EXECUTIVE SKILLS ESSAY PAPER

Executive Skills
Executive Skills

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Executive Skills

Order Instructions:

Business Ethics and Leadership must be strongly linked together.

Analyze the main approaches to leadership as well as to business ethics, and discuss the role and importance of ethical leadership in applying different leadership approaches.

Instructions:

In practice we have differences approaches 

  • Balance approach (pros and cons)
  • Give examples and personal tach

Use assumptions and hypothesis and link theory with practice Balance analysis of Business Ethics – Leadership – Both concepts together – Practical application and evaluate effectiveness.

1. Introduction.

A. Introducing the reader what will follow definition/ brief explanation

B. Present the structure of the assignment

2. Main body.- Approach of leadership- Approach to business ethics- Role and importance- Practical Application/ evaluation of effectiveness (to show where there are effective or not)- Personal opinion/arguments for what we have compare.

3.Conclusion 

A. What we have analyze

B. What we have identified

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Write a Union organizing campaign Memo

Union organizing campaign Memo
Union organizing campaign Memo

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Union organizing campaign Memo

You have been hired by XYZ as a consultant. They are currently facing a union organizing campaign. You have been asked to write a briefing memo for senior management. Your memo must address:
a. What are the basic differences, from the employer’s viewpoint, in operating in a union-free environment vs. a unionized environment?
b. What are management representatives permitted to say and do during the campaign? What, if any, actions or statements are prohibited?
In responding, you must use three references. They should be from a scholarly journal or credible news source from within the past three years.

Union organizing campaign Memo

RUBRIC FOR WRITTEN ASSIGNMENT
Criteria 1

Exceeds Expectations 5 points

Meets Expectations 4 points

Meets Some Expectations 3 points

Does Not Meet Expectations 2 points

Not Included 0 points

Organization (maximum of 5 points)

Arranges ideas clearly and logically to support the purpose or argument; ideas flow smoothly and are effectively linked; reader can follow the line of reasoning

Arranges ideas adequately to support the purpose or argument; links between ideas are generally clear; reader can follow the line of reasoning for the most part

Arranges ideas adequately, in general, although ideas sometimes fail to make sense together; reader remains fairly clear about what writer intends

Arranges ideas illogically; ideas frequently fail to make sense together; reader cannot identify a line of reasoning and becomes frustrated or loses interest

Union organizing campaign Memo

Criteria 2

Exceeds Expectations 15 points

Meets Expectations 12 points

Meets Some Expectations9 points

Does Not Meet Expectations4 points

Not Included0 points

Content (maximum of 15 points)

Gives very specific information. Addressed all of the assignment components. Clearly illustrates critical and reflective thinking.Well thought-out response.

Contains specific information. Addressed all of the assignment components. Is relatively detailed. Shows some critical and reflective thinking. Relatively well thought-out response.

Has some specific information. Addressed many of the assignment components. Not detailed.Poorly thought-out response.

Is vague and does not address all assignment components. No evidence of having given the assignment real thought.

Union organizing campaign Memo

Criteria 3
Exceeds Expectations5 points

Meets Expectations 4 points

Meets Some Expectations 3 points

Does Not Meet Expectations 2 points

Not Included 0 points

Mechanics, references and APA

Execution is excellent. No grammar or writing errors. Reads easily. Is well organized. Includes two additional scholarly, relevant sources.

Well executed. Few grammar or writing errors. Reads easily. Is fairly well organized. Sources are either not all scholarly or not all relevant.

Execution is poor. Many grammar or writing errors. Hard to read. Poorly organized.

Falls short of the required length for the assignment. Very poorly written. Very difficult to read. No organization is evident.

Reads like a last minute effort.

Union organizing campaign Memo

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Union organizing campaign Memo

TO: XYZ Ltd Senior Management

FROM: …………………… (name) …..

DATE: January 9, 2018

SUBJECT: Union Organizing Campaign

            Unionization can present a major overhaul in an organization’s human resource management practices; hence the need to effectively delineate the likely impact a unionized environment would have on the XYZ. The Company is currently facing a union organizing campaign and this presents two possibilities: a unionized environment or a non-unionized environment depending on whether the campaign is successful. This calls for an understanding the consequences of each possibility. In this memo, the basic differences between a union-free environment and a unionized environment are discussed. In addition, a union organizing campaign is a highly sensitive undertaking and it is of great importance that XYZ management representatives are aware of what to say or do during the campaign and what actions or statements are prohibited during the period. This memo provides adequate information regarding what is expected of management representatives during the union organizing campaign.

Union organizing campaign Memo

Union-free environment vs. a unionized environment

            The main difference between operating in a union-free environment and a unionized environment is ingrained in the organization’s ability to control its human resources (Ashe-Edmunds, 2018). In a union-free environment, the organization has the freedom to manage its employees using their own terms and conditions because there is no third party involved in making human resource related decisions. In a unionized environment, employees are represented by unions, which influence management decisions regarding human resource issues including salaries, benefits, working conditions, and employee dismissal among others. When workers are represented by a union, it is likely that their wages will rise and there is bound to be greater demands on the management as the union attempts to bargain better terms and conditions for its members (Ashe-Edmunds, 2018). In this case, a non-unionized environment is desired by employers because they can determine their own wages and working conditions without interference.

            The second difference is the ability to maintain a stable working environment. Ashe-Edmunds (2018) notes that unionized members are more likely to go on strike over unmet demands compared to non-unionized members. The law allows union members to strike and this limits employers’ power over their staff. It also brings negative publicity for an organization because it is seen as not meeting employee needs. In a non-unionized environment, such occurrences are limited because the organization is in control of its workers.

            The third difference lies in the costs incurred by the organization in each environment. Maintaining a non-unionized workforce is likely to be cheaper than a unionized workforce not only because the company determines employee salary but also because the organization does not spend its resources on lawsuits and arbitrations. Unions are constantly seeking better terms for their members and have a role to protect their rights and interests (Woodruff, 2018). This means more grievances and possible law suits on different accounts such as termination, discrimination, harassment and demotion among others.

            The fourth difference is predictability in human resource costs. Collective bargaining in a unionized environment could play an imperative role in maintaining stability of the organization through predictable costs (Woodruff, 2018). When organizations and unions negotiate collective terms and wages, it becomes easier to manage costs. Furthermore, the labor contracts often last for several years and this influences accuracy in budgetary predictions and ease in managing compensation and benefits administration (Hart, 2017). In a non-unionized environment, human resource costs are likely to keep changing and are therefore unpredictable.

Finally, a unionized and a non-unionized environment differ in terms of employee contact. Unionized environments create a single point of contact based on collective negotiation while non-unionized environments necessitate that the organization deal with each employee individually (Hart, 2018). This makes a unionized workforce easier to manage through a simplified salary negotiation process, more effective communication through the union and better handling of disciplinary issues…..

Union organizing campaign Memo

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Understanding and Managing People Assignment

Understanding and Managing People
Understanding and Managing People

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Understanding and Managing People

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Assessment Task

1:  Drawing on your own personal experiences or observations, identify a workplace challenge (e.g.: company merger, restructure, technology) and critically evaluate (using academic theory where appropriate), the leadership approach/es and intervention/s that the leader/line manager has taken to ensure employees remain motivated, engaged and committed to the organisation.

2:  Reflecting on your answer in task 1, design and justify a personal learning plan which will further build on and develop the personal learning in relation to your development as a manager and/or leader and the effective management of others.

Your personal learning plan should include SMART objectives so that you are able to measure the effectiveness of your learning in 12 months’ time.

Understanding and Managing People

There is no one correct way to approach this assessment.  However, please take account of the following guidance.

1:    Your work will be marked according to the following criteria (please see the marking rubric below for details of what each element covers in relation to the task):

  • Demonstrate a critical understanding of approaches to leadership (20%)
  • Critically evaluate how leadership approaches for employee retention and success, can be employed to respond to people management challenges (40%)
  • Identify and design appropriate development plans in response to a learning intervention (20%)
  • Critical reflection: Personal &/or Professional application and evaluation (20%)

2.      Task 1 – Report structure

  • Generally speaking, this reflective report should contain an introduction, a conclusion and the main body.
  • Use sub-headings and you must include numbering for your sections. You should also have a title page, executive summary (not included in the word count), the main report, a full references list and appendix (if necessary).
  • Write in full sentences and construct paragraphs around the issues you discuss. You can use bullet-point format, but try not to rely on this too much as it can restrict your ability to analyse and may end up in a descriptive report.
  • It is recommended that a minimum of 30 sources are referenced. Try to use credible academic sources where possible, e.g. textbooks and journal articles.

Understanding and Managing People

3.      Your report should refer to and be informed by relevant academic theory, models and literature throughout.

4.       A key element of task 2 is to be able to demonstrate reflective learning

This means not simply describing an experience or observation and what you learned but to deeply and critically reflect on the experience or observation. 

In particular, you should focus on how you gained the learning, or the processes of learning:

What happened at the time?  What did you feel?  What did you think?  What assumptions were you making?  What “mental models” were you using?

In what ways, and why, did the experience generate learning at the time?

In what ways, and why, has further reflection helped you to develop deeper learning from the experience? 

Did others contribute to your learning – either at the time or afterwards?

In what ways has your knowledge of relevant management theories and practices helped you to make sense of your experience, and develop and deepen your learning and personal/professional practice?

Do not just focus on how you have learned to improve your management practice, but consider ways in which your understanding of yourself, and the practice of management and being a manager has changed or developed.

Understanding and Managing People

5.    When designing a personal learning plan for task 2, make sure that you include specific actions you will take, and when, and consider any resources or support you will need – think SMART. 

  • It is recommended that you include a summary of your plan in a table form.
  • You should provide a clear and academically informed justification for your choice of learning and development activities including:
  • How you will extend and develop the learning you have identified from your reflective account and analysis
  • Reference to personal learning preferences
  • Consideration of practical resources and constraints
  • How you will define and measure the success of your planned learning

Key Resources/Reading

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave Macmillan.

Chapter 1 “What is leadership: person, result, position or process?” in Grint, K. (2009) Leadership: limits and possibilities, Palgrave (scanned, currently under BU7404 Leading and Managing Ethically)

Chapter 5 “Leadership” in Rees, G. and French, R. eds. (2013) Leading, Managing and Developing People, 3rd edition, CIPD (currently no scanned copies but multiple copies in Queens Park library)

Alvesson, M., & Sveningsson, S. (2003a). Good visions, bad micro-management and ugly ambiguity: Contradictions of (non-) leadership in a knowledge-intensive organisation. Organization Studies, 24(6), 961-988.

  Northouse, P. (2012) Leadership: Theory and Practice,

Chapter 2 The Apollo Syndrome, in Belbin, R. Meredith (2010) Management Teams (e-book) 

Caplan, J. (2003) Coaching for the future: how smart companies use coaching and mentoring. London: CIPD 

Clutterbuck, D. and Megginson,D. (2005)  Making coaching work: creating a coaching culture. London: Chartered Institute of Personnel and Development. 

Downey, M. (2004) Effective Coaching, 2nd ed. London: Texere.

Garvey B., Stokes P., Megginson D. (2014) Coaching and Mentoring, Theory and Practice 2nd Ed. Sage, London

Hawkins, P. and Smith, N. (2006) Coaching, Mentoring and Organizational Consultancy: Supervision and Development. London:  McGraw-Hill, Open University Press. 

Journals

      Websites:

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Understanding and Managing People Essay

Executive Summary

Understanding and managing people is a core mandate of the management in various organizations. Most of these management practices begin with the identification of a challenge in the work environment, which acts as the starting point to additional assessment…..

BU7039 Understanding and Managing People

The approach to understanding and managing people may take on different approaches. Of these approaches is the use of interventions by the management of various corporations, especially those going through workplace challenges. This paper looks into the various interventions and approaches used by…

Understanding and Managing People Essay

Identification of a workplace challenge

Deducing from previous personal and professional experiences, a workplace challenge that is applicable to the management of employees is the merger of a company. The process of conducting a merger between two previously independent corporations presents a challenge to a company in the sense that there are many impending changes with the merger, most of which directly influence the operational capacity…

Evaluation of leadership approaches and interventions

The smooth continuity of operations is vital in a company that undergoes various types of workplace challenges. Continuing with the previous example of a merger between the firms as the workplace challenge, there is a need for management to assume various approaches and interventions in order to ensure….

Kirkpatrick approach

Among the most effective classical approaches to leadership intervention is the use of a four step approach to managing and understanding people. The process, developed by Kirkpatrick, presents a hierarchical model that is useful in guiding the interventions in organizations. In spite of the various criticisms of the model, it has remained effective and useful to date. Primarily, the Kirkpatrick approach, as well as various other descendant models, involves a four step process with each having different variables at each level (Tamkin, Yarnall, & Kerrin, 2014).

The first step in the Kirkpatrick approach involves the use of a reactionary approach, where the leader evaluates the reactions of the employee to assess their level of comfort or disturbance by the prevailing event. The second step, known as the learning stage, involves acquiring and administration of new information. Such information should be assessed by the leadership to ensure it is useful in weathering the new challenges at the workplace (Tamkin, Yarnall, & Kerrin, 2014)…

Understanding and Managing People Essay

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Psychological Foundations of Leadership

Psychological Foundations of Leadership
Psychological Foundations of Leadership

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Psychological Foundations of Leadership

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QUESTION 1
Emotional intelligence (EQ) refers to the ability to recognize personal emotions as well as the emotions of others. It also involves understanding these emotions and knowing how to use them to guide others. Describe the components and importance of emotional intelligence. Also, identify how emotions can influence performance.
Your response should be at least 500 words in length.

QUESTION 2
The servant leader’s top priority is service to employees, customers, shareholders, and the general public. Leadership flows out of the act of service because it enables other people to grow and become all they are capable of being. Write a brief essay describing the four basic precepts in Greenleaf’s model of servant leadership.
Your response should be at least 500 words in length.

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Psychological Foundations of Leadership Essay

QUESTION 1

            Emotional intelligence encompasses the ability to recognize and understand emotions, which is vital in personal decision making and in guiding others. To achieve this, one must effectively understand the components of emotional intelligence. The first component is self-awareness, which refers to the ability of a person to understand their areas of strength and weakness (Kasapi & Mihiotis, 2014). It also demonstrates the ability of an individual to understand the impact of their actions on others. Self-awareness enhances the ability to learn from past mistakes and to embrace constructive criticism.

The second component is self-regulation. This is concerned with the aptitude to control one’s emotions and moods, such that one can listen without judging or think before an action among other things (Narayan and Narashiman, 2012). It also encompasses openness to change and self-integrity. The third component is internal motivation, which refers to factors that influence an individual’s inner passion (Kasapi & Mihiotis, 2014). This goes beyond external rewards such as money and is more about deriving joy and gratification from things that are of interest to an individual.

The fourth component is empathy, which is the ability to treat others based on their emotive reactions. It is about placing oneself in another’s position and thus seeking to understand them based on this. The last component is social skills, which are of great significance in network building, communication and teamwork (Narayan and Narashiman, 2012. Individuals with emotional intelligence are more likely to be team leaders and are experts in persuasiveness and leading change.            

The importance of emotional intelligence cannot be underestimated, given the role played by EQ in promoting organizational success. Emotional intelligence is important because it promotes teamwork and ability to effectively communicate with others (Kasapi & Mihiotis, 2014). Understanding others’ emotions ensures that individuals can control their emotions, such that their contributions and decisions are made in a more objective and communication is clearer.

Having greater self-awareness is critical role in enhancing action accountability and this leads to better performance. Emotional intelligence is also important because it promotes authenticity. When one is emotionally intelligent, they tend to be consistent in applying their own values and judgments and this creates predictability and authenticity (Dayo, et al., 2012). Emotional intelligence is also important in promoting connection with others, which leads to the development of better relationships.

When a leader has high EQ, they can connect with their followers better because they not only understand them but they can also express their emotions and passion with ease. Furthermore, emotional intelligence is useful in promoting respect. When an individual understands themselves and others, they are more likely to have self-respect and respect for others as well, and treat people equally. Internal motivation is important in driving optimism and desire to achieve even in the midst of obstacles.

Psychological Foundations of Leadership Essay

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Management and leadership for Healthcare and social services UK

Management and leadership
Management and leadership

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NVQ level 5 for Management and leadership for Healthcare and social services UK

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Essay Number 1:

4.1 The student should write an essay in which they describe ethical dilemmas that may arise in their own area of responsibility when balancing individual rights and duty of care.

Word count: 300 minimum

Essay number 2:

4.2 Explain the principle of informed choice

4.3 Explain how issues of individual capacity may affect informed choice

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4.2 – 4.3 The student should write an essay in which they explain the principle of informed choice and how issues of individual capacity may affect informed choice.

Word count: 300 minimum

Essay number 3:

4.4 Propose a strategy to manage risks when balancing individual rights and duty of care in own area of responsibility

4.4 The student should write a reflective piece in which they propose a strategy to manage risks when balancing individual rights and duty of care in their own area of responsibility.

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Current Issues in Leadership

Current Issues in Leadership
Current Issues in Leadership

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Current Issues in Leadership

Knowledge In Unit II, you started your Personal Leadership Training Plan and focused on attributes. In this unit, you will add knowledge to your plan on current issues in Leadership.Within your presentation, respond to the following points

:Describe the knowledge that you need to be a successful leader within your field of study. In order to do this, you may want to research job descriptions and organizations’ employment websites.

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What knowledge do you already possess that will benefit you in your future career as a leader?

What knowledge do you still need, and how do you plan to obtain this knowledge?

How will you leverage your knowledge to motivate and empower your employees?

What can you do to increase workplace morale?

Your completed PowerPoint presentation must be a minimum of 10 slides in length, not counting the title and reference slides.

Submit only the specific segment concerning knowledge. Additionally, a minimum of two peer-reviewed or academic resources must be used. Keep the text on the slides concise, and use the notes section to fully explain your ideas. All sources used must be cited and referenced according to APA style.

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Personal Leadership Training Plan

Personal Leadership Training Plan
Personal Leadership Training Plan

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Personal Leadership Training Plan

Knowledge In Unit II, you started your Personal Leadership Training Plan and focused on attributes. In this unit, you will add knowledge to your plan.Within your presentation, respond to the following points

:Describe the knowledge that you need to be a successful leader within your field of study. In order to do this, you may want to research job descriptions and organizations’ employment websites.

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What knowledge do you already possess that will benefit you in your future career as a leader?

What knowledge do you still need, and how do you plan to obtain this knowledge?

How will you leverage your knowledge to motivate and empower your employees?

What can you do to increase workplace morale?

Your completed PowerPoint presentation must be a minimum of 10 slides in length, not counting the title and reference slides.

Submit only the specific segment concerning knowledge. Additionally, a minimum of two peer-reviewed or academic resources must be used. Keep the text on the slides concise, and use the notes section to fully explain your ideas. All sources used must be cited and referenced according to APA style.

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Leadership and the Graduate Nursing Role

Leadership and the Graduate Nursing Role
Leadership and the Graduate Nursing Role

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Leadership and the Graduate Nursing Role 

From the assessment, my leadership style is participative type of leadership. This fits in my leadership believes in that the leaders must listen to followers inputs when solving problems or making decisions. This is because it motivates the group members, encouraging them to remain focused to the organization. I believe in that involvement decision making as it improves the understanding of the critical issues by the group people who will undertake the tasks.  

This includes the involvement of the subordinate staff, superiors, stakeholders and peers. This helps the individuals become committed with their actions, become less competitive and instead, they become more collaborative towards working together. These processes of making decisions collectively ensures that there are social commitment, which makes them become committed to the decision established (Lam & Chan, 2013).

 This type of leadership has a lot of attributes that are vital for the graduate level nurses. To start with, it is based on mutual respect as it involves increased participation between the leaders and the nurse staff. The other attribute of participative leadership includes the issue of involvement. This increased collaborative work and involvement among the staff to contribute to ideas, support ethical decision making. 

This type of leadership is always open to suggestions. The leader is humble enough to accept other people’s contribution and ideas. This makes the leader remain respected as the input benefits all the staff.  This attribute increases collaborative work, which promotes teamwork (He, 2013).

Leadership and the Graduate Nursing Role 

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The leader appreciates the concepts of diversity and cultural competence. This discussion of the most effective strategies results sometimes with conflicting ideas or methods of achieving the set strategies. The leader ensures that they use these differences to ensure that the team work effectively and more efficiently. The participative leadership ensures that others have been empowered.

The leaders ensure that they invest on the employees’ values by supporting them when they have committed mistakes, or help them in solving issues.  This enables the workers become more optimistic, proficient and making them become more motivated (Arnold & Loughlin, 2013).

Evidence based practice indicates that participative leadership ensures that the nurse satisfaction because it ensures that positive work environment is promoted. This improves employee retention. It is identified as a crucial element that can be used to improve quality of care as it is effective in implementing change towards improving the patient safety.

This type of method is adopted in most healthcare facilities as it has been associated with reduced medical errors. This is because it strengthens the relationships between the healthcare providers such as patients, colleagues and physicians. This is because positive relationships are key issues towards success (Lam & Chan, 2013).

 The key issues that help me as family nurse practitioner is the fact that it helps when making decisions that are critical. The healthcare is undergoing numerous changes, which requires new visions to be implemented regularly.  This type of leadership ensures that my fellow employees acquire new skills and knowledge, which enables them understand the best way to manage their work. They are able to make reflections of their work, and understand what would influence their contribution to work. This will also help them perform even in absence of their leaders (He, 2013).

Leadership and the Graduate Nursing Role 

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 Other attributes that increase the advantages of this attributes includes my increased ability to understand my authority as well as my responsibility. I possess effective communication and interpersonal skills. This helps in communicating responsibilities to the team members and in the delegation of challenging responsibilities, which improves the confidence of the team members. Additional skills include self-monitoring, listening skills, and legitimate power and assertiveness skills (Arnold & Loughlin, 2013).

 Some of the challenging attributes is conflict management skills, which negatively affects the satisfaction of the team members. I sometimes tend to side with team members that we have close relationship, which results to biased response.  This results to reduced motivation and has one time resulted to resistance to change. This issue must be addressed in order to improve the quality of the decisions, and team member’s performances.

In some cases, this has resulted in splitting of groups, which results to more internal conflicts. Learning to be impartial when solving internal conflicts will facilitate smoother implementation of the proposed change, and improve the quality of care being delivered (Lam & Chan, 2013).

Leadership and the Graduate Nursing Role 

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 Other challenges that neutralise the effectiveness of this type of leadership includes when we are faced with urgent emergency incidences. Most of the time, these incidences has shorter deadlines which may not allow facilitate participation of every team members. It has also been found that charismatic character tends to overcome the passive people, whose voices are often overlooked.  

In this context, it is important to build group harmony, and increase formal rules as well as procedures that describe ways to deal with internal conflicts, and ways to handle emergencies that have shorter deadlines. In some cases, it may require redesigning of   tasks to improve interdependence between the team members (Arnold & Loughlin, 2013).

References

Arnold, K., & Loughlin, C. (2013). Integrating transformational and participative versus directive leadership theories. Leadership & Organization Development Journal, 34(1), 67-84. http://dx.doi.org/10.1108/01437731311289974

He, H. (2013). Participative Leadership and Follower Creativity: Do Different Types of Trust Play Different Roles?. Academy Of Management Proceedings, 2013(1), 12324-12324. http://dx.doi.org/10.5465/ambpp.2013.12324abstract

Lam, C., & Chan, S. (2013). “Leadership Threshold: Participative Leadership, Information Sharing, and Performance”. Academy Of Management Proceedings, 2013(1), 15706-15706. http://dx.doi.org/10.5465/ambpp.2013.15706abstract

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Leadership Command Philosophy and Interview Paper

Leadership Command Philosophy
Leadership Command Philosophy

Leadership Command Philosophy and Interview Paper

Introduction

 Leadership in military service is unique as it expects the leaders to thrive in dynamic and complex life situations. The leaders are expected to think critically regarding their personal skills, philosophies, core leadership competencies and limitations and ways to apply these capacities at hand.1 This requires a strong understanding of leadership. In this context, this paper evaluates the three key elements of leadership namely, leadership philosophy, interview of commander and analysis of the commander’s interview using my leadership philosophy guide.

Leadership Command Philosophy

 To become a successful leader, personal beliefs of leadership must be consistent with the principles and values of the organization as served. In this context, I believe that leadership is not a skill that can be taught or mastered, but rather a continuous journey of learning, self-discovery and growth. This journey involves self-awareness, an important factor for effective leadership. 

Renowned philosopher Socrates stated that life that is unexamined is not worth living it. This implies that effective leadership is obtained from leaders that understand themselves i.e. view issues, challenges and team members through personal lenses.  I believe in questioning of the applicability of the strategies proposed to ensure that they are not biased and respect individual’s rights and autonomy. This facilitates in understanding my strength, weakness, and motivations.3

 One of the driving forces in my leadership styles is personal ethics. I tend to demonstrate the passions of my work by practicing ethical values are consistent with the core values of the Airforce- which are ‘integrity first, service before self and excellence in all we do.’ This ensures that my relationship with the team members are long term and meaningful. Additionally, my leadership philosophy is to keep my workplace fun, with sense of pride and ownership. As a leader, one is expected to set good command of climate.

I believe that to get most out of my personnel, I have to let them enjoy their work place, but in an accountable manner. As a leader, I understand that I am held liable for all actions conducted in my work space. For this reason, I ensure that the team members hold each other liable for the actions and decision made. This is by focusing on the personal behaviours and not personality. This ensures that the team members to respect each other.1

Leadership Command Philosophy

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To earn respect as a leader, it is important to make the team feel respected and to understand that their contributions and opinions are appreciated. This is because no one has the capacity to tackle all the challenges, and good ideas can be generated from all ranks.  Lastly, I believe in self-development and self-awareness. I have the key role to ensure that I empower other team members to ensure that there is continuity of effective leadership in this team.

This is because I have been privileged to interact with great leaders who devoted their efforts on mentoring me in various leadership levels, and correcting my mistake.  From these mentorship programs, I now understand that being an effective mentor is more than sitting with the team members to conduct yearly reviews, but rather having respect and trust to integrate them in critical issues whenever they arise.2

 “Anyone can hold the helm when the sea is calm”2 Publilius Syrus opened the interview of great inspirational commanders in the Air force. The commander indicates that leadership is a rough sea. This has made him develop a philosophy that people are aligned with purpose and connected by their integrity.

The commander’s decision making process is influenced by his leadership philosophy which occurs in shape of a follower, before embarking on his leadership roles. The decision making process indicates that he carriers out tasks with the aim of achieving influential outcome. According to this interview, when he is assigned tasks, he strives to understand why the work really matters, and the information gathered enables him to make decisions that are ethical and unbiased, and he is able to prioritize between the tasks.3

Leadership Command Philosophy

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The skills and core competencies applied by the commander’s to address the issues to be resolved include the personal values, team and organizational principles. He understands that these three leadership competencies are interrelated and are effective for problem solving. By understanding the rationale and importance of the assigned works, the leader is able to incorporate the team members, communicates effectively to ensure that they understand their common purpose.

The sense of mission developed from this process not only motivates the team members but also aligns them towards achieving the expected goal.   The leader states that using the right frameworks during decision making such as applying the most effective methods to communicate missions consistently and clearly and early assessment of the impacts facilitates in decision making process, improving the delivery of the expected purpose.1

The commander take criticism for any decision made positively, which improves their professional development. As he narrates, in his first years of leadership, I overlooked the connection between performance and integrity. For instance, I would be assigned critical tasks that needed to be performed in certain manner, and within a speculated time. In most of the tome, I would accomplish the task, but under my terms and conditions.

This influenced my relationship with his supervisors in a negative manner. He underwent several disciplinary actions, and mentorship programs that helped him understand that effective interaction consists of three critical issues namely accountability, trust and integrity.3

 As observed throughout the interview, his first word in his credo is people. He values he individuals he works with, the peers, subordinate staff, peers and superiors. This commander relied on the resources from these peers to undertake all the tasks assigned. According to his views, he conducts all tasks assigned by putting human dimensions, missions and aspects into perspective.2

Leadership Command Philosophy

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 From this assessment, it is evident that leadership philosophy is not an easy task as to consist of endless numbers of theories, experiences, diagrams and endless list of personal, people and organization’s considerations. However, the most intriguing fact about this course is development of individual’s philosophy. My leadership philosophy reminds me that my sole purpose in the military service is to serve the nation. 

This implies that in this line of career, I am not the sole author of my destiny, and that success is a by-product of team effort. As shown in the interview, the opinions of every person about the future of their leadership are relevant only if it aligns with the vision of the commanders.3

The leaders in all organization have the responsibilities to understand the realities and challenges facing them, and in recognition of the emerging opportunities to meet these challenges. From my leadership philosophy, it is evident that for people to adapt without jeopardizing the core values of the organization there is need to develop a clear commitment and understanding of all organization members objectively.1

Additionally, the key to unleashing people’s full potential is through the actualization of visions that occur by creating the right organizational climate. This is because an organization where people remain uninspired by the type of their work,   have low self-confidence, are concerned with increased criticism and  lacks support and feedback of their performances are less likely to improve their performance. This implies that the leaders must understand the importance of the team members, help them understand and visualise what is expected of their actions and how these actions will be monitored. 3

However, within the established boundaries, they must feel valued, appreciated and freedom to experiment their innovative new ideas. The leaders must understand that the cohesiveness of the team at work place or even in their off duty is very important. This is a climate that must be established in all departments.  As a leader, my primary role is to facilitate achievement. This implies that as a leader, I influence more how the team members think than commanding the work. My role is to tell the team members where to go, but they must figure it by themselves on ways to get them there. 2

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Conclusion

As indicated by this course work, the leaders influence the way of thinking of the team members. The leaders are expected to ensure that feedback is provided throughout the organization, and that performance (whether bad or good) is recognized. The leaders must understand that the success of an organization is determined by the cohesiveness on the people working under their commands.

References

1. ‘Effects Of Service Standards Communication And Servant Leadership On Strategic Competence And Customer Orientation‘. CBR 13.11 (2014): n. pag. Web.

2. Schneider, Sherry K., and Winnette M. George. ‘Servant Leadership Versus Transformational Leadership In Voluntary Service Organizations’. Leadership & Organization Development Journal 32.1 (2011): 60-77. Web.

3. Davenport, B. ‘Compassion, Suffering And Servant-Leadership: Combining Compassion And Servant-Leadership To Respond To Suffering‘. Leadership 11.3 (2014): 300-315. Web.

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