Criterionexplain How Leadership Style Or Characteristics Can Be Used ✓ Solved
CRITERION: Explain how leadership style or characteristics can be used to overcome perceived individual weaknesses. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Non-Performance Does not describe how leadership style or characteristics can be used to overcome perceived individual weaknesses. Faculty COMMENTS: “ While you did identify your weaknesses, I did not see where you discussed how the individual strengths you named in the first part can be used to overcome perceived weaknesses. Consider adding a paragraph that analyzes how some of the strengths you identified in the first section can help you overcome those weaknesses you mentioned. †CRITERION: Explain how leadership style or characteristics can be used to explore opportunities.
DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Non-Performance Does not describe how leadership style or characteristics can be used to explore opportunities. Faculty COMMENTS: “ While you did talk about opportunities, I could not locate how your leadership style or characteristics from your SWOT analysis will be used to explore those opportunities. †CRITERION: Analyze how leadership style or characteristics can be used to overcome threats. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Non-Performance Does not describe how leadership style or characteristics can be used to overcome threats. Faculty Comments: “ While you did identify threats, I did not see where you discussed how your leadership style can be used to overcome threats. †COMPETENCY: Evaluate how leadership strengths apply in the workplace and within the community.
CRITERION: Analyze the relationship between individual strengths, leadership style or characteristics, and workplace setting. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Proficient Analyzes the relationship between individual strengths, leadership style or characteristics, and workplace setting. Faculty Comments: “ Proficient, with a good job with your analysis. To meet the distinguished mark, consider evaluating the relationship between your individual strengths, your leadership style, and where you work or where you would like to work. Are they a good fit? †Week 8: Method Section (5-6 pages) For Week 8, you write the “Method Section†of your Final Project.
Consider research methodologies and designs appropriate to solve your research problem. Then decide which research paradigm, i.e., qualitative, quantitative, or mixed methodology, you plan to use in your study. In addition, describe your strategies for data collection and analysis. Below are key areas you need to address to complete the Methods Section. Participants (1 pages) · Population · Define the population. · State criteria for selecting participants. · State population size (if known) or approximate/estimated size. · Sample and Sampling Procedures · Identify and justify the type of sampling strategy. · Explain specific procedures for how the sample will be drawn. · Sampling frame (Inclusion and exclusion criteria) · Use a power analysis to determine sample size and include: · Justification for the effect size, alpha level, and power level chosen · Citation of the source of calculation or the tool used to calculate sample size Procedures (1 pages) · Procedures For Recruitment, Participation, and Data Collection (students collecting their own data) · Thoroughly describe recruiting procedures and particular demographic information that will be collected. · Describe how participants will be provided informed consent. · Describe how data are collected. · Explain how participants exit the study (for example, debriefing procedures, etc.). · Describe any follow-up procedures (such as requirements to return for follow-up interviews, treatments, etc.). · Procedures For Recruitment, Participation, and Data Collection (students using archival data) · Include all procedures for recruitment, participation, and/or data collection associated with the main study. · Describe the bounds of the data to be extracted (e.g., records from ). · Describe the procedure for gaining access to the data. · Describe necessary permissions to gain access to the data (with permission letters located in the IRB application).
Measures/Instrumentation (2 pages) · Instrumentation and Operationalization of Constructs · Identify each data collection instrument and source (published or researcher produced) · For published instruments provide: · Name of developer(s) · Appropriateness to the current study · Mention of permission from developer to use which permission letter included in the appendix · Published reliability and validity values relevant to their use in the study · Where/with what populations used previously and how validity/reliability are/were established in the study sample · For researcher-developed instruments provide: · Basis for development · Literature sources · Other bases (such as pilot study) · Evidence of reliability (internal consistency, test-retest, etc.) · Evidence of construct validity · Establish sufficiency of instrumentation to answer research questions · For studies involving an intervention or the manipulation of the IV: · Identify materials/programs applied as treatment or manipulation. · Provide information on the developer of the materials/programs/manipulations. · If published, state where, how, and with what populations used previously · If researcher developed, state basis for development and how developed. · Provide evidence that another agency will sponsor intervention studies (such as clinical interventions). · Operationalization: For each variable describe: · Its operational definition · How each variable is measured or manipulated · How the variable/scale score is calculated and what the scores represent Data Analysis Plan (1 pages) · Identify software used for analyses. · Provide explanation of data cleaning and screening procedures as appropriate to the study. · Restate the research questions and hypotheses here as written in Chapter 1. · Describe in detail the analysis plan including the elements below including: · Statistical tests that will be used to test the hypothesis · Rationale for inclusion of potential covariates / confounding variables · How results will be interpreted (key parameter estimates, confidence intervals/probability values, odds ratios, etc.) PROBLEM STATEMENT AND RESEARCH QUESTIONS 5 Problem Statement and Research Questions Professor’s Name: Student’s Name: Institution: Course Title: Date: Problem Statement and Research Questions Problem Statement This research paper aims at demonstrating how the Maslow hierarchy of needs increase employees motivation, promote job satisfaction, and improve the performance of workforce.
The theory identifies five distinct levels of needs which inspire employees to work. In this theory, Maslow redefine human resource management by developing a comprehensive framework of understandings each employee need. People work for various reasons and would be motivated based on the desire to achieve certain ends. Thus, Maslow defines those ends and categorizing them into distinctive classes. Work is a means to achieve various ends desired by people.
The income generated by work act a source of livelihood to many families. Meeting one needs attracts the desire to satisfy others. For instance, psychological and security needs forms the categories referred to as basic needs in life. Thus, this became the primary tool used by employers to motivate employees therefore, fulfilling these needs attracts the need to move higher in the ladder. A study conducted to understand how the working conditions affect employees motivation found that; the conditions of the working operation of the employees, the training that the employees were exposed to as well as the personal development of the employees represents the most essential factors (Wofford, 1971).
Therefore, understanding the approach to human resource management would help employers to enhance job satisfaction. People are motivated to work to meet specific needs in life. However, the theory demonstrates that needs changes over time. Therefore, this research study would help employers may integrate other motivational factors to enhance performance (Taormina & Gao, 2013). Therefore, the findings of this research paper would help the human resource managers to develop a framework to develop strategies that enhance motivation and inspire work.
Purpose statement The purpose of this study is to identify the factors that motivate and inspire employee’s performance using the Maslow hierarchy of needs theory. People derive the energy to work from different inspirations thus, becoming an essential framework of influencing workers performance. The research study would adopt a mixed approach by incorporating qualitative and quantitative studies to explain different concepts and answer research questions. This approach intents to describe the factors that inspire explore the numerous motivational factors and describes how they affect performance (McLaughlin & Butler, 1973). The information would help in developing strategies that could help increase motivation.
Research Questions 1. What factors increase the employee’s motivation to work and perform their duty? 2. How does the Maslow hierarchy of needs theory affect the employee’s inspiration to work? 3.
What is the impact of employee’s motivation on the productivity of the organization? 4. How does employee’s satisfaction affect job satisfaction in an organization? 5. How does the Maslow theory affect the way organization motivate and inspire employees to work and accomplish their tasks?
The rating of employees represents the most important constructs measured. The independent variable includes all the factors like recognition, training, and enhancing personal development. The customer rating represents the dependent variable because they depend on the approaches used to create inspiration to perform. Besides, employees rating about job satisfaction represent the other dependent variable. Motivation is a subjective factor and dependent on an individual worker.
Maslow theory identifies the human dynamic nature and therefore recommends human resource managers to understand the needs of an individual as opposed to collective needs (Cao, Jiang, Oh, Li, Liao, & Chen, 2013). Hypothesis : Motivational strategies based on the guidelines of the Maslow hierarchy of needs theory enhance performance and leads to job satisfaction. References Cao, H., Jiang, J., Oh, L. B., Li, H., Liao, X., & Chen, Z. (2013). A Maslow's hierarchy of needs analysis of social networking services continuance.
Journal of Service Management , 24 (2), . McLaughlin, G. W., & Butler, R. P. (1973). Perceived importance of various job characteristics by West Point graduates.
Personnel Psychology , 26 (3), 351–358. Taormina, R. J., & Gao, J. H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs.
The American Journal of Psychology , 126 (2), 155–177. Wofford, J. C. (1971). The motivational bases of job satisfaction and job performance. Personnel Psychology , 24 (3), 501–518.
Context Perhaps one of the most common concerns of aspiring leaders is about their skill sets and competencies. What does someone need to do in order to be a successful and effective leader? More and more, research findings are providing support for a model that embraces self-awareness, self-reflection, and emotional intelligence. Questions to prepare As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community.
Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment. · Bill Gates said, "As we look ahead into the next century, leaders will be those who empower others" (Sources of Insight, 2011). What does that mean? How might it influence the way you view leadership power and authority? · How do effective leaders empower and support those around them? Reference Sources of Insight. (2011, January 19). Lessons learned from Bill Gates.
Retrieved from Suggested Resources The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The BUS-FP3012 – Fundamentals of Leadership Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you. Capella University Library Resources · Rehman, R. R. (2011).
Role of emotional intelligence on the relationship among leadership styles, decision making styles and organizational performance: A review . Interdisciplinary Journal of Contemporary Research in Business, 3(1), 409–416. SHOW LESS Bookstore Resources These resources are available from the Capella University Bookstore : · Kouzes, J. M., & Posner, B. Z. (2017).
The leadership challenge: How to make extraordinary things happen in organizations (6th ed.). Hoboken, NJ: Wiley. . Chapter 10, "Strengthen Others." . Chapter 11, "Recognize Contributions." . Chapter 12, "Celebrate the Values and Victories." · Rath, T., & Conchie, B. (2008).
Strengths based leadership: Great leaders, teams, and why people follow. New York, NY: Gallup Press. . "Leading With Your Strengths: A Guide to the 34 Themes in Strengths Based Leadership." Assignment instructions For this assessment, consider you were recently promoted to an executive level position in your organization. The organization has a highly regarded management training and development program led by its human resources department. As part of that, the HR team works individually with each new executive to create a customized development plan.
One component of that is that the HR team asks each new executive to create a personal SWOT analysis. New executives are typically familiar with a SWOT analysis (analyzing strengths, weaknesses, opportunities, and threats) from their past educational and professional experience, but typically think of that tool as applied to an organization rather than applied personally. Preparation You too are probably already familiar with the business practice of conducting a SWOT analysis, but you are encouraged to conduct independent research on this term as necessary. Complete an abbreviated version of a SWOT analysis on your own strengths, weaknesses, opportunities, and threats. Use the criteria below as a guide for your analysis.
You will use your SWOT analysis results to complete this assessment. Strengths Briefly identify and describe your top five strengths. When you think about your areas of strength, be sure to consider: · Advantages (skills, education, experience) you have that others do not. · The achievements you are most proud of. · Things you do better than anyone else. · Special connections you may have. · Resources that are available to you. Be sure to consider how others see you as well as how you see yourself. Weaknesses Briefly identify and describe three areas of weakness.
Some things to consider might be: · Tasks you avoid doing because you do not feel confident doing them. · Negative work habits, such as often being late, disorganized, or easily stressed. · Your level of confidence in your skills, education, or experience. · Personality traits that might hold you back. For example, do you have a fear of public speaking, yet work where you are expected to conduct meetings regularly? Just as with your strengths, be sure to consider how others see you. Opportunities Briefly identify and describe at least two opportunities for growth. It may help you to think about: · Do you have a network of influential contacts? · Is there a need in your company or industry that no one has been able to fill? · Are there trends in your company that you could use to your advantage? · Can you offer solutions to problems within your company?
Threats Briefly identify and describe at least two threats you are facing. These may be in the form of: · Obstacles you are facing at work. · Competition for positions or projects. · A major change in the nature of your job. Requirements Determine how the results of your SWOT analysis might be used in both a workplace setting and in the community and complete an analysis paper describing that. Be sure to address the following: · Analyze the leadership style or characteristics you see reflected in your strengths. · Analyze how you can apply the leadership style or characteristics to overcome perceived weaknesses. · Analyze how you can use the leadership style or characteristics to explore opportunities. · Analyze how you can use the leadership style or characteristics to overcome threats and provide specific strategies to accomplish that. · Evaluate the relationship between individual strengths, leadership style or characteristics, and workplace setting.
As part of that, associate the leadership style or characteristics represented in your strengths with the type of work you believe would best support them. · Analyze how well your current career fits your leadership style. Additional Requirements Include your SWOT analysis as an appendix. Note: The SWOT analysis will not be graded directly. Given the intended audience for your SWOT and overall leadership analysis, it should be well organized and written in clear, succinct language. It should be approximately 3–5 pages in length. Follow APA rules for attributing sources that support your analysis and conclusions. Academic Integrity and APA Formatting As a reminder related to using APA rules to ensure academic honesty: 1.
When using a direct quote (using exact or nearly exact wording), you must enclose the quoted wording in quotation marks, immediately followed by an in-text citation. The source must then be listed in your references page. 2. When paraphrasing (using your own words to describe a non-original idea), the paraphrased idea must be immediately followed by an in-text citation and the source must be listed in your references page
Paper for above instructions
Title: Leveraging Leadership Styles to Address Individual Weaknesses, Explore Opportunities, and Mitigate ThreatsIntroduction
Understanding one's personal leadership style and its correlation to individual strengths and weaknesses is fundamental in today's work environment. This paper will analyze how leadership characteristics can not only overcome perceived individual weaknesses but also explore opportunities and counteract threats. By conducting a personal SWOT analysis (Strengths, Weaknesses, Opportunities, Threats), this exploration will reveal how an effective leadership style can contribute to personal development in the workplace and community.
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SWOT Analysis Summary
Strengths
- Emotional Intelligence: Strong interpersonal skills and empathy enhance relationships with team members (Rehman, 2011).
- Adaptability: The ability to pivot strategies and approaches quickly in dynamic environments promotes resilience and effectiveness (Kouzes & Posner, 2017).
- Networking Skills: An extensive professional network aids in identifying opportunities and garnering support when required.
- Strong Communication: Effective communicator ensures clarity and alignment within teams (Rath & Conchie, 2008).
- Visionary Leadership: The capability to create a compelling future for teams positively influences motivation and job satisfaction.
Weaknesses
- Perfectionism: This trait can hinder productivity and delay project delivery due to intense self-criticism.
- Time Management: Difficulty prioritizing tasks may lead to lower efficiency, particularly under stress.
- Fear of Public Speaking: This personal limitation restricts participation in critical meetings and presentations.
Opportunities
- Professional Development Programs: Organizational offerings of workshops and training programs can enhance skills and competencies.
- Mentorship Opportunities: Both formal and informal mentorship can provide guidance for overcoming personal weaknesses.
Threats
- Increased Competition: A growing emphasis on leadership roles within the organization can intensify competition for promotions.
- Organizational Changes: Structural reorganizations may create uncertainty and challenges in adapting to new roles.
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Utilizing Leadership Styles to Overcome Weaknesses
Addressing personal weaknesses through the lens of leadership styles highlights the constructive possibilities of leveraging strengths. My primary leadership style reflects transformational leadership, which emphasizes inspiration and motivation (Bass & Riggio, 2006).
1. Overcoming Perfectionism: By practicing self-compassion as a transformational leader, I can encourage a healthy acceptance of imperfection within teams. This not only alleviates self-imposed pressure but also fosters a culture that values progress over perfection (Kouzes & Posner, 2017).
2. Enhancing Time Management: Leveraging emotional intelligence can help me delegate tasks effectively while being attuned to individual team dynamics. Promoting team accountability based on trust will also alleviate the burden of task management on myself.
3. Conquering Public Speaking Fear: Embracing vulnerability as part of authentic leadership allows me to share my fears openly, creating a supportive environment where others might also be encouraged to face their weaknesses.
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Exploring Opportunities through Leadership Styles
Harnessing leadership characteristics aids in identifying opportunities for professional growth and development.
1. Participation in Professional Development: As a leader, my emotional intelligence positions me to recognize and recommend beneficial training programs tailored for personal growth and organizational needs. By advocating for these programs, I can evolve alongside my team and enhance collective capabilities (Kouzes & Posner, 2017).
2. Establishing Strong Networks: Utilizing networking skills, I can facilitate collaborations across departments, which not only helps in personal advancement but fills gaps in organizational needs and resources, driving innovation and performance.
3. Mentorship Roles: By taking an active role in mentorship, I can empower others while concurrently solidifying my position as a knowledgeable leader willing to invest in team members’ professional trajectories.
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Utilizing Leadership Styles to Mitigate Threats
The ability to mitigate threats with a personal leadership style is essential in maintaining stability and morale.
1. Addressing Increased Competition: By leveraging visionary leadership, I can inspire my team to strive toward common goals, fostering a united front against competitive pressures (Bass & Riggio, 2006). Celebrating achievements and setting mutual goals will create a supportive environment that enhances team cohesiveness.
2. Navigating Organizational Changes: My adaptability allows me to lead transitional initiatives effectively. I can guide my team through uncertain transitions by promoting open discussions and feedback loops. Addressing fears directly fosters trust and prepares the team to face inevitable organizational changes with resilience.
3. Continuous Learning: By establishing a culture of continuous learning, I can turn the threat of obsolescence into an opportunity for growth. Encouraging team members to pursue new skills helps the entire team remain competitive in changing job markets.
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Evaluating the Relationship Between Individual Strengths, Leadership Style, and Workplace Setting
The relationship between my individual strengths and leadership style aligns closely with my aspirations to work in innovative and collaborative environments. Transformational leadership thrives in settings that value team contributions and encourage creativity (Rath & Conchie, 2008). Organizations that promote emotional intelligence and adaptability are those where I feel I can make the most significant impact.
Currently, my leadership style is well-suited to my work environment, which promotes open communication and values individual input, reinforcing my strengths and allowing me to overcome weaknesses effectively.
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Conclusion
By leveraging powerful leadership styles and characteristics, individuals can transform perceived weaknesses into strengths, capitalize on opportunities, and navigate threats effectively. A thorough understanding of oneself through a personal SWOT analysis offers valuable insights into maximizing leadership potential. Consequently, this process fosters personal development that leads to enhanced workplace performance and contributions to the community.
References
1. Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. 2nd ed. Mahwah, NJ: Lawrence Erlbaum Associates.
2. Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. 6th ed. Hoboken, NJ: Wiley.
3. Rath, T., & Conchie, B. (2008). Strengths Based Leadership: Great Leaders, Teams, and Why People Follow. New York, NY: Gallup Press.
4. Rehman, R. R. (2011). Role of emotional intelligence on the relationship among leadership styles, decision-making styles, and organizational performance: A review. Interdisciplinary Journal of Contemporary Research in Business, 3(1), 409–416.
5. Taormina, R. J., & Gao, J. H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs. The American Journal of Psychology, 126(2), 155–177.
6. Wofford, J. C. (1971). The motivational bases of job satisfaction and job performance. Personnel Psychology, 24(3), 501–518.
7. Cao, H., Jiang, J., Oh, L. B., Li, H., Liao, X., & Chen, Z. (2013). A Maslow's hierarchy of needs analysis of social networking services continuance. Journal of Service Management, 24(2).
8. McLaughlin, G. W., & Butler, R. P. (1973). Perceived importance of various job characteristics by West Point graduates. Personnel Psychology, 26(3), 351–358.
9. Northouse, P. G. (2018). Leadership: Theory and Practice. 8th ed. Thousand Oaks, CA: Sage Publications.
10. Yukl, G. (2010). Leadership in Organizations. 7th ed. Upper Saddle River, NJ: Pearson Education.