...CONFIDENCE IN LEADERSHIP THROUGH TRUST AND RESPECT Northcentral University The problem to be investigated is that in today’s business world, is there a need to use many different leadership styles in order to gain the trustworthiness and ethical stewardship required to be a leader in today’s diversified organization? According to Lussier and Achua (2004, p. 5), leadership is ‘‘the process of influencing leaders and followers to achieve organizational objectives through change.” Would it not stand to reason that in order to influence others, they must and should have to use different styles of leadership in order to achieve the ultimate goal- success of the organization? A leader who is flexible in their leadership styles and can just to the member personalities without injecting their own bias can prove to be an important asset to the organization. Transparency of characteristics of leadership, values, beliefs, religious views, and morals combine together make for a uniquely well-rounded strong and versatile leader that most people prefer to work with. The art of influencing others to get the desired results is no easy task. This task is a continuous effort of leadership behavior, consideration of others, commitment, and positive feedback. It takes a combination of leadership, trustworthiness and ethical stewardship in order to achieve success. The organization will have to do this without compromising their ethical values and beliefs. In today’s business...
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...The Toxic Workplace Organizational Behaviour Purpose: The purpose of this paper is to examine the inter-relationship of incivility and toxicity, how bullies are able to become toxic managers, and how they are allowed to develop in a toxic organization. We also analyze the development of organizational pain and how toxin handlers deal it with. Finally, we hope to assess if there is any validity to claims that ‘Generation Z’ is responsible for the recent prevalence of workplace toxicity. What is a toxic workplace? Overview of Toxicity: “Violence, aggression, bullying, tyranny, harassment, deviance, and injustice …” (Cortina 2001), the ‘magnificent seven’ anti-socialites comprising Workplace Toxicity. A relatively new field of study, the idea of workplace toxicity develops from the impact of bullying, and the emotional consequences it has on the organization. There has been surging interest over the past two decades on the cause and effect of bullying in the workplace (Rayner, 2002); and an ever-growing number of studies, since Leymann in 1990, would suggest that interest in this field may be attributed to the increase of disgruntled employees and employee violence which became prevalent in 1986 (the USPS incident in Edmond, Oklahoma). “There are three inevitable results of toxic workplaces: Poor Performance, Severe Health Issues, and the Loss of Talented Employees. “(Amy Scholten) A toxic workplace can be essentially summed up as any organization...
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...Abstract The intent of this paper is to create a leadership plan for an organization currently facing changes on many facets. The owner of Innovation Inc., Garret Salmon, is hoping to bring his daughter, Joan Salmon, in as his successor in the role of CEO of his company. This paper will outline what the new leader, his daughter, must do to facilitate change, establish trust, develop relationships and create an innovative and ethical plan to ensure success in a constantly changing world. Through prioritizing goals and creating a leadership plan, both father and daughter will be able to set goals for themselves in order to develop a new and more innovative vision. This paper will also explore the relationship between Innovation Inc. and other businesses in their location of Kent, Washington, and will also examine the pressures of “going green” the company is experiencing from the public. Leadership Plan of Innovation Inc. Historically, successful leaders have demonstrated similar qualities. It is these qualities upon which good leaders rely for their success. Whether they were loved, hated, admired, revered or forgotten, successful leaders achieved success and passed down their legacy through values, morals, beliefs, lessons, stories and even through their succeeding generations. One of the more common and preferred method of turning over the reins of leadership is through inheritance. What it takes to be a leader is constantly evolving and has been for millennia...
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...Leadership is essential to the success of every organization. Organizations “seek those with leadership ability because they believe they bring special assets to their organizations, and ultimately, improve the bottom line.” (Northouse, 2012, p. 1) Arguably, there is no place where leadership is more important than in educational institutions. Principals have been and will continue to be the primary leaders in K-12 schools well into the 21st century. Their thoughts, behaviors, actions, and decisions effect school culture, staff and student achievement, and overall school accomplishment. They practice a variety of leadership styles, including transformational, transactional, democratic, autocratic, laissez-faire, and situational leadership....
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...emanating from environmental degradation is the arsenic contamination of ground water. The main industrial areas of Bangladesh are at Dhaka, Chittagong, Khulna, and Bogra districts. The mostly contributing industries for water pollution are pulp and paper, pharmaceuticals, metal processing, food industry, fertilizer, pesticides, dyeing and painting, textile, tannery etc. Everyday approximately 700 tanneries of Dhaka city are discharging about 16,000 cubic meters of toxic wastes. The Department of Environment (DOE) has listed 1,176 factories that cause pollution throughout the country. Water pollution percentage of most five industrial sectors of Bangladesh in the year 2001 is shown below: **Water Pollution Percentage of most Five Industrial Sectors of Bangladesh in the Year 2001 Source: Research Work by Islam Faisal on “Industrial Pollution in Bangladesh” in the year 2002. The indiscriminate discharge of solid waste, domestic and hospital sewage are the major source of water pollution in Bangladesh. About 4,000 to 4,500 tons of solid wastes are generated daily and only half of the generated wastes are disposed of in low lying areas or into river water. More than 500 hospitals and clinics of Dhaka city generate and release hazardous and toxic wastes without any treatment. Besides, most of the water in Bangladesh contains arsenic which is poisonous to health. Since the water comes from the underground pipeline,...
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...The Sparkles Series Harley Davidson Organisation-led Integrated Marketing Angus Jenkinson Professor of Integrated Marketing Luton Business School angus.jenkinson@luton.ac.uk Branko Sain Research Fellow Luton Business School branko.sain@luton.ac.uk The Centre for Integrated Marketing has been funded by industry to research best practice and develop intellectual and other tools on behalf of leading marketers and their agencies. Anyone literate in Marketing is likely to respect the marketing achievement of Harley-Davidson in its marketing transformation from a no-hoper to one of the great brands of the Western world: an achievement that began not with agencies but with employees. $100 invested in Harley stock in 1986 was worth slightly more than $7,000 by the end of 1998 and the company continues to succeed. This was achieved by a revolution across the organisation centred everyone on re-invigorating the brand and its promise of value. Creating value is the name of the game The Harley Davidson transformation began with a company that was suffering. In the 10 years to 1983, Harley’s market share of the 850 CC plus motorcycle category had dropped from 80% to 23%. The company was haemorrhaging cash and profits. Staff were demoralised. The culture and environment was toxic. The first phase of the transformation involved rationalisation and tough command and control management. This was phase 1 management. It was not enough however to create success: for this positivity...
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...and Leadership Performance in Corporate Kenya Background to the study Effective leadership is about striving to be significant and seeking to create the greatest impact and influence as a contribution to an organization’s success (Jensen, 2012); hence, the need to identify and define what effective leadership is. Mechanical knowledge, outstanding performance, and reputable practices no longer suffice as the only benchmark of effective leadership. The paradigm has shifted to a position where effective leaders are noticed by how they inspire and motivate others, are able to promote a conducive work environment, understand and manage emotions, build ties, communications, and influence so that the followers are affected positively (Nath, 2013). It is outstanding in an organization and will always be remembered and admired because of its own exceptional style and approach in supporting innovation and initiative and enhancing an organizational culture that promotes integration and collaboration at the workplace; it creates an environment where employees feel secure, and embraces two-way communication and promotes active listening (Llopis, 2013). This kind of leadership is about observing the dynamics around the organization and surmounting them by constantly looking for ways to challenge the status quo and identifying the way out of those challenges (Jensen, 2012; Llopis, 2013). Human influences and effects of emotions at workplaces cannot be ignored in any given leadership situation...
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...successfully is even more difficult. Various aspects need to be taken under consideration when an organization is working towards the same purpose and goal. Clearly, intention alone will not assure that the work is done, is done accurately to the expectations of others, and leads to reaching the desired goal. Many factors such as cultural, gender, different ideas and conceptions, and even one’s age can interfere with this process. Motivation and the right kind of leadership are enormously important in determining how the turnover of an organization will turn out and if an organization is functioning properly and successfully. Without the right kind of motivation, most likely, less will be accomplished and employees are more prone to making mistakes. Without the right kind of leadership, problems will get out of hand and frustration will most likely develop. How unproductive an organization is can be seen in the given scenario. JC’s Casino is an organization with various problems. Therefore, the author of this paper will describe the problems occurring at JC’s Casino while offering two or more work motivation theories to help with employee recruitment and retention at JC’s Casino. Additional occupational stressors that negatively influence the recruitment and retention will be also mentioned. In addition, the role of job satisfaction and its influence on retention at the casino will be addressed while providing recommendations for improving job satisfaction and retention....
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...Corporate Integrity Yiyang Zheng BUSA 552 Dr. Kerlin May 7th, 2015 INTRODUCTION This paper will review the ethical business practices of Duke Energy in the light of the recent Coal-Ash spill. It will review ethical principles, business considerations, stakeholder impact, and the company’s internal policies related to preventing environmental damage. The thesis of this research essay is that Duke Energy did not only suffer financial loss due to being made to pay a fine for environmental damage, but also the company’s actions negatively affected its reputation and share price. Therefore, companies should carry out ethical practices and risk assessments to best serve the needs of all stakeholders. BACKGROUND INFORMATION In February, 2014, Duke Energy released a high amount of coal ash into the Dan River, Rockingham County, N.C., which violates the Clean Water Act (CWA) (1972). The CWA is a waste-water and pollution reduction programs, setting guidelines and regulatory standards for different industries (EPA). Specifically, The CWA of 1972, amended in 2002, states that “it is the national policy that the discharge of toxic pollutants in toxic amounts be prohibited” (Clean Water Act, SEC. 101.3). Duke Energy was found guilty on nine misdemeanor violations (Smith) and was ordered to pay compensation. As a result, Duke Energy’s leadership agreed to pay $102.2 million for the damages caused, and the CEO confirmed that the company took responsibility...
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...A White Paper from the Society for Human Resource Management BULLIES IN THE WORKPLACE: A FOCUS ON THE “ABUSIVE DISRESPECT” OF EMPLOYEES By Teresa A. Daniel “Bullying is the sexual harassment of 20 years ago; everybody knows about it, but nobody wants to admit it”. —Lewis Maltby (Russell, 2001) The purpose of this paper is to review the current research and literature about workplace bullying, to provide information about how organizations can learn to more quickly identify bullies and to suggest ways of dealing with these toxic people so that the corporate culture is not negatively impacted by their behavior. Overview To be successful, organizations must create an atmosphere that inspires both innovation and risk-taking. In an increasingly competitive global economy, such innovation is more important than ever before (Hamel, 2000). However, not only does workplace bullying stifle productivity and innovative practices, but bullies often target the organization’s most talented employees—those individuals who are generally the most threatening to bullies (McCord & Richardson, 2001). As a result, the creativity and productivity of the organization’s most talented human capital is often negatively affected by this type of behavior at work or, worse yet, good employees are driven out of the company altogether. Bullies are often hard to identify because they operate “under cover”—that is, on the surface they appear to be civil and cooperative, while they do ...
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...Environmental Scan Paper MGT 498 Environmental Scan All businesses regardless of their particular industry will be faced with the challenges of dealing with different environments. A couple of companies that will be discussed throughout this paper are Apple, Inc. (Apple) and Dell, Inc. (Dell). Both are successful technological companies. Operating in the technology field they pay a great deal of attention to technological factors and trends in the industry. Their internal and external environments can be scanned and evaluated using the PESTEL tool and Porter’s value chain. Using the PESTEL tool will help them identify opportunities and threats that they might encounter. Using the Porter value chain will help them identify and separate strengths and weaknesses each has. According to Apple they are a worldwide company that produces consumer electronics, computer software, and commercial servers. Apple’s main product lines include the iPad, iPhones, iPod music player, and the Macintosh computer. In April 1976 Apple’s founders Steve Jobs and Steve Wozniak produced the first Apple Computer with their introduction of the Apple I. They incorporated their company in January 1977 in California and have been in business for over 30 years. Apple has had an up and down track record over that time period but also several proven successful products and brands. They also have demonstrated continual innovation despite some down turns and rough times. The death of Steve Jobs in 2011...
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...Monitoring Melissa Stevens NUR/598 Patricia Dehof April 47, 2015 Monitoring When using research methods to monitor solution implementation there is one that is commonly used in incivility research. In general, “the operational method” is commonly used to measure exposure to workplace bullying through surveys: participants indicate how frequently they are exposed to different bullying behaviors or negative acts that neither refer to the concept of bullying nor ask for bullying recognition (Giorgi, 2012). Having the ability to use different operations on one conceptual variable gives a researcher the ability to key in on the conceptual variable of interest. Using conceptual and measured variables will show the relationship between the two variables. Measured variables can be divided into two types: nominal and quantitative variables. A nominal variable is used to name a particular characteristic i.e. if a person is a male or a female. Quantitative variables use numbers to show how a person has a distinguishing effect. In the operational method two measurement scales are used, the first is the interval scale where there are equal distances between scores on a measure that are comparable to the changes in the conceptual model. Interval scales have a true zero point. A ratio scale allows for the division and multiplication of values. In an ordinal scale, numbers represent if there is more or less of a conceptual variable but, there is not an exact indication of the interval...
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... TERM PAPER Leadership for Diversity Management in Multinational Organizations Spring 2008 Introduction The objective of this paper is to emphasize the role of a leader in solving issues related to diversity management that challenge multinational organizations in the era of globalization. Shehata (2004) defines globalization as an increasing interconnectedness that involves “deepened and accelerated movement of information, capital, and people across the planet” (para. 6). The globalization process has been occurring for a number of centuries but its unprecedented growth in the twenty first century is altering the global economy and causing tremendous changes in the management and conduct of business and organizations. Globalization requires multinational organizations to eliminate borders and barriers of trade between nations resulting in a shift in traditional patterns of investment, production, distribution and trade. Due to elimination of geographical boundaries, multinational organizations face some unique cross-cultural people management challenges that can be addressed by effective diversity management initiatives. In this paper, I will present solutions to such unique issues from a hypothetical leader’s perspective. In the first section of the paper, I will explain the concept of diversity management through a thorough literature review, and propose an effective leadership style that can help to reinforce the...
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...CURRICULUM VITAE 1. NAME: Professor Emmanuel Egwu Oti (MFS) 2. MAILING ADDRESS: Department of Fisheries and Aquaculture P.M.B.053, Abakaliki, Ebonyi State. RESIDENTIAL ADDRESS: No 9 Umuoji Street Abakaliki, Ebonyi State. 3. E-Mail ADDRESS: otiegwuemmanuel@yahoo.com 4. DATE OF BIRTH: 24th January 1962 5. LOCAL GOVT. AREA: Afikpo North 6. STATE OF ORIGIN: Ebonyi state 7. NATIONALITY: Nigeria 8. MARITAL STATUS: Married 9. LIST OF DEPENDANTS: (i) Emmanuella Chinyere Oti (wife) (ii) Sandra Ijeoma Egwu-Oti(daughter) (iii) Juliet Chinenye Egwu-Oti (daughter) (iv) Genevieve Chiamaka Egwu-Oti (daughter) (v) Treasure Ifeoma Egwu-Oti (daughter) (vi) Bob-Manuel Chidiebere Egwu-Oti (son) 10. POSOTION AND SALARY SCALE: Professor / UASS 78 11. EDUCATIONAL BACKGROUND: DURATION (i) Ngodo/Amachi Primary School Afikpo. 1970-1975 (ii) Government Secondary School Afikpo. 1975-1980 (iii) Alvan lkoku College of Education, Owerri. 1980-1983 (iv) University of Jos, Jos Nigeria. ...
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...A Naï Sahib in India ve Weiting Xu A Naï Sahib in India ve Student Name: Weiting Xu Student ID: 212242624 Course Director: Indira Somwaru Course Name: Applied Cross Cultural Management Course Code: INTL 3350 [A] Date: Wednesday, October 8th, 2014 Page 0 of 12 Image Credits: http://www.almrsal.com/post/122253/detroit-resources A Naï Sahib in India ve Weiting Xu INTRODUCTION Dear Executive Board of Aspen Automative, In the report enclosed, I have gone through an exhaustive review of the new acquisition between Aspen Automative (Aspen) and Bindi Break Company (Bindi) involving Managing Director, Brian Moseley, and Bindi‟s management team. Mr. Moseley is an intelligent individual with post-secondary degrees from top universities and previous international management experience. The decision made by the executive board to send Mr. Moseley to India to increase efficiency and profitability of Bindi was not a mistake but in fact a cultural misunderstandings concern. Throughout the report, I will utilize the information you have given me to provide an objective analysis on each situation and how to resolve the check-mate both parties are currently at. Furthermore, I will provide recommendations on how to proceed further along with general advice for future dealings internationally. Should you have any questions or concerns, feel free to contact me. Best Regards, W.Xu Weiting Xu Cultural Consultant, InterContinental Inc. Page 1...
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