal commitment to their goal as well as are perceived as unconventional, assertive and confident. Recent attention has been focused on trying to determine how charismatic leaders have been causing influences in their followers. The leader communicates high performance expectations and expresses the confidence that fans will achieve. This increases self-esteem and assertiveness to the follower. The leader transmits, through words and actions, a new set of values and, by their conduct, set an example of followers to imitate. The charismatic leadership may not always be necessary to achieve high levels of employee performance. It would be more appropriate when the task of the tracker had an ideological component. This could explain why, when charismatic leaders emerge, is more likely to occur in politics, religion, wartime or when a company is introducing a radically new product or facing a crisis that threatens its existence...
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...Leadership and Organizational Success Introduction Leadership has been defined as the process of describing a vision and influencing others to accomplish a mission or assignment (Borkowski, 2009). Being able to adapt and grow is an important component of good leadership because organizations are living entities in the sense that they change and grow over time. This means that leaders have to constantly match the right style of leadership to the present needs of the organization in order to guide it to the next level of development (Laureate Education, Inc., 2009). The merger of BRMC and PRMC called for a particular style of leadership in order to merge the two distinct cultures present at each organization (Buchbinder & Shanks, 2012). The following outline will explore different aspects of leadership and apply those aspects to needs arising from this merger. Distinction between leadership and management Managers • Direct the work of employees and devise systems to monitor employees’ progress toward achieving preset goals • Determine how to achieve preset goals and are responsible for achieving them • Tell employees to accomplish a particular task or objective • Handle activities through planning and budgeting • Achieve their goals by organizing and staffing • Create an organizational structure and sets of jobs for accomplishing the organization’s strategies (Borkowski, 2009, p.172) Leaders • Set direction or mission for the organization • Motivate the organization...
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...you. Influence: the capacity or power of persons or things to be a compelling force on or produce effects on the actions, behavior, opinions, etc., of others (dictionary.com). 2. What is leadership and how does it differ from management? Ans. Leadership: According to Robbins and Judge,” Leadership is defined as the ability to influence a group toward the achievement of a vision or set of goals.”(2014) the source of this influence may be formal, such as that provided by managerial rank in an organization. But not all leaders are managers, nor are all managers leaders. On the other hand, management is defined as the act or skill of controlling and making decisions about a business, department, sports team, etc.(Robbins &Judge,2014) Difference between leadership and management are: All organizations need strong leadership and strong management for optimal effectiveness. We need leaders to challenge the status quo, create visions of the future, and inspire organizational members to achieve the visions. We also need managers to formulate detailed plans, and to create efficient organizational structures, and oversee day-to-day operations. The manager administers; the leader innovates. There is little difference in manager and leader is. There is little difference in leadership and management is: The...
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...Jeffrey P.Bezos : An entrepreneur leader Jeff Bezos was born in Albuquerque, New Mexico and from an early age he showed his mechanical attitude developing intense and varied scientific interests. Considering this fact, his parents sent him to a special program for gifted children, where Jeff could develop his love for gadgets (Byers, 2006). When his family moved to Florida, he discovered his ‘great passion’, computers, so he abandoned his studies in Physics and got a degree on Computer science and Electrical engineering (Sherman, 2001). After his studies, Jeff Bezos started working for Bankers Trust, and at the age of 26 he became the youngest Vice President of the company (Byers, 2006). When he noticed in 1994 that internet usage was increasing by 2300% a year (Hämäläinen & Saarinen, 2007), he started planning his next step, which was Amazon.com. Amazon made his appearance in 1995 with 3 micro stations in Bezos’ garage (Robinson, 2009) and its activity was to sell books. Today Amazon.com is one of the most preferable internet retail platform, where customers can find DVD’s, CD’s, MP3 downloads, books and toys. According to Economist (2000), Amazon.com is the most visited internet retail platform in USA and one of the top 3 in Germany, UK, France and Japan. The impact of Amazon.com Amazon.com is today the largest electronic retail worldwide (Anon., 2012). According to J. Bezos (Wired Magazine, December, 2011), Amazon is a cultural pioneer which lives to disrupt...
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...Book Review (Individual Dynamics & Leadership) Start Something That Matters “You can earn money, achieve personal fulfilment, and make a positive impact all at the same time” * Blake Mycoskie Team Members (Group 9): Honey Garg Rahul Bhardwaj Abheevrato Roy Gaurav Jaggani Viraj Kadwadkar Kanad Chatterjee Contents 1. Introduction and summary of the book……………………...1 2. Statement of Objectives of the Study………………………...1 3. Method of Study……………………………………………….1 4. Chapter wise summary and critical analysis………………...2 5. Theoretical framework………………………………………..5 6. Relating theory to practical aspects…………………………7 7. Learning and conclusion………………………………………9 8. References………………………………………………………9 Introduction and summary of the book Start Something That Matters is an inspirational auto-biography of Blake Mycoskie, the founder of the shoe company TOMS. The book revolves around the life of Blake, his inspirations, his philosophies on life and the setting up of his various entrepreneurial start-ups, particularly TOMS. In 2006, while on a vacation in Argentina he came across a shoe called the Alpargata and thought it would sell well in the United States. On the same trip, he met an American woman who was running a shoe drive, to deliver shoes to poor Argentine children. He thought of starting a for-profit business to help provide shoes for these children. He came up with a solution that guaranteed...
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...Tactical Leadership and Organization Leadership utilize the same principles of leadership in order to meet the goals of mission accomplishment. I believe that organizational leadership is the basis and is achieved with the use of three basic principles. Basic leadership skills and competencies, policies and procedures and the overall organizational mission needs. Company and Battalion levels are considered organizational levels. After completion of your required leadership courses this is where you will continue to training in order to mold yourself and your soldiers into a team that will be able to support the unit’s mission no matter what it may be. The organizational mission could vary from unit level training, natural disaster assistance and go as far as combat. The first thing we as leaders need to take into effect is the organizational mission, both in peace time, tactical training and combat. This will set the tone for required training needed to be an effective leader in order to support the unit at the organizational level as well as the tactical level. I believe that Tactical Leadership is developed from previous experiences obtained through training performed at the organizational level. Everything we do as leaders is in preparation to support the organization at the unit level in peace time as well as at the tactical level during war, or tactical training. In order for this to work effectively leaders must follow set standard operating procedures...
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...Tactical Leadership versus Organizational Leadership Tactical Leadership and Organization Leadership utilize the same principles of leadership in order to meet the goals of mission accomplishment. Tactical Leadership is developed by using previous experiences to analyses and implement specific actions that need to be taken to achieve the organizations mission. Tactical Leaderships center of influence is as small as individual and as large as a battalion. Company and Battalions are organizational and thus Organizational Leadership must also be used at that level, but without Tactical Leadership that was developed earlier, failure is inevitable. Tactical Leadership can be viewed as a corner stone of Organizational Leadership. Tactical Leaderships is often influenced and shaped but Organizational Leadership due to the implementation of policies and procedures. Tactical Leadership must apply the not only the leadership principles but also human needs to those being lead. Organizational Leadership effects the organization in establishment of policies, standard operation procedures(SOPs), and organization norms. Organizational Leadership like Tactical Leadership is ever evolving, but without the defined parameters establish thru policies, SOPs, and norms. Organizational Leadership must plan in longer terms and establish systems in order to maintain the continued productivity of the Organization. Organizational Leadership center of influence spans form Company Level to Strategic...
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...Reinventing Organizational Behavior: Recommendations to Improve Communication at DSW Jessica Detwiler Keller Graduate School of Management Jessica.m.detwiler@gmail.com GM591 – Leadership and Organizational Behavior Dr. Arnold Witchel 14 April 2012 Author Note Thank you to my colleagues whom allow me to pick their brains regarding our organization. I appreciate your honest feedback and candid conversation, which has allowed me to remain objective. I hope to have put our organization in the best possible light, while still being able to make valid recommendations to improve our organizational culture. Abstract This manuscript details research performed on identifying organizational behavior problems at a specific federal facility. Topics discussed include identifying key issues and providing potential solutions to improve the effectiveness of the company. There is also a section that analyzes the root cause of the identified problem areas. Finally, there is a reflection section that details lessons learned throughout the course. Reinventing Organizational Behavior: Recommendations to Improve Communication at DSW The Desert Southwest Region (DSW) of the Western Area Power Administration (WAPA) is a federal service region that “markets hydroelectricity power to nearly 70 municipalities, cooperatives, federal and state agencies, and irrigation districts.” (About, 2012) The DSW regional office “maintains and operates more than 40 substations and 3,100 miles...
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...Leadership & Organizational Behavior An organization is simply made up of different elements (employees) with different functions (jobs) that all contribute to the whole function of the business (the company). The success of an organization is based upon how well the employees (the elements) come together to perform their functions. This paper will define Organizational Behavior, Organizational Culture, Diversity, Communication, Change Management, and Ethics, followed by a few examples of how they are applied in the work environment. Organizational Behavior is defined as “the study of humans and group behavior within an organizational settings” (BNET), Studying the behaviors of a an organization’s employee’s is vital to the success of an organization and entails regular analysis of their employees personalities, their relationships with one another, the productivity, performance, commitment, job satisfaction of their employees, and the intensity of organizational commitment and business relations. An organizations leadership influences organizational behavior, the management styles within the business and its corporate culture. The final outcomes are performance, individual satisfaction, and personal growth and development. All these elements combine to build the model or framework that the organization operates from. An example of Organizational Behavior within my current company is every six months our human resources department conducts a survey taken by every employee...
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...Introduction The Royal Dutch Shell is a Dutch Multinational oil and gas company with headquarters in Netherlands. The company has been in operation for 107 years and has averagely annual revenues of over $400 billion. In addition to this, the company has an employee base of over 87,000. My role in the company is an assistant consultant that is in charge of communications and management. Since its inception, the company has utilized a management style referred to as Taylorism. With this approach, the company has always utilized the best way principle which means that decision making is a purview of top management, each job is performed through a standard method, employees work on a function based on experience and knowledge and workers are trained a standard operational method. This management technique was introduced in the 1900s and the company has made little changes to fit into the changing market which has giving its competitors a cutting edge. The paper will analyze the company’s management approach, its efficiency in the current market and if there is need to change the approach in a bid to fit in. Problem Statement With major shifts in management approaches to incorporate among other things technology and market dynamics, is it possible for Shell to remain as a relevant company with its century long approach? This question is best answered after analyzing the company’s revenues in the past ten years relative to that of its competitors, its recent expansions,...
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...Organizational Behavior and Work M, W. 3:55 p.m. – 5:15 p.m. Hickman Hall – Room 205 Cook/Douglass Campus Faiza Abbas E-mail: faizaa@eden.rutgers.edu Cell : 401-301-0481 Office: Labor Education Center, Office 156 Office Hours: By appointment ______________________________________________________________ This is a preliminary syllabus and subject to change. COURSE OVERVIEW: Why should we study Organizational Behavior? We will explore the answer to this question throughout this semester. Briefly, the importance of Organizational Behavior lies in the fact that it helps us understand organizations. It is not just important for individuals who are trying to enter the fields of Human Resource Management or Business Administration, it is important for any individual who plans to work in an organization. Organizational behavior increases individual understanding of how people work in organizations, how they interact with the organization and with each other, and as an employee how can they improve individual satisfaction and organizational productivity. In short, Organizational Behavior studies individuals, groups, and organizational structures and how they interact with each other. This being said, it would also be pertinent to add that Organizational Behavior is a very vast subject and it would almost be impossible to cover it extensively in one semester. Therefore, the purpose of this course is to give you a basic understanding of the field and to provide you with basic...
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...Organizational Behavior & Leadership Task three: Power All organizations are systems of power and dependence. The leaders of an organization generally have most of the power while the subordinates of the organization generally have more of the dependence. This paper will discuss the five sources of power within an organization and how dependence and power within an organization are a necessary function of each other. Also in our given scenarios these sources of power will be labeled and the relationship of power and dependence will be examined. “Power refers to a capacity that A has to influence the behavior of B so that B acts in accordance with A’s wishes” (Robbins & Judge, 2011). Basically, power is getting others to do what you want. There are five sources of power that we use to achieve this and they are separated into two groups. They are formal power are personal power. Formal power gives itself to persons of high rank within an organization. People that have been with an organization for a long time or persons in positions of management often have more formal power than others in the organization. There are three types of formal power that are used by managers to get what they want from others. They are coercive, reward and legitimate power. · Coercive power – This power involves a person ability to punish others in the organization if their needs aren’t met. This involves the ability to fire, demote and strip subordinates of preferable job duties. ·...
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