How is mentoring valuable to leadership? What are the keys to effective mentoring?
Do charismatic and transformational leadership generalize across cultures?
What are some examples of projects that have failed due to a lack of good technical leadership?
Select and investigate an organization where teams are frequently utilized. In what ways has the use of teams led to greater productivity, more effective use of resources, better decisions and problem solving, and higher quality products and services?
How does a manager's leadership style influence his or her effectiveness in the workplace? Provide a specific example.
An explanation of organizational culture and the impact leaders have on organizational culture.
1. Will an introduction or addition of empowerment into a formerly bureaucratic organization actually result in a more bureaucratic structure than before? 2. Detail a factor that needs to be critically observed while defining the size of a team. 3. 'Would you mind awfully if I asked you to close the door?' Discuss the p
Leadership competencies. Please give me guidance on starting on this topic. There is an argument that leaders today face an unprecedented array of macro environment challenges -- globalization, diversity, fast pacing, constant change, technological advances, nomadic workforce, talent shortage, systemic impatience and generati
Reflection/research paper on an influential leader. It could be on any leader throughout history, including a business leader or other. - Research and discuss the individual's background - Describe their leadership qualities and style - Key outcomes of their actions - Opinion statement - Show research
Courtney, a sales manager, and her team of six have been assigned the task of developing a marketing strategy for a new software product developed by her company. A couple of team members propose a business plan centered on a good price that would make the product affordable. Some members proposed a marketing plan around the val
Yahoo's Bartz Shows Who's Boss Yahoo CEO Carol Bartz unveils a streamlined management structure for the Web portal, including the departure of CFO Blake Jorgensen By Robert D. Hof Just six weeks after taking over as chief executive of Yahoo! (YHOO) from co-founder Jerry Yang, Carol Bartz has now made it quite clear who
You are part of a group that is working to achieve a particular goal. What factors will determine your group's need to have a leader? You will be the leader of an existing task force. According to Hersey and Blanchard's theory, as you plan your approach to leadership, what do you need to know about the group? You must lea
You have been encouraged by a colleague to write a brief article about "CEOs and presidents" for a management journal. You have decided to compare the leadership styles of three leaders: Andrea Jung, Indra Nooyi, and Brenda Barnes. Using the Library, the Internet, and your course materials, write a document via Word that elabora
The "leading object" exception applies to: A. contracts to answer for the debt of another if the primary obligor defaults. B. contracts for interests in land. C. contracts not to be performed within one year of the date of their making. D. contracts made in consideration of marriage.
Why is it important for a technology manager to be able to explain things in non-technical terms? What are some examples of projects that have failed due to a lack of good technical leadership? What do you think are some of the characteristics a good technical support employee should have?
1. Bright, Fry, and Cooperrider state that behavior is an artifact, a reflection of intrinsic values, beliefs, and assumptions. Compare this definition of behavior to Cashman's or Argyris's. Analyze one example of behavior as representative of a dominant belief or a theory in use, preferably one that might have global impact on
How can project leaders shape employee behavior?
1) Is "who you know" always a bad thing in hiring or promotions in you view? Should it matter? 2) On the notion of "intimidation." This goes back to a dictatorial style of leadership (used to be called Theory X), "Do as I say, I am the boss." Does this style really work anymore in this environment? Should it be used? If so,
Using the article Leadership Truths what advice would you give to a company that has ineffectual leadership, mid-level managers who don't have the authority to help clients properly, very little recognition for major accomplishments and jobs well done and low employee morale?
Using Blake and Mouton's leadership/managerial grid found in the Northouse textbook, in what situations are the different styles best? Evaluate the strengths and weaknesses of each.
MGMT 4111 Leadership Profile Assignment Background: 1. Are leaders born or made? Research generally indicates that the answer is "yes." Both individual characteristics and career experiences play a role in leadership development and success. 2. This assignment requires you to synthesize and apply concepts from Part On
3. What might a manager or group leader do to eliminate or correct the harm from self-centered role behaviors? 6. How important are disagreement and conflict in making an organization successful? 7. At what point does conflict become dissent? At what point should a manager intervene? 8. Compare individual and group ef
Please provide feedback to the questions below. What is the impact within your organization on an employee expressing deviant behavior? What makes a manager different from a leader is that managers set operational goals, establish plans, allocating resources, organize, assigning jobs to staff, monitoring results, and help
Throughout the course, we discussed the models, strategies, and competencies needed to facilitate change. For this discussion, reflect on what you have learned. Address the following questions in your post: 1. What did you learn about yourself? 2. What was the most important learning you will take away or the most import
Could you provide me with some guidance with regards to the following questions: Is leadership and management the same? What about the differences among the two when discussing roles, expectations, and theories? In this solution, you will learn how to think differently between the terms leadership and management and provided
Rate yourself on your current writing and presentation skills (e.g., poor, fair, good, excellent). How much of an improvement do you think you have made since you first began your program course work? What sorts of improvements would you still like to make?
1.Why is leadership such an important element in strategy implementation? Find an example in a business you know about or you can research and discuss how CEO leadership affected a strategy implementation. 2.Illustrate a policy, and objective, and a functional tactic from a business you know about. Discuss the effectiveness
Can you help me get started with this assignment? You have been retained by a senior manager to create a training presentation for her management team. The senior manager is particularly concerned about the effectiveness of her managers and their direct reports. The training should be designed to review the functions of manag
Literature Review: Root Cause Analysis. Please check online for this book and on chapters 6 and 8 read it and write 4 pages for this assignment: here is the book to read: Making Strategy Work: Leading Effective Execution and Change by Lawrence G. Hrebiniak (Hardcover - January 15, 2005)
Section 1: Achieving Business Results What specific business results did you achieve or do you anticipate as a result of an action plan in the leadership role? Consider what results are related to how you manage individuals on the team and what results are linked to performance of the team? As a leader all eyes are on you and the organization will look to you and how you deal with circumstances and follow or flee based on your reaction. As a young leader I learned that many emulate your actions and it is important to set the bar for others to follow. I always come to work early and stay late and although I have never asked others to follow they do. For my entire work career I have evaluated myself quarterly using the same form my boss uses on me and the form I use on my subordinates. I also ask a peer to give me a grade also and since I have thick skin I ask my peers to be brutally honest. By evaluating oneself and always looking to improve yourself, and giving your team a leader they want to follow. The quest for becoming a better leader is first an inner quest to discover who you are. This is especially inherent in the pieces by Quinn and by Charan, Drotter, and Noel. McCall reminds us that leaders can get derailed unless they know their weaknesses, as well as their strengths, and Buckingham and Clifton tell us to pay particular attention to those strengths. Van Velsor and Guthrie remind us that learning to lead is a lifelong process, not some quickie course you take on a weekend, or on the Web. If you're going to prepare yourself to lead, prepare to go on a deep dive. You cannot separate leadership from the person leading, and the person leading cannot separate himself or herself from those they lead (Jossey-Bass, 2003). Continuing education and learning the jobs of others on your team is very important for self-evaluation. Each year I take a course related to the latest innovations in my craft to ensure I am doing what is needed to stay current. When others see that you are striving to be the best, they will emulate this plan of action. In my staff meetings, I always include a portion on self-improvement and share with the teams relevant courses and ways to advance themselves. The greater a leader's skill at transmitting emotions, the more forcefully the emotions will spread. Such transmission does not depend on theatrics, of course; since people pay close attention to a leader, even subtle expressions of emotion can have great impact. Therefore, the more transparent a leader presents him or herself will be expressed by their own enthusiasm, for instance, others will feel that same contagious passion. Leaders with that kind of talent are emotional magnets; people naturally gravitate to them. If you think about the leaders with whom people most want to work with in an organization, they probably have this ability to exude upbeat feelings. Its one reason emotionally intelligent leaders attract talented people for the pleasure of working in their presence. Conversely, leaders who emit the negative register,who are irritable, touchy, domineering, coldrepel people. No one wants to work for a grouch. Research has proven it: Optimistic, enthusiastic leaders retain their people, compared to those bosses who possess negative moods. I always ask myself if I can handle what I just gave someone else and if I cannot I reflect why I asked of others, what I cannot handle and then design the task in a way that I feel is fair to all. If I am conducting training, I take all exams and sit through the training myself to view what I am asking others to sit through. If you start with yourself you will be your hardest critic and be sure never to be complacent and always look to improve (Jossey-Bass, 2003).
Section 1: Achieving Business Results What specific business results did you achieve or do you anticipate as a result of an action plan in the leadership role? Consider what results are related to how you manage individuals on the team and what results are linked to performance of the team? As a leader all eyes are on you