Category: Business and Management : Leadership

In your reflection paper, you will explore and analyze your perceived leadership style in relation to the various leadership styles covered in the course. Begin with an introduction that highlights the purpose of the paper and briefly defines leadership styles, including examples such as transformational, transactional, and servant leadership. Reflect on your personal experiences and observations to identify your own leadership style, providing specific examples to illustrate your traits and behaviors. Next, compare your perceived leadership style with those discussed in class, examining similarities, differences, and how your style aligns with the strengths and weaknesses of each approach. Evaluate the strengths and weaknesses of your style, considering its effectiveness in different contexts. Propose strategies for further developing your leadership skills, such as seeking feedback, participating in training or workshops, and engaging in experiential learning opportunities. Conclude by summarizing your key insights and committing to ongoing self-awareness and growth as a leader. Your paper should be in APA format. Do not forget that you will need to provide your references with the sections that you used for the paper highlighted in a bold color such as yellow or a light blue.

Part 1: (20 pt value: 10 pts / question)
Pick any two of the five questions found on page 198, in Chapter 19 of K and P’s text and discuss with your classmates, your thoughts regarding your chosen two questions.  Remember you are graded on the quality/graduate level responses. Please give concrete examples of your leadership application.  Please separate your answers with the respective question numbers as per the book (Question 1, 2, 3, 4, or 5).  
Part 2: (10 pt value)
After viewing the short video on “Leader vs. Manager” and reading the info on Leaders vs Managers (required reading tab), discuss your thoughts on the difference between the two ‘titles’, positions, and actions.  Then, retrieve one outside resource that adds information to this topic and synthesize and discuss your new findings.  At the very end of your post, please give the APA Style Reference Citation for your outside resource and if possible upload the document as a PDF file.
Youtube Link:

Using various theories and concepts with academic literature, kindly critique (analyse and evaluate) the organisational design, structure, and networks relating to a downstream oil and gas organisation in Nigeria with a hierarchical structure with the purpose to remain a growing and vibrant company continuously improving on our services to meet the energy needs of the manufacturing, transportation, commerce and agriculture industries.’ . Also analyse the internal and external networks, and the cultural, political, economic, and social influences that affect the organisation’s design and structure.
The critique of your chosen organisation should include an outline of the way the organisation is designed and structured and include the key internal and external networks of the organisation. You should analyse the power relationships in the organisation and between the organisation and external organisations. It is also important that you take note of the requirement to ‘critique’. This means that you should review the organisation in relation to its purpose and make supported judgements about the extent to which the design and structure allow it to achieve its purpose. You might identify elements of the design and structure which allow the organisation to meet its purpose but you may also identify elements which do not and offer reasons for both which may be grounded in or informed by the theory.

Developinga LeadershipTrainingPlan
In this paper you will propose a leadership training plan for your current or a future organization that will address the following:
Present a brief description of the different types of leadership theories and their significance for leadership training (Unit 1). Present a brief description of charismatic and transformational leadership, and identify the attributes that can contribute to one’s leadership skills (Unit II).
Identify ways in which leadership can increase motivation, morale, and diversity in the workplace (Unit III, Unit IV). Share how the situational leadership model and the normative decision model can impact leadership effectiveness (Unit V).
Provide steps to assist leaders with facilitating change (Unit VI, Unit VII, Unit VIII). Conclude with the benefits of having a leadership Training plan for your organization. Your completed leadership training plan should be at least seven pages in length. The title page or reference pages do not count toward this requirement. You may utilize charts, data, tables, and other visuals as needed, but this is not a requirement and does not count towards the page length.

Reflect on leadership and the role change plays in organizations. How can leaders use the 360-degree feedback to improve performance and make needed changes? What do you believe is the most important component in change, and why? Reflect on how you can apply the concepts learned in this course to your current or future career.

Identify the key aspects of the Hersey-Blanchard Situational Leadership Model and the Vroom-Yetton Normative Decision Model For leadership decisions. Discuss which model you recommend for leadership and decision making? Explain your thoughts.

Part 1Select a diverse organization with powerful leadership and follow the guidelines below:
Briefly describe the organization and the main leadership.
Describe how the leadership is developed for cultural shifts and organizational changes.
Analyze how the leadership influences performance in the diverse organization
Examples: Tesla, Microsoft, Apple, Facebook, Disney, General Motors, WhatsApp
Note: you are not limited to choosing from this list.
Part 2Select a charismatic leader and a transformational leader of your choice, and follow the guidelines below.
Include the following information about the leaders:
Describe the five qualities of your selected charismatic leader (self-confident, inspirational, articulate, revolutionary/disruptor, supportive).
Describe any four of the six qualities that your selected leader possesses using the framework for analysis for a transformational leader, which was discussed in Van Wart’s (2015) article located in the Unit II readings.
Predict the possible drawbacks of being a charismatic or transformational leader.
Reflect on why you selected your leaders.
Examples of charismatic leaders include General George Patton, John F. Kennedy, Nelson Mandela, and Moses;
Examples of transformational leaders include Ross Perot, John D. Rockefeller, Attila the Hun, Walt Disney, and Julius Caesar
Note: you are not limited to choosing from these lists
Part 3Conclude with an evaluation: Does (do) the key leader(s) in the organization you presented in Part 1 exhibit any charismatic or transformational leadership qualities? Explain your answer.
Research sources to support your ideas. Your essay should be at least five pages in APA Style. The title or reference pages do not count toward this requirement. You must include at least three sources, at least two sources should come from the CSU Online Library. Your textbook can be a resource. Please label each part of your paper according to the outline listed above.
All sources used must have in-text citations and references, and your paper must be properly formatted in APA Style.

You did not complete this assignment per the instructions. The instructions were one 250 word discussion post and TWO 100 responses to the paragraphs provided. Please provide edits. The file you attached is uploaded and the original instructions are below:
MGMT 605-Week 3 discussion post/responses
Part 1: Discussion – 250 words minimum
1. What types of strategic choices do managers have when deciding on recruiting and selection efforts?
2. How can the HR department and line manager collaborate to develop an authentic environment built on trust for a virtual and global workforce?  How do they make it work?
Part 2: Responses – 100 words each
Response #1: “When considering strategic choices in selection and recruiting, key factors are being looked at. One of them is the simple interview to see if you can spend time with the person’s personality and see if they truly desire employment. Many forms can help with selection such as paper and pencil, digital tests, or even hands-on displays of skills that are required for the job. When looking at recruiting time, skills, position/status in the company, and knowledge are all key factors needed prior to starting recruiting. When developing trust in any relationship first step is leading by example make sure to go out of your way to help your counterparts, communication is always key. Having normal recurring meetings is the best way to stay on the same page and develop policies and contracts that make all mysteries non-existent. Once you get these things done trust will build over time, and the next step would be to express problems and issues that you may have to create a deeper connection. Once you have clear communication and expectations you can encourage more opportunities for both parties and develop a feedback culture instead of your workforce. Promoting team cohesiveness and a firm line of support will mitigate problems and make issues less serious as you will have that level of trust built. Take a breathe prior to making rash decisions or reactions to situations to maintain and strong healthy connect.   
Adamovic, M. (2018). An employee-focused human resource management perspective for the management of global virtual                    teams. *International Journal of Human Resource Management*, *29*(14), 2159–2187.                                                                             [https://doi.org/10.1080/09585192.2017.1323227](https://doi.org/10.1080/09585192.2017.1323227)”
Response #2:Based off of this week’s lesson, there are certain strategies that managers can utilize when evaluating the need for recruiting and selection such as replacing vacant positions, development of an entirely new position, and or a entirely new unit requiring complete filling of positions. With this, managers have to decide what type of employment is reasonable for such position, this can either be full time, part time, contingency positions, and even the help from outsourcing. Once a manager determines the needs of the organization, they can forward necessary information to Human Resources for specific hiring requirements and advertise specifically for what is necessary. This leads into virtual positions that may occur and with the help of human resource management, new hires can work entirely virtually and or be part of a virtual team. It is important to still have structures and resource knowledge on how to operate best virtually all while keeping the virtual employees connected and current on all organizational functions. When management and Human Resources come together, they can create the best hiring plans and practices for the organization to thrive in the short and long term organizational vision and mission. They can also form together a plan on what type of employee will help the company complete all their job responsibilities by hiring the right type of position and payroll type. For example, if a company normally only requires additional seasonal employees for three months out the year, then it is best to hire only the necessary to be most cost efficient on the company but also servicing the requirements of balanced labor.

MGMT 604-Week 3 Discussion Post/Responses
Part 1: Discussion – 250 words minimum
This week we’ll discuss crisis preparation
Discussion Week 3: Preparing for a Crisis
Read the articles in Weekly Content section>Readings and Resources before answering the following:
1.  What major factors should go into a simulated crisis drill?
2.  Success is an important element in any simulated crisis drill. What aspects of measuring success are most important in your opinion. Why?
Part 2: Responses – 100 words each
Response #1:
“1.  What major factors should go into a simulated crisis drill?
Conducting a simulated crisis drill is a crucial element in preparing organizations for unforeseen emergencies. Several major factors should be considered to ensure the effectiveness of such drills. Firstly, defining clear objectives is critical. Establishing specific and measurable goals for the simulation helps participants understand the desired outcomes and allows evaluators to assess the drill’s success. Whether testing communication protocols, evaluating response times, or assessing decision-making processes, having well-defined objectives ensures that the exercise addresses the organization’s unique vulnerabilities and strengths.
Additionally, realism plays a pivotal role in the simulation’s authenticity. Simulated crises should closely mirror potential real-world scenarios to evoke genuine reactions from participants. This involves incorporating realistic scenarios, time pressures, and resource constraints to challenge the organization’s ability to manage the crisis effectively. Also, involving diverse stakeholders, including key decision-makers, frontline employees, and external partners, enhances the drill’s authenticity. By integrating these major factors into a simulated crisis drill, organizations can better identify weaknesses, improve response capabilities, and ultimately fortify their resilience in the face of unexpected challenges.
2.  Success is an important element in any simulated crisis drill. What aspects of measuring success are most important in your opinion. Why?
In the context of a simulated crisis drill, measuring success encompasses various critical aspects that collectively gauge an organization’s preparedness and response capabilities. Firstly, the efficiency of communication protocols is paramount. Success in a crisis simulation should be assessed based on the organization’s ability to effectively communicate information internally and externally. This includes timely dissemination of accurate information, clear coordination among different teams, and an understanding of how well the communication channels held up under pressure. Communication serves as the backbone of crisis management, and its effectiveness is indicative of the organization’s overall readiness.
Equally important is the evaluation of decision-making processes. Success in this regard is not solely about making the right decisions but also about the speed and adaptability with which decisions are made. Rapid and informed decision-making is crucial during a crisis, and a successful simulation should assess how well the organization’s leadership can navigate uncertainties and make effective choices. Furthermore, the ability to learn from the simulation is a key metric of success. Organizations should use the insights gained from the drill to refine their crisis response plans, identify areas for improvement, and continuously enhance their overall preparedness for future challenges.”
Response #2:
“Simulated crisis response drills must be realistic to maximize training and meet the intended training objective. The most effective simulated crisis drills are conducted as closely as possible to how a real-world crisis would be approached. The crisis response drill should begin with clear training intent and move on to mission planning, preparation, and execution. Major factors that should go into a simulated crisis drill should include:
Well-defined training objectives that are specific, measurable, and realistic to include training scenarios that meet the intent of the simulated crisis response drill.
Key players from internal and external organizations must be involved that would be involved in a real-world crisis. Resources and training aids are required to ensure an effective training simulation.
Other considerations include coordination of logistics, maintenance, public affairs, and emergency response agencies. Additionally, effective training simulation must have subject matter experts on-site to evaluate the personnel engaged in the training simulation. These subject matter experts will provide training information and coach the participants as required through the scenario. Another critical aspect of an effective crisis simulation drill is the after-action report or exercise debrief. The debrief should include all key simulation players and drill evaluators. The debrief should cover all aspects of the crisis simulation, including planning, preparation, and execution, discussing everything that went well, and identifying ways to improve overall preparedness. Finally, effective crisis simulation planning requires a continuous cycle of preparing, planning, training, evaluating, and refining necessary skills to ensure the organization is ready when faced with a real-world crisis.”

Initial post:
Did you know that there is a Portfolio tool within the classroom? A portfolio or e-portfolio is different from looking at a resume. How do you think having employers view your e-portfolio over reviewing your resume helps you?
I only need a 100 word response for the two posts below. It should be interactive, feel free to ask questions in the response.
“Class,
Before this class started, I was not aware that there was a portfolio tool within the classroom. I also had very limited knowledge on the purpose of a e-portfolio and how it could possibly help me get hired after the Marine Corps. As someone who currently does not have a single location where all of my previous school work was saved, I like the idea of having all of my work placed within an official location that could be used for official business after I complete my degree and possibly support me getting a job. The portfolio is a broader collection of artifacts collected over time that show professional growth as well as historical relevant work experience. A resume is a short “quick shot” look at someone’s career experience, statistics, and accolades (Hinkle, 2023). I personally believe that having employers view both my resume and e-portfolio is the most beneficial way of ensuring that I am hired for the appropriate job. The items found on both the resume and e-portfolio will help build the most realistic picture of work quality, ethic, and growth that employers can use to assess the level of impact I would have on the company. I do wonder if an e-portfolio could also harm your ability to get a job in regard to a company seeing the topics that have been focused on previously and identifying that this information would not be helpful. Or maybe companies see that having an established and updated e-portfolio as a clue to the level of professional they are working with?
Hinkle, J. (2023).  Portfolio vs. resume: What they include and when to use them. Indeed. Retrieved from: https://www.indeed.com/career-advice/resumes-cover-letters/portfolio-vs-resume#:~:text=A%20resume%20is%20a%20short,%2C%20illustrations%2C%20graphs%20and%20more.”
“I discovered the Portfolio tool within the classroom during the first week of the course. I think it is a great tool for students who will be hunting for jobs after graduation. Having employers view an e-portfolio over a resume helps candidates in multiple ways.
First, it is easier to showcase different skills. For instance, anyone could claim to be an expert at Microsoft Excel expert on a resume. An e-portfolio allows someone to show off a personally designed spreadsheet that would give employers confidence in their skills, especially if the spreadsheet looked professional and aesthetically pleasing with different formulas.
Another advantage that e-portfolios have over resumes is that they can show off someone’s personality. Resumes usually only consist of a hard data, such as certificates, listed skills, and employment history. It is a quick reference that is useful in sifting through hundreds of applicants to ensure they meet minimum requirements, but e-portfolios can be more helpful when employers need to discern who would be the best hire between the final few candidates. I know that someone’s personality and how they would fit in with the current employees can matter as much as their certificates and other qualifications.
A third advantage that e-portfolios have is that they can make employers feel a connection with the potential candidates before their first meeting together. Portfolios can show someone’s growth and progression through school and jobs in a way that resumes cannot. Overall, resumes are still useful when employers have a lot of candidates to consider, but e-portfolios can help set people apart.”