...head: CASE STUDY 48 RECORDS CHECK Demonstrating Leadership: Case Study 48 Records Check Lekyla Whitaker PSL5002 Writing August 12, 2013 Abstract This paper will attempt to discuss the relationship between ethics and leadership. Many people can call themselves a leader; rather it is ethical or unethical. Normally, the view of leadership has been that the main goal of leaders is to increase production and profits through motivation and leading others. Good leadership refers not only to competence, but to ethics and transforming people as well. Every leader is responsible for influencing others to perform an action, complete a task, or behave in a specific manner. It is believed that the nurturing aspect of leaders can raise organizational cultures and employee values to high levels of ethical concern. Ethical leadership requires ethical leaders. If leaders are ethical, they can ensure that ethical practices are carried out throughout the organization. Title of Paper Certainly, leadership is not a skill that is always naturally obtained. In my opinion, most successful leaders take training and learn through life’s lessons and experiences. The dictionary defines leadership as “taking others to places they would not normally go”. However, to personalize this definition, it’s my belief that leadership is the act of taking ourselves to places we would not normally go. Leadership can also mean how well we manage our functional responsibility as a professional and does...
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...everything they can be. If someone want to be a successful leader God will intended that one to be. They also assert we have a confident to become a servant leader, not self-servant leader. A servant leader is a leader who serves rather than be servant. Also, the Blanchard & Phil Hodges focused on four “H” (heart, heads, hands, Habits) necessary to be a true servant leader. First for heart, “heart “this word is define in our soul, emotions, and passions. More clearly, the heart of a leader is the foundation of her/his life, this drives in passion for lord and make the passion for services in effect other way. In servant leadership, using our heart can affect other people because everyone have opportunity to influence the thinking and behavior of other. Second, the author describe the head of a servant leadership. The head is someone perspective and visions. The clear vision is critical to success in anything we do because it is a good idea and strategy with tactics. The vision must have a purpose, a picture of the future and values. Third, the author talking about the head contains someone’s perspective and visions. A servant leader’s perspective must have intent and must have motivation to others. A servant leader must also have a vision. This vision must have three parts. The vision must have a purpose, a picture of the future and values. To implement a...
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...guide throughout life. Values can also guide an organization and define how people interact with one another and can reveal what an organization values most. Organizational values are a starting point for any business, which can include many elements from ambition and competency to integrity and flexibility. This paper will reveal how my personal values align with an organization’s values such as Kudler Fine Foods. The results from the Williams Institute Ethics Awareness inventory will identify how these personal values would impact performance if I were a manager at Kudler Fine Foods. Personal Ethical Perspective and Style After completing the Williams Institute Ethics Awareness self-assessment, I learned that my ethical perspective is focused on character and what it is good to be, rather than what it is good to do. The assessment also revealed that I believe ethics should focus on ways to help people achieve more excellence and that I tend to look beyond individual actions and examine character. My ethical style indicates that ethics relies on the ability of individuals to make sound morale judgments and that I value qualities such as honesty, wisdom, and integrity (Williams Institute Ethics, 2006). The assessment states that I strive to be a person of wisdom and integrity, but that I need to develop in practical wisdom and sound judgment within individuals to help him or her make ethical decisions. The most interesting result of the assessment was realizing areas of frustration...
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...Management being characterized as an Art, as a Science or both can be debatable. In order to investigate the nature of management, it would be useful firstly to define it. According to Drucker, “Management is about human beings. Its task is to make people capable of joint performance, to make their strengths effective and their weaknesses irrelevant. This is what organization is all about, and this is the reason why management is the critical determining factor”. Nowadays, practically everyone works for a managed institution, large or not, for profit or not. Our living actually depends on Management. The ability we have to contribute to society, depends firstly on the way the institute we work for, is managed and furthermore on our own abilities, devotion and effort. For years now, there has been a great debate on whether management can be characterized as a science or as an art. Some of the most important authors that tried to examine if management is an art or a science are Lester et al. (1998), Watkins (1993), Bohn(1994), Calkins(1959), Schiemann and Lingle(1997), and Weick(1996). Examining the evolution of managerial discourse since 1870 would aid with the discussion on Management being an art, a science or both. According to Barley and Kunda (1992) even though serious theoretical and political differences existed, scholars have merged on a common theory of how American managerial notion has evolved. During the first stage, which terminated in the late 1800s...
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...necessity. The workforce demands each company to change and respond to new developments as they come about, whether internal or external. The changes allow the employees to adapt to these changes as they are integrated with our products (such as the training on the products in the healthcare industry). With this said, there is a need to share the mission and vision the CEO has for the company which will put us at the forefront of all those other companies providing similar cleaning solutions. The motivation is to not only ‘sell you’ but also build a confident and lasting client relationships. Competency models were used to identify variables (knowledge skills), related to the overall organizational fit and to indentify personality characteristics (motivation, attitude) consistent with the organizational vision (Cascio, 2006). We must incorporate training and mentoring programs with a job analysis and job description for the new sales (of seven highly qualified individuals) team so there will not be too many questions about the duties they are required to do. First, write a job analysis to entail the job description and job specifications that will allow these individuals a better understanding of what is...
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...established practices. To generate discussion of the current relevance of students’ understanding management history. Design/methodology/approach – A review of representative classic theorists with an eye toward matching their behavior to that of current newsmakers. This is presented in a model to insure that like areas are compared. Findings – The past is in the present. Although we may live in the day of “enlightened” “collaborative” management; there are still successful people who operate differently. Practical implications – Readers of the paper will be able to make immediate application of the model. Originality/value – Even presentation of the obvious has value. The model format is a dynamic document that others can use and improve upon. Keywords Management history, Management theory Paper type General review ˆ Plus ca change, plus c’est la meme chose. The more things change, the more they stay ¸ the same. Whatever the intended interpretation, this well-known phrase communicates the idea that the past serves as an accurate prologue and interpreter for the present as well as the future. Plutarch, centuries ago, observed: To make no mistakes is not in the power of man; but from their errors and mistakes the wise and good learn wisdom for the future. Journal of Management History Vol. 12 No. 3, 2006 pp. 278-292 q Emerald Group Publishing Limited 1751-1348 DOI 10.1108/17511340610670188 Within the context of business, it could be theorized, that the...
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...here is confidentiality and as an employee, Luke should embrace it as long as he works for ABC Company. This is an issue when Luke considers whether to disclose his company’s project information or not. If he decides to do so, he will violate his contract on the professional ethics of ABC company. Luke will not be in this dilemma if Owen is not close to him. Luke is facing an ethical dilemma where his personal value conflicts with his organizational value. To this extent, Luke has shown some signs of being partisan to other parties. However, as stated in professional ethics, Luke should only conduct himself involve with the party that he serves which is ABC Company in this case. All the plans and confidential should be reserved and carried out only through the permission of the entity’s management. The corporations have distinct cultures and beliefs that are lived and breathed by its members. Therefore, Luke should stand by the codes of conduct and show the values which ABC Company expects from him in his action and behavior. In case Luke informs Owen about what ABC Company intends to do with the land, Owen is also going to notify other people owning land in the neighborhood and they will be willing to sell their assets by all means to gain some money before suffering big capital losses. This is going to violate Luke’s professional code of conduct and against the expectation of ABC from keeping...
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...roups are defined as a collection of two or more people who work with one another regularly to achieve common goals. Groups evolve into teams when the group works actively together to achieve a common purpose for which they hold themselves collectively accountable. In turn, high-performance teams are those teams that have strong core values, have specific performance objectives, have the right mix of technical, problem-solving, decision-making, interpersonal skills, and possess creativity. This paper will explain how a group can become a high-performance team. This paper will also include the impact of demographic characteristics and culture diversities on a high-performance team. Introduction Groups are important sources for performance, creativity, and enthusiasm for organization. Becoming a high-performance team not only takes a collective workforce among the members, but a good leader. An effective group achieves high-levels of task performance, member satisfaction, and team viability. In turn, high-performance teams are those teams that have strong core values, have specific performance objectives, have the right mix of technical, problem-solving, decision-making, interpersonal skills, and possess creativity. High-Performance Teams High-performance teams start with having the members that contain skills required to succeed. In addition, the leader creates clear and precise rules for the team. Managers set the expectations of team goals and the members...
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...throughout the organization is a key metric of lean implementation. Unfortunately, the transformation landscape is littered with the remains of unsuccessful expeditions that tried shortcuts in training or focused on classroom hours without equivalent application hours that allow knowledge to be reinforced and absorbed. To avoid wasted investment, applying the newly acquired skills in a problem-solving scenario must quickly follow classroom sessions to transfer knowledge and ensure it is retained. Ideally, each training and application experience should occur with natural work teams to reinforce further team behaviors while the team acquires skills. Managers at all levels must participate in the training. Training is the only credible method for all to understand the skills required for the journey and to take the pulse of the employees' attitudes and knowledge during practical application. Figure 2 illustrates a recommended rollout of course modules; it...
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...company can be more productive, competitive, safe, and a better place to work for everyone. We want everyone to feel proud about ones contributions to the company, and feel proud you work for our company. ETHICS AND CONDUCT: The company’s reputation for ethical business practices is one of its most valued assets. This reputation was achieved and maintained through the efforts of its employees and the avoidance of any activity or interest that might reflect as unfavorable upon their own or the company’s integrity. Maintaining the highest standard of ethics in the conduct of our business is our corporate policy and has always been an integral part of our company. Values exert influence over our attitudes, and attitude influence our behavior. Values are essential to attitude formation and how we respond to people and situations, our company insists on employees to apply such values as listed below: * Courage/Integrity: The courage to act ethically and with integrity. Knowing how to make decisions and take actions accordingly, knowing right...
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...complex accident including a variety of issues ranging from environmental to economic, politics and even ethical issues. The goal of our research is to find any ethical issues since this disaster happened is closely related to ethics which is concerned with moral obligation, social responsibility and justice (Carolyn Wiley, 1997) either individual (‘bad apples’) or organizational (‘bad barrels), which should be evaluated to verify this case. Firstly, the ethical issues can largely be divided into three categories, namely (1) technical design which has had some testing flaws before the actual usage and insufficient guidelines against the negative pressure test, (2) human factors including misjudgment, errors and a failure in duty, (3) organizational system such as taking risk procedures to save time and money and refusing the advice of staff and contractors as well as slowness to react in the accident. Thus, the ethical issues in BP oil spill case relevant to the individuals or the organization will be classified in each factor mentioned above by distributing whether it belongs to the individual level or the organizational level based on our judgments along with ethical theory to support our conclusion. 2. The importance of ethics in business world It is easy...
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...“The Wisdom Paradox” (Goldberg, 2005) is a fascinating book about the biology of cognitive wisdom, including its unique costs and benefits. This book provides a thorough explanation of how people in later stages of life successfully undertake major cognitive tasks, as well as how this aptitude can be maximized. With vigorous and life-long mental activity in novel tasks learning new information, an aging person can gain wisdom and minimize clinical brain injury. Wisdom has intellectual, practical, moral, and spiritual facets. It can be defined as extensive pattern recognition of new information or situations as accurately being in some way similar to familiar information or situations, thus leading to successful problem-solving and reasoning abilities. There are many types of wisdom, including genetic, phylum wisdom, species or cultural wisdom, group wisdom, and individual wisdom. The wisdom of the phylum, which is contained in the amygdala, includes genetically-programmed, innate fears and survival mechanisms that have existed in all species for millions of years through evolution. This type of wisdom uses sensory and motor regions of the cortex, as well as subcortical regions of the brain. Cultural wisdom is expressed as language and other symbolic systems passed down through the generations for thousands of years. Language is made up of a self-organizing, complex neural network widely spread throughout various regions of the cortex that are not pre-wired. Group wisdom includes...
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...Case Study Project: Option A JC Penney’s Organizational Change Issues JC Penney’s is a historical department store that has been in business for over 100 years and has typically had a long precedence of knowing what its customers wanted and valued, until 2011 when Ron Johnson took over as CEO in order to revamp the store’s image and bring it into the 21st century (Hirsch, 2015). Johnson was the former successful Apple Store executive and strategist who was hired in hopes to entirely overhaul JC Penney’s (JCP) current strategy, moving away from tactics former CEO Mike Ullman implemented due to failing revenues and steadily decreasing stocks over a seven year period (Springer, 2013). Johnson was very ambitious and planned a major strategic transformation of JCP. He fired seasoned executives and many high level employees he deemed unwilling to accept new change and brought in a new executive/leadership team. Retail associates were evaluated under a color code system and if they were not accepting of the new policies they too were fired. This new evaluation system was viewed as very stressful by employees, however, was intended to facilitate change. This evaluation system along with mass layoffs were an attempt to force workers into a new culture (April, 2013). This was not a positive way to implement change. Johnson created a strategy for change based on his knowledge of how the Apple Stores and Target’s transformation occurred. He assumed the...
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...S T R U C T U R E IS N O T O R G A N I Z A T I O N Diagnosing and solving organizational problems means looking not merely to structural reorganization for answers but to a framework that includes structure and several related factors. R O B E R T H. W A T E R M A N , J R . , T H O M A S J. P E T E R S , A N D J U L I E N R. P H I L L I P S 14 T h e Belgian surrealist Ren~ Magritte p a i n t e d a series of pipes and titled the series Ceci n'est pas une pipe: this is n o t a pipe. The p i c t u r e of the thing is n o t the thing. In the same w a y , a s t r u c t u r e is n o t an organization. We all k n o w that, b u t like as n o t , w h e n we reorganize w h a t we do is to r e s t r u c t u r e . I n t e l l e c t u a l l y all managers and consultants k n o w t h a t m u c h m o r e goes o n in the process o f organizing t h a n the charts, b o x e s , d o t t e d lines, position descriptions, and matrices can possibly depict. But all too o f t e n we behave as t h o u g h we d i d n ' t k n o w it; if we w a n t change we change the s t r u c t u r e . Early in 1977, a general c o n c e r n with the p r o b l e m s o f organization effectiveness, and a p a r t i c u l a r c o n c e r n a b o u t the n a t u r e o f the relationship b e t w e e n s t r u c t u r e and organization, led us to assemble an internal task force to review our client w o r k . T h e natural first step was to talk extensively to consultants and client executives a r o u n d the w o r l d w...
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...Paper Introduction The five weeks of the Cultural aspects of international business course have been a truly enriching life experience for me. I must admit that I was a little skeptical about the value proposition of the course as I thought this was going to be one of those purely theoretical pro-diversity lectures with no potential for practical application. However, the fact that Professor Lane co-authored the textbook intrigued me so much (I have never had a Professor who actually wrote the textbook for the course) that I decided to give it a chance and sign-up for the course. The Cultural aspects of international business course has helped me to discover new perspectives and taught me to look at things through multiple sets of eyes which I find to be an extremely effective tool while working in different cultural environments and with people from other cultures. As I value all topics covered in this course, this paper will mainly focus on select topics and theories and their practical application at my workplace. Specifically, I will discuss how learnings about Cultural dimensions and stereotyping, the MBI model, the Organizational alignment model and Global virtual teams have re-shaped my perspective and attitude towards cultural aspects of international business and what benefits my newly acquired knowledge will bring to my team and company. Company, team and personal cultural characteristics As it was previously mentioned, this paper will discuss how the Cultural...
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