What are your areas of weakness within the leadership domain, and how did you determine a cluster as a weakness?

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OL 600 Module Four Journal Guidelines and Rubric Self Analysis: Behavioral Competency: The Leadership Domain
Overview: For this journal task, you will conduct a self-reflection of your current strengths and skill gaps related to the behavioral competencies within the leadership domain. You will also suggest ways to improve upon your weaknesses. This activity will help you practice the use of behavioral competencies that you will need to complete your final project.
Journals in this course are private between each student and the instructor.
Prompt: First, review the required module resources, carefully examining the behavioral competencies within the leadership domain. As a reminder, the two clusters within the leadership domain are leadership and navigation and ethical practice.
Once you are familiar with the leadership domain clusters, conduct a self-reflection and analysis by responding to the following questions.
 Strengths: What are your areas of strength within the leadership domain, and how did you determine a cluster as a strength? Provide supportive examples.  Weaknesses: What are your areas of weakness within the leadership domain, and how did you determine a cluster as a weakness? Provide supportive examples.  Strategies: What are your strategies for the development of behavioral competencies within the leadership domain? Provide supportive examples and information from your research.
Refer to the Module Four resources and other course materials to support your responses. Your instructor will provide feedback pertaining to your selfreflection and offer recommendations for skill development.
Rubric
Guidelines for Submission: Submit assignment as a Word document with double spacing, 12-point Times New Roman font, and one-inch margins. Dedicate a minimum of one paragraph of analysis for each of the three questions listed above.

Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value Strengths Discusses areas of strength within the leadership domain, including how a cluster is determined as a strength, and supports responses with evidence Discusses areas of strength within the leadership domain, but does not sufficiently discuss how a cluster is determined as a strength, or does not support responses with evidence Does not discuss areas of strength within the leadership domain 30 Weaknesses Discusses areas of weakness within the leadership domain, including how a cluster is determined as a weakness, and supports responses with evidence Discusses areas of weakness within the leadership domain, but does not sufficiently discuss how a cluster is determined as a weakness, or does not support responses with evidence Does not discuss areas of weakness within the leadership domain 30 Strategies Discusses strategies for the development of behavioral competencies within the leadership domain and supports responses with evidence Discusses strategies for the development of behavioral competencies within the leadership domain, but discussion is cursory or lacking in detail, or responses are not supported with evidence Does not discuss strategies for the development of behavioral competencies within the leadership domain 30 Articulation of Response Journal assignment is free of errors in organization and grammar Journal assignment contains errors of organization and grammar, but the errors are limited enough that the assignment can be understood Journal assignment contains errors of organization and grammar that make the assignment difficult to understand 10 Total 100%

Describe your preferred conflict-management style (collaborative, competitive, accommodating, avoidance, or compromising) and discuss how it complements your personal leadership theory.

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Question given to my peers below.

Describe your preferred conflict-management style (collaborative, competitive, accommodating, avoidance, or compromising) and discuss how it complements your personal leadership theory. What types of situations would prompt you to use an alternative conflict management style and why?

For Top essay writer – Critique my peers posts below, When responding to your peers, offer feedback on their selected approach and how it may impact stakeholders. All sources must be APA cited. Also, please separate my peers post below using their names as the heading

 

Jason Post below

According to this week’s reading assignment, conflict can actually be an essential tool in progressing forward and thinking outside the box (provided it is navigated in a constructive manner). Managers must be able to adapt their conflict management behaviors to a given situation. In some cases, it may be best to confront conflict, and in other cases, it may be better to avoid conflict or accommodate (Saeed et al, 2014).

My preferred conflict management style is collaborative/integrative given it seeks to find a mutually beneficial outcome. I always prefer win-win scenarios however I understand these are not always possible. From a preference and personality perspective, to me there is nothing worse than a zero-sum scenario where one person “wins” or gets their way and the other loses and concedes everything. There are likely tradeoff decisions and concessions that both parties may need to make however as long as those are articulated, presented on the table and agreed upon, a collaborative approach is often a good goal for me to focus on. There are also nuances of the compromising style included here as well. Studies have shown that supervisors who use an integrating style achieved more behavioral compliance, less likely to experience persistent conflict at work and have less disputes (Saeed et al, 2014). I also tend to be conflict-averse which is another reason why I tend to gravitate toward this style.

There are instances where I may utilize a different approach is when expedient decisions come into play. For example, I try and guide my team members to make decisions on their own without checking in with me. In these cases, I may use more of an accommodating style to enable the team to make sound decisions and work through challenges collectively. If I need to get involved to mediate, I will do so but likely as a last resort.

Each of my preferred styles resonate closely with my preferred leadership style especially as it relates to both servant leadership and transformational leadership. I see it more as an opportunity to empower others through autonomy, support and coaching rather than utilizing a more autocratic style of leading. Given I work in a learning & development role, I typically utilize a collaborative style when navigating through challenges given I work closely with other centers of excellence (COEs) within HR and I find these approaches to be quite useful.

 

Amy Post below

I am a servant leader and find I prefer to collaborate or compromise when there is conflict. I do not feel there is one style that will fit every conflict situation. I know, without question, I will avoid conflict as much as I can, but not ignore it.  I will do my best to address situations as they arise and hopefully catch any problems before they have time to fester. In discussing conflict management, Swetha Amaresan (2019) suggests that: “Conflict management is the process for handling disputes and disagreements between two or multiple parties. The goal of this system is to minimize the negative factors that are influencing the conflict and encourage all participants to come to an agreement. Successful conflict management results in a mutually beneficial outcome that’s agreed upon by each party.” I find this concept summarizes how I wish my conflict management style to develop.

There are several details which can help in choosing a conflict management style. Among these are considering how much one values the other person or issue; understanding the consequences; and deciding if I have the time and energy to give to the conflict. (Amaresan, 2019) Being a servant leader might mean I need to address every conflict to meet the needs of those I have been designated to lead. My first concern would normally be the well-being of others. However, not every conflict is worth my time and energy, especially if the person or issue concerned is not a contributor to the success of the company.

One example of needing to use an alternative form of conflict management might be colleagues’ disagreeing with me on a proposed change within the company. I will discuss why I came to my decision and hear the other persons out. After further consideration on my part, I may decide to accommodate their concerns. In the event that I have a colleague or employee who, I know, is getting ready to retire, it might be wise to just avoid any conflict with that person to make his or her remaining time with the company a more pleasant experience.

 

How was leadership exercised during the session (if at all)? By you, your colleagues or tutors?

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APPENDIX 2: LEARNING Diary

Leadership Learning Diary

The purpose of the learning log is to focus the review of your learning on a session by session basis. This pro-forma is intended to structure your reflections enabling you to identify and record the learning that is important to you. You can amend this learning log with specific picture/stories etc. you may find in the wider media and that illustrate/explain your thoughts.

What were the aims of the session?

Briefly describe the session content key themes, issues and topics.

Briefly describe the session process, i.e. learning, methods used.

How was leadership exercised during the session (if at all)? By you, your colleagues or tutors?

What part did you play in relation to leadership?

Key issues arising from the session in relation to the theme.

Links to relevant theory.

Main insights from the session.

Other thoughts and feelings: any questions.

What traits does the leader possess that you think make this leader effective?  How would you describe this leaders’ personality? 

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Second Essay/ Writing Assignment – Instruction

Instruction: 

MGT Leadership Writing Assignment 

Please think of your favorite leader (or, if you do not have a favorite leader, any leader or a comic figure, etc.) and answer all of the following questions. Try not to exceed a total of three to four pages for your responses (that is, approximately one page answer per question). Use your own words to answer the question and summarize your answer in a writing assignment (Times New Roman 12, double spaced).

Please familiarize yourself with the submission process prior to the assignment due date.  Late submissions will not be accepted. This is an individual assignment and you should not complete this assignment in teams. Grades will be based 70% on correct application of theory and 30% on grammar and writing.

Please proofread your responses to ALL questions carefully. If sentences are not clear they will not be evaluated.

  1. What traits does the leader possess that you think make this leader effective?  How would you describe this leaders’ personality? 
  2. Which behavior (leadership styles) does the leader demonstrate?
  3. Which of the ‘newer’ leadership (e.g., LMX, transformational leadership, etc.) approaches apply?

The same rules regarding file formatting (only WORD and PDF files are accepted, file formats other than that are not considered for grading) timeliness of submission (zero tolerance for late submissions, and that includes no ‘updating’ for incomplete assignments after the due date has passed), document formatting (double spaced, no more than three pages plus introduction/references, use of headlines and similar for structure, etc.) and of course, individuality or plagiarism (zero tolerance).

 

Discuss the role that leadership played in establishing and maintaining labor unions from approximately 1880-1900.

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Read text book Chapters 7 & 8 pgs. 97-125
Jama Lazerow, “Power and Respectability: The Knights of Labor”
For the first time, during the late nineteenth-century, organized labor unions are beginning to survive immense outside pressures, whether they be economic depressions, anti-unionism, or even state violence.

A significant change was the introduction of strong leadership. Discuss the role that leadership played in establishing and maintaining labor unions from approximately 1880-1900.

How did this strong leadership manifest itself into political action?

Other than survival, what were the major successes and failures of organized labor during this period?

What might be some strategies you could consider implementing to help enhance your leadership or management behaviors and why might this be beneficial to your personal or professional lives?

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Identify one person who you believe possesses primarily leadership behaviors and one who possesses primarily management behaviors. Craft a 3-4-page APA formatted paper using at least 2 sources that answers the following questions:
-What are the different types of behaviors you observe between these two individuals.
-How effective are each individual in their roles and what suggestions might you make to help each of them improve?
-Based on the two individuals, which one would you aspire to want to be more like and why?
-What might be some strategies you could consider implementing to help enhance your leadership or management behaviors and why might this be beneficial to your personal or professional lives?

**I started this paper and simply do not have time to finish so I’m throwing in the white flag. I’ll attach it under Additional Materials, feel free to use what I started with OR NOT. It seriously does not matter, if something else is easier or better go for it. Thank you!**

Identify current policies and opportunities that may be outdated or ineffective, and provide your proposed plans for their revision and implementation.

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Leaders must acknowledge and take responsibility for ensuring equality. Confronting gender-based issues when they occur within an organization is a must. Therefore, leaders must promote gender equity through promoting opportunities and approaches that challenge traditional gender-specific roles and responsibilities, as well as encourage women and men to broaden their personal expectations beyond the restraints of the gendered stereotypes within an organization’s culture.

Week 7 – Assignment: Prepare a Leadership Plan to Increase Gender Consciousness and Awareness.

Develop a comprehensive leadership plan that you believe, based on your research, will increase gender consciousness and awareness in your organization. In your plan, address the following:

  • Assess any existing advancement barriers, and then explain how you plan to overcome them.
  • Describe current and proposed retention plans.
  • Identify current policies and opportunities that may be outdated or ineffective, and provide your proposed plans for their revision and implementation.
  • Propose new initiatives, and then explain how you would implement them.

Support your plan with at least five scholarly resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included.

Length: 5-7 pages, not including title and reference pages

Your plan should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards.

Discuss this paradox and provide a substantiated argument as to whether or not it is the leader or it is the context.

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Paradox – One of the oldest and most debated paradoxes is the fascinating debate as to whether history is shaped by heroic change agents or whether leaders and their followers are primarily and more decisively shaped by their times by events, and by the economic, social, and physical circumstances in which they live.” (Cronin & Genovese, 2012 p. 23)

Discuss this paradox and provide a substantiated argument as to whether or not it is the leader or it is the context. Support your work with at least 7 scholar sources. Paper must consist Title page, Introduction, Appropriate headings, Conclusion and References

What issue do we need to understand to that we can engage in better organizational leadership?

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New challenges to knowledge and knowing. As mentioned on this syllabus, there are many issues we’re not going to be able to address in great depth this course. As you think about the future of working and organizing, what issue do we need to understand to that we can engage in better organizational leadership? For instance, you might take the gig economy, algorithms in the workplace, activists’ influences on firms, international pressures, new models of ownership, etc., and explore how this phenomenon shifts our understanding of knowledge management, communities of practice, or something else altogether. (If you choose this path, your paper should include a few directives for organizational leadership to consider near its end.)

How Corporate Mission, Vision, and Values Improve Corporate Exposure and Profit.

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Values-Based Leadership Approach.

Values-Based Leadership Approach to Organizational Behavior.

Values-based leadership is an approach that demands leaders to draw on their values and that of the followers for direction and motivation. Leaders must lean on the organizational values to drive performance and deliver results. A stout values-leadership strategy requires effective leadership of a high level for better collaboration and cooperation. Research study shows that “effective leaders inspire cooperative personal decisions by creating faith in common understanding” (Weiss, 2014). Such kind of leaders set the pace and culture that governs the behaviors of followers. They are also likely to create a culture of trust, honesty, and devotion to attain the corporate vision. The values-based leadership focuses on the ethical standard, values, and behaviors; thus, this can support the idea of the company and build confidence among the stakeholders.

Satisfying the Needs of the Internal Stakeholders

Stakeholders are likely to achieve satisfaction when the values-based leadership support the corporate vision and builds trust among them. As a result, this can have a positive impact on organizational culture. Satisfying the needs of the internal stakeholders can enable them to work hard towards building the corporate image and increasing productivity. It can allow them to become the right shareholders and works hard towards building the corporate culture. It can also make them develop a sense of pride, trust, and commitment towards realizing corporate mission and vision.

The Purpose and Establishment of Mission, Vision, and Values in this Approach

The purpose of establishing mission, vision, and values in the values-based leadership approach is to guide leaders towards realizing their corporate goals. Research shows that strategies and culture are aligned along with the mission, vision, and core values (Weiss, 2014). Therefore, the values-based leadership approach is compatible with the three aspects. The purpose of establishing the mission, in this case, is to enable leaders to understand why the organization exists. Besides, the aim of creating a vision is to guide them in their decision-making and realization of organizational goals. Research shows that “values are the bedrock of why the company exists, how it makes decisions, and its true purpose” (Gleeson, 2017). Thus, leaders must lean on the core corporate values to drive performance.

The Importance of Strategic Alignment and the Classical Visionary Approach

Effective leaders guide ethical and align strategic decisions of the internal with the external business environment. Strategic alignment is imperative because it benefits both employees, customers, and stakeholders. It eliminates conflicts, increases coordination and buy-in among the team, as well as offer clarity of purposes to all workforces. It can also help the company to adapt to the changing business world, stay competitive, and build a long-lasting business. On the other hand, leaders employing classical visionary strategy believe that the business world is predictable. Given the unpredictable global market, they are likely to use to classical visionary approach to position themselves effectively to build sustainable companies.

How Corporate Mission, Vision, and Values Improve Corporate Exposure and Profit

Both the mission, vision, and values offer leaders a direction for driving organizational change. They keep employees focused on where the company is heading and what it attempts to accomplish. While leaders and their followers build corporate culture through trust, good vision, mission, and values should guide them towards achieving high profits. An organization with a definite purpose, vision, and value expose itself to the market, and this will ultimately increase sales; thus, generate more revenues.

References

Gleeson, B. (2017). How values-based leadership transforms organizational cultures. Forbes.

Retrieved from https://www.forbes.com/sites/brentgleeson/2017/03/10/how-values-based-leadership-transforms-organizational-cultures/#71c9267c1fbd.

Weiss, J. (2014). Business ethics: A stakeholder and issues management approach (6th ed.). 

Oakland, CA: Berrett-Koehler Publishers.