...LEARNING TEAM CHARTER |Course Title |Management MGT/521 | |All team members participated in the creation of | | | | |this charter and agree with its contents (Please | | | | |check) | |Instructor |Dianne Fecteau | | | |Course Dates | 16 February 2010-29 March 2010 | | | | | | | | | | | Team Members/Personal Information |Name | |Phone | |Fax | |Email | |Christine Bryant | | | | | cbryant891@email.phoenix.edu | |Lakeshia Jenkins | | | | |lakeshiajenkins1977@email.phoenix.edu | |Cindy Ray | | | ...
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...Running head: FINDING THE LEADER IN YOU1 Finding the Leader in You: Self-Assessment Jasmine N. Nance Business and Organizational Behavior Dr. Laura Poluka April 28, 2014 Finding the Leader In You: Self-Assessment I am a flexible and experienced health care worker with excellent organization skills and detail-oriented. I am a good communicator with proven inter personal skills and am used to working in a team while also being capable of using my own initiative. I am skilled In dealing with problems in a resourceful manner and negotiating to achieve beneficial agreement. I am ambitious, loyal and always enthusiastic to learn and undertake new challenges. As part of week one assignment I was required to complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference and “Which Culture Fits You?” The first assessment I took was A Twenty-First-Century Manager. This assessment offers a self-described profile of my management foundation. I was to rate myself on characteristics such as resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, self-objectivity, introspection and entrepreneurism. The results of the assessment indicated that my PMF score was 9.5. According to the interpretation, there are not too many perfect 10s but I take pride...
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...Finding the Leader In You: Self-Assessment Sharonda Jackson Dr. Edwin Quinn Jr. July 17, 2013 Self assessment is the process of knowing oneself in detail, like what you are fond of and what you do not like. In certain situations what are your reaction and how you tackle the difficult and stressed situations etc. All these things help in the improvement of one’s personality and greatly help him to select the right occupation which is most suitable for him (“Self-Assessment Resources,” n.d.). Not only that, these things also helps to better understand the organizational behavior and then you can change yourself according to the environment. In most of the countries, being a manger is highly respected and people see themselves as future managers. But that’s not sufficient people have to develop certain skills that are actually present in managers. Some people have a natural talent to be a manager while others have to develop it (Goyal, 2012). Same is the case with me. My score shows that there is need to develop and further flourish my managerial skills and competencies. Only after that I can become an effective leader. Before applying to any managerial sort of job I should improve my skills so that I can fit there easily. Some business sort of career would be suitable for me if I developed and improve my competencies. There are some situations when decisions have to be made just on some intuitions whether in one’s personal life or in professional. Intuition is totally...
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...Self-Assessment Score Sheet Assessment: A Twenty-First-Century Manager | Exemplary character – Tina Can use work on some areas. | Interpretation: As a person put in a position to be held responsible. I have all the qualification and the ability to handle myself in accordance with company policy. Years of experience and trials and tribulation has taught me well. I have the characteristics listed in the assessment and lack self-confidence due to past bad experience; but I will overcome and prevail.----------------------------------------------------------------------------------------------------------------------- | Assessment: “TT” Leadership Style Assessment | | | Interpretation:Transformational leadership occurs when leaders broaden and elevate followers’ interests and stir followers to look beyond their own interests to the good of others. Transactional leadership involves leader-follower exchanges necessary for achieving routine performance agreed upon between leader and followers. Enthusiastic about their work or cause and also about their role as leaderBeing a transformational leader the charisma I have and the inspiration of doing it getting the job done is foremost the objective and seeming that all things stimulate me and I use the environment to stimulate others is a plus. In all these characteristics – I always consider other emotional, social and physical standing in the company. Transactional leadership in me is that I do well but I always feel...
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...Organizational Behavior Analysis Paper: Part I Saaid Ahmed Metropolitan State University Introduction This paper will help demonstrate my personal conflicts through a series of analytical self-assessments. My personal reports will focus on six different self-assessments, each with an evaluation of feedback, giving me a look closer into my results. I will give examples of my scores with personal conflicts I’ve dealt with. Based from personal conflicted experiences and my personal background, I will use the remaining portion of my report to discuss the importance of acknowledging self-conflicts, self-personality, and self-awareness. Assessments To begin, I have partaken in several assessments to help me where I fit among those found with my studies, ranging from men between the ages of 18-65. Its ranks brought insight to where I feel I belonged. The first self-assessment I took focused on five categories of personality, the next one, a Keirsey Temperament Sorter, followed by evaluating my score of self-monitor, ending with decision making, emotional intelligence and finally communication under stress. . The Big Five Personality Dimensions are: Extraversion, Agreeableness, Conscientiousness, Emotional stability, and Openness to experience. Beginning with the results of extraversion, I scored a 59. I wasn’t too surprised to see that score. The feedback mentioned high levels on cheerfulness and friendliness, but low on assertiveness and activity level. .Following extraversion...
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...planning, and definitely professional development. A leader has to know how to analyze and understand his or her own leadership style to be able to deal with diversity and how to influence decision making. In this paper I am going to analyze and talk about my leadership style. My personality characteristics I was required to take a Self-Assessment test which is attached to this paper as appendix 1. The test shows that my personality is focused on a future leader but I still have to improve a lot of areas if I want to one day become a leader/manager. My skills and foundation are strong but I need to work on my self-confidence and learn how to schedule my day, from beginning to end, making better use of my time. I have a good balance between the “Transformational” and “Transactional” leader which is good because a good leader should have a good balance between both. Since my self-confidence is not very high, I am uncertain of my intuitive ability, usually I second guess myself and even though I know I am right I am not totally confident on my answer. This is a skill that I need to improve and I need to further develop. Self-Assessment Review and Analyze Overall my scores were high but not high enough to show that I am prepared to be a leader. I plan on becoming a manager and knowing my skills, strengths and weaknesses. Knowing them will help me to become a good manager, where I can have the...
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...leading teams. The research on leadership models and behaviors emerged through the modernization of manufacturing and production of goods and services. Studies included the study of biographical characteristics of members, such as sex, age, education, marital status, race, religious affiliation, geographic region of birth, weight, and height are some of the data collected (Bass, 2010, p. 7). Moreover, the purpose of this essay is to give an overview of the team’s online assessment scores and how each team member’s leadership style translates into specific leadership behaviors and practices. In addition to the overview, Learning Team B will describe how each team member’s style reflects one or more leadership theories, while explaining team member’s leadership style, use of power, conflict-handling style, and team skills that potentially affect team effectiveness. Learning Team B leadership analysis is based on members’ self-assessment scores from the Pearson-Prentice Hall Self-Assessment Library...
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...Incorporated Legal Practices Self-assessment Audit Legal Profession Act 2004 (Section 2.7.22) SELF ASSESSMENT AUDIT SECTION 2.7.22 LEGAL PROFESSION ACT 2004 Page Number: [1] Version 1.0 – 201207 INTRODUCTION SECTION 2.7.22 SELF ASSESSMENT AUDIT The Legal Profession Act 2004 (“Act”) contains the key provisions governing the operation of Incorporated Legal Practices (ILPs) and is the source of the Legal Services Board’s (LSB) powers to undertake audits and investigations in respect of ILPs, their legal practitioner directors and executive officers. The LSB has the role of regulating ILPs to ensure compliance with the Act, the Legal Profession Regulations 2005, any legal profession rules and the general law. Working with the Law Institute of Victoria (LIV), the LSB will exercise its statutory role as regulator for ILPs while the LIV will have an educative and member-services focus. Section 2.7.22 of the Act provides that the LSB may undertake an audit to ensure compliance by the ILP with the provisions of the Act. The LSB requires every corporation that engages in legal practice in Victoria to undertake an internal (or self-assessment) audit of its compliance with its obligations under Part 2.7 of the Act. Part A of this form relates to information about your practice. The purpose of this part is to assist the LSB in understanding your practice better to ensure that the corporation is complying with section 2.7.22 of the Act. The information gathered under the LSBs investigative...
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...person relaying the information will transmit it. It’s upon him or her to decide if to treat it as positive or negative feedback. The person who treats it as positive feedback has the ability to change the areas that need change without much resistance and while the person who perceives the feedback as negative will tend to bend low with a dwindled self-esteem and may end up reacting in a depressing manner. When the information being communicated is a critique, the recipient is also the determinant as to whether, the feedback will bring a change in the person or he or she will react to the information. Openness to feedback is a challenge to many people today since when one speaks about their personal experiences they fear being judged inappropriately. In the work place, workers are afraid of getting back information because they fear being perceived as weak, uncertain and deficient of confidence. Therefore, they tend to evade returning information that would result to change and that would bring about positive outcome in the organization (Reeves, D. B., 2006). Some factors that may make an individual to react negatively is lack of self-esteem and the inability to pick out their strengths and utilize the information they get about their mistakes to build more vigor on them. The moment a person incorporates a negative attitude during feedback, the intended impact is distorted. Willingness to disclose information is inherent within a person. When a person decides to give information...
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...Ethical Self-Assessment Paper Name HCS 545 Due Date Instructors Name Abstract Ethics are paramount to the healthcare management field, and the American College of Healthcare Executives has undertaken a number of initiatives to demonstrate the organization's commitment to ethics and support its members in making ethical decisions. (ACHE, 2013). This paper will examine the influence of individual ethics on decision making within the health care industry. It will discuss what the self-assessment taught me about my own ethical decision making, the effect of professional ACHE standards on my own ethical decision making, how individual ethics influence my decision making, and what strategies I can adopt to improve my ethical decision making in the future. Self-assessment Results The American College of Healthcare Executives (ACHE) offers a self-assessment in which you examine yourself enabling you to learn more about yourself. The self-assessment is not a scoring assessment and therefor requires each individual to recognize the areas in which they have strong ethics, and areas that may need improvement. Any questions answered with “always” identified an area of potential weakness where ethics could be compromised. The self-assessment enabled me to see my strengths and weaknesses so that I could identify the areas in need of improvement. ACHE Standards ACHE standards have been established to help educate healthcare professionals regarding ethical decision making....
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...Self-Assessment Score Sheet Directions: Complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference, and Which Culture Fits You?” These self-assessments are located in Week 1 of your course shell. Read the scoring narrative provided at the end each self-assessment and record your score in the appropriate area below. Then, read the interpretation narrative and write a brief interpretation of what your score means. |Assessment: A Twenty-First-Century Manager | |PMF Score: _8___ | |Interpretation: My score means I have good management skills for the most part, not perfect but as it states in the reading, there aren’t many| |that are perfect 10s. I know I can be very indecisive and I’m not really sure about addressing problems and taking advantage of | |opportunities, I seem to try to avoid addressing problems and just try to handle them on my own instead. | |Assessment: “TT” Leadership Style Assessment | |“Transformational” Leader Score: _29____ ...
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...------------------------------------------------- MGT 312 ------------------------------------------------- Self-Assessment Report Cover Sheet ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Your name (Please print)_______________________________________ ------------------------------------------------- ------------------------------------------------- Student ID #________________________ Section_________________ ------------------------------------------------- AssessmentNo. | Assessment | Completed | 1 | How satisfied are you with your present job? Answer questions on p. 57 | | 2 | What is my Big 5 personality profile 5? Answer questions on p.82 | | 3 | What is the status of my acquired needs? Answer questions on p.150 | | 4 | What rewards do I value most? Answer questions on p.201 | | 5 | What are my signature strengths? Answer questions on p.244 | | 6 | Group and Team role preferences scale. Answer questions on p. 259 | | 7 | What is your preferred conflict handling style? Answer questions on p.351 | | 8 | Corporate culture preference scale. Answer questions on p. 501 | | | | | | | | ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Please write...
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...Course - International Diploma in Compliance Assignment due date - 29th August, 2011 Industry - Banking Board Memorandum To : Board of Directors Executive Management Subject : Recommendations to promote the independence of the Compliance Function Date : 29th August, 2011 In reviewing last year regulator’ report on our bank, the bank have been imposed more than fifteen major violations from the regulators and some of the violations have got the bank into paying a huge amount of penalties. When penalties imposed the reputation of the bank will be at risk and this risk will lead the bank to financial loss. The bank has to redefine its risk measures and practices to avoid such failure in meeting regulators needs and meet all compliance requirements. Compliance Risk Our bank is conceder to be one of the leader banks nationally and internationally and in order to keep this position the bank has to manage its compliance risk strictly starting from compliance function. The very common practice which conceder to be an issue from a regulatory aspect is going through all the rules and regulations and stating we are in compliance with them and we are not 100% complied. Now it is the time for the bank to put a full stop on such kind of issues and focus on working on compliance risk by having an effective and efficient compliance function. Effective Compliance Function In April 2005 Basel Committee on Banking Supervision released a paper on...
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...Self-Assessment Score Sheet Directions: Complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference, and Which Culture Fits You?” These self-assessments are located in Week 1 of your course shell. Read the scoring narrative provided at the end each self-assessment and record your score in the appropriate area below. Then, read the interpretation narrative and write a brief interpretation of what your score means. |Assessment: A Twenty-First-Century Manager | |PMF Score: __6 1/2___ | |Interpretation: | |The interpretation of my scores means that I must work hard to grow and develop continually in my resistance to stress and the tolerance I | |have for uncertainty. For instance, everyone around me can tell when I am stressed out, at work and at home. Especially being a manager I need| |to work on not showing my stress to the point where I make everyone stressed and upset. I also need to work on my self confidence. I believe | |in myself 100%, but I need to display my personal presence...
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... Unfortunately, an honest assessment suggests that the answer is often “no.” Reading about negotiation theories is no guarantee of improvement or having more experience negotiating does not necessarily make someone a better negotiator. Instead, most of us seem to not notice the learning opportunities we are surrounded with due to lack of attention (http://lawweb.colorado.edu/profiles/pubpdfs/peppet/learning.pdf Page 1). We assess ourselves and others in our day to day activity, for example at work, under performance review. When it comes to negotiating there are many methods and instruments, but preparation is the key for effective negotiation. Successful preparation composes of three general abilities, which are self-assessment, assessment of the others and assessment of the situation(M&H: Pg 13). During class we practiced two methods of self-assessment, which are Thomas Kilmann Conflict Instrument (TKI) and Myers Briggs. The Thomas-Kilmann Conflict Instrument (TKI) assesses an individual’s behavior in conflict situations in which the concerns of two people appears to be incompatible. In conflict situation, we can describe a person’s behavior along with two basic measurements called Assertiveness and Cooperativeness. These two measurements of behaviors can be used to define five methods, which are Competing, Collaborating, Compromising, Accommodating and Avoiding (TKI Book). It’s vital to better understand our choices and results in conflict situations. We use some modes...
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